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Hiring Manager's Advice on UX Design Interviews

Having navigated the dynamic world of product design and tech for the last 10 years, I've gained insights into what makes a standout candidate and what falls flat during interviews.

Candidly speaking, many junior to mid-level designers struggle to showcase their unique strengths — often resorting to scripted answers that lack authenticity.

Through these experiences, I've honed a pragmatic approach to interviewing that I'm eager to share with those navigating the job market in UX design.

Interviewing a range of junior to mid-level designers has been eye-opening.

The most common pitfalls include generic responses, struggles with articulating uniqueness, and a tendency to say what they believe we want to hear.

Scripted answers come across as robotic, and many candidates find it challenging to admit their shortcomings or simply say "I don't know".

Interestingly, those who excel often have prior experience in service-oriented roles or actively engage in public speaking and presenting.

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How I prep for interviews:

Preparation is key but doesn't need to be overcomplicated. I spend a concise 10-15 minutes reviewing candidates' LinkedIn profiles, portfolios, and other shared materials. I compile a list of questions tailored to each candidate, focusing on what intrigues me about their background and what more I need to know to make an informed decision. During interviews, I keep an open mind, steering away from a rigid prepped questions and remaining in probing mode to uncover who the candidate is.

Attitude and skills I value most:

1. Ability to think on their feet: Can the candidate improvise and articulate their ideas effectively during the interview?
2. Active listening skills: Do they demonstrate an understanding of the questions being asked and respond thoughtfully?
3. Handling awkward situations: How do they navigate unexpected challenges or uncomfortable moments?

🌟 What you can do:

• Practice communication: Engage in group discussions, participate in design challenges, and seek feedback on your communication style.
• Embrace challenges: Take on projects that push you outside your comfort zone to develop problem-solving abilities in real-world scenarios.

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Seeking the essentials:

What I believe matters most in candidates are…

1. Job performance: Can the candidate effectively perform the required tasks based on their skills and experiences?
2. Resourcefulness and adaptability: Are they capable of figuring things out and adapting to new situations?
3. Fit with team culture: Will they contribute positively to the company's team dynamics and work environment?

🌟 What you can do:

• Highlight problem-solving skills: Share concrete examples of overcoming challenges in your portfolio and during interviews.
• Demonstrate adaptability: Discuss experiences where you successfully navigated unfamiliar territory or unexpected obstacles.

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Handling decisions, value alignment, and compensation

Decisions regarding candidates and their value to a team often become evident within the first 30 seconds of an interview.

Whether delivering positive or negative outcomes, clear and prompt communication is essential.

Rejections are conveyed via email, with an offer of constructive feedback if desired. Conversely, acceptances are promptly communicated with tailored reasons for optimism and a clear outline of next steps.

In the corporate realm, compensation discussions typically fall under HR's jurisdiction, focusing on skill benchmarks and team dynamics to ensure alignment.

As a business owner, negotiations are more direct and transparent. I engage in candid conversations with potential hires to establish fair compensation that reflects their value and contributions to the team.

Understanding the intricacies of decision-making, value assessment, and compensation negotiation is crucial for both candidates and hiring managers. Clear communication and transparency pave the way for successful collaborations and mutually beneficial partnerships.

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General advice. My bulletproof approach

• Interviewing: Be genuine, prepare anecdotes, showcase your strengths, demonstrate enthusiasm, research the company, and view interviews as idea exchanges.
• Hiring: Establish evaluation rubrics aligned with team values, involve a committee in decision-making, craft realistic job descriptions, consider unique candidates, and explore contract-to-hire options for streamlined processes.

Now, navigating interviews and hiring processes as a product designer can be daunting, but with a pragmatic approach rooted in authenticity and preparation, success becomes attainable.

Embrace each opportunity as a chance to showcase your unique abilities and values, and remember—finding the right fit is a two-way street.

By incorporating these insights, both candidates and hiring managers can navigate the UX design landscape with confidence and purpose.

Good luck 🍀
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