Hiring Strategies (was: Potential interviewquestions...)

1 Oct 2007 - 10:59pm
7 years ago
2 replies
398 reads
Dante Murphy
2006

Dan-

Great question, and one that crossed my mind as well while reading the various responses to the interview questions thread.

For me, the biggest part of my strategy is to be heavily involved in recruiting, and to rely on the good judgement of others to help out with assessment. And despite the truly wonderful outcome, I wish I'd had as good a method earlier in life when dating.

Really, the two processes are not that different. You think you know what you want, you're hoping for commitment, and you're willing to give a little time, energy, understanding, and money to build that relationship. You rely on your friends to tell you if he or she is a jerk, has treated past partners badly, etc. At least, you trust some of them to tell you that.

I've got a roster of people I work with lined up for potential interviews, and the key there is to simulate as closely as possible the diversity of roles and personalities that the candidate will encounter in the job. Creative directors, designers, account managers, other IxDs, technology leads, and project managers all make the list. The biggest part of this process is simply, "are you right for me"?

The skills assessment is usually done with a portfolio review and some basic vetting to convince me that the candidate did and could reproduce the work they are showing. Everyone else on the list knows enough about what we do to chime in, but by the time they come in I usually have a pretty good feel for their core competencies.

And it doesn't take someone who is a 10 on the skill scale to get me excited. The desire to do great work, keep learning, and always add value is what gets my interest.

Now, it's my turn for a plug...if anyone out there think this is the kind of environment they want to work in, I'm hiring too.

Dante Murphy
Director of IxD
Digitas Health

________________________________

SO, besides interview questions, what are some strategies you've used for
hiring and retaining good design talent?

-- Dan

Comments

2 Oct 2007 - 7:19am
SemanticWill
2007

Dan wrote: "The desire to do great work, keep learning, and always
add value is what gets my interest."

Given two candidates, one with a 10 in passion for IxD, 7 in skills -
the other with a 7 in passion and a 10 in skills, I would probably opt
for the more passionate candidate, assuming they are also passionate
about learning :-)

Speaking of learning - has anyone noticed a shift over the past 10
years in many businesses in which hiring has shifted away from
growing great people, their knowledge, the development - to hiring
rockstars? It seems that I have noticed many more companies that are
unwilling to pay for continuing education, professional development,
training, etc. I can't think that my company is the only one that
explicitly does not pay for training or professional development and
believes that any an employee does should be done on their own time,
on their own dime.
Maybe we could start another thread on professional development and
training for people in the UX community. Which companies support it -
which ones don't...

-Will

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Posted from the improved ixda.org
http://beta.ixda.org/discuss?post=20918

2 Oct 2007 - 8:01am
Adrian Howard
2005

On 2 Oct 2007, at 05:19, Will Evans wrote:
[snip]
> Speaking of learning - has anyone noticed a shift over the past 10
> years in many businesses in which hiring has shifted away from
> growing great people, their knowledge, the development - to hiring
> rockstars?
[snip]

Oh I've noticed that. Its a recipe for disaster in the long term
since its harder to fire than hire and you get a build up of folk who
aren't quite as useful once the environment has changed.

Adrian

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