Hey Jared,
Totally agreed - considering a candidate who has little UX experience
is just asking for trouble, unless a company is willing to invest
serious resources and time to educate. This work is deceptively hard
and just as candidates are often underestimated for their skills, so
the job of UX is underestimated for it's need of experienced and
focused professionals.
Like most things in life, it's about balance I guess :-)
Have a great weekend,
-Dan
On Mar 14, 2009, at 10:01 AM, Jared Spool wrote:
On Mar 14, 2009, at 1:51 AM, dnp607 wrote:
I often come across design managers who use the approach of
assessing "demonstrated and comparable work" as a major hiring
criteria. Jared nailed an important piece of the hiring puzzle with
his comments and I agree completely - but, for balance, I humbly
add: don't overlook candidates because they don't have the
absolute, precise, mix of work you require.
Dan,
In most hiring scenarios, particularly for anyone who regularly
visits this list, I agree with you completely.
However, Scott's scenario was specific: the hiring manager (who I
assumed would be the candidate's manager) didn't have any UX
experience (and, I assumed, neither did anyone else in the org). In
this case, I'd recommend against deviating too much from
demonstrable comparable direct experience, because without the UX
experience, it would be hard to tell if it translates well.
Scott's scenario is rare (extremely so amongst our direct
community). But, it's happening more and more.
Jared
Jared M. Spool
User Interface Engineering
510 Turnpike St., Suite 102, North Andover, MA 01845
e: [email protected] p: +1 978 327 5561
http://uie.com Blog: http://uie.com/brainsparks Twitter: jmspool
UIE Web App Summit, 4/19-4/22: http://webappsummit.com
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