D(esign) Playbook - People

Recruiting - Interview Tips

Personal Statement: Having conducted and participated in a few hundred interviews for various levels of roles in a variety of scenarios, here are a few keys I can share in order to best prepare. One note, the logistics of scheduling and staying within the time windows agreed may be within or beyond your control, but rest assured that any group worth their salt with assure of their availability beyond the strict (typical) 30 minute window of an early interview. This is one aspect of the interview about which you should carry no stress.

Keys to Interview Tips:

Do your research - If done carefully, you can show the hiring manager or team member that you took the time to learn something about them. Feel free to quote what he said in CIO magazine about the challenges of technology in the office.

Scout, physical or digital aspects to interview - Whether it is driving to ensure you know where you will park day or or doing a test run to make sure your mic/video settings are prepared for your remote interview, the investment ahead of time is worth it. Note, for remote tools you haven’t used before, be sure you know what it looks like when you have actually fully joined the call. I can’t tell you how many times I have had to reschedule an interview because someone was sitting at the “join” screen awaiting a single click while they thought they had already joined.

Be thoughtful about dress/physical appearance - There isn’t one specific rule here, but be thoughtful about what the likely expected culture/climate is. You can very easily under or over dress if you don’t understand and make an effort to match.

Actively listen - Demonstrate your best active listening. yourself. If you say, “I think the best computers in the world are PCs and people who use Macs have more style than substance” after the interviewer mentions his iPhone, you could be left with your opinion an no job.” Beyond avoiding missteps, your interviewer may share key aspects to the current team, strategy, or other important information that may serve you well later in the recruitment.

Hone storytelling efficiency - I’m not suggesting having “canned responses”, but often times designers (myself included) are happy to indulge in long, winding storytelling. Be practiced in responding to questions efficiently.

Anticipated questions - There are some questions you should anticipate including: “tell me your design story”, “why are you looking/what are you looking for”, and other logistical inquiries such as compensation/open to relocation/other unique specifics.

Finally, Show interest/take the opportunity to understand your potential manager or teammate - Numerous studies have shown that it is the linchpin of great performance, long-term commitment, and employee satisfaction at all levels of the organization. But although most hiring managers will look at the personality fit between themselves and job candidates, few prospective employees give this component very much consideration—often to their regret if they discover later on that they and their supervisors are mismatched. Don’t miss the opportunity to prepare questions for your potential manager in order to provide information about aspects of their people management strategy that are important to you.

Citations/Learn More:

Silverman, David. Typo. Amsterdam University Press, 2007.

Morgan, Nick. Trust Me. Wiley, 2008.

Harvard Business Review, and Review. HBR Guide to Getting a Job. Reed Business Education, 2010.

*Last updated 4/25/2020, please note this is for the purpose of allowing me to document and evolve my thoughts, experiences, and approach. I’d very much appreciate the opportunity to learn from you sharing yours. Reach out to me at jaydubois@gmail.com or @jaydubois