The UX of Hiring: Why Design Challenges Are a Flawed Approach

Are Design Challenges Fair Game? The Ethics and Effectiveness of UX Hiring Tests

Hello there, design enthusiasts and aspiring UX/UI creators! Let’s talk about a contentious topic dividing the design world: the good ol’ design challenge that comes up during job interviews. Are they a necessary evil, or are they fundamentally flawed? Grab a cup of your favourite plant-based brew, and let’s get into it.

The Premise

You’ve sent out resumes, tailored your cover letters, and finally, a company bites. They’re impressed with your portfolio and want you to proceed to the next step — a design challenge. Here’s where things get tricky. As much as companies claim these exercises help them assess a candidate’s skills and problem-solving abilities, several underlying issues make this approach less than ideal.

Time Commitment

First, let’s talk about the elephant in the room: time. Design challenges often require a substantial time commitment from the candidate. We’re talking hours, sometimes even days, of dedicated work. And guess what? Most of these candidates are already employed full-time and juggling other responsibilities. So, asking someone to invest this much time for a “chance” at a job can seem a bit unfair.

Vague Requirements

Often, these challenges need to be clearly defined. The requirements can be vague, leaving the candidate guessing what the company is after. This lack of clarity makes it difficult for the candidate to focus on what matters, leading to wasted time and potentially missing the mark entirely.

The “Free Work” Conundrum

Here’s where it gets iffy. Some companies tailor their design challenges to the problems they’re currently facing. While this might seem practical to gauge real-world skills, it can also be disingenuous. The candidate might wonder, “Are they hiring or just fishing for free solutions to their problems?” This perception can undermine the integrity of the entire hiring process.

No Team, No Gain

Remember, UX design is seldom a solo endeavour. In real-world scenarios, you’re bouncing ideas off team members, collaborating, and generally, not working in a vacuum. A design challenge, however, isolates the candidate. Any questions they might have can lead to delays as they wait for the hiring team to respond. Worse yet, asking questions can sometimes be misconstrued as a lack of expertise.

The Remote Dilemma

Last but not least, there’s the issue of authenticity. In a remote setting, it’s easy for a candidate to subcontract the design challenge to a more skilled friend or colleague. Not only does this defeat the test’s purpose, it also risks hiring a candidate with misrepresented skills.

Better Alternatives

Instead of leaning on design challenges, companies could adopt more holistic approaches to gauge a candidate’s aptitude and skills. How about a deep-dive portfolio review or a paid short-term project that benefits both parties? Even a structured interview process involving practical problem-solving discussions can offer valuable insights into a candidate’s abilities and fit within a team.

Conclusion

I understand that sometimes you are unable to turn down these design challenges. Landing a job is often the end goal, and if completing a test is part of the process, then so be it.

Before diving in, though, do your due diligence. Research the company’s reputation, work culture, and how they’ve treated past applicants. If it all checks out and you decide to go ahead, give it your best shot.

And hey, if you complete the challenge but don’t get the job, don’t sweat it. Treat it as a learning experience, one more step toward securing the correct position.

Your dream job is out there, and each experience, good or bad, is bringing you closer to that ultimate goal.

So the next time you’re faced with the dilemma of solving a “hypothetical” UX problem for a job application, remember that the choice is yours.

Whatever decision you make, let it align with your career aspirations and values. And if you’re on the hiring end, consider this a call to action to rethink your process.

Good UX starts with understanding people, and that includes your potential employees.

Cheers!