Whether you’re a web design agency or a company with an in-house dev team, sooner or later, you realize that you need a UI designer. It’s hard to design effective web products with sleek, appealing interfaces without an expert with in-depth industry knowledge. So, you go on a hunt for a skilled UI designer.
Sometimes, it’s easy to fall prey to an ideal resume and a long list of skills indicated in the LinkedIn profile. Still, expert recruiters recommend taking a different approach and asking many different questions at the job interview to see whether the candidate is indeed the right fit for you. Here is a guide with questions to ask when you hire UI/UX designers and choose among several candidates.
Types of Questions for a Job Interview
As a rule, a job interview is an excellent opportunity to meet your candidates face to face. You can discuss many different topics and issues with them, ranging far beyond what’s included in their resumes. It’s a chance to check the individual’s skills and expertise, but it may also cover soft skills, practical work-related situations, and a test of the candidate’s mindset.
The common types of questions employers should include in the interview are:
- UI theory
- Relevant UI education and certificates
- Questions about previous work experience: failures and successes
- Personal questions about attitude to lifelong learning, conflict, leadership, and teamwork
- Questions about future plans for professional growth
- Practical skill tests and problem-solving exercises that may illustrate the candidate’s workflow
Interviewing a Junior-Level UI Expert
Junior specialists in UI often have little to no work experience. So, job-related questions won’t give you any idea about their talents and skills. It’s better to structure interviews with junior-level specialists a bit differently. Some questions you may ask include:
- What made you choose a career as a UI designer?
By asking this question, you can understand what inspires your candidate in the world of UI design, what trends they like the most, and what their design background is. It’s much easier to work with people who are consistent in their professional choice, can rationalize it, and have some artistic background.
- What UI projects did you complete?
Even if the junior-level specialist has meager work experience, they can discuss their portfolio projects at length. These can be products that never saw the world in the digital space; yet, they are sound evidence of the designer’s expertise and approach to different work-related tasks.
- How do you validate your design choices?
It’s vital to understand the candidate’s methodology before hiring them. Some designers use intuition and subjective feelings instead of user psychology and UX research results. Thus, it’s much more reassuring to work with experts using empirical data in design decisions, especially when your brand’s success depends on them.
- How do you learn about new trends and practices in UI design?
The modern digital market is very dynamic, so web design specialists need to keep pace with the trends and innovation. Otherwise, they won’t deliver cutting-edge solutions to your company. By asking this question, you may learn the candidate’s attitude to lifelong learning and their sources of the newest design data.
Questions for a Senior-Level Specialist
Senior-level experts are people with much field experience and a long track record in the UI design sphere. They charge much higher rates than junior and middle UI designers do. Thus, it would help if you double-check their credentials and suitability for the job, making sure that you pay a reasonable price for the services you obtain.
Examples of questions to specialists of this level are:
- What would you regard UI success/failure upon the product’s launch?
Senior-level specialists should have a set of KPIs by which they may judge the product’s success or failure. It’s vital to learn each candidate’s approach to see whether it complies with your business processes.
- Did you ever experience friction between you and the dev team? How did you handle it?
Achieving a match between designers and developers is challenging for every web design agency. Thus, you should inquire every designer about how they handle the design-dev chiasm and how well they can smoothen those frictions to achieve the common goal.
- How do you achieve usability in design?
As a rule, usability is a task of UX designers. Still, UI also contributes to the product’s usability and makes it easier for other team members to achieve user-friendliness and seamless UX. So, you need to check whether your candidate understands their role in attaining usability and how they play that role.
- How would you redesign an app that proved inefficient in the market?
Creating something from scratch is only part of a senior-level specialist. They must also troubleshoot existing products by optimizing designs or introducing major front-end redesigns. Find out how your candidate approaches this task and where they derive data about the direction of improvement.
- What are your design trend/style preferences?
Every artist has a niche of specialization, like favorite templates, visual elements, and colors. Try to find out what style your candidates prefer, checking whether it’s consistent with your brand identity and strategy.
What Questions Should You Expect from a Job Candidate?
Again, a job interview is a face-to-face meeting between an employer and a job candidate. Everyone can ask questions to learn more about each other and determine whether you’re a good fit for each other. The most common questions you might face are:
- What design processes and approaches does your company have?
- What is the structure of the design department in your firm?
- How do you evaluate and promote staff? Do you give feedback?
- Will I be assigned a mentor?
- Will I replace another person, or is my position brand-new in the company?
- Do you follow a user-centered approach in design?
- Will I be the only person responsible for UI design, or will I become a part of a larger team?
Candidates are also curious about their potential workplace and have the right to know the details. After all, you both need to agree to work together. So, be ready to answer these questions honestly and patiently to give your job candidates as much data about the firm as possible.