UCD practitioner since '95 | UserInterviews Active UX Leader to Follow | Adjunct Professor and Educator | Ph.D. Candidate | TEDx & Conference Speaker | Podcaster | Author | Opinions are my own
Here's yet another reason why judging UXers by their portfolios is a ridiculous proposition. Our work is not always a reflection of who we are. It's a reflection of who we are + who we've worked for. #ux #realuxtalk
Hi Darren, I like this take. Just curious to know as an early career designer how you've preferred to go about assessing talent when you've been in a position to hire. Do you regard the portfolio as an add on, try not to look at all, use it as a first step, etc.?
This discussion is likely to provoke strong reactions. I’m here for the comments
Darren Hood, MSUXD I've heard you discuss this before, and I agree. A portfolio cannot be the end all be all for a candidate, but it often is.
Who we’ve worked for and what we’ve worked on does contribute to our overall “experience” though.
Portfolios help if your a graphic designer or interior designer and it's all about clients taste. Case studies are supposed to show more process if done well but at first I thought, if they want storytelling I'll just do a video and talk about it. I thought I was so brilliant for that. It turned out what they didn't see was a big flow of wireframes. And thought really? But those are iterated on and then disposed. Ok I get it you want to see me put buttons and layouts and see a physical sorta representation, and tell it with visual design. Basically design a portfolio like a graphic or interactive designer but with lots of text and notes and whatever work to prove I was there doing it. And then set it up like a storybook. Ok got it .but, I felt like this is lot of work just so someone can scan it and toss. I used to bring a portfolio case and have a conversation, pulling out relevant designs as I learned what the business needed. That was effective! But just to leave my link, to me, that puts me at a huge disadvantage. I don't get any interaction
So true! …And often not a reflection of who we are but the environment, context, circumstances we are in. There’s also a common thread here on LinkedIn often from recruiters saying “hire people based on attitude not experience” - as if attitude means authenticity. 😅 I prefer: hire people based on authenticity and internal drive.
+ who else was on the team!!
Excelent point of view!
Thought-provoking
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2wWhat metric do you recommend companies and recruiters use to sort through applicants for FT roles and potential User Experience consultants?