Archive for the ‘Quizzes and interview questions’ Category

Take the UX Design IQ Challenge

I like quizzes because they are a fun way to learn. I prefer quizzes that are challenging—so you have to know your stuff and think about the questions carefully—but not so challenging that they are impossible or trivial.

With this in mind, I’ve created the UX Design IQ Challenge. I’ve carefully selected questions that are challenging but not impossible. I hope you find this quiz to be a great way to learn, or even prepare for your next job interview.

Please give it a try!

This quiz is a work in progress. It currently has 15 questions, but I’m aiming for 30. I’d love to get your feedback on other good UX design questions or ways to improve the existing questions. I’d especially love to hear your favorite UX design job interview questions. Feel free to email me or post comments below. If I get enough material, I’d like to break this into separate targeted quizzes.

UX Design Trivia Quiz #1

Which of the following common household items has had an extraordinary influence in modern consumer electronics design?

  1. The portable radio
  2. The toilet
  3. The light switch
  4. The remote control
  5. The toothbrush

Give up? Here’s the answer.

Interaction design interview question #1

Last week, I mentioned that I have a good interview question for hiring an interaction designer, then presented several problems with asking one of those horrible “edgy” design interview questions. Here’s the question:

Please apply your standard design process to design a swimming pool for a resort hotel. Feel free to ask me questions if you need more information.

Of course, there’s nothing special about a swimming pool—aside from being a familiar object that needs to be well designed. Feel free to substitute any other familiar objects that need good design and lead to interesting design discussions.

The answer and scoring

Before checking the answer, please think this through as you would in a real interview situation. Spend at least 5 minutes before peeking.

The answer

Why I like this question

This question is simple enough, so what’s the big deal? Here’s why I like it:

  • There’s no trick to it. The question is clearly presented and candidates can get full credit for answering the question as asked. Candidates don’t have to figure out what you are really asking, so the response reflects their design skills, not their interviewing skills.
  • The response demonstrates the candidate’s design skills in a meaningful way. A strong response is a meaningful indicator of superior design skills, whereas a poor response is a meaningful indicator of the opposite. Candidates reveal exactly where they are on the UX Design Skills Ladder.
  • There’s more than one good solution. Consequently, each candidate can respond in a unique way. Because there’s no one expected answer, there’s room for brilliance. There’s also enough depth to the problem that prior coaching won’t help much.
  • Experienced designers have an opportunity to shine. In addition to demonstrating their user centered design skills, advanced candidates can also demonstrate their strategic product design skills.
  • BS won’t go far. Both you and your candidates know enough about the problem and the target users that BS won’t get them anywhere. Unlike with “edgy” questions where total nonsense might pass as insight, common sense can be your compass.
  • It’s fun! It’s a fun exercise, so asking it will reflect well upon you and your team.

How to ask good design interview questions—and why “design a spice rack for blind people” isn’t one of them

I was originally going to present a good interaction design interview question, but soon realized that my rationale for liking the question was as interesting as the question itself.

The key to success in any project is to hire the best talent you can. When it comes to evaluating interaction design skills, the interview questions used are often weak.  How can you identify that best talent by asking poor interview questions?

Stop asking “edgy” design questions

Interviewers often ask what I call “edgy” design questions. You know, something that fills in the template “Design a <useless product> for a <target audience that isn’t you>.” “Design a spice rack for blind people” is a popular one of these, but the possibilities are endless:

  • Design a coffee maker for a car.
  • Design a texting device for toddlers.
  • Design a voting booth for Martians.

As if Useless Japanese Inventions wasn’t comprehensive enough. I gave one of these to a candidate once and I’ve regretted it ever since. I’ve been on the receiving end of these a few times and honestly I’m not impressed. People seem to think these questions are cool and insightful. I find them neither.

Yes, I get it—these questions are about design thinking and process, and realizing that you aren’t the target user. Interviewers want to see candidates working the problem from the target user’s point of view and not designing for themselves, making assumptions, or jumping to solutions. Any candidate that starts off by thinking about possible solutions likely won’t pass the muster.

I think there are many problems with “edgy” design questions. Here’s some:

  • “Correct” answers are too narrowly defined. Interviewers who use these questions often have a predefined notion of the correct answer, and anything else is likely considered incorrect. While candidates that start off with possible solutions aren’t following good processes, they might be demonstrating another valuable skill called “brainstorming.” Who’s to say that applying a design process deserves full credit but brainstorming creative solutions demonstrates lack of competence? And of the two, the creating brainstorming skill is the harder to master. Just because a response is unexpected doesn’t mean it’s wrong.
  • Advanced design skills are penalized. Candidates experienced enough to apply user-centered thinking should also have enough experience to realize the question is silly. The impractical nature of these questions means that the products have no market, don’t solve real problems, have a poor value proposition, are potentially unsafe, are based on questionable assumptions, etc.A good answer to “design a coffee maker for a car” is “I’d rather not—people might get killed. There are too many distractions in cars already. If people are running out of coffee while driving, consider designing larger mugs instead.” Another (snarky) response: “That’s an interesting design challenge. Do you have data that shows there’s a market for such a product? No? …then I’m not sure why you’re asking me to design it.” Those are Level 3 responses, but would the candidate get the job? Seems to me that demonstrating that a product concept is safe and has a viable market requires more advanced design thinking than figuring out how to shoot hot water through a hole.
  • True user-centered design is impossible. Candidates intentionally aren’t part of the target audience, forcing them to design for somebody else. In practice, how do we normally do that? With some sort of user research, right? Can’t do that in an interview. A skilled candidate could work around the problem by asking questions, but if done well that should ultimately lead to a dead end—these impractical products don’t exist for a reason.
  • The interviewer isn’t a target user either. One of the goals of these questions is to reveal if the candidate makes false assumptions about users, but chances are the interviewer is just as likely to have false assumptions. For example, most “blind” people (actually, “vision impaired” is more accurate) can see to some degree, so a good spice rack for blind people is probably a good spice rack for sighted people. The question itself is based on a false assumption.
  • A good response requires answering a different question. To answer the question well, candidates have to realize that the interviewer wants to know about design process, or wants them to ask clarifying questions, or redefine the question into something more practical. But the interview process isn’t exactly a realistic discussion among peers. The interviewer has all the control, and candidates might be reluctant to answer anything other than was literally asked. You asked the question, and candidates shouldn’t be penalized for answering it as asked.
  • Interviewing is a two-way street—and your side of the street now sucks. While your goal is to determine if the candidate is qualified and a good match, the candidate’s goal is to determine if he or she wants to work for you. Do you think highly talented designers want to work for teams that develop impractical products? Do you think highly talented designers want to work for teams that are so clueless about good design? Just as you judge candidates by their responses, candidates judge you and your team by your questions.
  • Ultimately, such questions fail to demonstrate design skills. Interviewing acumen and preparation are as important here as design talent. To do well, it’s not so much what candidates say, but how they say it. Suppose you have Bob, who lacks design skill but has received 10 minutes of coaching on this type question, vs. Alice, who has amazing design skills but spends her time thinking about practical design problems. The impractical nature of the question plus a bit coaching are a great equalizer, so Alice doesn’t necessarily have the clear upper hand.

Yes, a skilled candidate could work around these problems. For example, a candidate might say “It’s not my experience that people with visual impairments would need or want such a product. Still, let’s apply the principle that everyone benefits from accessible design, so instead let’s design a spice rack that’s highly accessible to everyone.” That’s a much better design challenge—a product that might actually sell—but even so it’s more a demonstration of interviewing skills than design skills. I don’t think these interview questions aren’t good enough to deserve redemption.

What to do instead

The solution is simple: ask practical design questions that solve problems people actually have. Choose design problems that candidates have some familiarity with so that they can observe instead of speculate. Choose design problems that you have some familiarity with so that you can use common sense to distinguish good responses from BS. Score the results based on design skills demonstrated instead of interviewing skills required to diplomatically navigate around a poorly conceived question.

If you do only one thing: Make sure your design questions demonstrate design skills instead of interviewing skills. Allow for brilliance—have enough latitude so that insightful responses are recognized as such, even if completely unexpected. And make sure the question is engaging enough so that talented designers will want to work for you.

I’ll post my design question next week. I hope it lives up to my buildup.

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