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I'm a good UX/UI Designer, but the interviews are unfair to me

Factors that most fail at job interviews

I'm a good UX/UI Designer, but the interviews are unfair to me

Introduction

After going through the first filter of recruiters, the next step is to be invited to an interview. Wow! But wait: Assuming the recruiter likes the story about you told in the portfolio and resume, he expects no less than that for the interview - and he can question every point in that story to validate its truths. At this point, it's simple: your behavior will make all the difference. See in this article which factors disapprove the most at the time of the interview.

 

 

Inadequate positioning

In years of experience in the market, we have noticed that from large established companies StartUps, when a candidate is selected for the interview, their verbal and non-verbal language are determinant in their hiring in 90% of cases. The impression given to the recruiter in charge of the position simply makes all the difference. For that, consider 2 main indicators:

What is said — The words chosen, the meaning of the phrases, the use of slang, and especially, whether the question asked is being directly answered. We know from them if there is property in the subject, experience, knowledge of tools and ability to explain. Just playing with words is not convincing.

How it is said — the tone of your voice, the way you behave and your facial expressions tell us a lot about you. We quickly identify aspects such as pride, disrespect, demotivation and disinterest, which are highly disqualifying factors in any selection process.

 

 

Passing on the wrong idea about yourself

From the moment you were selected for an interview, it is no longer the portfolio or lack of experience that counts - all this has already been seen and analyzed by the recruiters involved - but what it turns out to be in the interview. Recruiters seek profiles with potential to be developed, some humility to learn, commitment, professionalism, interpersonal intelligence, team sense, self-management skills, adaptability, interest in work, proactivity and, yes, the candidate has to be a "good guy". At the very least, it must be pleasant to be by your side.

There´s a k key we always hit on: A UX/UI Designer needs to like people. It is a gross mistake to think that this kind of professional should be stuck in a room alone, in absolute production during all his working hours. If you don't have that ability, develop it urgently - and if you realize it's not possible at all, it's time to rethink your career.

Not everyone needs to have a leadership profile, or be the person who lifts the team up or connects. However, your Soft Skills should add to the team. All members must have complementary characteristics, must add up.

The secret to successfully joining a group of people is to quickly identify something they don't have, and bring about (or be) that something.

There's always room for something aggregating. What are you really good at? What does the team need, that you can fill? Find your space and make yourself an indispensable piece.

This makes perfect sense if you think that work represents at least 1/3 of your life time (perhaps an almost innocent idea) and can represent even more if we think about life satisfaction level. So now just imagine what kind of profile would you like to work with.  What kind of person would you like to share this important part? So... are you that person? Nobody wants the untouchable genius that doesn't add up to the group. This is over. Work is constant and team exchange. It's more than clear that 10 people working on one purpose, with synergy, is much better.

Be mature to understand that there will be pain in any company. But of all the pains, which one hurts the least? Are you in alignment with the position/company you applied? And believe me, the recruiter will want to know the level of dissatisfaction that these pains cause you and how you would overcome them on a daily basis. Keeping on complaining isn't any strategy.

 

 

Not demonstrating ownership

During the interview, obviously the recruiter will ask questions about the cases presented in the portfolio. The expectation is that you have ownership over them, even if the projects are not only yours. Not being able to tell the story of the project and not being able to answer questions is fatal, because it will be clear that you did very little or even had interest in the project. So in the portfolio, it's important to make it very clear what your role was, no matter how small - that way the recruiter will ask questions based on this information and you will have the answers promptly. Not making this clear will create space for him to understand that the project is yours alone, and by questioning specific points, you will not have the answers. Check out our article How to document your project with quality in order not to make a mistake at this point. 

 

 

Conclusion

Finally, be mature enough so as not to throw your frustration at the recruiter. Understand that the only person responsible for your expectations is yourself. Entering a selection process can even generate anxiety, we are human and we understand that. But it only belongs to you, and the way you deal with it also says a lot. For us the interview never ends, you are constantly being evaluated.

About Mao Barros

Over 15 years in the Design field, working on visual projects such as graphic, illustration and Brands. For the last 10 years I've been working in digital projects as UI Designer, understanding UX and buildings processes using no-code tools to have a good deliverable to them.

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