David nailed this! HR is of very little help in hiring nearly any but
the most rudimentary of production graphic designer.
In a DMI article that Chris Conley (IIT and Gravity Tank) wrote
entitled "Leveraging Design's Core Competency" he writes with the
perspective of a designer's self evaluation and what they might
contribute. But they can be very helpful in an inverted evaluation of
talent as well.
With apologies to Chris and DMI - I will cut and paste:
1.The ability to understand the context or circumstances of a design
problem and frame them in an insightful way
2.The ability to work at a level of abstraction appropriate to the
situation at hand
3.The ability to model and visualize solutions even with imperfect
4.An approach to problem solving thatinvolves the simultaneous
creation and evaluation of multiple alternatives
5.The ability to add or maintain value as pieces are integrated into
6.The ability to establish purposeful relation-ships among elements
ofa solution and between the solution and its context
7.The ability to use form to embody ideas and to communicate their value
I realize that this is a bit tangential and not specific to UI or UE
designers, but they are still quite relevant.
On Jul 7, 2006, at 10:59 AM, David (Heller) Malouf wrote:
> There is so much to hiring a good designer and often HR departments > are of very > little help because they have little to no experience working with > designers > and thus don't understand that they are not like the rest of the > development/production team.