Que faites-vous si votre entretien de stratégie de contenu manque de preuves de compréhension de l’expérience utilisateur ?

When a candidate demonstrates a gap in understanding UX, guide them to explore indirect experiences related to UX design principles. Encourage discussions on user research or A/B testing, even if not explicitly labeled as UX activities in their previous roles. Help them recognize transferable skills and relevance to UX concepts. This approach allows you to assess their latent abilities and potential for growth more accurately.

If a content strategy interview lacks evidence of understanding user experience (UX), ask more specific questions about their approach to user research, A/B testing, or how they’ve adapted content based on audience feedback. Encourage them to connect past experiences to UX concepts, which can reveal transferable skills and show potential for growth in this area.

Here are some strategies: ➡️Ask specific questions: Inquire about their experience with user research methods, such as interviews, surveys, or usability testing. Ask them to describe how they've used UX insights to inform content decisions. ➡️Present hypothetical scenarios: Pose hypothetical situations that require a strong understanding of UX. For example, ask them how they would approach creating content for a website targeting a specific demographic with unique needs. ➡️Evaluate their examples: If they provide examples of previous work, analyze whether they demonstrate a focus on the user's perspective. Look for evidence of empathy and a commitment to creating content that meets user needs.

If your content strategy interview lacks evidence of understanding user experience, address it by asking targeted questions. Inquire about how they gather user feedback, analyze user behavior, and incorporate insights into content creation. Encourage them to share specific examples where user experience informed their strategies. Highlight the importance of empathy in content development and ask how they would improve user experience based on data. This approach helps identify gaps in their knowledge while reinforcing the significance of user-centered design in effective content strategies.

If a content strategy interview doesn’t have sufficient user experience understanding, the first step is to ask them questions to get their definition. On the basis of different offers it is possible to present possible cases for discussion to identify, how the participants of the discussion will act and how they will use the experience in the sphere of UX in practice. Get to know how much they know concerning UX basics by discussing the basics. Recommend sources of learning so that they can correct their errors and identify the possibility of their chances for development. I need to think how their skills can benefit my team, their approach to the content strategy and its placement within the user experience.

Si tu candidato a estratega de contenidos no muestra señales de entender la experiencia de usuario, no te quedes en la superficie. Hazle preguntas directas y sin rodeos sobre su experiencia con la investigación de usuarios o pruebas A/B. A veces ni ellos saben que sus habilidades son más transferibles de lo que creen. Tu trabajo es sacar esas conexiones ocultas y ver si realmente tiene lo necesario o si solo está repitiendo lo que suena bien.

By presenting hypothetical situations, you can: ➡️Observe problem-solving skills: Scenarios can help you see how the candidate approaches challenges from a user-centered perspective. ➡️Evaluate empathy for users: The candidate's responses can reveal their ability to understand and empathize with the needs and experiences of different user groups. ➡️Assess content creation skills: Scenarios can provide insights into the candidate's ability to create content that is tailored to specific user needs and goals. ➡️Identify potential areas for improvement: If the candidate struggles with certain scenarios, it can highlight areas where they may need further development or training in UX principles.

Assess a candidate's ability to think on their feet by presenting hypothetical scenarios involving UX-related problems solvable through content strategy. Have them outline how they would address issues like low user engagement with specific content types. This approach unveils their problem-solving skills and their capability to apply UX principles practically.

Si quieres ver cómo piensa de verdad un candidato, lánzale escenarios hipotéticos. 👉 Por ejemplo: "¿Cómo solucionarías la baja participación en un tipo de contenido?". Esto te permitirá ver cómo aplican los principios de UX a problemas reales. Si no pueden conectar estrategia de contenido y UX de manera práctica, sabrás que hay un problema.

➡️Foundation for effective content: A strong understanding of UX fundamentals provides a solid foundation for creating content that meets the needs and expectations of users. ➡️Identification of knowledge gaps: By discussing core concepts, you can identify any areas where the candidate may need further development or training. ➡️Assessment of problem-solving skills: The candidate's ability to articulate their understanding of UX principles can reveal their problem-solving skills and their capacity to address user challenges. ➡️Evaluation of alignment with company values: A candidate's understanding of UX fundamentals can indicate their alignment with the company's commitment to user-centered design and customer satisfaction.

Discuss UX fundamentals to assess the interviewee's baseline knowledge. Emphasize understanding the user journey and aligning content with user needs at each stage. Highlight how UX connects with content strategy, ensuring accessibility, clarity, and value in content delivery. This discussion educates the candidate and may uncover relevant experiences not previously mentioned.

Si tu candidato no entiende los fundamentos de UX, estás en problemas. Punto. ❤️ El contenido tiene que guiar al usuario en cada etapa del recorrido, y si no lo entienden, no están preparados. 😈 El contenido no es solo palabras bonitas, es solucionar problemas. Si en esa entrevista no son capaces de conectar UX con estrategia de contenido, tienes que preguntarte si están ahí para jugar o para ganar.

Here's why: ➡️Demonstrates commitment to development: Suggesting learning resources shows the candidate that you value their professional growth and are willing to invest in their success. ➡️Encourages continuous learning: By suggesting learning opportunities, you can foster a culture of continuous learning and improvement within your team. ➡️Addresses knowledge gaps: Providing resources can help the candidate address specific knowledge gaps and develop the skills they need to excel in their role. ➡️Builds a positive candidate experience: Offering guidance and support can create a positive impression on the candidate, even if they are not ultimately selected for the position.

Si ves potencial en un candidato pero no tiene ni idea de UX, no lo descartes aún. Dale herramientas: recomiéndale libros, cursos o comunidades en Internet, donde pueda ponerse al día. Así pones a prueba su capacidad de aprender y adaptarse, porque si no está dispuesto a invertir en mejorar, entonces ya sabes lo que tienes que hacer.

No te obsesiones solo con la experiencia actual. El potencial de un candidato para crecer puede ser igual de valioso. 🤩 Si muestran entusiasmo por la estrategia de contenido, ganas de aprender y una habilidad para adaptarse a desafíos anteriores, pueden ser una apuesta sólida. 💡 Eso sí, asegúrate de tener los recursos para apoyarlos en su evolución. Porque a veces, lo que no saben hoy, lo aprenderán mañana si tienen la actitud correcta.

I assess their overall fit for the team. While UX knowledge is important, I also consider if they bring other strengths or fresh perspectives that could benefit our content efforts. A willingness to learn and adapt can be just as valuable, especially if they demonstrate strong critical thinking and creativity.

After evaluating the candidate's knowledge and responses, reflect on their overall fit for your team and projects. Assess if their strengths align with your team's needs and if they possess complementary skills that could enhance your content strategy efforts. Consider the potential value of a fresh perspective, especially if they bring unique skills and a strong willingness to learn about UX. This holistic assessment ensures you choose a candidate who not only meets immediate needs but also contributes to long-term success and growth.