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Case Studies: An imperfect but better approach to portfolio presentations

Credit: The UX leadership team at AppFolio brought this to life - specifically Carlisle Sargent with visualizing this early on and helping us find a format that works across design, leadership, and research.

Case studies are a common and often contentious practice in design hiring. While they can provide valuable insights into a candidate's abilities, they also come with challenges and potential drawbacks. This guide balances gaining meaningful information about candidates and creating a positive, respectful candidate experience.

The Purpose of Case Studies

My approach to case studies is designed to assess: 1. Storytelling ability 2. Visual design skills 3. Comfort in presenting and discussing their own work 4. Understanding of different work contexts 5. Collaboration and communication skills with cross-functional partners

Acknowledging Candidate Experience

We recognize that case studies can create anxiety and additional labor for candidates. To mitigate this: - No free work or labor that a candidate can't reuse. - We structure the case study session to allow candidates to showcase their personality and design philosophy, not just their work. - We involve cross-functional partners to give candidates a realistic preview of the collaborative environment they'll be working in.

Case Study Format

Our case study sessions follow this format:

  1. Personal Introduction (5 minutes)
  2. Candidate shares about themselves, including interests outside of work.

  3. This helps ease nerves and reminds us all that candidates are more than their professional personas.

  4. Design Philosophy (10minutes)

  5. Candidate discusses their design process and philosophy.

  6. They share a product they admire and suggest one thing they'd add to improve it, explaining their reasoning.

  7. Case Study Presentation (20-30 minutes)

  8. Candidate presents their chosen case study.

  9. They should focus on their role, decision-making process, and outcomes.

  10. Q&A (15 minutes)

  11. Panel asks clarifying questions about the presented work.
  12. Candidate has the opportunity to ask questions to the entire team.

Rubric for Case Studies

Use this rubric to assess candidates consistently across different interviewers and roles. Rate each area on a scale of 1-5, where 1 is "Needs Significant Improvement" and 5 is "Exceptional".

  1. Storytelling and Communication
  2. Clarity of presentation
  3. Logical flow of information

  4. Engagement with the audience

  5. Visual Design Skills

  6. Quality of visual artifacts presented
  7. Understanding of visual design principles

  8. Appropriateness of design choices for the problem at hand

  9. Problem-Solving and Process

  10. Clear articulation of the problem being solved
  11. Logical approach to solving the problem

  12. Consideration of constraints and trade-offs

  13. User-Centered Approach

  14. Evidence of user research or consideration of user needs
  15. Application of user insights in the design process

  16. Ability to advocate for the user

  17. Cross-Functional Collaboration

  18. Examples of working with other disciplines (e.g., product, engineering)
  19. Understanding of technical constraints and business goals

  20. Ability to communicate design decisions to non-designers

  21. Impact and Results

  22. Clear articulation of the project's impact
  23. Quantitative or qualitative results, if available

  24. Lessons learned and applied to future work

  25. Design Philosophy and Critical Thinking

  26. Articulation of personal design philosophy
  27. Thoughtful critique of admired product

  28. Ability to suggest meaningful improvements

  29. Adaptability and Growth

  30. Examples of overcoming challenges or setbacks
  31. Openness to feedback and alternative viewpoints
  32. Evidence of personal or professional growth through the project

Remember, this rubric is a guide, not a strict scorecard. Use it to structure your thoughts and ensure consistent evaluation across candidates, but also trust your instincts and consider the specific needs of your team and role. You can also share your rubric with candidates to ensure you see the right examples in their work history.

After the Case Study

  • Provide timely feedback to candidates, whether moving forward or not.
  • If not moving forward, offer constructive feedback that the candidate can apply in future interviews.