Rejected in UX interviews? How I deal with interview rejections

[@AonaTalks]

Here's another video for you about how to avoid some "TRAP" questions during a UXR interview - check it out here: kzbin.info/www/bejne/pp6cnZKbaZ6CodE

[@ming-me5vx]

I agree with the third uncontrollable factor! As an entry-level employee, I found that "being not overqualified" may help me get the job other than some senior candidates! However, it's still frustrating when I know there's still much room for me to catch up with others who have more working experiences.

[@Ebbster]

Girl! I love your videos! This was just what I needed to see/hear. My favorite phrase @11:57. 🤣!!! Thx so much for keeping it real. It's nice to hear this type of advice from someone who has gone through the emotionally difficult job hunt/interview process associated with UXR jobs. Keep these awesome videos coming!😊💕

[@abhishekjain520]

This video was really informative and also at the suitable time for me. Thanks Aona for making this video.

[@lauralin9710]

Thanks Aona, that told me that even if I finally can not get the offer, I got the valuable experience from that interview process!

[@VTalkTogether]

Awesome sharing again!! Want to learn more about User Testing too :)

[@aiamharsha]

So apt on the personality aspect!

[@modupeolasowole1147]

Hi aona. I just want to say that I love your content so much. I'm a 3rd year sociology and criminology undergrad looking to be a ux researcher and your content is gold!

[@kennedyariel6536]

This is so relevant to me right now as I’m going through the interview process very soon for internships! I too struggle hardcore with rambling 😅 I love your suggestion to pause and write down your main talking points. But I wonder, how do interviewers feel about this? Are they okay with you not talking for 30 sec or so and writing down notes?

[@AonaTalks]

Always ask them! 2 mins is probably too long but 30secs to clear your thoughts is very understandable. Also, the goal of taking that pause is not to solve the problem completely - but to write down talking points or questions you want to ask the interviewers so you wont forget! Additionally, the goal of those hypothetical questions is NOT to get you to give us an answer as QUICKLY as possible, but it's about hearing CLEAR thought process. :) Good luck!!

[@kennedyariel6536]

I absolutely love this!! That totally makes sense. I’m really glad you gave this tip because I would’ve had no idea I had an option otherwise. Thanks :)

[@hirainforest]

Really appreciate how you shared your own experience and your humorous twist retrospectively! For someone who's interested in educational videos like yours, I find it really helpful for my mental health 💌 to listen to what you have to share! I am sure it'd benefit folks who are transitioning into the field and actively interviewing!

[@adrianadelbarrio9927]

Aona, thank you for your valuable content! I'm excited to learn from you :)

[@joyyerabutar5605]

Just wanted to say thank you for all your videos. I have been watching your videos for awhile and they are all very useful. I’m in the middle of changing my career path from marketing to UX research. Love that you added a little sense of humor in this video so it’s fun to watch. Keep it up and can’t wait for your next video! ❤️🥰

[@shimshamalong]

This video mentions one of the things that’s broken in UX (and tech) hiring: hypothetical pop quizzes. At work, we’re usually not so nervous, we know our subject matter and stakeholders, we don’t get scenarios sprung on us out of the blue, and our coworkers (the interviewers in this case) are not strangers judging us and looking for any reason we should be fired-unless you work in a toxic environment! These questions are mostly useless to me; they typically only show us which candidates are good at performing well on interview questions. They should be eliminated, but they've lived on as a sort of rite of passage (more like hazing). When I interview, I let the candidates know any scenario and hard skill questions ahead of time. The answers are much more likely to be thoughtful and authentic, and I usually don’t care how quickly someone thinks on the spot when they’re nervous. It may be helpful in some situations, but that’s not how work is. Basically, to paraphrase Aaron Swartz, I want people who are smart, have a history of getting things done, and with whom I’d enjoy working. Hypothetical pop quizzes are terrible for this.

[@benjamingurrentz6782]

Very helpful! My question is about the “losing the headcount” reason for rejection. If they lost the head count, why wouldn’t they just tell you that? Why ghosting? Why “we’re moving on with another candidate” if that’s not true? I get that reorgs happen and resources get shifted, but I just don’t understand the lack of transparency. This also goes for when you get a generic rejection after a virtual on-site - why not just explain the true reason for rejection? I say this as a candidate who felt really good about the on-site but still got a rejection and am grappling with the reasons behind the decision. Thank you!

[@AonaTalks]

My perspective (and not speaking for my current or past employers): One, certain information is always protected and cannot be shared transparently with an external source because it is related to confidential finance info eg company’s investment areas (we might not think of it that way as a candidate, but it is true) and it might potentially bring legal troubles or unwelcomed news leaks. Second, I don’t think all companies use the same “rejection” template for all candidates. I certainly received messages like “there’s been a hiring needs shift that we have decided to close down the role…”. But I hear your point. But again I also gained much more empathy for folks on the hiring side once I became an interviewer/hiring manager, that there are things out of our control :/

[@zhushuncai2642]

Wohoo! New video!

[@simonrietasaldana6816]

I wanted to get into UX Research my self but every job offer I see they ask for a bachelors in psychology or similar. It takes my hopes away :(

[@TheShmego]

Can you do a video on moderation/discussion guides? :)

[@AonaTalks]

Can do :)

[@bananascity]

can you give us an example of hypothetical questions please?

[@AonaTalks]

This video: kzbin.info/www/bejne/pp6cnZKbaZ6CodE

[@bananascity]

@@AonaTalks ah, that's the trap questions eh? thank you for the answer ☺️

[@paulaordonez9217]

Wow this is gold! Thanks Aona 😊

[@elizabethturnell665]

does 'losing headcount' mean that a company already had the position filled by an employee but forgot about them?

[@elizabethturnell665]

also thank you so much for all your videos!! I love them

[@AonaTalks]

Nah - it literally means they had the budget for a full time position but ended up losing that budget or business reason to hire for that role so can't hire anyone any more.

[@maryagbo906]

Hello Aona, how can I be your mentee?

[@jesusramones1]

Your videos are great! I wonder who your biggest influences on KZbin are! I know that you used to be an anchor, so that’s why you are such a great host! But your editing is great as well!

[@litoteeth]

just like online dating LOL

[@mariegolarts1233]

Hi Aona, I recently decided to start a career in UXR because that's where I see myself. Would you be kind enough to be my mentor? I have watched allllllll your videos and would really appreciate it if you guide me and help me grow. 😊