Selection Process:

An end-to-end selection process for a product design lead typically includes the following

steps shown in the graphic.

1. Job Posting:

Initially the job is advertised on various platforms such as LinkedIn, indeed,

Glassdoor, etc. The reason to post it online is because online recruiting generates

more responses quicker and for a longer time at less cost just about any other method.

The post has an application form embedded in it for the potential candidates to fill in

the details and attach their resumes.

2. Resume Screening:

One problem with the online postings is the internet overload associated with it. We

end up deluged with resumes. To tackle that we must use Applicant Tracking Systems

(ATS) to screen our candidates resumes based on our criteria. This screening is very

basic and only considers the basic requirements for our role. In our case it will screen

for 7 years of experience working on product design in the automotive sector, B.S in

computer science or any related field etc. It searches for keywords in the resume and

screens accordingly.

3. Initial Phone Screening:

Candidates who pass the resume screening are contacted for an initial phone screening

to discuss their qualifications and experience in more detail. This round somewhat

counterintuitively can be more useful than a face to face interview for judging a

candidate’s communication skills, conscientiousness and interpersonal skills because

answers are more spontaneous due to exclusion of worry about appearances etc. Some

sample questions for this round are listed below,

  Can you tell us about your experience designing products, and what type of

products have you worked on in the past?

 How do you stay current with design trends and new technologies?

 Can you give an example of a particularly challenging project you've worked

on, and how you approached it?

 How do you ensure accessibility and inclusivity in your designs?

 Can you tell us about a design that you're particularly proud of, and why?

4. Interviews:

The top candidates are now called for an offline or virtual interview process which go

in depth on four main topics: Product Sense, Problem Solving, Previous Work, Vision

for Sustainability. It is a panel interview as it illicit more meaningful responses

compared to one-on-one interviews. The panel includes hiring manager, a design team

member, and a member of the executive team. Sample questions for this round are

listed below,

 Can you walk us through a recent project you worked on and the design

challenges you faced?

 Can you give an example of a time when you had to present a design to a

stakeholder and how you prepared for the presentation?

 Can you show us some examples of your design work and walk us through

your design choices and decisions?

 Can you describe a particularly successful design project you've worked on

and what made it successful?

  Can you tell us about a time when you had to work with a difficult team

member or stakeholder, and how you handled the situation?

5. Assessments:

After the round of interviews are done the candidates are required to complete design-

related assessments to evaluate their skills and abilities. This helps us get a more clear

understanding about the technical proficiency of the candidates and their fit for the

role of product design lead. Assessment will be of 3 rounds. Each round will test the

candidate for a specific requirement of the job. The 3 round will be as given below,

 Skills tests: Candidates will be given design-related tasks or projects to

complete, such as redesigning a product or creating a wireframe for a new

feature. This allows the employer to evaluate the candidate's design skills,

attention to detail and problem-solving abilities.

 Case studies: Candidates will be given a case study, describing a design

problem and asked to walk through their thought process and approach to

solve it. This allows the employer to evaluate the candidate's design thinking

and problem-solving skills.

 Behavioural Interviews: Candidates will be asked behavioural based questions

that explore past experiences, to understand the candidate's design thinking,

problem-solving ability, and how the candidate handle difficult situations.

A snapshot of the

6. Reference Check:
 The final candidates' references are checked for additional information about their

qualifications and experience. We will contact the applicant's references, typically

previous supervisors or colleagues, to gather information about the candidate's

qualifications, work ethic, and job performance. Some sample questions for the

reference check are listed below,

 Can you confirm the candidate's job title, employment dates, and

responsibilities at your company?

 How would you rate the candidate's performance in their role?

 Can you provide an example of a significant accomplishment by the candidate

during their time at your company?

 How does the candidate work in a team?

 What are the candidate's strengths and weaknesses?

7. Offer:

A job offer is extended to the candidate who is selected for the position. An offer is a

formal proposal made by an employer to a candidate, extending a job opportunity to

the candidate. It typically includes details about the position such as the job title,

compensation, benefits, and the start date.

An offer letter is a written document that outlines the terms and conditions of the job

offer. It should include the following information:

 Job title

 Start date

 Salary or compensation package

 Benefits offered

 Work schedule

 Job location

 Term of employment (full-time, part-time, contract, etc.)

 Any contingencies (such as passing a background check or completing a probationary

period)

 How the candidate should accept the offer

 The name and contact information of the person to contact with any questions

Once the candidate receives the offer, they have the opportunity to review the terms

and accept or decline the position. Offer is not legally binding until the candidate has

accepted it, and both parties have signed the offer letter.

8. Onboarding:

Onboarding is the process of integrating new hires into an organization and

familiarizing them with the company's culture, policies, procedures, and expectations.

The goal of onboarding is to help new hires feel comfortable, supported, and

productive in their new role as quickly as possible.

An effective onboarding process typically includes the following steps:

  Pre-boarding: Before the new hire's start date, the company provides them

with necessary information such as paperwork, benefits information, and

instructions on how to access company systems.

 Orientation: On the new hire's first day, they will be given a comprehensive

overview of the company's culture, values, history, and mission. They will

also be introduced to key personnel, and given a tour of the office or facility.

 Job-specific training: New hires will receive training on their specific job

responsibilities, such as how to use company systems and software, and how

to perform key tasks.

 Integration with the team: New hires will be introduced to their team members

and given opportunities to work with them and learn about their roles and

responsibilities.

 Continuous support: New hires will receive ongoing support and mentorship

from their managers and team members to help them adjust to their new role.

 Evaluation: The employer will evaluate the new hire's progress and give

feedback on their performance.

Onboarding is an important step to help new hires feel supported, valued and part of

the team, which can lead to increased job satisfaction, retention, and productivity.