Disclosure: This was an internal post I wrote and shared with my colleagues back in 2015. While cleaning out my Confluence space, I came across it and thought that I'd share it with everyone. There is a much more recent and polished post by my good friend Glenn Block on Mind the Product that you can read here: https://www.mindtheproduct.com/2018/01/need-quantitative-qualitative-data/ What Data Is/Not Data cannot compensate for bad design or replace good design, but it can inform designers. Data cannot compensate for listening to actual users, but it can inform the kind of user research we conduct. Data cannot tell us what to build, but it can inform what we should investigate. Example If you can visualize a funnel report where visitors are leaving a buying process during various stages of the journey, quantitative data can give you information about where you may have a problem. In the above example, the quantitative data ( QT ) informs you that 36 people
Interviewing candidates is never easy. There's a lot at stake . Many notable managers and companies will bloviate about their hiring processes; often in self aggrandizement but occasionally to share tidbits of wisdom. A successful hiring process requires that a lot of pieces be firmly in place. Corporate messaging. Job descriptions. Salary ranges. Benefits packages. Application process. Referral programs. The list goes on... One very important yet often overlooked item is scheduling, and that is the focus of this post. While interviewing a candidate recently, I was doing my routine pre-interview preparation and reviewed with whom and when the candidate had already spoken. To my confused dismay, I learned that the candidate had spoken to 5 people already on three separate days . I was to be the 6th interviewer (on day #4), and there was still one more interviewer scheduled for later that week. That's 5 distinct interview periods!!! After conducting the interview, I