Frost Bank is the third largest bank in Texas, and is unique in the fact that the organization has a large team to develop their digital experiences, including native apps for Apple and Android, a responsive marketing site and a desktop banking application. The User Experience team was looking to expand and backfill multiple positions to help support the teams and organization.
The previous hiring process was subjective and haphazard, with job descriptions that didn't match the actual role and inconsistant questions and candidate review meetings.
So how could Frost establish a repeatable process that helps measure candidates skills more objectively, ensures the correct skills are hired to fill gaps on the current team, provides a blue print for skill upleveling once hired
My Role
Workshop facilitation, Strategic thinking, Team Assessment, Skills Assessment, Interview Writing
The Team
To identify the skills necessary to succeed as a designer at Frost, I led the UX Team and Product + Engineering team through a few workshops to gain alignment and quickly asses our current needs.
Skills Lightening Demo
Skill Identification
Skil Definition
Team Measurement
To help generate the different skill sets required to be a product designer, the team reviewed various job descriptions and collected over 87 different skills descriptions. These skills were then organized into 51 unique attributes.
The teams took those skills and individually narrowed them into what UX abilities and Soft Skills are most beneficial at Frost. From this list, the team identified to the top six skills that became baseline attributes and eight supplemental skills.
At this point the skills are still not defined enough to measure aptitude, so I defined each skill at a level of 0-5.
This distinction would ensure we were able to hire a designer that had the minimum skills to succeed at Frost and on the team.
I created a spider matrix to map and measure interviewees to base their results to their position level.
Once completed, the staff participated in a skills measurement exercise, in which everyone completed a personal and peer skill assessment. These became talking points to identify where staff members would like to grow their skills with development opportunities.
When overlaid I could then identify the gaps on the team to ensure we are hiring to fill skills needed.
