After all the work of finding participants, you want to be sure that they show up and participate in your study. In this video, learn about best practices for scheduling and incentivizing participants so they're most likely to participate.
- Remember that your initial contact with research participants sets the tone for the study. Their first impression will be carried forward and impact how they respond during the sessions, so you'll want to start off on the right foot and set clear expectations. Do your best to make it easy for people to participate, provide clear context about the study, how they'll help you, and demonstrate how much you value their feedback. These things will help potential participants feel comfortable answering initial questions, and may give them more motivation to participate.
To increase the likelihood that a respondent will sign up to participate, you'll likely need to provide an incentive of some sort. There are several studies that show that monetary compensation, such as receiving cash or being entered into a lottery, can make respondents more likely to participate in a study. There are debates about how much to offer, but my baseline compensation is 75 to $100 an hour for in-person studies, and about $50 an hour for remote studies. The sensitivity of the information discussed and specialty of the persona, will affect how much I offer.
For instance, I typically pay participants in niche targets, such as doctors or business executives, much more than general retail shoppers. Besides the obvious benefit, compensating research participants demonstrates that you value their time and their feedback. Knowing that they will get paid to help you, makes it more likely that they will indeed fulfill their obligations in the research. Whether that's calling into a conference line or actually showing up somewhere. To ensure that the maximum number of participants show up, I follow a few best practices when I recruit.
Set clear expectations early on. Send calendar invites with frequent reminders. Provide clear arrival instructions. Give reminders about how important their feedback is. And remind them that they will be compensated. Because life happens, there are almost always a few no-shows in moderated sessions. My rule of thumb is to schedule an extra participant or two, for every five scheduled.
Amanda Stockwell explains what UX interviewing is, when UX professionals use interviews, and what kind of information you'll gather. She also takes you through how to prepare for interviews, moderate your sessions, and analyze your data. After you wrap up this course, you'll be prepared to conduct UX interviews on your own.
- What's a UX interview?
- The pros and cons of in-person and remote interviews
- Recruiting and selecting the right participants
- Planning interviews
- Crafting questions
- Conducting interviews
- Remaining neutral
- Organizing and analyzing data
- Summarizing findings