Finding the ideal UI UX designer for any company can be difficult if the interviewer doesn't know where to look or hasn't set the right expectations. You may have had some negative experiences when hiring UI UX designers for your company. One thing that goes without saying is that the first quality you should look for in any designer is a desire to create visually appealing designs.
You're set if a UX designer has an idea about what would catch the attention of a normal human eye and can combine that idea with your client's brand colours and style. Before we get into how to find and hire the best UX designer for your company.
Tips To Hire The Right UX/UI Designer
There is, presumably, no correct recipe for finding the right designer. However, the following pointers may be useful:
1. Examining the Roadmap
Assuming you are familiar with the product or service and have a prioritized list, you must evaluate the roadmap and determine the most relevant skills required to complete the future work. Don't overthink it; simply begin with a combined list of UX skills and select those you believe are required to solve the specific problems after a brief assessment.
2. Skills Evaluation:
If you work on a design team, you must assess each team member's abilities. It would be best if you made spider charts of each team member's strengths and weaknesses. When you overlap all of the charts, you will notice the strengths and weaknesses of your team. Then you can start changing the job description.
If you don't have a designer on your team, use the skills list above to evaluate the gaps in your current team's UX knowledge and find the person who best fills those gaps. This makes sense in a startup context because team members must complement each other in order to be effective. One additional tip that may be useful is to keep skills like marketing design, sales, or coding on your secondary checklist when hiring a UX Designer for the product. You should put more emphasis on research, facilitation, problem-solving, visual prototyping, and experience.
3. Prioritise Potential Over Experience
We're not saying that experience isn't important, but it can be quite relative these days. For example, performing the same tasks for several years without increasing responsibilities is not the same as pursuing a growing career path.
So, whether you hire a less experienced UI UX designer, you can always try to assess their detail-oriented approach and critical skills. Pay particular attention to how they organize their story. Inquire whether they did any research on your company and clients before coming in for the interview, and note whether the first case study in their investment is the most pertinent to your service or product. Start debating their work cooperatively, but always ask, "Why?" ' can give you an idea of their frustration levels.
You might be surprised, but a cheerful and eager-to-learn trainee designer can sometimes help you more than a bored or over-the-top senior designer. Not to mention the added benefit of increased energy for your team.
4. Imaginary 'Thank You' Letter
Jared Spool's method is tried and true, albeit a little unconventional. It suggests imagining what you would say in a one-year thank you letter to the UX designer you are looking for. This aids in the establishment of expectations for technical or soft skills, teamwork, engagement, ownership, and so on. This letter should result in a specific list of expectations in addition to what you already have in mind. When hiring UI UX designers for your company, following this trend has proven to be quite effective.
5. Skills Evaluation
Once you've curated all of the skills necessary, you can rate each one according to the level of expertise you consider acceptable when writing the job description. You can use any rating or variety that works for you.
Assume we're using a simple encounter scale of 1 to 3. One is the lowest, two is moderate, and three is the highest. If you require someone with extensive experience in Primary Research, you rate the skill as 3 acceptable. If you rate the candidate as 2, he or she does not meet your criteria. However, as previously stated, prioritise potential when selecting from a pool of similar candidates.
6. Avoid using bias filters.
Discuss with the HR representative who allegedly interviewed the candidate to get a sense of what to expect next and possibly help you revise the interview script.
Have someone beside you during the interview. Depending on the situation, it could be a less experienced designer, a more technical person, or a business analyst. And, as with user testing, switch roles from time to time with observation and taking notes.
We hope this article assists you in finding the best UX designer for your company and hiring process. If you do not want to hire a full-time UX UI resource for your company, you can always go with the freelance options.