Hiring UI and UX designers can be a tricky process. In the tech industry, UI and UX designers are the core of the product team and play a crucial role in developing a company’s product while working closely together. Although they have similar titles, their roles are much different from one another and refer to different parts of the design process. UI stands for user-interface design and deals with how a product is laid out while UX is user-experience design and concerned with how a product feels.
To bring on the best designer on your team, here are some do’s and don’t’s that hiring managers adhere to:
Do’s When Hiring UI and UX Designers:
Have a method to assess candidates
Although it’s one of the hardest aspects of hiring, having a strategic method to assess candidates and their suitability for a job is important when it comes to making the right decision to bring a new person onboard. By taking this extra measure, it assures that you made the best decision possible when bringing on someone new.
Look at their portfolio
Education and experience are good indicators of a candidate’s potential, but the portfolio is what really matters. By looking at a collection of their best work, it allows you to see if a person is already at the level that you’re looking for and can do the work you need. Just because someone has a great personality and fits well in your company culture doesn’t mean that they’re able to do the job.
More often than not, hiring managers are more focused on a person’s technical competency than the whole package of what they have to offer. Fit and talent is just as important as having the right skills set to complete the tasks at hand. Some good questions to ask are:
Can you describe an app with the worst ever user interface?
How do you estimate the timeline of your own design process?
How would you redesign a well known user interface?
Don’t’s When Hiring UI and UX Designers:
Hire on a whim
Like all things in life, there’s a deadline for everything including hiring. Before the process started, you established a list of character traits and skills that is in the perfect person. For that reason, you shouldn’t hire someone for the sake of doing it when they cannot perform the functions that you need. Although it may take longer, good things happen to those who wait.
Skip design exercises
An important step of the hiring process for designers that should always be included is design exercises. Regardless of how long or short it is, this is a great way to effectively assess a person’s problem-solving skills and a tangible way to compare with those who are competing for the same role without any bias. This is also a way for candidates to show their stuff and live up to the work from their portfolio.
Ronny Cheng is one of the Co-Founder’s of Digital Astronauts and has helped drive lead generation in the software industry for organizations of all sizes — from start-ups to Fortune 500’s. He helped build one of the first online software review websites, specializing in CRM, ERP, and HR software. He’s a nationally published author with extensive experience working with the HR/Recruiting industries largest brands. In his spare time, you can catch him on Instagram doing his best food blogger impersonation.