3/19/2023 0 Comments Hire omnigraffle designersI’ve seen an increasing number of job requirements represented by an infographic. You’ve clarified the role … great, but how do you attract interest? There are an increasing number of jobs available, so what sets your post apart to a more discerning UX recruit? Try and think like a UX expert: part analytical, part visual left brain, right brain. Honesty is the best policy and it’s important (and fair) to set clear expectations for the job to ensure a good match. When thinking about your UX job requirements, think about the unique and specialized roles this person will actually fill. There are many more: the Researcher, the Director of Buttons & Screens, the Intranet Declutterer, etc., but I think you get the idea. This person is highly comfortable in challenging stakeholder meetings and has the ability to “sell-in” the direction of the team by aligning strategy, users, and goals with a best-in-breed solution and selling it hard. When the ideas are baked, it’s time to present. This person thinks hard not only from a design perspective, but on project, business, and technical levels, mitigating risk. to ensure that the experience doesn’t degrade because of politics, budgets, and strong personalities. The person that works collaboratively across business, technical, visual, marketing, etc. Highly capable of working in the realm of the unknown opportunity and assuring stakeholders, this person is akin to a creative director. The person or lead who creates a new product or service from an existing user/business challenge. But what role or roles do I need them to support in my organization, at this time, on these specific projects? What will they actually do during their workday? Here are some of the most common “officially, unofficial” roles I see that are worth sampling and thinking about internally before posting the job. Most of the UX people I know are brilliant and multi-talented with minds like Einstein, the business acumen of Henry Ford, and the passion of Van Gogh. Of course, I wouldn’t necessarily expect that to be the actual title (and please, no ninjas, gurus, or evangelists) but I’ll admit, it sounded interesting. I saw a recent UX job post for, “ Director of Ridiculously Amazing User Experience”. Offer only the details that are important to identify the person and define the job expectations. Take half of what you wrote for the job description and then use half of that. We tend to skip over words like, “make a difference, leading edge, connecting people.” Spend more time clearly defining the job (and role) and the internal support structure to appeal to your audience. If an opportunity is defined and relevant, we are happy to investigate and learn more. Most UX folks are investigators and discoverers at heart. Is there a possibility of finding all of this in a single warm body? Which skills are the most prioritized features of the job? Ditch filler material If the project needs HTML, research methodology, advanced Axure prototyping, expert Photoshop, app experience, PHP, etc., think about what you really need out of this person. Nail the RequirementsĪs with the solutions UX professionals help create, you need to know what you are planning to build and the true role of the user within the environment: aka, “The Requirements.” What I often recommend is looking for parallels between the typical first round of UX requirements for your product or service and a UX job description: Know your nice-to-haves In the interest of saving you late nights at work, here some tips for optimizing your UX talent acquisitions. You delay work you would like to begin or forgo new opportunities you would like to undertake. When you don’t, then you work long hours with your coworkers to make up the difference. ![]() ![]() Sometimes stars align and you find a UX gem with the skills that match your needs.
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