This is how recruiting works when you are looking for UX people

Tips and tricks on how to attract great UX designers. Read more about what really matters and how we do it here!

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Finding UX designers is a challenge!

The UX design field is still a fairly new environment. Training courses have only been available for a few years. And since user experience is becoming more and more important in product development, business processes, etc., the need for well-trained UX designers is growing. In Germany, we are lucky that a lot is happening in the field of UX design and that more and more people are discovering the profession for themselves. But: as in the whole digital field, it is really hard to find good new people. Young talent is still scarce. From our perspective and also from our experience we can report: we recently finished a recruiting phase and found really great UXers. However, we hear very often that other companies find this incredibly difficult. Therefore, we want to share our tips on what matters in UX recruiting and how we managed to bring great talent into the team!

Good job postings

Autonomy, Training and Impact. Dan Pink describes really well, in our opinion, the three pillars that it takes to be motivated on the job.* In our job postings, we put a lot of emphasis on showing that and, of course, how we cover these three pillars. It's really more about describing how we work than what we work on.

Detailed calls for tender á la "You need a degree in..." or "You must have an optimal command of exactly these 10 tools" are not our thing. Why? There is no such thing as THE UX education. Every UX designer has an individual CV and very different experiences. It's hard to define THE requirements like X years of experience.

Mindset is more decisive than predefined requirements

Nevertheless, we can name a few things that are indispensable for us and according to which we try to sort and evaluate. The approach and the mindset are such factors for us. Whether the candidate has 5 years of experience with Figma or Sketch is irrelevant. These are things that can be learned. Also, tools and software are changing in the UX space.

In the first interview, it is important for us to find out whether the candidate has the right mindset and how he or she approaches complex problems. In our experience, technical competencies cannot be tested in interviews! In a trial work session, we find out whether the candidate is capable of breaking down complex problems and exploring possible solutions.

What else can we recommend in the search for good UX designers* you can hear in the current podcast episode!

*Recommended book: Drive: What Really Motivates You by Daniel Pink

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