How To Source UX/UI Designers In 2020

February 10, 2020 at 1:47 PM Grace Newman

Untitled design (27)

Today’s consumer world is driven by experiences. If people hate the experience of using your solution - even if it solves a major challenge for them - you’ll struggle to increase product adoption. That’s why more and more companies are investing in UX/UI design and why, in 2019, 87% of organizations reported hiring more UX designers to be a top priority.

 

With so many companies focusing their hiring efforts on UX talent, how can you make sure your organization stands out amongst the bunch? Here are three key steps to discovering top design talent before the competition.


Know what skills to look for.
Designers go by many names these days, so knowing exactly what skills you are looking for is ultimately the most important factor of your search. Successful UX designers will possess the following skills:

  • User Research
  • Wireframing and UI prototyping
  • Interaction Design
  • Information Architecture
  • Visual Communication and Design Theory
  • Computer Languages such as HTML, CSS, Javascript and jQuery

 

Know where to look. There’s only so much you can glean from a design resume. A much better approach to sourcing and qualifying candidates is finding out where they are sharing and collaborating on design projects online. This could be a personal site they have built to showcase their work or profiles on online design communities such as Dribbble and Behance. Here are some key things to note when sourcing for Designers on Dribbble and Behance:

On Dribbble: 

  • Designer’s profiles should look “pretty”. Good designers have an innate understanding of aesthetics and represent that in everything they create, so if their work looks amateur, that’s a bad sign.
  • Be on the lookout for their digital work. Most companies seek designers with responsive web and mobile design capabilities, not just print work. If they have this experience, you’ll see screenshots of websites and/or apps they’ve designed.
  • Always ask candidates if there is anything not on their profile that they would like to share.

On Behance:

  • Behance profiles are more robust, including sections like work experience, awards, and references that offer insight for better connecting and engaging candidates.
  • Similar to Dribbble, designers’ profiles should be aesthetically pleasing.
  • Their number of project views, Appreciations, Followers, and Following are nice-to-haves, but don’t necessarily measure quality of candidate.

Know how to engage. Designers are one of the most in-demand roles across all industries, which means they are constantly hearing from recruiters. You’ll need to take a creative and refreshing approach to your outreach if you are to catch the attention of top design talent. Here are 3 things to include in your messaging to engage candidates: 

 

  1. Shared Connections / Schools: Shouting out a shared alma mater or exceptional peer can build credibility and stimulate conversation. Use this tidbit in the first couple sentences of your outreach to catch their eye and draw them in.
  2. Recent Event Participation: Maybe they tweeted about a recent design event they attended or a happy hour that your company participated in. Whether you crossed paths or not, bring up the event and ask them what content resonated the most. Not only does it show you paid attention, but their answer may reveal more about their values and help you to tailor your approach further.
  3. Recent Work or Projects: Don’t let all your Dribbble and Behance sourcing go to waste. Mention the project that caught your eye and show them that you did your research and are approaching them with an appropriate and fitting opportunity.



These are just some of the ways you can find and engage the designers. We are always impressed by the creative and out-of-box sourcing strategies evolving within the talent acquisition community. What strategies have you implemented at your organization to attract design talent? Share with us in the comments below. 

comments