The Role Evolution of UX Design

When I advertised for a UX/UI position, all I received were artistsrsquo; applications. Why is it that despite the focus on user-centric design, the term ldquo;UI/UXrdquo; often leads to a mash-up of graphic artists and designers who may not truly grasp the intricacies of user experience design? This article delves into why ldquo;UXrdquo; and ldquo;UIrdquo; are more than just job titles, and how to craft a job description that attracts the right talent.

Brutally Effective Hiring for UX Roles

If you want to hire a capable UX designer, drop the ldquo;UIrdquo; from your job posting. Candidates who mention that they specialize in IxD or ldquo;interaction designrdquo; on their resumes are what you should be looking for. Unless you can offer competitive compensation, donrsquo;t expect serious professionals to respond. Many UX experts start as graphic artists or those with a degree in subjects like English, Art, or History, and they add the ldquo;UXrdquo; title to their resumes to make themselves appear more relevant. Recognize this reality and screen out the candidates who lack substance.

Uncovering Genuine UX Talents

Your search for a UX designer should focus on individuals who have a deep understanding of usability and can deliver tangible results. Some of the key terms you should include in your job description are:

Workflow analysis Flow diagrams Competitive product audits Task time to completion Field study Participatory design Customer satisfaction metrics Conversion metrics

These terms are indicative of a candidate who not only understands the user experience but also has a track record of delivering measurable results. Graphic artists who have a passion for user experience and the skills to back it up are your target candidates. By focusing on these deliverables, you can distinguish between those who truly understand UX and those who are more focused on the aesthetics.

Subjective Terms and Objective Metrics

Terms like ldquo;ease of userdquo; and ldquo;pleasingrdquo; are subjective and can be claimed by any artist. These terms can be limiting and may lead you to evaluate candidates based on their less essential abilities. Itrsquo;s crucial to use more objective language in your job posting. For example:

A candidate who can conduct workflow analysis One who can create flow diagrams to visualize the user journey A professional who can perform competitive product audits to identify industry benchmarks Someone who can gather customer satisfaction metrics to measure real user engagement A candidate who can analyze task time to completion to optimize user efficiency

These terms are concrete and measurable, allowing you to assess a candidatersquo;s skills and experience based on specific accomplishments that demonstrate their ability to improve user experience.

Conclusion

Effective hiring in the UX field requires a shift in focus. Instead of relying on vague job postings that attract artists, adopt a content marketing approach that emphasizes objective metrics and deliverables. By doing so, you will not only attract the right talent but also create a job posting that stands out and attracts professionals seeking to enhance their expertise in user experience.