Avoiding Common Mistakes When Hiring Designers: A Comprehensive Guide

Introduction

Hiring the right designers is crucial for the success of any product-focused company. However, many hiring managers and recruiters fall into common pitfalls that can lead to suboptimal hiring decisions. This blog post aims to educate readers on avoiding these mistakes by providing actionable tips, particularly focusing on analyzing product design case studies.

Common Mistakes in Hiring Designers

As a design manager, I review hundreds of product design case studies every year. One crucial mistake many designers make is spending 80% of their case study talking about the process. They delve into sketching, wireframing, personas, the Double Diamond model, Lean Design, style guides, and handoff procedures. While showing the process is fine, it should be a supporting element rather than the leading actor.

Example:

• 🔴 “We conducted several rounds of wireframing and developed multiple personas to guide our design process.”
• ✅ “Our initial research revealed that 40% of users abandoned their carts during the checkout process due to a complicated interface. Our goal was to streamline the checkout experience to reduce this dropout rate.”

Instead, designers should focus on the problem they were solving and why it was crucial for the business. For instance:

• 🔴 “We aimed to enhance the visual appeal of our mobile app.”
• ✅ “User feedback indicated that our app’s navigation was confusing, leading to a 25% increase in support tickets. Our objective was to redesign the navigation to improve user satisfaction and reduce support requests.”

By framing the problem as a business-critical issue, the reader becomes engaged from the start, making the rest of the case study more compelling.

The Importance of a Clear Job Description

A well-defined job description is essential for attracting the right candidates. It should clearly outline the responsibilities, required skills, and the impact the role will have on the company.

Key Elements to Include:

• Specific Job Responsibilities: Clearly define what the designer will be responsible for. Avoid vague descriptions and instead specify the tasks and projects they will handle.
• Required Technical Skills and Experience: List the technical skills and experience required for the role. This helps filter out unqualified candidates and attracts those who meet your criteria.
• Importance of Cultural Fit and Soft Skills: Highlight the importance of soft skills such as communication, collaboration, and adaptability. Emphasize how these skills contribute to the team and company culture.

Example: “Our company is looking for a product designer who can handle end-to-end design processes, from user research and wireframing to high-fidelity mockups and prototyping. The ideal candidate should have a strong portfolio showcasing their ability to solve complex design problems, collaborate with cross-functional teams, and deliver user-centric solutions. We value creativity, attention to detail, and a passion for continuous learning.”

By providing a clear job description, you set the right expectations and attract candidates who are genuinely interested and qualified for the role.

Assessing a Designer’s Portfolio Effectively

When reviewing portfolios, focus on problem statements with clear business impacts rather than a detailed process. Here are the steps to effectively assess a designer’s portfolio:

Look for Clear Problem Statements and Their Business Implications:

• A good portfolio should start with a problem statement that explains why the problem is significant for the business.
• Example: “The website’s high bounce rate of 60% indicated that visitors were not finding what they needed quickly enough. Our task was to redesign the homepage to improve user engagement and reduce the bounce rate.”

Evaluate the Design Process Overview, Insights, and Team Structure:

• Instead of lengthy descriptions of the design process, look for concise overviews that highlight key insights and the team’s approach.
• Example: “By conducting user interviews, we discovered that customers struggled with the product filtering options. We simplified the filters and enhanced their visibility based on this feedback.”

Check for Iterations and the Rationale Behind Design Decisions:

• A strong portfolio showcases different design iterations and explains the rationale behind each decision.
• Example: “Our first design iteration aimed to reduce visual clutter. However, user testing showed that users preferred a more structured layout with clear categories. We revised the design to reflect this preference.”

Focus on the Final Impact and Metrics that Showcase the Success of the Project:

• The final part of the case study should highlight the impact of the design changes, ideally using key business or product metrics.
• Example: “After implementing the new design, the conversion rate increased by 15%, and the average session duration improved by 20%, indicating a more engaging user experience.”

Qualitative Data:

• In cases where quantitative data is not available, use qualitative data such as usability tests or customer feedback.
• Example: “Customer feedback highlighted that the new design made it easier to find products, with several users specifically mentioning the improved filter options as a positive change.”

By following these steps, you can effectively assess a designer’s portfolio and understand their approach to solving design problems.

The Role of Cultural Fit in Hiring Designers

Cultural fit is crucial for ensuring a harmonious and productive team. During the hiring process, assess how well a candidate’s values and behaviors align with the company culture.

Methods to Assess Cultural Fit:

• Behavioral Interview Questions: Ask questions that reveal the candidate’s work style, values, and how they handle various situations.

Example: “Can you describe a time when you had to adapt to a significant change at work? How did you handle it?”

• Team Interaction Scenarios: Arrange for the candidate to interact with potential team members through informal meetings or group exercises.

Example: “Let’s discuss a hypothetical project. How would you approach collaborating with the team to ensure everyone’s input is valued and considered?”

• Assessing Alignment with Company Values: Compare the candidate’s responses and behavior with the core values and culture of your company.

Example: “Our company values innovation and continuous learning. Can you share an example of how you have embraced these values in your past roles?”

Balancing Soft Skills and Technical Skills

While technical skills are essential, soft skills such as communication, collaboration, and adaptability are equally important. Here are some techniques to evaluate both during the hiring process:

Evaluation Techniques:

• Situational Interview Questions: Use situational questions to gauge a candidate’s soft skills.
• Example: “Tell me about a time when you had to resolve a conflict within your team. What was the situation, and how did you handle it?”
• Technical Assessments: Conduct technical assessments to evaluate a candidate’s hard skills.
• Example: “Please complete this design challenge, which involves creating a user-friendly interface for a new mobile app feature.”
• Group Interviews or Team Exercises: Observe how candidates collaborate and communicate during group interviews or team exercises.
• Example: “Let’s work together on a short design project. I’d like to see how you communicate your ideas and work with others to achieve a common goal.”

Balancing the assessment of soft and technical skills ensures you hire well-rounded designers who can effectively contribute to your team’s success.

Conclusion

Avoiding common mistakes in hiring designers can significantly improve the quality of your hires and, ultimately, the success of your projects. By focusing on clear problem statements, concise process overviews, design iterations, and the final impact, you can better assess a candidate’s capabilities. Additionally, considering cultural fit and balancing soft and technical skills will help create a more cohesive and effective team.

With these strategies in mind, you can make more informed hiring decisions, build a stronger design team, and drive better results for your company.