Andrew D.’s Post

**Navigating the Current UX Hiring Landscape – A Perspective** As a dedicated and experienced member of the UX community, it's time for me to offer my observations on the current state of UX hiring, especially for those trying to navigate this competitive field. In my view, the root of the current UX hiring problem stems from a widespread misconception of what true UX entails. It being not solely about aesthetics but rather about crafting cohesive, seamless, user-friendly experiences that deeply connect with people. Unfortunately, this misunderstanding has resulted in a hiring landscape that fails to recognise the vast array of skills sitting under the wider experience design umbrella: UX design, UX research, Information architect, Interaction design, service design etc..and how and when these should be deployed in the UX process. This is why we continue to see organisations that should know better, advertising for UX/UI candidates and why I have mentored and worked alongside the token 'UX person' who is tasked with everything from user interviews to creating high-fidelity prototypes to writing a five-year UX strategy. It's up to those of us who know better to champion our field and showcase the true value of user experience and the diverse skill sets within it. How can we enable hiring managers and organisations to truly grasp the vital role of UX, moving beyond surface-level aesthetics and recognising its strategic impact on business success? If you're currently seeking a career in UX, my advice is to persevere. Highlight not just your design skills but also your prowess in problem-solving, research, and strategic thinking. To hiring managers, I urge you to delve deeper into the core of UX and how a nuanced understanding of it can greatly enhance your products and services. #UXDesign #HiringTrends #UserExperience

🚨 Attention: "Dream UX Job" Scouting Guide! 🚨 Looking for a great UX position can be challenging, but knowing what to look for can make all the difference. Here are some key indicators of a high-quality UX job posting: 🔍 Clarity in Role Definition: A good UX job clearly differentiates between UX design, research, and UI design. Look for specific job titles like "UX Designer," "UX Researcher," or "UI Designer." 💼 Supportive Work Environment: Quality postings emphasize a supportive environment with collaboration among team members. This indicates the organization values teamwork and recognizes the importance of each specialized role. 🏢 UX Maturity: Companies with a high UX maturity level value user experience and incorporate it into their business strategy. They are more likely to have dedicated UX teams and resources. 💡 Advice for UX Pros: Assess Job Descriptions: Ensure the job focuses on your area of expertise without overloading unrelated responsibilities. Inquire About Team Structure: During interviews, ask about the team setup and how UX roles are integrated into projects. Evaluate UX Culture: Look for signs that the company values UX, such as dedicated UX leadership roles and investment in UX tools and training. 📢 Advocate for Quality UX Practices: Educate employers on the benefits of specialized UX roles for creating exceptional user experiences. Advocate for proper UX resources and support within the organization. By being vigilant and discerning, you can find a UX job that aligns with your skills and career aspirations, ensuring a fulfilling and sustainable career in user experience. #UX #UserExperience #UXDesign #UXResearch #UXjobs

🤩The State of UX Hiring Report 2024: key insights 🫡 #discodisco 1️⃣ 68% of those responsible for hiring expect demand for UX skills at their company/organisation to increase over the next 1–2 years 2️⃣ 90% of those responsible for hiring say an entry-level candidate’s portfolio is an important part of their application 3️⃣ 77% of hiring managers would look for an entry-level candidate to have a UX qualification. 🔊you heard it! Right! 4️⃣ 76% of UX professionals had a previous non-UX career before moving into UX. ✨Those who do anticipate hiring, believe that UX designers (51%), UX or user researchers (50%) and product designers (47%) will be top of the recruitment list 🥳Important ! Networking is key for accessing job opportunities #networking 😎Soft skills are a top priority for hiring managers ! Skilllllllls!#softskill 🎉A portfolio is essential for landing your first UX job #casestudy For more info and Credits: https://lnkd.in/gy4KTV6s #ux #ui #uxdesign #uxuidesign #productdesign #uxmarket2024 #collaboration #networking #designcommunity #casestudy #portfolio #uxdesigner #uxerexperience

I was speaking to a Senior Product Designer last week who was going through some of the woes he’s had navigating the market – with particular reference to some of the recruiters managing roles he was interested in... Part of his response below… 🤯😩 “For example, I’ve had recruiters ask me to explain the difference between UX and UI design, or even what the job itself entails. One recruiter’s response when I asked if they knew what a UX designer does was, "Making pretty pictures." Unfortunately, that’s a true story, and this person was supposed to present me for a position with (one of the biggest tech consultancies out there).” 📢 I’ve said it before and I’ll say it again… if you’re not using specialist recruiters (genuinely specialist) for specialist roles, then its very likely the ones you are using will contribute to skill dilution within the market… not to mention make frustrating for all involved. Make the effort folks – it’ll be worth it, I promise! 🙏 ✨look after your market now, so that it can look after you in the future✨ #recruitment #specialist #productdesign #ux #ui #talentaquisition

Here's the UX job search strategy that no one is telling you about... If you're stuck endlessly scrolling through job boards searching "UX Designer", you're doing it wrong. There's a world of design roles with titles that don't have the word "UX" in them. 👉🏽"CX Designer" screams strategic thinking. 👉🏽"Interaction Designer" suggests a prototyping pro. 👉🏽"Service Designer" shouts non-interface design mastery. Want to stand out? Think like a recruiter. Here's my secret: Associate UX Designer, UX Strategist, UX Architect, UX Specialist, Digital Experience Lead — that was ME and the titles of some of my roles! My core responsibilities? About 70% is the same across ALL those roles. Skills land the job, not the title. Ditch the narrow search. Open up your mind to a wider range of titles. ========== 🚀 Need a structured roadmap and blueprint to confidently land a job in UX? 💾 Download the FREE guidebook from my website to start: www[.]ShiftUX[.]co #jobsearch #uxjobs #jobtips #uxdesign #productdesign #uxportfolio #designportfolio #figma #uxresearch #resumetips #jobapplications #personalbrand #personalbranding

⛔ For designers: ‼ ⛔ 🚦 Always avoid accepting or undertaking any assignments or tasks that are directly associated with the company or organization. to test the skill, employers can take anytask that is not associated with the product or service the company is in. ⛔ For employers: Its enough of a cheat and exploitation business, design community is small and smart enough to break these patterns of your , be aware get highlighted for your crookedness and be ready to get negative reviews on social media platforms, I urge and request all designers to take this seriously, post the employer if there is no feedback response past 4 weeks or task submission or getting any task related to improvising the current product or apps, etc.

🤦♂️ So, GIVA wants to hire a UX Designer, but they seem to have taken “test before you hire” to a whole new level. Not only are they asking potential candidates to do the job of a full-time employee before even getting hired, but they’re also expecting applicants to provide complete redesign suggestions for their app, revamp the product page, and improve their website user flow—all as part of the application process. Let’s be real: asking for an extensive assignment based on their own product that covers what should be months of work is not only unrealistic but frankly, a bit shameless. It undermines the value of a designer’s expertise and time. This approach not only showcases a lack of respect for the applicant's skills and efforts but also reveals a troubling mindset about hiring practices in the industry. UX Designers bring creativity, insight, and solutions—qualities that can’t be effectively assessed through a single assignment. I understand the need to gauge a candidate’s capabilities, but expecting them to essentially produce a full strategy without any guarantee of compensation or a real opportunity for dialogue is just plain wrong. Let’s advocate for a better hiring culture that values collaboration over unrealistic expectations! Thoughts on this? #UXDesign #Hiring #JobSearch #DesignCommunity

When I see take home assignments like this, I assume the intent is to steal as many ideas for free as possible. It says a lot about the lack of culture and ethics at this company. If you’re going to do take home assignments, it should be an assignment that has nothing to do with the company’s shipping products (but the concepts make sense for the domain). This works for designers and engineers. For product people, asking applicants to build a memo or deck about how they would figure out what is working, what is not working, and what next steps would be is a useful approach as well. Or a product brief for a sample project that is kicking off. Asking designers for free work also shows how little you know about design. A designer without access to your customers, research, data, and other employees is bound to make really poor suggestions. Maybe they’ll luck into some good ones. Design is ultimately about how something works, not just how it looks. It’s basically impossible to design something that works well without context.

Hiring managers: I’m sorry you only have X amount of UX experience in the position we’re hiring for. Designer: 🥹 The path to design isn't always linear. Unlike traditional professions, design attracts passionate individuals from diverse backgrounds. But is this diversity in design truly leveraged in practice? While this struggle continue in the undercurrents, I’ll make an advocate for multidisciplinary folks. In Harvard Business Review, data shows that with inherent and acquired diversity, there is 45% more likely to report market share growth. https://shorturl.at/hRX67 Multidisciplinary designers can consider user needs from multiple angles, creating more holistic experiences for your customers. Isn't that what innovation demands? Your customers are multifaceted, so should your designer. #HiringDesigners #UXCommunity #DesignLeadership