Finding a great candidate to fill an open position was once a fairly straightforward game; you wrote up a blurb describing what you needed, published it in the newspaper, and waited by the phone for Mr. or Mrs. Right. Today, candidates are less likely to bite at these mundane “we’re hiring” tactics, especially for UX designers.

Putting out an ad for a UX designer on Indeed may land a nice heap of applications, but the increasing complexities of tech and the design landscape are making it more challenging to find that one perfect candidate for the specific role you’re looking to fill. So how can you reel in the talent that fits the glass slipper?

First, it helps to define what that slipper looks like.

What does that perfect candidate look like to you?

Some designers are honing their craft in more specific areas within the ever-broadening spectrum of UX design categories, which means you’ll need to narrow the scope of your search. Start by thinking about the current challenges your company or product faces and which skills are specifically aligned with the goals of your business.

You’re likely to encounter many “jack of all trades” candidates in your search, but don’t settle for someone who dabbles in a bit of everything; you’re looking for a specific, expert skill set that takes your product to the next level.

Think outside the traditional hiring platforms and build a community around your brand.

When you post a vacancy on Indeed or Simply Hired, you’re targeting one specific audience: those who are looking for jobs. Recruiting top talent is more than waiting for a desperate candidate to fall into your lap. Instead, you should be promoting your irresistible company culture and exciting new projects.

That’s not to say your traditional job boards aren’t effective; they can be if used correctly, but thinking beyond the search engine will definitely help maximize your overall reach.

To do this, you’ll need to examine your current social media strategy and assess the effectiveness of your presence on platforms such as Facebook, LinkedIn, Twitter, etc. Leveraging these platforms appropriately will allow you to promote your company’s unique work atmosphere and attract talent that may not have otherwise been looking for new opportunities. Through strategic networking, you’ll build some valuable relationships and a community surrounding your brand.

You may even consider searching through websites like Dribbble, Behance, and Coroflot, which are specifically intended for UX designers to showcase their work and creative thought process.

Advertise your culture to attract personalities, not skill sets.

While attracting candidates who possess your desired technical experience is important, selling your unique culture will lure talent that fits the needs of not only the position, but the company as a whole.

When you create your job posting, or when you’re networking with potential candidates, your recruitment tactics should be less “here’s what we’re looking for,” and more “here’s what you’re looking for.”

Promote the benefits of your organization and generate excitement around what you have to offer and what it means to be a part of your team. This will attract candidates who believe that their individual personality aligns with your company atmosphere, which is critical in employee retention and the overall effectiveness of your team.

Finding quality talent is no easy task, and recruiting a UX professional to suit your company’s needs is more than finding a body to inhabit a swivel chair. The ideal candidate for this role has a blend of technical expertise, interpersonal skill, and passion for your product.

Don’t settle for just anyone; the right candidate is out there, so put some thought into your recruitment strategy and you’ll find what you’re looking for. They may even find you first.

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