“If you think it’s expensive to hire a professional, wait until you hire an amateur.”– Red Adair
As a business, you may find yourself in a debatable situation if you are currently looking for UX designers and your team does not already include one, to begin with.
And in this debatable situation, you may be unsure about the type of expert you need, the right questions to ask, and the best ways to tell whether the UX designers you employ will be capable of handling the job at hand.
Especially if you are not a designer yourself, or do not know what UX designers do. Assessing the abilities of UX designers would be extremely difficult.
Did you know? The majority of consumers place a high value on user experience, and 8 out of 10 of them are prepared to spend extra for an app that delivers a better user experience.
And having good UX designers on your team can give you an advantage that others don’t possess. Because of this, if you want your product to be profitable, you must hire a team of UX designers or UX designers who are actually skilled at their job.
And to avoid making any mistakes during the process, let’s take a look at 4 top red flags when hiring UX designers:
Trouble Communicating
The manner in which your UX Design prospect communicates is the largest and typically the first red flag to look out for when hiring.
Are they being too verbose without getting to the heart of what they wish to say? Or perhaps they come out as a touch too casual? Were they disjointed in their explanations? How are they addressing their shortcomings?
Even while UX designers throughout the business may have outstanding expertise and experience, if they can’t communicate information in a straightforward and respectful way, it unintentionally creates a negative image.
If a candidate talks for a bit too long without saying anything of substance, naturally that’s your cue to question if they can manage to communicate efficiently with other colleagues.
In addition, some UX designers could try to succeed by impersonating established professionals. i.e., they could exaggerate the findings of their project or research.
It may be difficult to spot, however, can become obvious once you start digging with deeper questions and they become lost in their responses, it may become clear.
Design Thinking and Skills
Of course, design is a major topic of discussion during the interview for UX designers. As it should.
Ideal candidates should be keen to demonstrate their design prowess. You would want to pay close attention to how the applicant approaches the design process.
So how do you stick the landing? Pay attention to how the designer presents their work.
Leaders in the design industry may quickly screen out UX designers who are hesitant to consider that there may be alternative approaches to solving the problem than the one they have suggested.
You may benefit from this mindset to help you avoid employing possibly unqualified people.
Although it should go without saying, it is advisable to inquire about the candidate’s process and Tools for UI Design.
By inquiring about their workflow, you may try to see whether they have experience working in a team and their areas of expertise: Whether they solely focus on user experience for design or whether they can handle UX UI design or product responsibilities like documentation and prioritizing.
Lack of Interest or Preparation
There’s no bigger disappointment than meeting someone—during an interview—who does not share the excitement of meeting new people and getting to know them.
Even if they are competent and professional, and there is some good chemistry in the talk, it is still disappointing if they haven’t done their research about your business, your product, or your industry.
Naturally, you can’t expect your UX designer to be familiar with the accounting side of things, but if they can’t even glance at the homepage of your website, there are big questions about their motivation to work with you.
Personal Fit
The second, and as crucial, the factor is who you are as a person. What experiences have you had in your personal and professional life, what do you value, how do you learn, and how do you handle obstacles and new situations?
It doesn’t matter how talented the applicant is as a designer, but if they act badly or let their ego get the better of them, it’s a red flag for you.
