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What do you do if your UX Research team is struggling to find qualified candidates?

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Finding the right talent for your User Experience (UX) Research team can be a daunting task, especially when the pool of qualified candidates seems to be drying up. UX Research is a specialized field that requires a unique blend of skills, including an understanding of human behavior, expertise in research methodologies, and the ability to translate findings into actionable insights for product development. If your team is struggling to attract and retain the right professionals, it's important to take strategic steps to enhance your hiring process and ensure that your organization stands out to potential candidates.

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Ts. Dr. Aslina Baharum

Associate Professor | AI-UX Researcher | SMIEEE | Professional Technologist | YSN-ASM | CEO@Faculty | APEC SLP |…

1 Broaden Search

When your usual recruitment channels yield insufficient results, it's time to cast a wider net. Explore unconventional platforms and networks where UX professionals might congregate. This can include online forums, UX design Slack channels, and local meetups or workshops. By engaging with the community beyond traditional job postings, you can tap into a pool of passive candidates who may not be actively looking but are open to new opportunities. Building relationships within these communities can also elevate your company’s profile as an employer of choice within the UX sphere.

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Ts. Dr. Aslina Baharum

Associate Professor | AI-UX Researcher | SMIEEE | Professional Technologist | YSN-ASM | CEO@Faculty | APEC SLP | Certified Executive & Professional Entrepreneurial Educator | Certified HRDF Trainer
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I would expand recruitment channels, refine job descriptions, leverage personal and professional networks for referrals, offer competitive benefits and professional development opportunities, collaborate closely with HR, consider remote work options, and engage with universities to attract top talent and ensure the success of our research initiatives.

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Neel Suman Raj

Full-Stack UX Designer | Website, App, and SAAS Product Designer | UX Researcher
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Expand your recruitment horizons to discover untapped talent in the UX community. Key Points: - Explore alternative platforms such as online forums, Slack channels, and local meetups. - Engage with passive candidates who may not be actively seeking job opportunities. - Cultivate relationships within these communities to enhance your company’s visibility and reputation among UX professionals.

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2 Refine Requirements

Sometimes, the problem lies in the expectations set forth in the job description. Review the qualifications you're asking for and assess whether they're realistic or if they might be inadvertently filtering out good candidates. Look for opportunities to prioritize competencies and potential over specific degrees or years of experience. This approach can help you discover candidates with diverse backgrounds who possess a fresh perspective and the capacity to grow into the role, even if they don't check every traditional box.

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Neel Suman Raj

Full-Stack UX Designer | Website, App, and SAAS Product Designer | UX Researcher
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Fine-tune your job requirements to attract a broader range of qualified candidates. Key Points: - Review and reassess the qualifications outlined in the job description. - Consider prioritizing competencies and potential over rigid criteria like degrees or years of experience. - Open up opportunities for candidates with diverse backgrounds who bring fresh perspectives and a willingness to learn and grow.

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3 Upskill Internally

If external talent is scarce, consider investing in your current employees. Identify individuals within your organization who exhibit the potential for UX research, and offer them training and development opportunities. This not only solves your immediate need by filling gaps in your team but also boosts morale and loyalty by showing your commitment to career growth. Internal candidates are already familiar with your company culture and processes, which can lead to a smoother transition into their new roles.

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Neel Suman Raj

Full-Stack UX Designer | Website, App, and SAAS Product Designer | UX Researcher
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Explore internal talent by investing in employee upskilling initiatives. Key Points: - Identify employees within your organization who show potential for UX research. - Provide training and development opportunities to help them develop the necessary skills. - Internal candidates offer the advantage of familiarity with company culture and processes, facilitating a smoother transition into new roles.

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4 Leverage Contractors

In situations where permanent hires are not forthcoming, bringing in freelance UX researchers or contracting with specialized agencies can be an effective stopgap solution. Contractors can provide the necessary expertise on a short-term basis while you continue your search for a full-time team member. Additionally, working with contractors can sometimes lead to discovering great talent that may be interested in joining your team permanently in the future.

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Neel Suman Raj

Full-Stack UX Designer | Website, App, and SAAS Product Designer | UX Researcher
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Explore the option of hiring freelance UX researchers or contracting specialized agencies to address immediate needs. Key Points: - Freelance UX researchers can provide expertise on a short-term basis while you search for permanent hires. - Consider specialized agencies that offer flexible staffing solutions tailored to your specific requirements. - Contracting can also serve as an opportunity to identify potential candidates for permanent positions through collaboration and project experience.

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5 Foster Partnerships

Building partnerships with educational institutions can create a pipeline of new talent. Collaborate with universities, design schools, and bootcamps to offer internships, co-op placements, or even mentorship programs. Not only does this give students valuable real-world experience, but it also allows you to evaluate potential candidates over a longer period and in a more hands-on context than a traditional interview process would allow.

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6 Revisit Compensation

Finally, ensure that your compensation packages are competitive within the industry. If qualified candidates are consistently declining offers, it may be time to reassess the salaries, benefits, and perks you're providing. Remember that today's top talent often values flexibility, work-life balance, and opportunities for professional development just as much as they do their paycheck. Addressing these areas can make your positions more attractive to the kind of skilled professionals you want to hire.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your UX Research team is struggling to find qualified candidates?

1

2

3

4

5

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1 Broaden Search

2 Refine Requirements

3 Upskill Internally

4 Leverage Contractors

5 Foster Partnerships

6 Revisit Compensation

7 Here’s what else to consider

User Research

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What do you do if your UX Research team is struggling to find qualified candidates?

1

2

3

4

5

6

7

1 Broaden Search

2 Refine Requirements

3 Upskill Internally

4 Leverage Contractors

5 Foster Partnerships

6 Revisit Compensation

7 Here’s what else to consider

User Research

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