{"id":15560,"date":"2022-10-03T04:00:00","date_gmt":"2022-10-03T09:00:00","guid":{"rendered":"https:\/\/aquent.com\/?p=15560"},"modified":"2022-10-03T04:00:00","modified_gmt":"2022-10-03T09:00:00","slug":"design-leaders-4-key-areas-to-consider-when-hiring-your-team","status":"publish","type":"post","link":"https:\/\/aquent.com\/en-au\/blog\/design-leaders-4-key-areas-to-consider-when-hiring-your-team","title":{"rendered":"Design Leaders: 4 Key Areas To Consider When Hiring Your Team"},"content":{"rendered":"

There is a large demand at the moment for Senior UX Designers — well, there has always<\/strong> been a huge demand.<\/p>\n

But at the moment in Australia — with the rapid digital transformation of many organisations during COVID — the need to improve on the ‘first draft’ has now led to increased demand for them.<\/p>\n

When I work<\/a> with Design Leaders, the first job description they create is the Senior Designer — one who has the skills to do the work and can be placed in a squad, being effective straight away. It’s a lot of pressure on the senior designer.<\/p>\n

These leaders are under pressure to get bums on seats, while they are developing trust in the practice, snowed under with recruitment, or are working on more strategic initiatives. They see that senior designers will meet the immediate need.<\/p>\n

But are seniors truly the right hires for teams?<\/p>\n

I have four inputs to consider when hiring for a team:<\/strong><\/h3>\n
    \n
  1. Organisational digital maturity<\/li>\n
  2. Design maturity<\/li>\n
  3. The role design is going to play in each project<\/li>\n
  4. Current vs. future positioning of the team<\/li>\n<\/ol>\n

    Organisational Digital Maturity<\/h3>\n

    There are four different groups in my digital maturity model:<\/p>\n