Due to The Great Resignation and The Remote Jobs Boom, high-growth companies will need to hire more people in the next 2 years than they did in the past 10. How will they hire them in the most competitive employer market of our lifetime?
Transparent recruiting is an equitable practice that levels the playing field so that all candidates can perform their best by:
With a reusable strategy and global examples from companies big and small, you’ll see how HubSpot hired 16 content designers in just 5 months by focusing on a simple idea: people can perform their best when they know what’s expected of them.
A simple, reusable strategy and set of tactics that you can put to use immediately to transform your recruiting practices
Compelling ways to set clear expectations and success criteria for candidates before they even talk with you in order to drive applications while building a positive brand
How to redevelop your job posts to speak to your target audience and their goals, their motivations, and their frustrations in a way that deeply resonates
Help your candidates advance and succeed by providing coaching and making your publications, team website, and other recruiting tools radically transparent
Listen to this talk—it’s the same as the slides above, but with more context via spoken words, captions, and chapters.
“The number of people quitting their jobs has surged to record highs, pushed by a combination of factors that include Americans sensing ample opportunity and better pay elsewhere.”
“The COVID-19 outbreak has wreaked havoc on businesses in various industrial sectors, causing massive disruption to people’s work lives. But interestingly, as we begin to emerge from the great lockdown, a record number of people are voluntarily quitting their jobs.”
“We keep hearing about the Great Resignation, a fast-growing trend of millions of workers quitting their jobs. The most recent data from the U.S. government shows that around 4.3 million Americans left their jobs in August alone.”
“The last several months have seen a tidal wave of resignations, in the U.S. and around the world. What can employers do to combat what’s being called the Great Resignation? The author shares several key insights from an in-depth analysis of more than 9 million employee records at 4,000 global companies, and offers a three-step plan to help employers take a more data-driven approach to retention.”
The 8th edition of the Dice Tech Job Report. “Tech job postings saw month-over-month growth in the first five months of 2022, with June marking the first decline in month-over-month tech jobs since September 2021. Even with the pullback in June, which follows previous seasonal trends, postings for the month came in well above Q1 2022 results.”
“People are losing it after a Microsoft recruiter sent ‘bae interns’ this email to promote a party. There would be ‘hella noms’ and ‘lots of dranks,’ the email said. ‘HELL YES TO GETTING LIT ON A MONDAY NIGHT.’”
“We pay you in experience!”
“Every design manager knows there’s an intense war for talent. It’s been going on for the past 15 years, and has definitely ratcheted up in the past 12-18 months… even in with all the competition, it’s quite possible to scale an organization. The issue, which I’ve seen over and over again for years, is that most design orgs are just bad at recruiting and hiring, getting in their own ways. Here are the top mistakes that I’ve seen.”
“Many design candidates encounter interview processes that are stressful by design, with candidates purposefully tested to see how they perform under pressure. But when a candidate is stressed, it’s hard to understand what they can actually do and whether they’d add value to the team.”
“For the last fifty years, every company would live or die by the strength of their sales funnel… But the modern sales process has changed dramatically in the last few years and those changes make the traditional sales funnel obsolete.”
“Imagine this: your product manager praises you for designing content in a critical flow that helps our customers and reduces support calls…”
“The interview is a concerted effort between a candidate and a hiring team. It’s NOT a test for interviewees. It’s a fair two-way evaluation process, and both parties need to mutually put forth the best effort to make the experience truly awesome.”
“For many designer candidates, your ad is the first thing they’ll see. It’s the only exposure they’ll have to your organization until after they’ve applied and you’ve called them back. Everything in your ad needs to convince a candidate to apply.”
“What, if anything, about the way people are leading today needs to change in order for leaders to be successful in a complex, rapidly changing environment where we’re faced with seemingly intractable challenges and an insatiable demand for innovation?”
“Here’s your seat at the table, dear Content Designer. As a company we know that your skills go beyond words, and it will always be your voice that we will value the most. We want you to speak for our users, ensure that everything we do is for their good and help us make the healthcare experience more humane.”
“To register for our content design leadership slack group please complete this short form. This is a community aimed at people in senior and leadership positions – so please only register your interest if this applies to you.”
“Our design system helps us work together to build a great experience for all of Shopify’s merchants. Downloads, links, and third-party tools to help you and your teams learn, draft, design, and build products for Shopify.”
“We’re rapidly growing our Digital Product in-house team and on the hunt for another Product Managers to join our merry band!”
“We are looking for a product-minded experienced software engineer. We have a successful product, with a growing customer base - but the code we wrote to get there is messy and needs the attention of a fast moving ambitious team eager to simplify, experiment and rebuild large portions of the code.”
“Design, build, and create with GitHub’s design system. Primer was created for GitHub by GitHub. We love it so much, we chose to open-source it to allow the community to design and build their own projects with Primer.”
“We made a lil’ @figmadesign file showing what it’s like to be a designer at @mixpanel, how we work, who makes up our team, and what the interview process is like. 🥳 Check it out and come be our friend. (Apply) https://bit.ly/mpxdesign”
See what it’s like to be designer at MixPanel by jumping into this Figma file prepared by their design team.
“Learn what it’s like to interview for a design role at Atlassian. On Atlassian’s Design team, and across the company, we work hard to make sure that every candidate is set up for success. We want candidates to feel that they can bring their most authentic selves into the process, because we know that means showcasing their best work.”
“We know it’s hard to apply and interview for a new job. So if you’re considering a design job at Intercom, we won’t make it harder by forcing you to read our minds or guess about what we value. Instead, we’ll tell you exactly what we look for – and why it matters to us.”
“Overall, designers at Intercom create solutions that drive customer satisfaction and strategic outcomes.”
“You’re Invited: At Facebook, our mission is to make the world more open and connected. So we want to share our design critique process with you in an open and transparent way.”
“Our membership is global and diverse. Particularly as we enter an economic crisis in which all workers will face an uphill battle for fair compensation, we believe it’s critical that equity be placed at the center of employment discussions.”
“We recently made some changes and commitments at HubSpot to pay transparency. Earlier this year, we shared with all global HubSpot employees their compensation range and starting July 13th, we’ll disclose compensation ranges in all of our job postings across the United States. To ensure we’re delivering on our commitment to being transparent with our employees, candidates, and community, we’ve outlined our compensation philosophy here.”
“It’s a huge disservice to classify all minds as either closed or open. I find the best minds are closed by openable windows.”
“9. If your company has a ‘standard hiring process’ across all departments, it’s almost unfathomable that it is optimized well for design & research hiring. Get permission to break any parts of that process that aren’t working for you. 🧵”
Grace Brewster Murray Hopper was an American computer scientist and United States Navy rear admiral.
“The American workplace is a traumatized workplace… And so it’s time to address one of the most commonly overlooked conversations in the workplace: the realities of organizational trauma and healthier ways of supporting individuals in the midst of it.”
“The Body Keeps the Score is the inspiring story of how a group of therapists and scientists—together with their courageous and memorable patients—has struggled to integrate recent advances in brain science, attachment research, and body awareness into treatments that can free trauma survivors from the tyranny of the past.”
“This introduction and overview of trauma and trauma-informed care presents resources and examples available to employers and workforce development professionals to understand how to advance trauma-informed approaches in the workplace.”
“For other companies who are starting to scale their design teams, and designers who want to work at Monzo, we thought it’d be valuable to share what our hiring process looks like and the things we look for in a product designer.”
“The whiteboard challenge is a popular interviewing technique. This board will give you a framework and give a tried-and-true structure for how to tackle the challenge. In addition to the template, there are seven practice problems for you try to build your confidence!”
“They’re not inclusive, not respectful, and — worst of all — they’re not effective in helping you find and attract top talent.”
“There is a fine line between ethical and unethical design exercises. You want to make sure you keep calm and ask for more clarification around the design exercise and what it entails before deciding.”
“If I walk in to an interview and they ask me to do a live ‘design exercise’, I’ll turn around and walk straight out again.”
“Recruiters, hiring managers and design leaders: we all know that it’s hard to hire great designers. One surefire way to scare off great designers is to give them take-home exercises! There’s growing resistance against such exercises in the design community: in this article, I’ll dive into their ethical and practical concerns before sharing some helpful alternatives.”
“how might we as a design industry get rid of “design challenges” that you should “only spend 4 hours on” during the interview process?”
“HubSpot content designers focus on user experience and product. You might call yourself a UX writer, content strategist, information architect, or other titles. Regardless, you’re welcome here and you’ll have the opportunity to do meaningful product content design work that makes a difference to businesses around the world.”
“Content lacks alignment of functions, disciplines, and job titles. Learn how defining terminology benefits organizations and the community of practitioners.”
“We ask folks who apply to send us samples of their content design work. And we know it’s intimidating to share your work, so it’s only fair to be transparent about what we look for. You shouldn’t have to read our minds to know what we value. There’s no need to jump through hoops! Instead, I’ll just share with you exactly what we love seeing in content design work.”
“We recently hosted an ‘Ask Me Anything’ panel event with content designers from HubSpot. Over 150 people from around the globe joined us during the live event, and we received more than 50 questions! Dayne, Catherine, and Natalie offered fantastic advice to our audience, as well as insights based on their own career experiences.”
Vera Mindy Chokalingam, known professionally as Mindy Kaling, is an American actress, comedian, screenwriter, producer, director, and author.
Design hiring is broken. And with The Great Resignation and Remote Jobs Boom, we’re in the most competitive recruiting market of our lifetimes. A radically transparent approach earns designers’ trust, speeds up your hiring cycles, and helps all candidates perform their best — not just ones who look like (points to speaker photo).
A two-day hybrid event exploring the issues, methods, philosophies, and strategies of design leadership.