Hiring a web designer can prove to be rather challenging. As many businesses are transitioning to virtual offices and delivery systems web designers are in demand. This is compounded by employers often seeking digital designers who work across platforms as opposed to strictly a web design professional. That requires more skills and narrows the pool of qualified candidates. So how do you fill the position? This three-step strategy will help you identify, qualify, and hire the right person for the job.
Spell It Out
Your successful search begins with a thorough job description. Before you can qualify a candidate’s experience and skills you must know precisely what experience and skills the position requires. Will they design only websites? What about mobile apps? Digital content for social media? Will they supervise others? Do they need to have relevant industry experience? A well-written job description will answer these and other pertinent questions and lead you in the right direction.
Check Them Out
There are two things you want to reference – applicants’ resumes and portfolios. Begin by analyzing their resume and compare their experience and skillset to the job description requirements. Filter out all applicants who do not meet your minimum requirements. Then review the portfolios of all candidates who made it through this first cut. Look for candidates with broad experience designing for different clients in various industries. Generally, these designers will be skilled at adapting their designs to the needs of their clients. Look out for web designers who have a “look” to their designs. Your pony needs a to have a lot more than one trick.
At this point you will be left with a handful of candidates to invite for interviews. Obviously, you will use the interview to drill down into their experience and clarify any questions you have about their resume. However, one of the most important parts of an interview is to determine if they are a good cultural fit. You can use open-ended questions to get into more of a conversation with the applicant rather than a simple Q&A session. If possible, I recommend a separate social interview. An informal meeting with the candidate and members of the team they will be working with can provide valuable insight on how they will interact within the team if hired.
Danielle Foppe is a Recruitment Manager at Business Centric Technology. If you are interested in learning more about how to get the best IT talent in the Dallas metroplex, contact Danielle specializes in recruiting IT talent in Dallas, Ft. Worth and North Texas. If you are looking for a rewarding career contact us today.