If you have a group of stressed out and overworked technical writers and need to add to your staff, hiring the right technical writer can be a challenge. The author provides some tips on the hiring and interview process and what you might look for in exceptional technical writing candidates that will best fill the needs of your group of technical writers.
We’ve all seen the flurry over the past several years of both agencies and corporate entities investing in hiring UX talent. (To spare definitions, I’ll let “UX” equate to anything from information architect to researcher to interface designer … it’s just easier that way.) This has created a whirlwind of opportunity for creating better products, services, and experiences, but has also presented a steep challenge in finding and attracting the best UX talent. Having been a hiring manager for UX, I’ve seen how it currently works.
As we’ve discussed in recent articles, job titles for UX professionals—interaction designer, information architect, usability expert, user researcher, content strategist, etc.—lack universally consistent meanings. The same is true within and across companies, where one agency’s “UI designer” is another’s “visual interaction designer.” When companies want to grow or build their UX teams, there’s not always a clear picture of who will fit their requirements. This is an even bigger problem for non-tech companies building UX departments from scratch for the first time.
Questionnaires are usually associated with getting information from large groups of distributed users. They work very well when other means of eliciting requirements are not very practical. However, of late, I have been using them a lot to gather requirements from individuals or small groups whom I am meeting in person or via telephone.