What are Hiring Managers Looking for in Junior UX Designers?

It cannot be easy to assess the abilities of a user experience designer, especially if you are not yourself a designer. Suppose you are currently looking for a user experience designer and do not already have one on your team. In that case, you may find yourself in a precarious position where you are unsure of the type of expert you should seek, what questions to ask, or how to determine whether the person you interview is up to the task at hand. Due to their extensive experience in out-staffing, the professional team understands exactly what to look for in Junior UX/UI designers, what a UX designer should know, and how to hire a person that perfectly meets your criteria.

When applying for a job, one of the most important items to consider in your portfolio. It’s your first opportunity to demonstrate your expertise and highlight your achievements to potential employers, so make the most of it. However, we are well aware that recruiters and hiring managers are incredibly busy individuals who have only a limited amount of time to devote to reviewing your case studies and other materials. 

What To Look for To Hire the best UX designer?

A qualified candidate will have a CV outlining their job experience as well as the specific projects on which they have worked, such as a complex sales application, internal registration tool, or a content micro-site. As well as the deliverables that they were responsible for, such as user experience research, user scenarios, wireframes, interactive prototypes, and so on. They will have a portfolio that is neatly arranged. And their portfolio demonstrates the variety of work they have produced throughout time. Several firms have complained that UX designers are not adhering to excellent UX design guidelines in their portfolios. That is a non-starter, in our opinion.

Aptitude for Problem-Solving

Designers need to alleviate the problems and obstacles that people are experiencing. In this regard, understanding the problem at hand is the first step to taking in the solution. Unsurprisingly, critical thinking is one of the most significant hiring managers’ abilities in candidates. Also, the capacity to recognize and address the underlying causes of issues and problems. How proficient do you think you are at analyzing problems from the perspective of the user? Is it possible to zoom out to gain a bird’s eye perspective and then zoom in to see the smallest of details? All these things are important if you are applying for product designer jobs.

However, the story does not finish there. Can you communicate an issue in a straightforward manner if you have gained a thorough understanding of it? The famous quote from Albert Einstein goes, “If you can’t explain anything clearly, you don’t understand it well enough.” Your ability to reduce complex material down to its essentials is the cherry on top of the problem-solving cake that hiring managers will savor, which brings us to the next critical skill: communication, which is discussed next.

Thinking in Long-Term Perspectives

It would be best if you chose a designer that is a commercial and strategic thinker. Or who can anticipate market trends and create unique designs for your app that will resonate with consumers on an emotional level? It is impossible to remain stagnant in either design or functioning when the markets constantly change. One of the most important abilities for a senior UX designer is the ability to balance user and business demands while also discovering the best ways to implement critical changes quickly and minimize unnecessary spending.

As a problem solver, your designer should work closely with project managers to generate ideas on how to lead the development process best to meet your company’s needs and users’ expectations. In order to make well-informed decisions, there must be open and honest communication between the project manager and the UX designer.


The portfolio serves as the most visible and physical demonstration of all of your abilities and capabilities. Use your portfolio to demonstrate how deeply you can go into an issue, demonstrate your command of the design process, and demonstrate your ability to create experiences. Stories about your methodology and knowledge, as well as examples of how you made a difference in the lives of users, are what hiring managers are looking for.

Instead of seeing work based on hypothetical projects, hiring managers like to see work based on actual projects. Typically, coursework or group projects do not face the same difficulties as real-world initiatives, such as technology obstacles and competing company agendas.

When Junior Designers Can Be a Beneficial Alternative

Animation and interactive design are examples of user experience. Someone who describes themselves as a user experience designer may not be required. You may look for animation designers on employment sites and hire them for user experience jobs such as A/B testing.

You may have these designers make little adjustments to your product, like the addition of animated buttons, and then observe how your users’ behavior changes as a result.

Junior designers may not yet be able to identify as UX designers or UX developers, but they are more likely to perform duties in both professions. However, their “wild ideas” might be really innovative and out-of-the-box thinking, or they could go off on a tangent because of their inexperience.

Many UX and UI designers are only familiar with a single platform, which is important when integrating their new ideas into your organization’s existing infrastructure. Even worse, some rookie user experience designers are illiterate in coding.

Every UX designer doesn’t need to be knowledgeable with every application or operating system; instead, you should ensure that they are familiar with the ecosystem and particular workflows connected with the platform your product will run.

A junior UX expert is a smart choice if you have a design team since they will learn and grow with the team. Newcomers usually have a lot to learn, and even if they are not familiar with the toolset used by your team, they may rapidly become proficient.

 Wrapping Up 

As a result, recruiting junior specialists is an excellent alternative if you can afford to employ a UX consultant to assist you initially or have other experienced UX designers on your team.