The job market has been a little wild lately, and some employers are having to compromise on their criteria because great candidates are in short supply.
In a recent discussion on the Women in Product Facebook group, one member said that her organization was deciding between two candidates for a product management role:
One had a good reputation for people management, but no product experience
One was an experienced product leader, with less people management experience
Among many great responses, the one that stood out most was a tip from Seattle-based UX Consultant, Tamara Adlin.
Her suggestion:
Instead of describing the person you need for an opening, make a list of the problems you need solved. Aim for 10.
Then make a separate list: how will things change in the next 6-12 months if you hire the right person?
This advice doesn’t apply just to a product role–it can apply to ANY position you’re hiring for, and will certainly result in a more practical and interesting read than a typical job description.
The outcome is a useful checklist, and the start of an action plan for the new hire once they start.
If you need support hiring for UX roles, we have experience with resourcing strategy. If a designer role is top of mind for you, read our blog post about three questions to ask before hiring a designer.