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The UX Rule That Should Also Apply To Recruitment
How we should reshape recruitment for the post-Corona era
Not long ago — in the good ol’ times of January 2020 — I had the privilege to teach a group of new UX students for a few weeks. And one of the points I kept repeating to them, was a core UX maxim:
“Do not mistake the solution for the need”.
Do not fool yourself to think that one specific solution is what your user actually needs. (Usually this happens to be your favorite solution.) Instead, you must find out the actual need of the user you are designing for.
This is true when designing digital products. And, as a coincidence, also when recruiting for a job position.
The problem with recruitment
We’re now two decades into the new millennium. Yet, recruitment can’t seem to get past this one obstacle of thought. Because of this, recruitment ads still look exactly the same in 99% of cases:
“We’re looking for an [already specified role or function] to do [vaguely described work]. For this, we expect [a list of often arbitrary background requirements]. You will also need to complete [some unscientific assessment]. Your assessment will be [graded and feedbacked by someone without psychological…
