Join Jared Spool this afternoon for our Talk UX Strategy live discussion: The Future of Research Participant Recruiting. (Hint: It's not AI.) Monday, April 29 at 2pm ET (18.00 GMT) Recruiting research participants is still a significant challenge for many teams. It constrains your research, forcing your peers and stakeholders to guess what your users need, increasing the risk of delivering a poorly designed product. It shouldn't be this way. You can't conduct UX research without participants. So, why isn't this fixed by now? (And, no, AI won't fix it. It'll just make it worse.) In many cases, the team has the wrong mindset about recruiting participants. They see recruitment as a transactional activity. They try to find someone they can hire as a temporary employee to extract information and insights. But that's not how you should think of your users and customers. You're not employing them. Instead, you should have a long and healthy relationship with them — a relationship that both sides find mutually beneficial. In this session, Jared Spool will explore what happens when UX leaders treat participant recruitment as relationship-building. You'll discover how you'll grow an endless pool of willing and excited participants to power your research efforts without taxing your budget or relying on AI or tarot cards (the same thing, really). Uncover how you'll… … Take advantage of the best participant recruitment team: your company's sales force, account managers, and support team. … Grow deep relationships with trusted users into essential advisors happy to answer all of your team's questions, even those you haven't considered yet. … Develop richer insights by integrating the recruitment process into your research process, taking advantage of what you learn as you screen. RSVP & Connection instructions: https://lnkd.in/ewZpJibW #UXStrategy #UXLeaders #UXDesign #UXDesigners
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Join me for Monday's Talk UX Strategy live discussion: The Future of Research Participant Recruiting. (Hint: It's not AI.) Monday, April 29 at 2pm ET (18.00 GMT) Recruiting research participants is still a significant challenge for many teams. It constrains your research, forcing your peers and stakeholders to guess what your users need, increasing the risk of delivering a poorly designed product. It shouldn't be this way. You can't conduct UX research without participants. So, why isn't this fixed by now? (And, no, AI won't fix it. It'll just make it worse.) In many cases, the team has the wrong mindset about recruiting participants. They see recruitment as a transactional activity. They try to find someone they can hire as a temporary employee to extract information and insights. But that's not how you should think of your users and customers. You're not employing them. Instead, you should have a long and healthy relationship with them — a relationship that both sides find mutually beneficial. In this session, Jared Spool will explore what happens when UX leaders treat participant recruitment as relationship-building. You'll discover how you'll grow an endless pool of willing and excited participants to power your research efforts without taxing your budget or relying on AI or tarot cards (the same thing, really). Uncover how you'll… … Take advantage of the best participant recruitment team: your company's sales force, account managers, and support team. … Grow deep relationships with trusted users into essential advisors happy to answer all of your team's questions, even those you haven't considered yet. … Develop richer insights by integrating the recruitment process into your research process, taking advantage of what you learn as you screen. RSVP & Connection instructions: https://lnkd.in/ddbewKY4 #UXLeaders #UXDesign #UXDesigners
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Join me for tomorrow's Talk UX Strategy live discussion: The Future of Research Participant Recruiting. (Hint: It's not AI.) Monday, April 29 at 2pm ET (18.00 GMT) Recruiting research participants is still a significant challenge for many teams. It constrains your research, forcing your peers and stakeholders to guess what your users need, increasing the risk of delivering a poorly designed product. It shouldn't be this way. You can't conduct UX research without participants. So, why isn't this fixed by now? (And, no, AI won't fix it. It'll just make it worse.) In many cases, the team has the wrong mindset about recruiting participants. They see recruitment as a transactional activity. They try to find someone they can hire as a temporary employee to extract information and insights. But that's not how you should think of your users and customers. You're not employing them. Instead, you should have a long and healthy relationship with them — a relationship that both sides find mutually beneficial. In this session, Jared Spool will explore what happens when UX leaders treat participant recruitment as relationship-building. You'll discover how you'll grow an endless pool of willing and excited participants to power your research efforts without taxing your budget or relying on AI or tarot cards (the same thing, really). Uncover how you'll… … Take advantage of the best participant recruitment team: your company's sales force, account managers, and support team. … Grow deep relationships with trusted users into essential advisors happy to answer all of your team's questions, even those you haven't considered yet. … Develop richer insights by integrating the recruitment process into your research process, taking advantage of what you learn as you screen. RSVP & Connection instructions: https://lnkd.in/ddbewKY4 #UXStrategy #UXLeaders #UXDesign #UXDesigners
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Join Jared Spool for tomorrow's Talk UX Strategy live discussion: The Future of Research Participant Recruiting. (Hint: It's not AI.) Monday, April 29 at 2pm ET (18.00 GMT) Recruiting research participants is still a significant challenge for many teams. It constrains your research, forcing your peers and stakeholders to guess what your users need, increasing the risk of delivering a poorly designed product. It shouldn't be this way. You can't conduct UX research without participants. So, why isn't this fixed by now? (And, no, AI won't fix it. It'll just make it worse.) In many cases, the team has the wrong mindset about recruiting participants. They see recruitment as a transactional activity. They try to find someone they can hire as a temporary employee to extract information and insights. But that's not how you should think of your users and customers. You're not employing them. Instead, you should have a long and healthy relationship with them — a relationship that both sides find mutually beneficial. In this session, Jared Spool will explore what happens when UX leaders treat participant recruitment as relationship-building. You'll discover how you'll grow an endless pool of willing and excited participants to power your research efforts without taxing your budget or relying on AI or tarot cards (the same thing, really). Uncover how you'll… … Take advantage of the best participant recruitment team: your company's sales force, account managers, and support team. … Grow deep relationships with trusted users into essential advisors happy to answer all of your team's questions, even those you haven't considered yet. … Develop richer insights by integrating the recruitment process into your research process, taking advantage of what you learn as you screen. RSVP & Connection instructions: https://lnkd.in/ewZpJibW #UserExperience #UX #UXStrategy
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Rethinking Hiring for Human Potential: A UX Designer’s Perspective In UX, we design for real users—not just ideal scenarios or rigid criteria. Today’s hiring process, however, has become overly complex, exclusive, and fixated on checking boxes. The goal should be to simplify, focusing only on what truly matters to create a better experience for everyone involved—job seekers, employers, HR, and recruiters. Here’s how we could rethink it: Today’s hiring is often about evaluating skills and experiences at a fixed point in time. But humans are dynamic—constantly learning, adapting, and growing. Relying on resumes and past roles misses candidates who bring flexibility, potential, and unique skills that aren’t always visible in static documents. Adding more layers of filters and automated tools won’t solve this; it only complicates hiring further. A Better Solution: Replace Resumes with Human-Centered Methods 1. Hire for Potential, Not Just Experience: Resumes and traditional interviews often miss the mark. Instead, try simple, practical tasks or questions that reveal candidates’ adaptability, problem-solving skills, and willingness to grow. And remember, potential isn’t limited to recent grads—it exists across all ages and backgrounds. 2. Understand the Full Person: Just as we create user personas in UX, hiring should explore candidates’ broader abilities and transferable skills. Open-ended questions or interactive assessments can reveal flexibility and resilience that go beyond past job titles. 3. Prioritize Real Conversations, Not Just Filtering: Automated filters can’t fully capture a candidate’s strengths or potential. Replace resumes with real conversations—like video introductions or written responses—that show personality, adaptability, and unique strengths in ways a document can’t. A Human-Centered Approach: By focusing on people’s growth and potential, companies can build teams ready to evolve with the future. In UX, we know that a rigid, one-size-fits-all approach doesn’t work; hiring shouldn’t be different. Instead of adding layers, let’s simplify and connect meaningfully with candidates, embracing who they are today and what they could become tomorrow. Make it easy. A job seeker should be able to talk to a hiring manager as easily as just walking up and saying hi. How else could hiring become more human-centered? I’d love to hear your ideas!
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Why is personalized user experience crucial for recruiters? 🤔 As a recruiter, you handle a lot of data and interact with many candidates every day. Personalized UX makes your job easier by streamlining your workflow, helping you find information quickly, and allowing you to work more efficiently. This boosts productivity, allowing you to focus more on building relationships and making strategic decisions. Recruitment is all about people, so understanding your unique preferences and needs is essential. Personalized UX gives you tailored insights and recommendations, helping you make better decisions with relevant information 💪 A great UX also makes the platform more enjoyable and easy to use 😎 When a platform understands your needs and preferences, you engage with it more actively. This leads to better use of the technology, ensuring you get the most out of your tools. For these ☝ reasons, PitchMe.co is constantly striving to deliver an outstanding UX. So to us, this feedback from our fantastic client Nick Nordin at BridgeView is worth its weight in gold 🥇 #CustomerSuccess #UX #UserExperience #RecruitmentTech #RecruitmentAutomation #Database #Bullhorn #TechHiring
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🚀 𝗥𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝗶𝘀𝗶𝗻𝗴 𝗨𝗫 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻! 🎯 Finding the right UX talent or landing your dream UX job shouldn’t feel like running a marathon through endless interviews, skill tests, and radio silence... but it often does. 😩 UX Talent was born to fix that—by cutting 80% of the time spent in hiring processes, we’re connecting top UX talent with companies faster than ever! 🌟 Curious how? 𝗖𝗵𝗲𝗰𝗸 𝗼𝘂𝘁 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝘀𝘁𝗼𝗿𝘆 𝗵𝗲𝗿𝗲: https://lnkd.in/d3GWZTDa 🔥 #𝗨𝗫𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 #𝗟𝗲𝗮𝗻𝗨𝗫 #𝗝𝗼𝗯𝗛𝘂𝗻𝘁𝗶𝗻𝗴
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Why is personalized UX crucial in recruiter tech? 🤔 As a recruiter, you're juggling vast amounts of data and engaging with countless candidates daily. A personalized UX streamlines your workflow, letting you navigate efficiently, access info swiftly, and work with ease. This boosts productivity, letting you focus on relationships and strategic hiring. Recruitment revolves around people, so grasping your unique preferences, behaviors, and needs is vital. Personalized UX provides tailored insights and recommendations based on your specific context, empowering you with relevant info for better decisions and outcomes 💪 Personalized UX elevates user engagement by offering an intuitive, enjoyable experience 😎 Understandably, you appreciate platforms that recognize your needs and preferences. This leads to more active engagement and platform adoption, enhancing tech implementation and ensuring you get the most from your tools. For these ☝ reasons, PitchMe.co is constantly striving to deliver an outstanding UX. So to us, this two-line testimonial from ProValidus Medical Staffing is worth its weight in gold 🥇 #CustomerSuccess #UX #UserExperience #RecruitmentTech #HealthcareRecruiting
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Here's what's going on in April! 🌟 Why Strategic UX Research is the Next Big Thing The world of UX research is undergoing a massive transformation. Organizations need research that influences executive decisions and leads them to become innovative market leaders. UX leaders must adapt, or they'll be left behind. Monday, April 8 at 2 pm ET (18.00 GMT) 🌟 UX Researchers: Shifting from Tactical to Strategic Research Strategic UX research is an entirely different approach from conventional practices, requiring new techniques, skills, and mindsets. Discover the journey to becoming a strategic UX researcher. Monday, April 15 at 2 pm ET (18.00 GMT) 🌟 Leading UX Through A Major Organization Transformation Digital transformations require massive change everywhere in an organization. All that change must improve employee, customer, and stakeholder experiences. Discover how your UX expertise can make you an essential leader in your organization's transformation. Monday, April 22 at 2 pm ET (18.00 GMT) 🌟 The Future of Research Participant Recruiting. (Hint: It's not AI.) Accessing users and recruiting research participants remains a significant challenge for UX researchers. We'll explore new recruiting approaches that deliver long-term benefits to research teams that make continuous UX research easier. Monday, April 29 at 2pm ET (18.00 GMT) RSVP and connection instructions are in our Leaders of Awesomeness community (https://lnkd.in/e2fwcZA). (It's free to join and attend. We ask people to register to keep spammers out of our community.) #UX #UXStrategy #UXLeaders #UXDesign
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(Part 2 of 3) 🔍 People Experience Designers dig deeper.… In my last post, I shared a tip for building the PX habit of remaining curious about problems. But how do you uncover why a problem is happening? The key to digging deeper is all about asking the right questions, to the right people. 𝗧𝗼 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗺𝗼𝘃𝗲 𝗳𝗿𝗼𝗺 𝗛𝗥 𝘁𝗼 𝗣𝗫 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗮 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 𝘀𝗵𝗶𝗳𝘁: 🙅 From: "We have X business problem... our leaders will have a view on what the solution should be” ✅ To: "We have X business problem... who is having this problem that we can speak to?” The difference? One focuses on what “the business” thinks about the problem, while the other remains curious about the employee experience of the problem. The result? A deeper understanding of the problem and ultimately the needs that a solution should address. Unless we take the time to dig further, our understanding of the problem will be surface level and therefore so will our solution. People Experience Designers take the time to explore who is experiencing the problem and it's impact on them. By taking the time to speak to your people, you are more likely to uncover what unmet needs or expectations are at play. 𝗡𝗲𝘅𝘁 𝘁𝗶𝗺𝗲 𝘆𝗼𝘂 𝗳𝗶𝗻𝗱 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝘁𝗵𝗲 𝘂𝗿𝗴𝗲 𝘁𝗼 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗲 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗶𝗻𝗸𝘀 𝘄𝗶𝗹𝗹 𝘀𝗼𝗹𝘃𝗲 𝘁𝗵𝗲𝗶𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗽𝗿𝗼𝗯𝗹𝗲𝗺, 𝘁𝗿𝘆 𝗮𝘀𝗸𝗶𝗻𝗴 “𝘄𝗵𝗼 𝗲𝗹𝘀𝗲 𝘀𝗵𝗼𝘂𝗹𝗱 𝘄𝗲 𝘀𝗽𝗲𝗮𝗸 𝘁𝗼 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗶𝘀?” Shout out to Natasha Delisle-Barrow and Culturevist.ai for sharing how digging deeper can lead to richer problem statements. How do you build the PX habit of digging deeper? ____________ 👋 Hi there! I'm Meg – UXer turned PXer 🐝 I'm on a mission to transform #HR professionals into Experience Strategists and Designers. Enjoyed this post? Spread the magic by sharing, commenting, or following me for more on #PeopleExperience
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🔍 Conducting Internal User Research: Insights from My Experience In several companies, I’ve had the opportunity to conduct internal user research when external access to users was limited. While this approach can be effective in many ways, it also comes with its unique set of challenges. Here’s what I’ve learned through these experiences: How I Approach Internal User Research: 1. Focus on internal teams who are closest to the product, such as customer service, sales, or marketing. They often have insights into customer pain points and behaviours. 2. Encourage participants to use the product in a way that mimics how actual customers would. This ensures feedback is grounded in realistic contexts. 3. Use qualitative methods like interviews or focus groups to gather nuanced feedback. Internal users might offer more candid insights since they’re familiar with company goals. 4. Internal user research often allows for quicker feedback cycles, making it easier to iterate on designs faster. 🟢 Pros: ✔️ Quick access: No need for external recruitment—feedback can be gathered quickly. ✔️ Domain expertise: Internal users often understand the product or service deeply, providing knowledgeable insights. Internal UX research ✔️ Cost-effective: No additional costs for recruitment or incentives. ✔️ Collaborative culture: Engaging internal users can foster cross-team collaboration and alignment. 🔴 Cons: ✖️ Bias risk: Internal users might be too familiar with the product and not represent true customer behavior or needs. Overcoming bias ✖️ Limited perspective: Employees may not have the same challenges or objectives as external users, leading to feedback that misses critical external pain points. Avoiding bias in research ✖️ Over-reliance: Relying too much on internal feedback can prevent teams from seeing the bigger picture of the user experience. While internal user research can be a valuable tool, balancing it with external validation is key to ensuring your product truly resonates with the people it’s designed for. #UXResearch #InternalResearch #UserExperience #ProductDesign #ResearchInsights #ProductDevelopment #DesignThinking
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