Interview, interview, interview. The more people you talk to, the more you will learn about what different people have done and what they can do. Ask people where they are strong then look for people who have those strengths. Ask candidates where they are weak then look for people who have strengths in that area. That way you'll get a good, well-rounded exposure to the field.
To add to what Samantha said, give them a specific problem to solve using your existing designs. See how they approach it. If you have many different people do this, you'll likely start to get a sense of what kind of person you need. There are so many 'flavors' of UX, so many different skill sets under that umbrella term, that I think it would be hard to have one set of rules to follow here. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Posted from the new ixda.org http://www.ixda.org/discuss?post=39953 ________________________________________________________________ Welcome to the Interaction Design Association (IxDA)! To post to this list ....... [email protected] Unsubscribe ................ http://www.ixda.org/unsubscribe List Guidelines ............ http://www.ixda.org/guidelines List Help .................. http://www.ixda.org/help
