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DesignOps and The Great Talent War of 2021 (Videoconference)
Thursday, August 19, 2021 • DesignOps Community
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Summary

Lots of organizations are hiring aggressively while, at the same time, turnover is at an all-time high among the design community. Join us for an interactive workshop to explore how DesignOps as a function must shape the recruiting, hiring, and retention process during the “Great Resignation.” We’ll be breaking into groups with specific focus and then reconvening to share: For hiring managers: What is working well to attract new talent and where are you stuck (e.g. a certain profile of talent, lack of perks, etc.)? For people managers: What strategies are you using to retain your best talent? What are your top folks asking for these days? If you’re on-boarding lots of new folks, what’s helping make that effective and friendly? For everyone else: What’s keeping you in your current role? What would get you to jump ship? If you are looking for a job, what do you want hiring managers to know or improve about the process?

Key Insights

  • Attrition rates in design roles have doubled, reaching around 30%, with hiring rates exceeding 35%, creating operational strain.

  • Psychological safety and strong team relationships remain the top reasons employees stay in roles despite pandemic-related challenges.

  • Design challenges in hiring processes are widely viewed as inequitable and inefficient, often adding unpaid work for candidates.

  • Continuous feedback is preferred over annual reviews, helping employees track progress and reduce burnout.

  • Clarity and transparency about remote vs. in-person work policies are critical post-COVID to attract and retain talent.

  • Proactive recruiting and pattern recognition help identify candidates good for roles they might not have formally applied for.

  • Remote and hybrid-friendly policies, unlimited PTO, and family support are key retention incentives.

  • Internal mobility presents an opportunity to address talent gaps by moving existing employees into design-related roles.

  • Hiring managers struggle with lengthy interview processes, bureaucratic policies, and narrow location restrictions limiting candidate pools.

  • Leadership alignment on hiring strategy and organizational priorities is essential to reduce burnout and create effective teams.

Notable Quotes

"Attrition numbers that normally are around 14 to 15% spike to 30 and hire 35% are creating real operational challenges."

"It's not equitable to ask people who have full-time jobs and family responsibilities to do extra unpaid design exercises."

"Psychological safety on a team is the number one reason people stay in a role."

"We need more continuous feedback instead of waiting for end-of-year reviews to help people see their long-term progress."

"Clarity on whether teams are working in person or remotely post-COVID is something people really want."

"Companies declaring 100% remote have an advantage in attracting talent right now."

"Proactive recruiting means recognizing when a candidate might be a better fit for a different role than the one they applied for."

"There’s a real frustration with bureaucracy and location-specific hiring policies limiting candidate pools."

"Internal moves within organizations into design roles represent a great opportunity during these talent wars."

"Unless leadership is really aligned on strategy and priorities, teams will continue to feel ineffective and burnt out."

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