![]() They just ghost you, you work on everything together all the time, fill them up with everything you know, and get all their curiosity, passion and fresh mind and pov in return. Honestly, more than take on a junior, I actually like the idea of taking on an apprentice, if you could find the right person. But it can also be very rewarding, and I also love sharing what I know with someone else… It is a huge amount of work to do it properly. You fill in the gaps you think are missing in their education. Web portfolios have an ideals way of displaying your my in certain interact format. Is what it is - so that’s why I say it comes back to their desire to learn more than anything else. A graphic design portfolio is a compilation of a designer’s work, both personal press professional, in an easy-to-view type. Or in UX say maybe not heard of Don Norman or something. Some juniors don’t even know the fundamentals of grid based design let alone who josef muller brockmann or jan tischold are. But portfolios live so loads more than neatly organized images of flings they encapsulate a designer’s personality, styles, and skills. I prob sound like a dinosaur but I am continually shocked by how little knowledge of design history people have. A graphic design portfolio is a summary of a designer’s work, both staff and adept, in an easy-to-view format. UX has grown into a hot field, people have romantic ideas and go in for the image… proliferation of online education, youtube designers shilling courses, “masterclass this and that”, GA etc… so with the growth I think the number of less than stellar courses come along. Back in my day □ we were just graphic designers. TL DR, focus on attitude and mindset rather than technical skills. You can't just work with them the same way you can with someone with more experience, or you can't hope for them to grow. ![]() Because its so intensive on the more senior members of the team. As a small agency, honestly we're really cautious about it. It's a lot of work taking on juniors if you're going to do it properly. If they want to be taught, if they want to be mentored and guided, then I can work with the rest. If they think they have it figured out, then its not going to work. So that's why I think it all comes down to attitude. I mean, if you're hiring a junior, I'm assuming you're up for putting the time in to not just review their work, but to ask them about it, make them think about their choices, push them to articulate their thinking, provide points of reference, things to look at, things to read, things that they can apply in their work.įrom there, I'm looking to see how well they can take those daily lessons, how well they can take feedback, and how quickly they can apply those lessons and grow. With that, and time, I can make a good designer. Sure, a basic knowledge of typography and some evidence of good aesthetic judgement are important, and even better – an awareness that UX is more about behaviour and pyschology than making shit look pretty is even better.īut fundamentally, I'm looking for someone who wants to work hard and learn. Honestly at this point in my career and theirs, for a junior position, their folio is secondary to their attitude. ![]()
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