Design backgrounds are over-rated

For strategic, systems and service design at least, design backgrounds are over-rated. If you insist on recruiting only “talent” with such backgrounds, you will dramatically reduce your chances of finding candidates with the skills required design and deliver change. And isn’t that what these disciplines are about?

Take me, for instance.

I’ve been responsible for designing and delivering truly massive programmes of work.
I’ve taken groups of people through design-led, evidence-based journeys to solving problems and delivering outcomes.
I’ve designed and delivered better organisations, systems and processes.
I’ve used research and design to improve strategy, to improve policy, to improve legislation.
I’ve not just identified but also realised benefits and efficiencies.
I’ve guided staff to make sure they’re measuring the right things.
I’ve helped reductionist colleagues think more holistically to get better outcomes; and I’ve simplified the complexity for overwhelmed colleagues who need to get traction to move forward.
I’ve tested, trialled and piloted — always getting the right level of “evidence” for the specific decisions that we needed to make.
I’ve coached colleagues in better research design, in conducting user research, in analysis and synthesis, and in drawing the real insights from their findings.
I’ve taught hypothesis-driven research and design.
I’ve built user research labs and ResearchOps capabilities. I’ve built entire research and design teams.
I’ve convinced board-level executives to invest in senior design and digital capability.
I’ve run workshops on cognitive bias, ethical practice and behavioural insights for design and research.
I’ve spotted the real questions, challenged the riskiest assumptions. I’ve made sure the work of my colleagues and team has the best possible chance of having a real /impact/.

I’ve done the hard bits — I’ve delivered real change. You know, the bits that involve people actually changing the way they behave? The bits that require middle management to make tough decisions. I’ve implemented designs and then iterated them as even the best designs don’t survive contact with reality unchanged. My design work doesn’t sit in a client’s inbox or in a glossy-but-unread report on a shelf.

Nonetheless, most HR teams and recruitment agency filters would dismiss an application from me on the basis that I don’t have “a design background”.

They’re missing that my background is in design — I just didn’t learn to design cars or cutlery at design school.

I learned design on the job, with my medium of choice being people — designing for behaviour, relationships, politics.

If you’re recruiting strategic, systems or service designers, check your filters and if necessary recalibrate what you think “a design background” looks like.