What do you look for in a designer? : Yang Kim, Creative Director, People Design

1. What do you look for when hiring a designer?
First, they need to have a really strong portfolio and be able to talk about their projects beyond a prepared script. We look for original ideas, finished, professional looking work, and good type skills. Good type skills matter to me. They speak to me about sensitivity to details. Our designers need to have good communication skills, both for internal collaboration and for client presentations. Can they talk about their projects, and process their thoughts and responses on their feet? Are they interesting when they do?

The most important thing I look for is their attitude. Are they motivated to work, to learn something, to take criticism, to assist? When they talk about their work, is their focus entirely on their own ideas and contributions, or do they talk about the viewer/reader/user/audience? About their colleagues? About the goals of the project? I especially want to hear sensitivity to the audience.

And then I check out their shoes, of course. But shoes can be fixed.

2. Is there a particular "tell" that signals a good or bad fit?
If they start asking about who they will be working for, what types of projects they would be working on, when will they get a project of their own to work on, or what will their title be, then we know that they might not have the right attitude.

Oh, and dusty boards! At least make sure your work samples are clean.

3. What is your best interview "horror story"?
This isn't really horrifying. What's horrifying is how typical it is. We interviewed a junior designer who came highly recommended. We were all impressed with her, her portfolio, and her speaking skills. She was a fun, easy-going, motivated to do good work, ready to learn—everything we were looking for. We practically hired her on the spot.

When we started talking about money, it was as if I was talking to a different person. She was asking for a figure that a designer of 4-6 years experience might make, yet she only had 2 years of experience as a print designer. Her duties so far were in assisting on projects, babysitting a "pro bono" project, pitch/concept sketches, and no production or photoshoot experience.

Her work looked great. She had loads of potential and I also really liked her despite her ridiculous salary request. I explained to her our salary scale for junior designers. She didn't budge on her salary requirements, even though she had just been fired. I admired her moxie, but I just couldn't justify the salary. She questioned me about designer/senior designer skills--and claimed that she could absolutely do those things. At this point it was getting close to insulting--not for me, but to my staff, who worked damn hard to get where they are.

A junior is a complete wild card and you just don't know what you're getting. The risk is all ours. In my world, you have to be motivated enough to come in and prove yourself. Prove to us that you are invaluable and I'll gladly pay more. The story has a happy ending: she's happy freelancing, and we hired someone else.

4. Do you have any specific advice for recent graduates, or people just starting straight out from school?
Have a good, healthy attitude. The truth is that you are still learning (as we all are) and you don't know everything. If you really want to better yourself, you won't let your ego get in the way. Be deferential. There's no reason for you to puff up your chest and pretend to be the know-it-all. That just shows your immaturity and perhaps your insecurities. I would also ask probing questions about work process. You're interviewing the firm as well.

5. What is the single, most valuable piece of advice you could give to those on the hunt?
Do some research on the company that is interviewing you. If you don't know anything about the firm, it'll be obvious that you're looking for any job.

I recently heard a great quote from Jeremy Piven's mom. Her advice to her son was "Get out of your way." Words to live by no matter how old you are.

6. Regarding creative employment, what do you know now that you wished you knew then?
Well, this may sound like a contradiction, but I always thought that a very professional person who interviews well would be the one to hire. But our best hires have been those who did not interview well; the creative people that I've been really impressed with at interview usually don't work out. Figuring that one out is my problem, of course. I have to make sure I'm not being sold entirely by the personality, but can see into the work and the mind of the designer.

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Yang Kim is Vice President and Creative Director of People Design (formerly BBK). As a student at Carnegie Mellon University and consistently throughout her career, Kim's work has been recognized by her peers for its clarity, distinctiveness, humanity, and charm. Her no-nonsense style, her wit, and her devotion to her work have earned her long-standing relationships with clients whose businesses have grown to rely on her influence.