How to Ensure User-Centered Graphic Designs: 5 Best Practices
Graphic design plays a crucial role in shaping user experiences, but creating truly user-centered designs can be challenging. This article presents expert-backed best practices to help designers elevate their work and meet user needs effectively. From tapping into existing talent to organizing innovative hiring events, these insights offer practical strategies for ensuring user-centered graphic designs.
- Tap Into Your Existing Talent Pool
- Host a Reverse Pitch Session
- Scout Talent at Community Events
- Implement Supply Chain Shadowing for Candidates
- Organize Hackathon-Style Hiring Events
Tap Into Your Existing Talent Pool
One strategy that has proven unexpectedly effective for us—though not flashy—is re-engaging our own Talent Pool. These are candidates we've spoken to before, who may not have been the right fit at the time or came second in a final round. We had a client recently struggling to fill a Project Manager role, and instead of starting from scratch, we went back to our pool. I remembered one candidate we'd interviewed months ago—strong background, great communicator—but the timing hadn't been right then. This time, it clicked immediately.
Because we already had notes and interview feedback, we were able to move quickly without cutting corners. Within a few days, we had him in front of the client, and he ended up getting hired. The whole experience reminded me that not every successful hire starts with a new search—sometimes, it's about keeping strong leads warm and knowing when to reconnect. This kind of long-game approach is one of the biggest advantages we've built up over years in this field.
Host a Reverse Pitch Session
At Kalam Kagaz, one unconventional recruiting strategy that paid off was hosting a "Reverse Pitch" session, in which candidates pitched themselves to us, Shark Tank-style. We invited shortlisted applicants to present how they would grow our brand or improve a specific service.
It revealed more than resumes ever could. One candidate, initially overlooked due to limited experience, blew us away with a pitch on scaling our resume writing service using micro-influencers. We hired her, and within three months, leads doubled in that segment.
The format showcased creativity, initiative, and fit, making it incredibly effective for roles needing innovation.
Scout Talent at Community Events
One unconventional recruiting strategy that led to a great hire was leveraging a community event to scout for talent. Instead of hosting a traditional interview or posting job openings, I attended a tech meetup where potential candidates were discussing trends and challenges related to digital signage. I didn't approach the event looking to hire immediately, but I engaged in conversations and asked thought-provoking questions. One candidate stood out due to her insightful comments and problem-solving approach, even though she wasn't actively looking for a job at the time.
What made this approach effective was that it allowed me to observe candidates in a more natural setting, engaging in conversations that revealed their technical expertise and passion. It also helped build a genuine connection before the hiring process, which led to a smoother integration once she joined. This strategy helped me see beyond resumes and gauge cultural fit early on.
Implement Supply Chain Shadowing for Candidates
One of our most successful yet unconventional recruiting approaches came through what I call "supply chain shadowing." Instead of traditional interviews, we invited promising candidates to join us on actual 3PL facility tours with our eCommerce clients.
During these visits, I observed how candidates interacted in real warehouse environments - asking questions about pick-pack operations, inventory management systems, and SKU velocity. The candidates who thrived weren't necessarily those with the most impressive resumes, but those who demonstrated genuine curiosity about the logistical challenges our clients face.
I remember one candidate who spotted inefficiencies in a picking route during a tour and started brainstorming solutions with the warehouse manager on the spot. She hadn't worked directly in fulfillment before, but her problem-solving instincts and ability to build rapport with operations teams were exactly what we needed. She's now one of our top partnership managers, connecting dozens of growing DTC brands with their ideal fulfillment partners.
What made this approach effective was that it revealed qualities traditional interviews simply can't uncover - how candidates respond to real-world logistics challenges, their ability to understand both the technical and human sides of warehousing, and whether they truly grasp the complexities of modern fulfillment operations.
It also demonstrated our commitment to understanding the 3PL ecosystem from the ground up. When candidates saw me asking detailed questions about zone skipping strategies or discussing dunnage optimization with warehouse staff, they recognized we weren't just another tech platform - we're deeply embedded in the fulfillment space.
The added benefit? These facility tours created natural mentorship opportunities between candidates and our existing team members. The informal setting broke down barriers and led to more authentic interactions than any structured interview could.
While it required more time investment upfront, this approach reduced our mis-hires dramatically. In the 3PL matching business, having team members who genuinely understand the daily realities of fulfillment operations is non-negotiable - and sometimes the only way to identify those people is to put boots on the ground together.
Organize Hackathon-Style Hiring Events
One particularly unusual approach to recruiting that yielded unexpectedly great results involved holding a hackathon-style hiring event. Instead of traditional interviews, candidates were presented with a real company challenge and were observed to see how they responded to it in teams, under pressure.
This experience highlighted not just their technical abilities but also their creativity, leadership qualities, and positive attitude—attributes that often remain hidden in a resume or during conventional interviews. The session's winner impressed us with a creative solution and high-level collaboration, greatly benefiting the team.
This immersive approach was particularly effective, as it recreated real work scenarios and allowed candidates to actively engage in tasks. This dynamic environment provided a much deeper understanding of their capabilities, going beyond mere discussion.
