The Chief Executive of the Hong Kong SAR, Mr Donald Tsang, designated 2012 as ‘Hong Kong Design Year’ and HR Magazine met with Dr Edmund Lee, Executive Director, Hong Kong Design Centre; Jason Chiu, CEO, Cherrypicks and Tommy Li, Creative Director, Tommy Li Design Workshop to talk about all things design and HR.
The Government has greatly increased the prolific output of design in Hong Kong. A shift in organisational perceptions of designers is expected thanks to the campaign, Lee asserted, “Corporate leaders will view designers as an investment and not an expenditure.” Often, however, when an organisation decides to hire a designer, retaining them can be problematic, Chiu advised, “my job is to give them the environment and the sense of achievement.” He added, “When a designer comes up with and develops an idea for cherrypicks, the designer is part-owner of the product and can own part of the patent.” Li’s response was similar in that he advised employees need satisfaction, pride and happiness. He suggested, “Many people will earn a lot but without these they’ll leave.”
To retain, you must nurture—Chiu’s design team’s time is divided into client projects, such as those for the Hong Kong tourism board or Jockey Club, and own products where the designer works on their own apps. Chiu expressed that this enhances staff engagement as the designers get the best of both worlds. Li highlighted the importance of making sure all those involved feel as though they’re part of the organisation, “We all have the same mindsets, the same values,” he said.
Another problem faced by HR is the question—how do I interview designers and choose the right one? Chiu agreed that it was very difficult to test a designer in an interview but he does initially ask three questions: what is a good design, how do you work in a team environment and in your opinion what’s a good app. These three questions are to see which angle the designer will take and to find out which soft skills they possess as hard skills are easy to lay out on the table. Then he advised, “Put them into action.”
A probation period is essential to see whether or not a designer can fit into your organisation. Li quipped, “It’s like a love affair—if you don’t know the person, how will you marry her.” He explained that when recruiting a designer he isn’t looking for an employee but a partner—Li wants a three-hour conversation with the new designer to discuss everything from family to politics.“After three hours of conversation we know the real person,” he added. Similarly, Li focused in on soft skills and said, “You need to have good communication skills and good salesmanship—if you can’t sell your idea, you’re finished.”
Paul Arkwright
Publisher
