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The Vitamin T Blog: All you ever need to know about creative hiring, plus tips on digital portfolios, resumes, events, and trends.

How to Solve Common Hiring Problems

With thousands of talent out working at our clients everyday, we know the kinds of challenges hiring managers run into when looking to bring in top level creative talent.

Which is why our London office took it upon themselves to produce this HR Pain Points video to give you some helpful hiring and sourcing tips on everything from getting better candidates from job postings to filling in-demand roles faster.

As a bonus they also included this 5-point summary. 

  1. Be clear in your job descriptions.
    Job descriptions vary greatly from company to company, particularly for roles like User Experience. To make sure you are getting the right type and level of candidates applying, it’s very important to be clear in your job description about your desired skill set, experience, and level required.
  1. Consider offering additional learning / upskilling.
    The cost of recruiting mounts up quickly if staff attrition is a recurring issue within your company. The best way to keep talent around is to not only give them variety in their projects but also access to further training. (Which is why we created Aquent Gymnasium.) Gone are the days when an digital creative will sit and do the same job for 2+ years without getting itchy feet. Remember, even if they’re happy within the role, salary isn’t always the deciding factor.
  1. Act quickly to secure top talent.
    There is a huge demand for certain roles and the best talent are always snapped up fast. If you don’t want to miss out, don’t sit on a CV for a week before responding to a recruiter or your HR manager. Many times the candidate will no longer be available, as some other company will have already swooped them up. Respond to a CV as quick as you can and utilise current technology to screen your selected candidates: both Skype and Google Hangouts are now very popular screening tools and save everyone time on those first round interviews.
  1. Try an interim placement or a “working interview.”
    If you have a role that has been open a long time because you haven’t found the perfect permanent employee, think about other ways of resourcing to assist your team in the meantime. An interim contract is becoming increasing popular, as the most in-demand talent are very difficult to find. And you never know, you may end up hiring the interim person! (In fact 50% of Vitamin T talent that convert to permanent roles started as freelancers.)
  1. Research salary guidelines.
    If you find you are not getting the level of candidate you were hoping for or you are not managing to secure a new hire after several interviews, you may find that the salary you are offering is too low. Do some research on the Internet or talk to your recruiter to make sure you are being realistic with the salary you’re offering.

Let us know in the comments what issues you have when hiring, or contact us for help making your next great hire!

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