Be sure to bookmark this page, as we will be updating it from time to time with more valuable resources.
Step 1 – Identifying Need
Organizations require a solid hiring strategy to find the best talent. Business plans, employee feedback, and gaps in a creative team can all help to identify organizational needs. Before beginning the recruitment process, create job descriptions for each position. Analyze the duties of everyone to identify gaps and design new positions to meet your business needs. Once your team has established job duties and desired skill sets, you will better understand what type of candidates to search for.
If your company has not yet established transformative teams, you are missing out on ample opportunity for collaboration. Developing teams of employees to handle cross-functional duties creates an environment of flowing creativity and infinite possibility.
Consider hiring freelancers or contractors for niche positions or project-based work. Freelancers can bring new ideas to the table, save money, and fill temporary positions.
Join us for a recorded webinar for a lively discussion on whether a one-size-fits-all full stack developer is a blessing... or a hindrance.
Marketing technology is a role growing exponentially year to year. Duties of Marketing Technologists vary, but each candidate should have a few overarching characteristics.
Remote locations, personalization, and discovering digital talent is affecting today’s creative teams. Adapting to the new roles and requirements can be difficult, but manageable.
Many companies have yet to hire dedicated UX personnel. How do you know if it’s time? Constantly redesigned products, overworked visual designers, and lack of post-launch evaluation can all be signs the time has come.
Step 2 – Budgeting for New Hires
Unfortunately, every hiring manager needs approval from leadership to proceed with hiring, and they often aren't aware of the gaps in job duties or the struggles of employees stretched too thin. Prepare a solid presentation for approaching leadership and view the process as attempting to essentially “sell” the hiring needs.
Start with researching current fair market salaries. Through understanding the current market rates, you will be better able to negotiate on salary if your leadership is hesitant with the numbers you propose.
Begin your research with a guide to current salaries across a wide range of creative, development, marketing, content, and delivery roles. The 2018 guide will help determine how much to pay your new hire, and your leadership will be impressed with the research.
Before approaching stakeholders with hiring proposals, be sure you are properly prepared. Create your own budget for the hire, including costs for drug testing, background searches, recruiting platforms, and any travel expenses.
Step 3 – The Search
Finding digital creatives isn’t as easy as hiring for other positions. The advanced skill sets required for creative types are often difficult to discover. Before beginning the search, ask yourself a few questions. How quickly do you need someone? How effective is your current search system? How much time can you devote to the search process? The answers to these questions can help reveal how your search should unfold.
Hiring managers have the option to find creative types on their own, online, or with staffing agencies. Deciding which method works for you can be difficult, but this comprehensive online guides is here to help.
Take time to work on your hiring and recruiting process. Without a strong process for hiring managers to follow, lag time for position filling can increase. Keep your process in tip-top shape.
Digital creatives not are looking for boring cubicle jobs. They are looking for lively teams where they can make a difference. Do research to find out how to look in the right places for new talent.
Many organizations manage freelancers and keep an active pool of applicants, which can also be a great option for discovering vetted talent.
The problem with platforms like Indeed and CareerBuilder is the lack of creative talent available. Many creative types are freelancers, contractors, or work with staffing agencies for placement. Figure out the best method for finding these talented candidates.
Remember the job description you created for your open positions? Now is the time to design it for pulling the right candidates to your position. The job description should outline exactly what your organization is seeking, while still revealing your company culture.
Step 4 – Interviewing
Once you have sourced a few good candidates for the position, it’s time to bring them in for an interview. The interview is one of the most valuable steps in the process, so have a plan in place beforehand. Don’t make the mistake of asking only a few questions or ‘winging’ it. Take time to create a course of action involving everyone on your team.
Typical interview questions aren’t always revealing enough for digital creative talent. Create a list of interview questions specifically designed for creative types. These questions will help to better analyze the candidate and his or her answers.
Team interviews are a great way to meet a candidate and discover how he or she interacts with others on your team. Team members will be working closely with the chosen candidate, so they should always be involved in the process.
Digital designers and those working specifically with design elements can be asked their own set of duty-specific questions. Questions based on creativity and design elements can establish how well the candidate may mesh with your current team.
After the interview is complete, regroup the team to discuss their impressions of the candidate. Open communication in every step of the process will ensure everyone remains on the same page.
Step 5 – Hiring Decision
Deciding on the right candidate can be difficult if you are interested in multiple people. Take your time to decide and never hire just to place a body in a chair. Hiring the wrong employee is expensive and can also hurt company morale. Find a candidate compatible with your company culture.
Soft skills are also necessary for all employees. In addition to finding a candidate whose hard attributes match the job description, the candidate must also have the right soft skills. Time management, people skills, humility, and drive are all characteristics of a top-notch employee.
One often overlooked trait is the ability to be a good storyteller. Creative types build products that tell a story. They also must understand client needs and design products to fit. Clear communication and presentation skills are a huge advantage in this market.
There is no black and white method for choosing the best candidate. Be sure the candidate you hire is the best fit for the present and future endeavors of the company. Avoid costly mistakes by evaluating all factors.
Step 6 - Evaluating
Congratulations! You have found your new candidate, but the process isn’t quite complete. Once the candidate has completed the onboarding process, evaluate your hiring steps. Ask for feedback from others to determine how the hiring process unfolded. Evaluate strengths and weaknesses and adjust for next time. Now is also a good time to consider other methods for finding talent in the future, when you may be in a time crunch.
Working with a staffing agency will save you time and effort finding candidates. The agency will perform the legwork, but you will be able to choose your candidate in the end.
Graphic designers play an important role in product creation, so finding one you trust is important. Before hiring a freelancer for the position, review portfolios and decide on a budget. From there, you can begin the search for a reliable designer.
Analyze how the process flowed for your company and make adjustments as you see fit. Now that you don’t have a position to fill immediately, evaluate your process and decide how to improve for next time.
Step 7 – Retention
The recruiting process doesn’t end after the hire. To prevent turnover and disgruntled employees, concentrate on retaining good talent. Happy employees are loyal and work tirelessly to make organizations better. For creative teams, this means taking the time to receive feedback and keeping lines of communication open.
If you want to keep good creative talent, take the time to understand your employees and their needs. Give your employees credit when it’s due and encourage independent ideas.
Managing creative teams effectively can drastically increase performance. Creating teams with complementing talents and personalities can make your team more cohesive.
If you manage employees, frequent feedback is a necessity. Critique your staff effectively and respectfully, but make sure you also give positive feedback every day.
Managing freelancers can be time consuming, especially when you have your own job duties to complete. Streamline the process of managing freelancers by enlisting help.
Creative types are a different breed from other professionals. People in the creative field enjoy creating projects and sharing ideas. Make sure you cultivate this type of environment to keep your employees for the long term.
Vitamin T is Here to Help
Vitamin T is here to help with all your digital creative recruiting needs. We keep an active pool of highly qualified, vetted freelancers to fit client needs. Contact us today for support in design, development, or marketing talent.