Many business leaders rave about their rigid, profit-driven workplaces. Sure, they may be making money. But they could have done more with creativity at the core of their workforce and company culture.
The companies that absorb the latter can attest to just how important creativity is to success. Creative employees develop innovative solutions to challenges and make it easier for companies to adapt and excel no matter the economic or social climate.
It won’t be easy to recruit and retain top creative talent, especially with the state of the workforce today, but you can better your chances by implementing these nine tips.
Define Your Ideal Candidate
Do you know what’s more important than ever for businesses right now? Standing out. How do you do that most effectively? Be exceptionally creative in your processes, systems, content, and communications.
That’s why recruiting and hiring creatives is so important. They bring the innovation and imagination necessary for elevating all that you do. That said, they come in all shapes and sizes. So, defining your ideal candidate for the position you’re hoping to fill is critical.
Document details about the kind of person that would be a perfect match for your job opening. For example, note the following:
- What is their creative skill set?
- What technologies are they adept in?
- What kind of personality do they have?
- Aside from creativity, what are their core values?
It’s also essential to figure out what motivates creatives. Creativity in business is great, but it won’t go far without motivation.
Figure Out What Motivates Creatives
Why is it essential to figure out what motivates creatives? Well, when you know what motivates creatives to take a specific role or work with a particular company, you can align your vacant position and company culture with that.
For example, if creative individuals are more likely to take a role with flexible scheduling options, it’s a good idea to make this available in your company. Or say talented creatives need high-quality tech tools. In that case, figure out which ones they want for your open role and see how you can provide them.
In addition, learn the best way to advertise to your ideal candidate.
Hyperfocus on How You Advertise the Opening
Your job ad is a crucial component in successfully recruiting great talent with creative flair. You must advertise your job in a way that will attract a creative person and engage them until they hit the “apply now” button.
Clearly stating your benefits, how much they’ll be paid, advancement opportunities, scheduling options, vacation/sick hours and pay, and retirement resources is a must.
More importantly, you should talk about the significance of the role and the responsibilities associated with it. Incorporate storytelling and connect emotionally with your ideal candidates through how you describe the job.
Put a bit about your company culture in there, too.
Discuss Your Company Culture
Company culture means a lot to creative people. They aren’t meant for rigid workplaces that live and die by their processes and systems.
Instead, they need work environments with inventiveness at their crux. They need leaders and coworkers that appreciate and respect originality and out-of-the-box thinking. They also need cultures that prioritize diversity and inclusion.
For example, contrary to popular belief, creativity isn’t just a young person’s quality. Older individuals have just as much creativity, enthusiasm, and curiosity as their youthful counterparts. Businesses that know and embrace this can confidently recruit from a larger creative talent pool while also playing an active role in the movement to eliminate age discrimination in recruiting.
Dig into the details of your company culture when creating your job ad and interviewing candidates to ensure creative talent that your workplace is made for them.
Mention Your Need for Someone Creative
Mentioning your need for someone creative in your job ad may seem like a given. But many business leaders gloss over this small but powerful detail. If you want creatives, you have to tell them you want them.
Before you say the job, mention how you need a creative person to fill it. For example, “We need a creative individual to fill our (enter role name) position.” And continue to note the need for creativity throughout the job ad.
Leverage Social Media in Your Recruitment Efforts
If you’re wondering where to find some of the most creative people in the world, our suggestion is social media. Nearly everyone is active on at least one social media platform, creating incredibly unique content for whoever wants to enjoy it.
Social media platforms allow you to personally connect with ideal candidates unlike anything before. They can also provide a glimpse into the creative work a potential worker can produce for your business.
Promote your job ad on your social media platforms. Respond to anyone who comments on the post or story. You could even go live to answer people’s questions about the job. Be sure to post a link to the application in your bio. And If someone is a good fit for the role, reach out to them via direct message appropriately.
Ask Your Current Staff for Help
The last thing you want to do is throw someone who doesn’t fit your team into your workforce. The creative you hire must work well with your current employees. This will ensure your workflow remains as seamless as possible.
Ask your current staff if they have recommendations for what kind of person or skill set would be best for the team. You could even ask your top employee to participate in the interview process to ensure you choose the best candidate.
Ask the Right Interview Questions
Once you’ve got a handful of candidates to interview, spend time developing great interview questions. You want to ask questions that give you an idea of their capacity for creative thinking and doing.
For example, you could ask about the last time they had to think outside the box to solve a problem. You could inquire about their favorite piece of creative work they’ve ever done. You could also ask why creativity is important to them or what inspired them to get into their line of work.
Give Them Room To Work
One of the worst things you can do to a creative employee is micro-manage them. Inventive solutions, innovative concepts, and elevated thinking don’t come because you’re looking over their shoulder, making them do it.
They come because you give them room to work in ways that prompt them to do their best work. Ensure your employees are free to exercise their creative mindsets and skills in everything they do.
Allow them to approach problems and the rest of their responsibilities in a way that aligns with their needs and talents. They’ll feel more valued and respected that way, prompting them to, hopefully, stay with your company long-term.
Conclusion
Allowing employees to express their creativity in the workplace is essential to thriving. So, always be on the lookout for creative talent for your business. When you come across potential perfect matches for your vacant positions, use the tips above to recruit them effectively.