You’re a design manager who wants to hire creative talent. How do you assess their creativity?

2 Creative challenge

The second step to assess creativity is to give the candidates a creative challenge. A creative challenge is a short and specific task that tests the candidates' ability to apply their skills and knowledge to a new situation. For example, you can ask the candidates to sketch a concept car for a specific target market, scenario, or problem. A creative challenge should not have a single right answer, but rather allow for multiple solutions and perspectives. Observe how the candidates approach the challenge, generate ideas, and communicate their results.

4 Personality test

The fourth step to assess creativity is to administer a personality test. A personality test is a tool that measures the candidates' traits, preferences, and motivations that influence their creativity. For example, you can use a test like the Myers-Briggs Type Indicator (MBTI) or the Kirton Adaption-Innovation Inventory (KAI) to identify the candidates' creative styles, strengths, and challenges. A personality test should not be used to label or exclude candidates, but rather to complement and validate your other assessments.

5 Reference check

The fifth step to assess creativity is to check the candidates' references. References are people who know the candidates well and can vouch for their work performance and behavior. For example, you can contact the candidates' former employers, clients, or colleagues to ask them about the candidates' creative skills, achievements, and challenges. A reference check should help you verify the candidates' claims, get an outside perspective, and avoid potential problems.

6 Team fit

The sixth step to assess creativity is to evaluate the candidates' team fit. Team fit is the degree of compatibility and harmony between the candidates and your existing team members. For example, you can invite the candidates to meet your team, participate in a group activity, or share their feedback and expectations. A team fit should help you determine how the candidates will contribute to, benefit from, and adapt to your team's culture, goals, and dynamics.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?