RECRUITING CREATIVITY: Strategies for Attracting & Cultivating Creative Talents

Recruitment & Creativity: in this article we will see how these two concepts are related, and we will understand how to use Recrutiment in order to find Creativity.

But first, I love starting with definitions: what are they?

Recruitment, we all know, is the process of finding, attracting, and hiring qualified candidates for job positions within an organization. Effective recruitment aims to match the right candidate with the right job, considering skills, experience, and cultural fit. It plays a crucial role in building and maintaining a talented workforce essential for organizational success.

Creativity, instead, is the ability to think outside the box and come up with new and original ideas. It involves connecting seemingly unrelated concepts to form something unique. Creativity is about exploring possibilities and embracing innovation. It can manifest in various forms, such as art, problem-solving, and entrepreneurship. Ultimately, creativity drives progress and fuels human imagination. As I mentioned, this article aims to explore how Recruitment can be utilized to discover Creativity.

In this prospective Creative Recruitment refers to the process of identifying, attracting, and hiring individuals with specialized skills and talents in creative fields such as design, marketing, content production, advertising, and other related areas. This process involves sourcing candidates who possess innovative thinking, artistic abilities, and a keen eye for aesthetics to fill positions that require creativity and originality.

This kind of recruitment may also involve unconventional methods of sourcing candidates and assessing their suitability for roles that demand creativity, often focusing on portfolios, projects, and practical demonstrations of skills rather than traditional qualifications alone.

Creative roles span various industries, yet their significance lies in infusing artistry and innovation into digital, written, video, and other mediums and platforms.

They frequently elevate or instigate the "wow" factor experienced when navigating a website or engaging with video content.

Additionally, people in creative jobs are really good at making complicated ideas easy to understand by using cool pictures and designs. This helps more people to understand these tricky ideas, which can make the company more popular and make more money. Having creative people on your team also makes things more interesting and helps the company to be remembered by people for a long time.

Creative roles are in high demand in the market and recruitment because they bring innovation, problem-solving skills, and adaptability.

They provide a competitive advantage through unique ideas, effective communication, and brand building. Their ability to identify problems, contribute diverse perspectives, and future-proof businesses makes them valuable assets to organizations.

Creative Roles can include (these are the main ones but we must take in consideration that the Market and Job Titles are in constant evolution):

• Graphic designer
• Web designer
• Art director
• Digital Marketing Manager
• Social Media Manager
• Content Strategist
• Product Designer (UX-UI)
• Copywriter
• Product Manager/Owner
• Video Editor
• Service Designer

The Possible Strategies

Based on personal working experience and based on the research I made to prepare this review, I made a list of possible strategies and innovative approaches that can be useful to attract and retain Creative Talents:

• Compelling Job Descriptions: Use engaging language and storytelling to highlight the company culture, values, and opportunities for growth;
• Visual Job Advertisements: Create visually appealing job postings with graphics, videos, or infographics to capture attention and convey the company's personality;
• Social Media Campaigns: Utilize platforms like LinkedIn, Instagram, and Twitter to showcase the company culture, projects, and employee testimonials. Engage with potential candidates through targeted ads and interactive content;
• Employee Referral Programs: Encourage current employees to refer candidates by offering incentives such as bonuses, recognition, or special perks (friends of friends can be the hidden treasure you are looking for!);
• Creative Benefits Packages: Offer unique perks such as flexible work hours, remote work options, wellness programs, professional development opportunities, or creative workspace designs;
• Hackathons or Creative Challenges: Host events where candidates can showcase their skills and problem-solving abilities in a collaborative environment, providing insight into the company's culture and projects;
• Networking Events and Industry Conferences: Attend or host events where potential candidates gather, allowing recruiters to build relationships and showcase the company's brand and opportunities (if you are in Berlin you can not miss the Berlin Product Designers Meetup or Service Design Drinks Berlin !);
• Diverse Recruitment Channels: Explore non-traditional recruitment channels such as industry-specific forums, online communities, or creative platforms to reach a wider pool of candidates;
• Personalized Outreach: Tailor outreach messages to individual candidates, highlighting how their skills and experience align with the company's goals and values;
• Company Culture Showcases: Organize open houses, virtual tours, or meet-and-greet sessions where candidates can interact with current employees and experience the company culture firsthand.

Personally I think that a good and balanced mix of all these points, we just saw, is the key.

I think it's essential to understand the unique qualities and motivations of individuals in this field. It′s important to get what the candidate wants to achive and in which sector he/she/they want to stay.

It's crucial to craft job descriptions that speak to the creative mindset. Instead of focusing solely on technical skills or qualifications, emphasize the opportunity for candidates to contribute their unique perspectives and ideas to the role.

Realted to this point: offering competitive compensation and benefits packages tailored to the needs and preferences of creative professionals can be instrumental in attracting top talent (but this of course it depends from the company and/or from the recruiter′s client).

Showcasing the company culture and values can be a powerful tool for attracting creative individuals. Highlighting initiatives, projects, or collaborations that demonstrate a commitment to creativity, diversity, and inclusion can resonate with candidates who seek environments that nurture their talents and passions.

Sharing testimonials or stories from current employees about their experiences working in creative roles can provide valuable insights into the company culture and serve as a compelling recruitment tool (share is the key to inspire!).

Certainly for these roles often the visual aspect is foundamental: incorporating a good portfolio, reviews, creative challenges, or interactive exercises into the interview process allows candidates to demonstrate their skills and vision in a tangible way.

Is important do guide the candidates in the selection of the works to include in the portfolio. The portfolio must be balanced between what the company is looking for and what the candidate has done in the previous jobs (*).

Finally, cultivating a strong employer brand and presence on relevant platforms and channels frequented by creative professionals can enhance visibility and attract qualified candidates.

A strong network is crucial not only on digital platforms but also in the real world:

Participate in or organize gatherings where potential candidates assemble, enabling recruiters to forge connections and spotlight the company's brand and career prospects.

And of course: Public Relations, Interpersonal skills, Kindness, Curiosity, Communication Skills, and Sales Skills, are all important tools and aspects when you are looking for (Creative) Talents.

(*) The Portfolio Power: https://www.dhirubhai.net/pulse/portfolio-power-essential-steps-creating-effective-dell-aquila-9zwcf/?trackingId=5i899nk2QSKUGFVYqvv6Aw%3D%3D