Voici comment vous pouvez découvrir et attirer des candidats imaginatifs.

Crafting a compelling job description is key to attracting top talent. Use language that appeals to creative minds, emphasizing opportunities for innovation and the impact of ideas on your organization. Highlight your company's value for originality and illustrate how creativity is integral to your culture. This approach attracts candidates with the skills and inventive mindset you desire. A well-crafted message sets the tone for attracting the right talent who aligns with your organization's ethos and goals.

To discover and attract imaginative candidates, always use niche job boards to leverage social media platforms such as LinkedIn and Instagram, and encourage employee referrals. Enhance your employer brand by showcasing innovative projects and a creative work culture. Write engaging job descriptions and offer attractive benefits like flexible hours and professional development opportunities. Attend industry events and network to find and engage creative professionals. Try to illustrate the organization's accomplishments alongwith the description of value-adding roles and goal oriented organisation in order to lure the right talent.

Know that candidates are interviewing you just as much as you are them. Be honest in your job description and be clear in what you are offering in return on the investment of their skill and talent. Don’t assume just because you are offering paid work every one will be jumping at the opportunity.

You must know what you require to get the job done. Then you must convey it in a way that is clear and easy to understand. Lastly, ensure you also highlight your organization's innovation culture. From there, you will attract candidates who come from all spectrums of the field whom can be interviewed and ultimately hired to support the ultimate goal of success.

I agree with the point of view is crafting an enticing job description is crucial. The more you describe in detail what you need in potential candidates, the more you will get the right one.

You absolutely have to have a Brand and social media presence to land candidates. Employee spotlights, recognition, employee appreciation posts to a long way. Also things about purpose, and core values. Employees are really wanting to feel a sense of conndction and purpose and you can use your voice as a company on social media to connect with the right candidates and attrract them to your brand.

Harness the power of social media to connect with innovative candidates. Showcase your company culture and creative projects to attract like-minded individuals. Share engaging content like behind-the-scenes glimpses and employee spotlights to highlight your team's work environment. By participating in online communities, you can cultivate relationships with potential candidates well before job openings arise. This proactive approach builds interest and establishes connections with creative talent seeking an environment that values and implements new ideas.

Through a dynamic and fluid employee value proposition and talent brand a firm can leverage these differentiators in social media campaigns to bring authenticity, relatability and credibility to the careers within their firm.

I strongly believe that Social media is great for finding creative candidates. Show off our culture and cool projects to attract talent. Fun content like behind-the-scenes glimpses and employee spotlights can catch the eye of imaginative folks looking for a place where their ideas can shine. By hanging out in relevant online communities, we can connect with potential candidates long before we need to hire.

Leveraging the potential of social spaces enables crafting a candidate experience that not only delivers an incredible brand image but also provides a clear view of the company culture, along with all the real-time metrics and measurements you can obtain

Fostering relationships with potential candidates outside of active hiring periods is strategic for future recruitment success. Attend industry events, webinars, and workshops frequented by creative professionals to engage and learn about their interests and work. Maintain communication and stay connected with these individuals. This proactive networking builds a pool of talented candidates who are familiar with your brand and may be interested in future opportunities. When the time comes to recruit, you'll have a network of imaginative individuals ready to join your team.

Leverage relationships with external partners aligned to key talent segments creates a pathway to building credible employee/candidate relationships. I have found that organizations that we partner with are willing to serve as a bridge to talent when we cultivate partnerships beyond a talent acquisition need but a full end to end alliance where our company talent is sharing best practices, mentoring and coaching talent from our partners, as well as offering our expertise goes a long way in not only building relationships with the external partner build also with the talent segments they serve.

Networking: Engage with industry groups, forums, and professional communities on LinkedIn to connect with potential candidates. AI Recommendations: Use AI to suggest connections and identify passive candidates who may not be actively looking but fit your criteria. Follow-Up: Maintain regular contact with potential candidates through newsletters and personalized updates.

I fully agree that this proactive approach can give us a significant head start when a position does open up. Attending industry events, webinars, and workshops that attract creative professionals is a fantastic way to engage with talented individuals and understand their interests and work. In my experience, keeping in touch with these professionals helps create a network of imaginative individuals who are already familiar with our brand. When recruitment time comes, having this pre-established connection can make the process smoother and more effective, ensuring that we attract top creative talent who are genuinely interested in joining our team.

Most creative talent, is creative because of flexibility. We don't get creative by sitting at our desks from 8:30-6:30pm. We get creative by taking a middle of the day walk. Or taking a random shower. Or having a random brainstorming call firing off ideas. Creative talent loves flexibility. Offer flexible hours where you can. Traditional 9-5 schedules are not what the workforce wants anymore.

In the hospitality field, post Brexit we moved to offer a degree of flexibility to attract the best talent. Initially balancing the preferences of 180 employees (including around 50 p/t) and the needs of the business created a logistic headache(!), requiring complex rotas to be maintained by operational management. We streamlined, reducing numbers whilst retaining a degree of flexibility from day 1. Within our chef team, a move to a condensed working week 3.5 days on/off has had a positive impact on employee wellbeing and ensured managers are supported by focused teams at the key pressure points during the week. The balance of human to resource is important, thoughtful workforce planning and flexibility is a necessity to get it right.

Je suis convaincu qu'avec la nouvelle génération, il est décisif d'être désormais très flexible, il est nécessaire de mettre en place un système de contrôle déconstruit, c'est-à-dire mettre en place des objectifs et des moyens pour les atteindre et laissez un libre arbitre aux talents d'exprimer leur créativité et de mesurer leurs performances sur les objectifs fixés.

There's been a groundswell of comments recently about whether salaries should be on the job description... Offering all the information upfront does make a huge difference

Bright minds expect autonomy, and need it to function well. I would say emphasize the space they will have to work in ways that are natural and effective. Be open to new ideas and new ways of getting those ideas. Weird just means it's not common at the moment. That may be a sign of progress.

Referrals are the biggest gold mine an Employee can take advantage of. So much money spent to third party, ie me, and marketing, etc.. Ads, etc. And very few are tapping into their greatest gold mine of all. Referral program. Some don't even have a referral program in place. First, make a referral program. Second, which is equally important make sure everyone actually knows about the referral program. Make it advantageous for your internal employees to actually give referrals, it is worth the small bonus fee, to actually have a worthwhile referral system. These programs are so underrated, and so underutilized.

Referrals are always a best source to close any position. This will increase the quality of hire within less time with more employee engagement. Candidates who joins with employee referrals joins with a positive mindset which will help to adjust to the new work environment. Referrals bonus can motivate the employees to refer more. Companies should start refferathons for specific period by adding exciting gifts along with the refferal bonus.

Are your current employees creative? Chances are, they would know others who are innovative and creative as well. I've seen so many employees at numerous organizations either not know about their referral program, do not have a referral program set up, or have a lackluster program (i.e. the employee only gets paid if the referral stays for 90 days, etc.). Ensure your employees are given the information about the program, offer a great incentive to refer innovative talent, and please - don't make them wait 90 days! If you hired their referral, pay them the referral fee, just as you would pay a staffing agency a fee upon hire! Get creative and innovative WITH your referral program as well. :)

Encouraging employees to share referrals for in-house job openings can significantly enhance recruitment efforts. Implementing a robust referral bonus program with monetary rewards, such as immediate cash bonuses, and non-monetary rewards, like gift cards or extra vacation days, can be very appealing. Publicly recognizing employees who make successful referrals during company meetings or in internal newsletters fosters pride. Simplifying the referral process with an easy-to-use online form and regular updates ensures engagement. Clear messaging about the importance of referrals, promoting the benefits of working at the company, and offering team-based incentives can motivate participation.

Be willing to work and think outside the box to secure talent, in this case creative and innovation talent. Go where the talent is, employee non traditional methods of identifying and converting this talent. Embrace their way of communicating.

Gamified Recruitment: Use AI to create gamified assessments and challenges that test creativity and problem-solving skills. AI-Powered Screening: Leverage AI tools to screen resumes and portfolios for creative skills and experiences. Virtual Reality (VR): Use VR to give candidates a virtual tour of your workplace and a taste of your company culture.

Diversity and Inclusion: Ensure your recruitment practices promote diversity and inclusion, which are essential for fostering creativity. Continuous Improvement: Regularly review and update your recruitment strategies based on feedback and performance metrics. Training and Development: Highlight opportunities for continuous learning and professional development within your organization. Company Culture: Showcase your company culture through social media, your website, and during interviews to attract candidates who align with your values. AI Insights: Use AI analytics to gain insights into what attracts candidates to your company and refine your strategies accordingly.

If you want to find creative candidates, you have to be creative with your search. Don't just look for candidates based on job titles or from your competitors. Think outside the box! "What other industries could this person come from?" "What companies are trying new and different thing?" "What does creativity look like to you?" Don't let typical requirements like title, years of experience, and education drive your search. Spend time and look beyond the basics.

An 'open door policy' means 'OPEN DOOR'. Your team have tonnes of ideas so it's important to ensure that people feel comfortable speaking about them. Work culture & environment is crucial to ensuring creative people can thrive and unapologetically be themselves.

Once again, a silly generAIted question. In my experience, most employers DON’T want imaginative employees who might question the status quo. Rather, the employers prefer to hire unimaginative and enthusiastic “Koolaid drinkers” who go along 110% with whatever leadership tells them, even after they are laid off at the still-profitable firm.