Quelles sont les stratégies efficaces d’acquisition de talents pour les rôles créatifs ?

A.B.R…. Always Be Recruiting! Especially in the creative field. You should always be networking with people throughout the year, so when you have an opening, you won’t be starting from scratch. If you start looking *after* you have an opening, you’re already behind the 8-ball. If you’re a creative leader, guess what, you’re also a part-time creative recruiter. Work closely with your company’s recruiting team (if you have one) - help them out. Dedicate 20% of your day taking note of work you like and the creatives who made it. Reach out, make the connection, take meetings, even if they’re not interviews. This may all be moot given our industry’s current job-pocalypse, but I still think the practices hold. Good luck out there, friends!

Recentemente, um projeto de marketing digital, antes de procurar novos membros para a equipe, reunimos a equipe existente para definir claramente as necessidades criativas. Juntos, identificamos habilidades essenciais e utilizamos uma estrutura de análise de trabalho para detalhar responsabilidades, competências e resultados esperados. Cada membro contribuiu com suas perspectivas, garantindo uma descrição de trabalho alinhada com nossas metas. Essa abordagem colaborativa fortaleceu o engajamento da equipe e esclareceu nossas necessidades para a seleção de candidatos.

Saber o que você precisa e procura é o primeiro passo! Mas além disso, nunca parar de procurar e estar sempre aberto a conhecer, conversar e saber o que está acontecendo de novo pelo mercado.

In my experience it is true that we need to clearly define the needs that we are lacking in creative team. What are the tasks that needs to be fulfilled and then build a Job Description in basis of that. Recently when we are looking for a graphic designer we also looked into which graphic content we want to create and what are the key skills they need and when we hired in that basis, we were able to grab right candidate.

To effectively acquire talent for creative roles, I begin by clearly defining the creative needs of the organisation. This involves understanding the specific skills, experience and qualities required for success in the role. I collaborate closely with hiring managers and stakeholders to identify key competencies and attributes essential for the position. By outlining the desired qualifications, such as proficiency in design software, experience in specific industries, or a strong portfolio of work, I can effectively target candidates who align with our creative requirements. Additionally, I take into account the company culture and values to ensure a good fit between the candidate and the company.

A thriving creative culture not only attracts talent but also turns existing employees into passionate advocates for the organisation. These individuals, buoyed by a nurturing and innovative environment, naturally share their positive experiences within their networks. This word-of-mouth becomes invaluable, as it authenticates the organisation's culture from those living it daily. It creates a demand among like-minded creatives who are eager to be part of a community where their ideas are valued and their growth is prioritised. As a result, the organisation not only attracts the right talent but does so in a way that is organic and self-reinforcing, making talent acquisition more effective and aligned with the creative ethos of the company.

Um exemplo concreto em que apliquei essa estratégia foi ao incluir novos membros para a equipe de criação. Utilizamos nossos canais de comunicação, como o site da empresa e as redes sociais, para destacar nossa cultura criativa e valores fundamentais. Postagens regulares apresentavam não apenas nossos projetos e conquistas, mas também histórias inspiradoras sobre como fomentamos a inovação e a colaboração em nossa equipe. Além disso, compartilhamos depoimentos de membros da equipe existente, destacando como valorizamos o crescimento e o desenvolvimento pessoal. Essa abordagem permitiu aos candidatos em potencial uma visão autêntica de nossa cultura criativa e o que poderiam esperar ao se juntarem a nós.

Captivate, offer good opportunities; the best profiles don't want boring companies, they want challenges and places that continue to foster their growth. And this starts from the heart of the company, be a company that seeks creativity in its communication, that presents interesting initiatives, that elevates its employees, that provokes creativity instead of waiting for it. There are big companies that only need a name to captivate, but if you're not one of them, you have to create that name from scratch.

Here are ; 1. Define the ideal candidate persona 2. Use social media to showcase the company and connect with candidates 3. Build a talent pipeline of qualified and interested candidates 4. Provide a positive candidate experience throughout the process 5. Offer competitive compensation and benefits

In my experience just sticking to one source for staffing is way bad so we need to hunt down talent from multiple sources so we get the perfect talent. Before choosing channels define where you find the perfect staff are engaged. We did this while hiring our graphic designer and it really pulled out a good quality number of CV.

In my experience, effective talent acquisition for creative roles involves using multiple sourcing channels to reach a diverse pool of candidates. This includes traditional job boards, social media platforms, industry-specific forums and groups, as well as creative portfolio websites. By casting a wide net and actively engaging with potential candidates across different channels, we can increase our chances of finding the right fit for our creative team. Networking events, industry conferences and partnerships with creative institutions can also be valuable sources for discovering top talent.

Recentemente, ao buscar talentos criativos, adotamos uma abordagem diversificada usando vários canais de sourcing. Utilizei plataformas online, como LinkedIn e Behance, para divulgar nossas vagas e mostrar nosso trabalho por meio de portfólios impressionantes. Além disso, exploramos comunidades de nicho e grupos relacionados ao design para alcançar candidatos qualificados. Fora do mundo digital, participamos de eventos de networking e estabelecemos parcerias. Essa estratégia nos permitiu encontrar uma variedade de candidatos talentosos que se encaixavam bem com nossa equipe.

This is key, the best profiles usually aren't looking for you; you have to look for them. Behance, LinkedIn, as many channels as necessary. The search for creative profiles, like so many other types of profiles, is about digging deep, searching and searching, writing, interviewing, and continuing to search until you find what you're looking for. You have to be as persevering as the perseverance you expect from the profile you want to hire.

Recentemente, para nossa equipe de design, projetamos um processo de avaliação criativa. Incluí triagem de currículos, entrevistas por telefone, uma atribuição prática e entrevistas comportamentais para avaliar habilidades técnicas e comportamentais dos candidatos. O objetivo foi garantir um processo justo e envolvente para todos os candidatos.

This is a complex issue because there isn't a guide to follow. It's a process of trial and error until finding the test that will best define the person you are assessing. Moreover, this test can change depending on the time you have to hire, or if you already have clear skills in mind and simply want to test their weaknesses. For me, there isn't just one test; there's a template that adapts to the profile and the position.

Un proceso de evaluación creativa, implica nos solo considerar estas caracterisiticas en la persona que buscamos, sino tambien en nuestra visión como empresa. Pues si no tenemos una mirada diferente , dificilmente encontremos personas diferenciadas.

Ao buscar atrair talentos criativos, desenvolver um pacote competitivo e flexível que incluía benefícios além do salário, como planos de saúde abrangentes, bônus por desempenho e flexibilidade no trabalho, como horários flexíveis e trabalho remoto. Essa abordagem visa atrair e reter talentos valiosos, alinhada com a uma cultura empresarial.

To attract top talent for creative roles, ensure that your compensation and benefits package is competitive and flexible. This includes offering competitive salaries, attractive bonus structures, comprehensive benefits packages, and a dedicated tech or training allowance. I understand the importance of flexibility in creative roles, so I suggest options such as remote work, flexible hours, and opportunities for professional development. By offering a package that meets the needs of creative professionals and demonstrates your commitment to their well-being and growth, you can attract and retain top talent in the competitive creative industry.

It's complicated to link compensation to success in creative profiles because subjectivity is intrinsic to the work they do, but I think it's necessary to create incentive programs for creative profiles. They, like anyone else, work primarily for money. From my point of view, the best approach is a peer recommendation program, being able to boost your colleague when they go beyond what is asked of them, and that extra effort is reflected in their salary.

Customizar es la llave para obtener el máximo de rendimiento en la relación entre la empresa y sus funcionarios, pero debe iniciar en los puntos de encuentro entre todos los miembros, esa es el área colectiva, desde allí luego flexibilizar para cada uno de los funcionarios. Esto permite una relación simbiótica entre los partes y evita una que sea castrante o parasitaria.

Building a reputation as a great place to work is crucial for attracting top talent. To achieve this, we need to focus on creating a positive work culture that fosters collaboration, innovation and employee growth. This involves providing opportunities for professional development, offering competitive compensation and benefits packages, a efficient and thoughtful recruitment process and promoting a healthy work-life balance. We should prioritise open communication, transparency and recognition to ensure that employees feel valued and appreciated. By consistently investing in our people and prioritising their well-being, we can cultivate a workplace where employees are proud to be a part of and where top talent is keen to join.

Recentemente, ao revisar nosso processo, percebemos a importância de considerar não apenas as habilidades técnicas, mas também suas características pessoais e valores alinhados com a cultura da empresa. Identificar candidatos que não só possuíssem as habilidades necessárias, mas também se encaixassem bem em nossa equipe e compartilhassem nossa visão, tornou-se uma prioridade. Essa abordagem mais holística garantiu não apenas a qualidade técnica dos novos contratados, mas também uma melhor integração e engajamento com a equipe existente.

Es importante que la persona que buscamos se adapte a la empresa o grupo, pero el mismo nivel de relevancia debe ser considerado por parte del grupo en integrar con sus diferencias a este nuevo miembro, solo asi valdra la pena la diferencia como um factor de suma de experiencias.