In a competitive, talent-packed market, it seems like every company on earth is vying for the same pool of candidates. The best creative candidates are seldom without another job around the corner at the best of times and it can be hard to stand out as an employer.
When competition for good candidates heats up – or is hotter than expected – it’s a suitable time to look more closely at how your organisation approaches recruitment and try some small tactics that can make a significant difference in hiring.
If you’re looking for actionable advice on how to get more of your ideal candidates in through the door for creative jobs, read on.
Communicate a Clear Job Brief
Before going to the market for a new employee, it’s vital to understand what you really need in a new hire. By identifying the core skills, attributes and experience you are looking for, you can communicate a clear job brief that will help your recruiter find your ideal candidate.
Think about both what the role looks like now and how it could evolve in the future. What kind of personality will complement your existing team? Are there any critical skill gaps you foresee?
You should also consider which skills and attributes are must-haves, and which ones would be nice to have but not dealbreakers? Does a Social Media Manager need the InDesign skills you’re asking for, or can you give them training in this area? Does your Web Developer need to live in Sydney or Melbourne, or can they work remotely from anywhere in Australia?
Reflecting on these questions allows you to carefully hone your job brief and give yourself the best chance of securing the right talent. When you are clear about the job requirements, you also have an effective way to standardise decision-making in the recruitment process. With a well-crafted job brief, recruiters working on filling that role will know exactly the type of person to look for and what the role may deliver for the business.
Don’t Delay in Making an Offer
When you know you’ve found the perfect candidate, don’t delay in making a job offer. The best people for digital, marketing, creative and communications jobs are likely to have a few agencies knocking at the door with offers. Taking too long can send you back to the drawing board to start the recruitment process all over again.
Keep candidates in the loop as much as you can. Let them know when they can expect to hear from you next and honour that promise.
If reference checks are taking too long and holding up a job offer, inform the candidate you’re willing to make a verbal offer that is conditional on how the reference checks turn out.
Address Candidates’ Fears
From a candidate’s point of view, there are a few solid reasons why they might be reluctant to consider a role when they’ve been approached by an employer.
Familiarity exerts a powerful gravitational pull – it’s much easier to stay in a mostly comfortable job rather than risk it all for something completely new. Another equally powerful factor is concern about job security, especially in times of broader economic uncertainty. These issues can have candidates feeling like they’re better off sticking with what they’ve got.
As an employer, you can use the job interview process to pre-empt these concerns and make candidates feel confident in taking the plunge. When interviewing people, ensure you can demonstrate how your company has successfully navigated recent market challenges – and be honest. Are you taking on new clients this year? Is the company expanding into new market verticals? Highlight some of the long-term goals of the business and the key role that the new position will play in achieving them.
Always ensure you’re demonstrating to candidates what career progression looks like in the role and what the company provides by way of professional development (such as upskilling, promotion pathways, or professional memberships). This approach can help candidates envisage their future in your business.
Good Retention Makes Recruiting Easier
Did you know that? The effort an employer puts into retaining their best staff is just as important as hiring the right people. Retention can be an overlooked talking point in creative industries recruitment, but it has an outsized impact on hiring.
Keeping current employees happy and engaged is a smart long-term strategy for any business. Employers have a wide list of options at their disposal for holding onto their best staff, such as regular pay reviews, flexible work hours, and access to training and career development.
Combined with some other perks that fit the business – including time for fun and social events – these tools can make employees feel valued, willing to put in the extra effort, and willing to stay in the business for longer.
Retention-focused policies are crucial to hiring and after-care processes, as they can enhance your company’s employer brand. Happy employees are more likely to spread the good word and can help attract more people to work for the business.
Summary
Hiring top-tier creatives can be challenging at the best of times, but during periods of acute talent shortages, getting a bit more strategic can help you win over extraordinary talent. When hiring for creative jobs, consider the candidate’s perspective to help guide your approach and find ways to tighten up processes.
Are you ready to add someone new to your team? We can partner with your business to find the best creative talent. We use our experience recruiting across a range of digital, marketing, creative and communications jobs to give tailored advice and help companies make a successful hire without the hassle. Get in touch with our team in Sydney to get the ball rolling.
