Hiring Creatives

Cincinnati, OH | Posted: 03/09/2016 | Author: April Koenig

Hiring Creatives

A great match for your corporate culture is a must when hiring creatives. It’s not always easy, but getting the right creative breeds innovation as well as production. Here is some advice from experts in the field, including directors, developers and senior personnel on what they look for when hiring creative personnel.

  • Recruit Character - “The best creative people need to know a lot about a little and a little about a lot. They naturally live on the edge but know how to exist in the middle. So look for people who’ve lived lots regardless of age” - Philip McDougall, senior vice president, creative practice leader New York for Jack Morton, a brand experience agency.
  • Recruit Strategy – “A lot of it is the energy that comes from someone. When they start talking about an idea, when somebody's really got that creative juice, it's almost like they can't help themselves from being flooded with ideas. Some people, you sit across the table from them, throw something out there and it sort of sits there. A great idea has a life of its own. They can't help themselves but to be excited and passionate about it." - Nate Morley, vice president of global marketing and creative, Skullcandy
  • Detailed Description - "We write in all of our job descriptions to write a custom cover letter and address it to me or the hiring manager. If people don't have enough attention to read through the job description, they've already self-selected themselves not to be part of our organization. Our culture kind of shines through in our descriptions” - Nikki Laffel, Head of people and culture of social-product development company Quirky
  • Face to Face – “We usually start the process with an introduction call before bringing people in. How many questions does the individual ask? You might pose challenges to them to get an understanding of how they'll work through a particular problem. How curious are they about new and emerging tech? Are they in the know? Can they create and push the envelope?"  - Vanessa Montes, senior director of strategy, Deep Focus  
  • Ego Alert – “A good creative hire is someone that is: flexible, curious, humble and bold. A great creative is someone that can explain a complex idea of system of ideas in simple terms using the most appropriate tools. Ego is not welcome. Leading by example is!"  - Julien Le Bas, creative practice leader, Los Angeles for Jack Morton

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