Written by: Elizabeth Capece
One usually thinks that creative-based jobs are strictly bound to positions like web developers, marketing specialists, or journalists; however, the combination of rapidly changing technology and an influx of millennials competing for the best possible job opportunities have begun to change the way we recruit for creative openings. The key to successful recruiting is to attract the newer job applicant and make a traditional job requisition for creative positions. Sure, recruiters are looking for talented people, with industry knowledge and an impressive skill set; that is always important, but, they are also looking for more creative talent, which will add value to the company by bringing innovation and new ideas. The challenge is how to create an environment which will attract the correct candidate for the job.
Every company seeks innovation and creativity in one form or another, but where does this creativity come from? Attracting, finding, and hiring the right kind of inspired individual to bring into your organization is a tremendous undertaking. This poses a hurdle for HR professionals, but what if the interviewer flipped the script and gave the interviewee a couple of questions prior to the interview? An interviewer can provide a few sample questions like “What does success look like to you?” or “What would your strategy for success in this role within our company be?” These types of questions, along with encouraging creative responses, gives the interviewee the opportunity to demonstrate their talents as it relates to the position and establishes their knowledge of your company. Additionally, this will serve as a beneficial exercise for the interviewer. By issuing “homework” prior to the interview, it could be easier to distinguish between the creative mind, which could bring innovation to your organization, and from the applicant that may not bring as much long term value to your organization.
Human Capital Management (HCM) is an ever-evolving industry. Today, one cannot simply pick a best fit candidate by simply looking at a LinkedIn profile or resume. While the candidate may possess the skills desired and meet the qualifications, this does not necessarily mean that the candidate can be considered creative talent. A creative candidate understands your company’s core values, sees the overall vision of the company, and will help contribute to the longevity and overall success of the company through innovative ideas.
HRchitect is a full service consulting firm with expert knowledge of the ever changing Talent Acquisition technology market. We can assist you in selecting the right system to meet your current and future talent acquisition needs and help to ensure that system works well with the rest of your HCM systems. With our wide system knowledge, we can help you implement or optimize your talent acquisition technology to get the best return of your investment and attract qualified candidates to assist your organization to be successful today and in the future.
About Elizabeth Capece
Elizabeth has 6 years of B2B sales experience that ranges from Fundraising to HCM Management Systems. She joined HRchitect in 2014 as a Regional Sales Manager and leads the sales efforts in the Western region of US as well as Western Canada. Elizabeth has worked with clients from mid-market to enterprise scale, who have deployed solutions ranging from Core HR systems to Workforce Management.