Launching a successful creative talent search requires multiple considerations — some more obvious than others. While locating individuals who meet the job requirements is a key priority, a genuinely successful search typically requires further steps. Whether you’re seeking creative freelancers, long-term contractors, or even full-time hires, the following three strategies will help your team in identifying and attracting a group of qualified creative talent, but of equal importance, succeed in extending an offer to your ideal candidate before the competition. 

Prepare in Advance 

Starting your process slowly and methodically will ultimately pay dividends later in the hiring process. The second half of the hiring process is, arguably, the point during which efficiency is even more key. Here are a few recommendations to consider that will allow you to prepare thoroughly before your search: 

  • Draft an appealing job description: Setting yourself apart is crucial because you are competing for top creative talent. Writing clear, crisp and concise copy that is also unique to your business will do much of the heavy lifting in distinguishing your roles from other competitors' job opportunities to catch the attention of your dream applicant(s). Potential talent is likely browsing an array of open roles —  and a job description written with tact and punch is all the more likely to capture their attention. Ensure your description is free of errors, generic language, unnecessary embellishments, and finally, offers a glimpse into your company and department’s unique qualities. 
  • Finesse your social channels: As a marketing team strategizes to ensure their content is appropriate for their audience, so should your social content — specifically, posts directed towards prospective job-seekers. Publish content, highlight open roles — and ensure the copy and images are polished, up-to-date, and succinct. 
  • Thoughtfully target audiences: When posting your listing, it is beneficial to consider all avenues — especially those not as popular job boards. While LinkedIn is a trusted go-to platform, posting on other channels will allow you to reach a more significant number of people and connect with distinct audiences that do not necessarily overlap between channels. Finally, ask friends in the field about who they may know that could be an excellent fit for your job opening. The wider the net you cast, the more likely you will connect with the ideal person for the role. 
  • Clarify your needs before launching your search: Before drafting and publishing your listing, ensure there is clarity between "nice to have'' and mandatory skills. Candidates are likely to apply to a multitude of job openings. Passive candidates, as a general rule, may be pickier about where they are applying and more likely to disregard extensive descriptions. 

Considering the above recommendations will help provide a “cheat sheet” when it comes time for interviews. Prior to your first interaction with candidates — whether an initial phone screen, a video call, or a sit-down interview— be fully ready to succinctly and expertly speak to the benefits your opportunity presents. 

Consider Transferable Skills

Cella receives a variety of positions to fulfill for our clients each day. These requests from our clients include temp, temp-to-hire, and direct hire roles. 
Clients who have the flexibility to open their search requirements and consider transferable skills, fill their openings significantly faster. For your open role, take a hard look at what is  a“must-have” and discern between those requirements — and skills that are similar enough they can potentially be substituted. 
For example, do you need a developer with Drupal experience? Could you picture the candidate succeeding in the role if they are an expert within other platforms and therefore better equipped to learn Drupal? Opening up your candidate pool will allow you to find someone faster to fill your open role. While not all requirements will fit the above logic, any initial level of flexibility in your requirements may ultimately allow you to connect with an overall better-suited candidate for the role. 

Move Quickly 

In today’s market, creative talent have more attractive opportunities to choose from than ever before. However, none of the above recommendations will be as constructive as they could be if you don’t also keep pace with potential competing offers. 
Condense your interview process as much as you can. When you meet a great talent - hire them. Gone are the days of a "comparison" candidate or waiting for the right timing to bring someone onboard. 
Candidates are being hired quickly; therefore, the momentum of a candidate’s interview experience followed by a swift offer and acceptance is paramount. If your HR department plays a role in hiring, meet with them before launching your search and strategize to pre-emptively prepare — or entirely avoid — potential hindrances to efficiency. 

As the hiring process progresses, work with HR to set candidates' expectations every step of the way. Clarity and direct communication are key — and doing all the above will reduce your chances of losing an ideal candidate to another offer. 

The three recommendations we’ve mentioned are applicable to many areas - especially in the most in-demand creative talent. These include:

  • Designers (both traditional print/digital and UI/UX disciplines)
  • Content creators (including copywriters, niche content writers, etc.)
  • Creative Operations leaders
  • Creative Directors

Ready to Get Started?

With proper preparation, a strong definition of requirements, a widely-cast net, and an intelligent approach towards efficiency, you’ll be more likely to find that dream candidate — and, of course, hire them.