Creative skills are in demand, and with a shortage of top-tier talent, it’s more important than ever to ensure you’re attracting the right candidates for your business. With that in mind, having a properly focussed plan in place is key to success.
With a proven track record building creative teams for the likes of Goldman Sachs, American Express and Silicon Valley Bank, we know how it’s done. Our latest eGuide, 6 Steps to Building Winning Design Teams (That Are Proven to Work), explores the essential steps to take when recruiting a winning creative team. Download the full eGuide now, or read on for our crucial tips.
Define your company/ project vision
When you’re starting out on your recruitment path, it’s important to outline your vision. Having an ultimate goal or mission in mind will help you to keep the process focused.
What are you hoping to achieve?
What skills does your team require to succeed?
Without answering these questions, you won’t have a clear idea of the candidates you should be looking for. Try to be as specific as possible; ultimately, it will make the process easier. For more key questions, read the full eGuide here.
Build your own skills matrix
Creating a matrix gives you a clear view of the functions required within your design team, the responsibilities carried out within those functions and the roles you may be looking to hire to carry out those responsibilities. It helps to identify any skills gaps and inform where the recruitment priorities lie.
We’ve created an example matrix within our eGuide to give you an idea of the structure, which you can find here. Or for help in building your own matrix, contact us.
Roadmap your way
A ‘roadmap’ is a living document that articulates your processes, breaking down your vision into a visual representation of timescales, information flows, and – pertinently when building a creative team – resource allocation. Read our top tips on how to collate the right information by downloading the eGuide here.
Understand the link between team size and creativity
Don’t assume smaller teams can’t out-innovate larger ones. According to research, whilst larger teams are successful in developing existing ideas, it’s the smaller teams that disrupt with new ideas and approaches to work.
If you’re looking to hire for your design team, it’s important to know how the numbers can affect the eventual output. Discover the evidence and other compelling data by clicking here.
Consider both core and supplementary roles (and how you’ll structure them)
In a successful design team, there’s no one-size-fits all when it comes to roles and structure. It’s dependent on the projects you deliver, the processes you have in place to support that delivery, and how the involved parties communicate. You may require a core team with a fundamental set of skills, or perhaps a mixture of specialisms if you’re working on a niche product.
For further insight, read the full eGuide here. Or contact our team to discuss the best structure for your design team.
Consider experience and cultural fit, not just qualifications
It used to be the case that essential criteria for successful candidates was based on qualifications and training. And whilst that worked in some cases, it became apparent that talent was being overlooked because a box wasn’t ticked.
Think about your company culture as a whole.
Think about attitude, approach to work and real-life experience.
Are these a more important consideration than a specific certificate?
Find out more about making your candidate search more successful by downloading the eGuide here.
Let us help you build a high-performing design team.
Get in touch with our team of experts to learn more about our process and discover how we can help you. Contact us today.