Artisan Blog

​5 Secret Techniques of Great Interviewers

Wednesday, March 01, 2017

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years we have learned a thing or two that we'd like to share with you. We hope you enjoy the 414th issue of our weekly a.blog.

As an HR professional, you have an array of responsibilities from vetting prospective hires to determining their qualifications and how they will contribute to company culture. At the same time, you are a front-line representative for your company, and must ensure that candidates also get the right first impression.

Here are a few techniques from the fields of sales, psychology, entertainment, and beyond that can help you conduct an unforgettable interview and get a candidate’s job experience started on the strongest possible footing.

Pace and Lead

Psychologists, salespeople, negotiators, and hypnotists build rapport through "mirroring' or mimicking another person’s tone and body language. This invites the candidate's trust. It may also spark some empathy on your part as you relate to that person's experience.

After rapport is established, you can shift your own gestures and speech to move the conversation in a productive direction. If the candidate is nervous, you can invite them to relax and loosen up. If the interview is too rigid and formal, you can inject some light humor or make things more conversational.

Know your Purpose

A good job interview is about more than hearing a prospect recite their resume and go over a list of mundane tasks. You must determine if this person's skills,  personality, values and worldview are compatible with the role you need to fill.

Before the interview, connect with the department’s hiring managers to understand the day-to-day duties of the job, and the purpose these duties serve to the organization, and fits within the team structure. Know the long-term goals that must be hit and what a successful first year would look like. Picture the ideal candidate performing this role to the best of their abilities.

Before you start interviewing prospects, clear up any confusion about what the job really entails with supervisors and stakeholders in your company. Think far beyond the job description.

Pause

“Active listening” means focusing your attention on the candidate when they are speaking and paying attention to the nuances and subtext of what they are saying. Be careful not to rush the process. Feel free to linger or elaborate on any intriguing points or rich topics that arise.

A good way to do this is to take a deliberate pause. A pause adds emphasis to an important point and gives you and the candidate time to interpret what is being said.

When the candidate finishes a thought, wait a few beats before you move on to the next question. This takes some practice, and you'll find that people often give the most revealing insights into themselves when they have finished canned responses by giving them a few more seconds of space to fill.

Find the Why

Business writer Simon Sinek devised "The Golden Circle," an immensely popular and powerful model for determining values. According to Sinek, every individual, group, and business has three layers. The outer layer, the “What,” contains our day-to-day tasks, what we actually do. One layer deeper, we find the "How," our attitudes, practices, and culture. The innermost layer, closest to our hearts, is the "Why." This is where we discover our deepest passions that motivate us.

Avoid getting too caught up in the number of years the candidate worked for a previous employer or the bullet points on their resume. Go deeper. Find core principles, values, and ideas that have stayed consistent throughout their career. If your candidate's "Why" is compatible with your company's "Why," you may have found a much better match than you would if you went by experience and references alone.

Go Off Script

When a waiter drops a tray full of dishes on the floor of a comedy club, a good comedian takes a beat and gets back into his act. A great comedian, however, reacts to the situation, riffs about it with the audience, and comes up with a new joke that's perfect for this particular time and place.

As an art form, conversation is less like rehearsed acting than it is like improvised comedy. It is crucial to "read the room" and adapt to any surprises that may come up.

Every candidate is different, so every interview should be different. Know your facts and the information you want to share. More importantly, be human. Take some notes beforehand, and be willing to throw them out if the conversation goes in an interesting direction that you didn't anticipate.

If you need help hiring and interviewing, contact us to learn more. Have the a.team help build your dream team.

Tips for Reviewing a Design Portfolio

Wednesday, January 18, 2017

 

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years we have learned a thing or two that we'd like to share with you. We hope you enjoy the 408th issue of our weekly a.blog.

When reviewing a design portfolio, it may seem easy to spot a good portfolio, however when you start to study the details to truly understand how the work was created, the layers can become quite complex.

We asked our team of specialized creative recruiters to share their insight on how to successfully review a design portfolio. Their feedback is below.

Site Navigation

How easy is it to navigate the site? When finding your way around a portfolio (assuming it’s a personal portfolio site and not a Behance or Dribbble) think about how you are navigating through each page. What is your user experience? Do you have to click many links just to get the samples? Does the designer show consistency through the layout of their projects?

Thinking Process

What is the thought process behind the presented work? We love when designers break down a project and show various components of a piece, instead of just the final result. Case studies are a great way to see the design thinking behind the work. For example,  if you’re reviewing a portfolio for a branding designer look for logo explorations, type treatments, color applications, identity systems as well as the final product. If it’s a UX portfolio it’s helpful to see UX research, user personas and prototypes so you can see the methodology behind the final product and understand what design problem was solved. Designers are problem solvers by nature and should treat their portfolio in the same manner.

Project Involvement

Clarity on project involvement is crucial to knowing whether the skills listed on a resume match the work presented. Each project should give a clear indication of the designer’s involvement. If there is no mention of project involvement and you choose to progress to an interview ensure that you find out what their involvement was in each project.  More tips on the interview process can be found on our blog How to Hire Creatives.

Aesthetics

Art is subjective—be clear about the visual aesthetic or branding your team is looking for. A graphic designer with a highly illustrative, whimsical visual aesthetic and a graphic designer with a very corporate look may both list the same exact design skills on their resume—however their visuals will be vastly different. 

We hope these tips alleviate some challenges in navigating design portfolios. If you need expert help to help build your dream team please contact us the Artisan Creative a.team!


How to Invest in Your Team

Wednesday, December 14, 2016

Artisan Creative is celebrating 20 years in staffing and recruitment and over the years we have learned a thing or two that we'd like to share with you. We hope you enjoy the 403rd issue of our weekly a.blog.

 

In the 20+ years of meeting and interviewing talent, we’ve learned that a primary reason people are looking for a career change is often growth opportunity—and growth opportunity does not necessarily mean salary increase.

We hear from talent willing to make a financial lateral move when there is an opportunity for advancement, additional responsibility, learning, and overall personal and career development.

Here are 3 tips to help nurture your existing talent so they are more likely to stay and grow as your organization grows.

Continued Education

Continued education classes are a win-win for both employer and employee. Courses from Lynda.com or General Assembly foster new skills and improve work performance, while giving employees an opportunity to learn and grow. Consider flex time to attend classes or subsidizing a course cost.

Develop Careers From Within

Ongoing training, frequent touch points and an extended on-boarding program helps to start your employees on the right track, and when done regularly, will keep them motivated and better engaged over time.

Encourage opportunities to spearhead a task team, lead a project or mentor a new employee.

Invest in leadership training, management courses and mentorship opportunities with senior level talent.

Encourage lateral movement so employees can formally apply to new positions within the organization.

Invest in Your Employees’ Well-being

Large companies have the luxury of access to features and benefits that small to midsize firms dream of.

If your company is an entrepreneurial boutique firm like Artisan Creative, you will have to be more creative here. Some examples of non-work related investments are subsidizing gym memberships or a wellness program, paying for and rallying around a passionate cause your team believes in, journaling or vision boarding classes.

Another option is to host Lunch & Learn quarterly in the office where you can bring in a subject matter expert on a variety of topics such as Nutrition, Health or even Mindfulness.

At Artisan we wanted to learn how to play to our team member’s strengths and brought in a Strengths Finder facilitator for the day. Not only was this great for personal development and growth, it was also a powerful team bonding and communication experience.

We also offer our an annual stipend to our internal a.team to be used for heath and wellness or personal development. Our team has taken advantage of this stipend for fitness or art classes, Toastmasters, second language courses and personal interest seminars. We also hold an annual vision boarding session to share and focus on non-work related goals and aspirations.

If done right and with purpose, engaged employees have a higher retention rate than those who stare out the window wondering what else is out there and eventually leave for an opportunity to grow personally and professionally elsewhere.

What tools or tips can you share to increase employee engagement and retention?


Three Ways Recruitment Agencies Support In-House HR Teams

Wednesday, November 16, 2016


At Artisan Creative we believe in creating relationships based on trust. Our role is simple:

  • Support and complement internal HR and recruitment teams
  • Find the most qualified candidates in the shortest amount of time
  • Act as an extension of your team

This is how we partner:

Experience

Our 20+ years in the creative & digital marketplace has built deep relationships across the industry. Connectedness and enduring working relationships set our search protocols apart.

We have dedicated recruiters assigned to a specific search, and leverage our connections for referrals. We review hundreds of resumes and portfolios to select the best for you. By implementing targeted search plans, we save internal teams hours upon hours of reviewing profiles that may not be right.

We’ll take care of screening & qualifications. We’ll ask the tough interview questions, check references and conduct background checks -- giving you the bandwidth to manage the most valuable resource on your team: the human resource.

Focus

We know how to efficiently handle multiple requisitions across multiple teams and skill sets. The strength we add is our laser-sharp focus on one thing—finding the best candidate for the best company.

Cost

Initially this may seem counter-intuitive, however there is a bigger cost for missing a deadline, losing a client, or a potential burnout of your existing team. The strength we bring to our clients’ internal hiring teams is to find qualified, vetted candidates --whether it's for a quick freelance assignment or a full time hire. We recognize human capital is the most valuable resource of any company.

We’d love to find out more about your needs and share our screening process in detail.

Have the a. team build your dream team! Let’s connect.

Body Language - What Does It Say?

Wednesday, November 02, 2016


The expression “actions speak louder than words” is often true when it comes to interviewing. Body language expert Amy Cuddy states in her TedTalk “our bodies change our minds, and our minds can change our behavior, and our behavior can change our outcomes.” So what does this mean when you’re going for that all-important job interview?

Interviewees must walk a fine line during job interviews. How do you convey confidence, without gloating; friendly but not overbearing; talented but not arrogant?

What are you revealing with your body language and how can you make sure your messaging is what you want it to be? Using a few simple tricks and tips can impact the outcome of your interview and help forge relationships.

Direct “face” contact: We’re often told that direct eye contact is key to building relationships and showing that you’re actively engaged. Research shows that this is not accurate. Our eyes instinctively wander around a face, jumping between a person’s eyes and mouth. Do what comes naturally to you and don’t get hung up about staring at your interviewer.

Be expressive: Sitting on your hands or staying too still can be a sign of nervousness or insecurity. Use your hands and arms to express yourself. Showing your palms can be interpreted as a sign of engagement and honesty, too. However, watch the over-gesturing.

Good posture: There are few things more unnerving than interviewing someone with bad posture (see also: limp handshakes). Sit upright in your chair, but make sure you’re comfortable and not too rigid. Lean in every now and then to show that you are engaged, but remember to be mindful of your interviewer’s personal space.

Mirroring: You may be familiar with mirroring and how it shows that someone is subconsciously interested in you if they begin mirroring your body language. This works in reverse, too. Mirroring your interviewer can help create a sense of ease and maintain rapport.

You and your interviewer are relaying more information to one another non-verbally than verbally. If you are paying attention, you can understand the information being shared and influence the information in your responses.

Do you have an upcoming interview? Check out our interview advice on the Artisan Creative website.

How to Hire Creatives

Wednesday, October 19, 2016

 

Hiring qualified talent for creative roles (digital, marketing, UX or design) is an art unto itself.

In addition to reviewing resumes and looking for specific skills or years of experience, reviewing a portfolio and understanding the nuances in a creative’s work requires a unique talent. After all, beauty is in the eye of the beholder.

Here are 3 tips to consider when looking to hire creative talent and evaluating portfolios.

1. Concept or Execution

Are you looking for a conceptual creative or one who is more executional? A conceptual talent ideates, pushes the creative boundaries, comes up with new ideas, new campaigns and a way to challenge the status quo. This person may or may not have hands-on skills— as they concept and ideate, someone else may actually sit behind a computer to bring it to life and take it to the finish line.

An executional candidate is someone who is very hands-on still. They know all the design programs well, can take the big picture idea and apply it to a variety of formats and deliverables. They’re able to read between the lines, interpret the big idea and execute it across multiple media and channels.

In some instances, one person can have both strengths—or they may favor one over the other. Who do you need on your team?

2. Your Brand

When looking at a resume and comparing two design talent, both may have similar proficiency with design programs, both may have the same years of experience and both may seem like the ideal candidate…on paper. When reviewing creative talent, a portfolio must accompany the resume, and in many cases it holds more weight than the resume.

When you review portfolio links, you may notice one designer’s aesthetic is bright, colorful, fun and illustrative, while the other candidate is minimalistic and corporate with a clean UI design aesthetic.

Both are beautiful, which aesthetic fits best within your company brand?

3. The Portfolio and to How Navigate it

When reviewing a portfolio, it can be difficult to get the full picture. Designers often work in collaboration with others: art directors, illustrators, copywriters, production artists, developers and many other talented teammates

How can you best tell who was involved in the work you are reviewing?

If the information isn't clearly defined in the sample, ask for clarification to help you get the full picture.

Do you need help hiring creative talent? Connect with us.

One-Two-One Onboarding

Wednesday, October 12, 2016

Best Practices for onboarding new hires and making them feel welcome

Interview Questions Every Employer Should Ask

Wednesday, September 28, 2016

 

 

 

Artisan Creative is celebrating 20 years of creative staffing & recruiting. Over the years we've learned a lot and will share our experiences with you in our 20/20 series:

20 blogs celebrating 20 years of creative recruiting! 

 

Whether you’ve been interviewing candidates for a long time or hiring your first employee, you’ll probably agree that the interview is the most important part of the recruitment process. Therefore it’s critical to ask the right questions.

While our version of the Proust Questionnaire offers a few out of the box questions (designed to see how creative they can be), here are a few tips and questions every interviewer should be asking:

 

  • Tell me about yourself. – This type of open-ended question is a great way to start your interview and put your candidate at ease. It should be easy to talk about yourself! It also gives you an opportunity to witness both confidence and communication skills first hand.

  • Describe a time when something went wrong at work and how you dealt with it. - This question is ideal for learning about how your potential hire will handle the pressures of life and conflict resolution, as well as demonstrating problem solving skills and culture fit.

  • How would others describe you? – This is a great way to ask the “strengths” and “weaknesses” question without actually asking it. It also provides some insight into how your working relationship with the potential talent might be. Does the answer describe a person that would fit well within your organization?

  • What role do you usually play in a team? - The answer to this question should compliment the previous answer – is the way your coworkers see you the way you actually perform on the team? This question also provides insight on personality and autonomy.

  • Where do you see yourself in five years? – The perfect question for uncovering candidate motivations, answers help determine whether your company and the opportunity presented are a good fit for the interviewee. Will they still be with your team in five years or will they quickly outgrow your department or company? This also provides a good opportunity to see a candidate's drive and how they can grow with the company.

  • Tell me about a favorite project you worked on and why it’s your favorite.Resumes offer a list of responsibilities and accomplishments. Answers to this question should reveal the story behind the bullet points, the passion for the project and the genuine interest for the work. 

  • What does leadership mean to you? This is a good opportunity to learn about the candidate's leadership style, especially for senior roles or when the candidate will be supervising others.  Answers will also provide good insight about candidate's expectation of their supervisors.

  • What questions can I answer for you? - This is the perfect way to “end” an interview as you turn the tables, engaging the talent to then interview you. Not only does it demonstrate your company’s appreciation for open dialogue, but also lets you know whether the potential job seeker is definitely interested. If they answer “no” – then they probably haven't done enough research on the product or company.

Do you have any tips or interview questions to share? Share with us on Linkedin, Facebook or Twitter.

Job Interview Questions Designed to Make You Think

Wednesday, August 03, 2016


Job interviews can be anxiety-inducing, especially if you really want the job. Your resume and cover letter were good enough to land the interview, but meeting face-to-face (or via Skype or Google Hangouts) is a whole other story. And nowadays, it’s not enough to ask the standard interview questions. In fact, many top companies ask their potential candidates an array of surprising and unfamiliar questions to help get your creative juices flowing and see how you respond on the fly to thinking analytically and developing solutions. It’s a chance for you to loosen up, relax, and show the interviewer the real you.

We’ve put together a list of real-life interview questions from top companies around the world courtesy of Glassdoor and beyond, from companies including Facebook, Google, Apple, Amazon, Intel, and Trader Joe’s. Try practicing answers to questions like these, and see what fun answers you come up with on your own!

  • If you could only choose one song to play every time you walked into a room for the rest of your life, what would it be?
  • Choose a city and estimate how many piano tuners operate a business there.
  • If you could be remembered for one sentence, what would it be?
  • Why are manhole covers round?
  • Design an evacuation plan for this building.
  • How many Big Macs does McDonald’s sell each year in the U.S.?
  • 25 racehorses, no stopwatch. 5 tracks. Figure out the top three fastest horses in the fewest number of races.
  • How much do you charge to wash every window in Seattle?
  • If I was talking to your best friend, what is the one thing they would you say you need to work on?
  • How many children are born every day?
  • If you were a pizza delivery man, how would you benefit from scissors?
  • How would you breakdown the cost of this pen?
  • If you have 2 eggs, and you want to figure out what’s the highest floor from which you can drop the egg without breaking it, how would you do it? What’s the optimal solution?
  • How would you solve problems if you were from Mars?
  • Design a spice rack for the blind.
  • What do you think of garden gnomes?
  • You’re a new addition to the crayon box. What color would you be and why?

Image by Meilun.

Artisan Creative is celebrating our 20th year staffing and recruiting Creative, Digital and Marketing roles. Please visit Roles We Place for a complete listing of our expertise.

Click here if you are looking to hire. Click here if you are looking for work.

For information on hiring best practices, interview tips and industry news, please join our social networks on LinkedInTwitterFacebook, and Instagram.

Are Cover Letters Necessary?

Wednesday, May 18, 2016

cover-letter-needed

If a job listing asks for a cover letter, you might wonder why is a hiring manager asking for it? Will anyone actually reading these?

Yes. Yes, they are. And they’re reading them for several good reasons.

First off, every part of an application needs to be as strong as possible. If your resume is a little weaker than you’d like (maybe you’re applying for a more senior role or a job within a different industry than you’ve experienced), a cover letter could provide additional information to a hiring manager about your capabilities.

Secondly, if a job listing requires a cover letter, it’s one way to see whether a candidate follows directions and reads the entire listing. Companies want to hire thoughtful individuals -- no matter your talent or experience, not following the simplest directions signals that you don’t really care.

If it’s between you and several other candidates, a great cover letter can make you stand out from other qualified candidates. Plus, a well-crafted cover letter shows off your writing skills. Even if your job doesn’t require writing, effective communication is a cornerstone for any position, creative or otherwise. Moreover, a cover letter allows you to demonstrate that you’ve done your research on this company or job, and can articulate why you are the best candidate.

What information should be included in your cover letter? Make sure it is not boilerplate. A generic cover letter will look like just that -- standard. You want to stand out, so share details about why you feel you’re a good fit for the job. If you’re looking at a graphic design job at a fashion company, explain how you started taking sewing lessons or how you follow trends closely.

Highlight successes at previous jobs. If you were responsible for driving traffic to a new website, your resume can only convey so much of that information. However, a cover letter offers you the opportunity to discuss your achievements in more detail (for example, you increased web traffic by 36 percent in a 9-month period).

Finally, a cover letter is a great way to show off your personality. Your writing style and what you choose to include helps paint a picture beyond your resume and portfolio. How are you a leader? What story can you tell? What makes you a great cultural fit for this environment?

In short, your cover letter is your calling card and can demonstrate additional information not readily available on your resume.

Looking for a job? Artisan always has open job listings for creatives!


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