Artisan Blog

6 Questions for Coaching Your Staff

Wednesday, September 13, 2017

6 Questions for Coaching Your Staff

Concepts proven to be successful at the top levels of the business world are often just as effective throughout every level of the organization. To make the most of your team's engagement and growth as well as improve retention and morale, we’re sharing a few models from the world of executive coaching.

When he works with high-powered executives, well-known and in-demand business coach Marshall Goldsmith, uses a "six question" model, which he summarizes in a Huffington Post article. His model works equally well when helping employees maximize their potential and determine how they can best fit with their team and help drive the company mission.

Use these six questions in your coaching or review sessions to empower your staff.

1. Where are we going?

Each member of the team has a unique perspective that lends itself to specific, valuable insights on how the company can evolve to better meet its objectives. Asking team members for their observations and insights on the company at large can generate useful ideas for growth and change. It also makes them feel invested in the company's future and lets them know that their perspectives are valued.

2. Where are you going?

Many job interviews include questions such as, "where do you want to be in three to five years?" As employees become tenured and experienced, it is important to maintain that conscious focus on the future. Change is the only constant, for organizations and individuals alike. Check in on how individual team members are changing and growing, and how that relates to the company and their roles within it.

3. What is going well?

Share where the employee is excelling, then allow them to point out, celebrate, and take credit for their strengths and achievements. This will help them focus on what they do best and continue to build their strongest skills. It helps set a positive tone, so that any challenge can be tackled with optimism.

4. What are key areas for improvement?

Start this section with their suggestions for self improvement, as it’s important to ask the employee to commit, via greater self awareness. Everyone has areas where they could be a bit more effective. Gently drawing attention to these areas of potential growth casts a light on them and makes it easier to improve through mindfulness, effort, and diligence.

5. How can I help?

As much as you may foster an atmosphere of collaboration and inclusion, some employees may feel isolated, left out of important decisions and discussions, or insecure about asking for the resources and guidance. This question lets them know that they have your support and opens an opportunity for dialog.

6. What suggestions do you have for me?

This brings the conversation full-circle. Just as team members may have revealing perspectives on the company as a whole, they might also be able to provide insights that can help their supervisors and hiring managers grow. Let them know that you value their feedback, and you also appreciate opportunities to strengthen your skills as a manager, and create an atmosphere of mutual respect.

In our 20+ years of connecting creative talent with top clients, we have gained knowledge and built strong networks.  Contact us today to discover how we can apply our expertise to help you build your dream team.

We hope you enjoy the 442nd issue of our weekly a.blog.


Tips for Employee Engagement

Wednesday, September 06, 2017

Tips for Employee Engagement

Creating a strong, engaged, efficient and successful team results from diligent recruiting, targeted hiring, effective onboarding, and ongoing training. When properly orchestrated, this process can lead to higher retention, attracting fresh talent while keeping your existing core members engaged.

According to recent statistics, nearly half of American workers leave their jobs within a year of being hired. More than 40% leave within their first six months. Numbers vary across industries, but clearly, in all areas, there are opportunities for organized, mindful, and emphatic practices to improve staff retention.

Keeping the right people happy and engaged for the long haul makes all the difference. At Artisan Creative, some of our greatest satisfaction comes from watching teams connect and grow over time.

To that end, we’d like to share a few guiding principles to help hiring managers select and retain top talent.

Set Expectations

Whether you’re onboarding new talent or working with tenured team members, it is crucial to be as transparent as possible. Each position has its own challenges and responsibilities that may not be immediately apparent and may shift over time. 

Communicate goals, responsibilities and expectations early and as needed.  Include the team in the big picture so they understand why a specific task is being requested.

Foster an all-pervasive atmosphere of transparency, and trust, in order to retain the talent you need to succeed.

Share Feedback

Many employees report leaving their jobs due in part to a lack of appreciation, understanding, and feedback. As a hiring manager, best practices include holding regular check-ins and creating buddy systems. 

To make sure employees have the support they need to succeed, provide specific, honest, and constructive feedback on a regular basis. Depending on your company culture, team size, or location of your team members, you may have to define what a “regular check-in” means to you. Marshall Goldsmith, a leadership coach and author of several management books recommends at minimum to set quarterly meetings.

Acknowledge that team members have lives outside of work and do what it takes to make sure their jobs support them through any significant life transitions. Be prepared to work with them to strengthen the professional relationship through whatever outside forces may arise. Holistic support builds ironclad loyalty.

Reward Success with Opportunity

When employees adapt to their responsibilities, accept their challenges, and make their jobs their own, they have earned opportunities to build on their success.

Make sure that all employees can clearly envision a path to advancement, whether this comes through promotions, increases, or other rewards. As with any relationship, it is important to maintain the sense of optimism with which it began. Make sure that no one ever feels taken for granted.

When employees find that more focused effort reaps richer rewards, they will reciprocate and make the most of your shared opportunities.  Building success is a marathon, not a sprint.

 

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we have worked with a range of creative talent and clients. Our experience gives us the tools and understanding to help professional relationships thrive. We would love to share that with you and your organization. Contact us today to learn more.

We hope you enjoy the 441st issue of our weekly a.blog.


How to Write Compelling Job Descriptions

Wednesday, July 12, 2017

At Artisan Creative, we recruit for a wide range of creative, marketing and digital roles, and therefore post an array of job descriptions to our Open Jobs page.  We write job descriptions every day and would like to share some best practices with you.

When you’re writing a description, we recommend using the following pointers to ensure you attract the best candidates--not only from a skills perspective, but someone who is also the best culture fit with your team.

As a hiring manager, how you write a job description will make an enormous difference to who is attracted to your company and role. 

Pick the Right Title

Start with a job title that reflects your company’s needs and culture.  Craft a description that portrays the role specifically and accurately. Job titles and expectations change with technology, time, and shifts in the landscape of your industry. If you are hiring for a new role, do some research to see how the job market is searching for this kind of position. Make sure the right candidates gravitate towards your opportunity with clear awareness of how they might fit in with your team.

Be Specific

It’s important to identify key responsibilities. Your candidate must be willing and qualified to do handle the must-have requirements. Remember it takes every new hire time to get up to speed in a new role - your aim is to identify potential talent who can minimize that learning curve as much as possible.

Eliminate jargon and buzzwords and replace them with more concrete and concise language. Use strong action verbs and relevant words that communicate passion and values. Tell a story! Borrow tested formulas from storytellers and marketers to make your job descriptions connect.

Use Strong Keywords

While you want to use fresh and exciting language, you must also consider what potential candidates look for online, and how search engines will spot and rank your description. While tired buzzwords can obscure your meaning, popular keywords can be useful in luring qualified talent.

SEO and social media play essential roles in the modern job search. To ensure that your job description will be seen by as many eyes as possible, read similar job descriptions online and use keywords that are specific to your related industry. Remember to include the titles of their potential coworkers as they will be working closely or reporting to them. Additionally list programs they will use, or the trends they should follow.

Also. be mindful of how your job description will appear to mobile users, as their ranks are steadily increasing. If your current company website or job portal site isn’t mobile friendly, consider updating it.

Requirements

If a skill is "nice to have" but not "required,” make a point of noting the difference – some candidates will make up for a lack of prior knowledge with high adaptability and an eagerness to learn.

Highlight Your Company Culture

We are currently in a candidate driven market. If you are trying to attract a candidate who may have multiple opportunities, or may be considering leaving their current role, think about “why” they would be attracted to your firm and list those details. For example, if you have a friendly pup roaming the office halls, or your office is next to the beach or offers flex scheduling… mention these great differentiators.

The clearer you are in your job descriptions, the more targeted your candidate pool will be. For more guidance in finding the right candidates and building the right team to fulfill your mission, contact Artisan Creative’s a.team today.

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we've learned a thing or two that we'd like to share with you. We hope you enjoy the 433rd issue of our weekly a.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



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