Artisan 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.

6 Tips for Interviewing Creatives

Wednesday, June 07, 2017

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 428th issue of our weekly a.blog.

 

Preparing for an interview is a two-way street that requires both parties to be present and engaged in the conversation.

In previous blogs, we highlighted general best practices for interviewers such as active listening techniques. As interviewers we must set the stage and tone of the interview to reflect our company culture and team dynamic.

Interviewing and hiring creatives adds an additional layer of intricacy since the portfolio plays a key role in the dialog.  Here are some important skills that interviewers can practice when looking to interview and hire creative candidates.

Smile  A welcoming smile is worth more than a 1000 words.

Prepare   As interviewers, it’s our responsibility to be prepared for the meeting by reviewing the candidate’s resume and portfolio in advance and crafting targeted questions to learn more about them, the projects they’ve worked on, and build better rapport. Take notes beforehand to keep things on track and stay upbeat and positive.

Listen   Active listening is essential to getting the information you need. Make eye contact with the candidate and listen to their tone - as well as their words. The best creative work is often a result of successful communication - make sure you get the most out of your conversations with candidates.

Ask open-ended questions  Questions that start with "How", "What" or "Can you explain" are generally more useful than “yes or no” questions when interviewing for creative roles. Open-ended questions allow candidates to tell stories about their experience, and ideas. Ask about the candidate’s design thinking and creative problem solving process to get a better sense of their conceptual skills.

Keep track of time   Always leave time in an interview to address any questions the candidate might have about your company and the role. This will give you some insight about what's important to them. You can often learn more from the questions candidates ask than from any other aspect of the interview.

Arrange next steps   If an interview goes well and you think you have the right person on the other side of the desk, say so. Enlighten them on the state of your interview process and set up a second interview with other hiring authorities or team members, as needed.

If the interview did not go well - or it's too early in the process to determine a fit - let the candidate know when a decision will be made. Transparency around your hiring process helps keep candidates engaged.  If a candidate isn’t a good fit, letting them down gently gives an opening to pursue other opportunities that they might be better suited for.

Hiring a new team member makes a huge difference to the future of your business. If you have questions around these high performing priorities, you can always ask an expert.  At Artisan Creative, we are experts in interviewing creatives. Happy to help you with your next hire.

Tips for Better Interviews : Listening

Wednesday, April 19, 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 421st issue of our weekly a.blog. 

Whether you’re a job seeker interviewing for a full-time position, a freelancer speaking with a potential client, or a hiring manager looking to add to your team, an interview is your opportunity to connect and learn the most you can about the person sitting across from you. While this may sound like you need to do a lot of persuasive talking, what it actually requires, is your focus on the more difficult side of the equation: listening.

Here are three quick guidelines to keep in mind.

1. Give the speaker your complete attention

Attune yourself to the speaker’s nonverbal cues. You can learn much more about the person than just what meets the ear.

Stay focused and avoid preparing your answer while they are talking. As you’ve already done your research and preparation beforehand, you are now free to give the speaker the attention and respect they deserve. Sometimes the best cure for nerves is to pay attention to another person’s concerns and questions.

Suddenly, it’s not all about you. And that’s a relief!

2. Use your body language

You can show that you are listening attentively by nodding, reacting with a facial expression, or saying "mm-hm" or other confirmation sounds. Just don’t overdo it. Forcing particular nonverbal cues can be more awkward than just letting your body behave naturally.

The most effective way to marshal your best body language is to cultivate a relaxed, positive mindset, letting your body and mind work in sync. If you approach your interviewers with an attitude of openness, helpfulness, and optimism, it will reflect in your calm and attentive demeanor If you come from a place of curiosity and generosity, you will be less likely to close up and get nervous.

To make things easier, try improving your body language a bit every day. Borrow a trick from life coach Jordan Harbinger, called the “doorway drill.” Every time you pass through a door, take a moment to look your best. Straighten your shoulders and back, take your hands out of your pockets, shake off any tension, and smile. Practice this exercise every day, and soon it will be your default.

3. Pause

Only when their question is finished is it the right time to gather your thoughts, and respond.

Take a moment to think about the question asked. Sit with it. Breathe. This is a conversation, and you are letting it unfold at a comfortable pace by listening carefully, understanding thoroughly, and putting appropriate thought into your answers.

And, when you're finished with your answer, take a pause. No need to jump in with more detail, if your answer was complete and well-prepared. The other person will give you a clue if indeed additional clarity is needed.

 

If you are a candidate looking for a new job, or your are a hiring manager looking to add to your team, contact Artisan Creative today.

 

Adult Learning Styles

Friday, March 17, 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 416th issue of our weekly a.blog.

 

Whether you are training new hires or making a presentation to a large group, it’s important to communicate your ideas properly.

 

Adults have different ways of learning and information may not necessarily resonate with everyone in the same way. Presenting the material in different styles can transform frustration into an epiphany for some members in your audience.

Some people form vivid visual memories and learn best through pictures. Others love jokes and metaphors, while some learn best through reading or listening to an oral presentation. Some may have trouble sitting still for hours and may learn better by doing group activities.

Most of us learn best through a combination of pictures, sounds, and feelings, that compliment our dominant learning style. This idea is crystallized in an educational theory called “VAK,” for “visual, auditory, kinesthetic.”

If you facilitate training, onboarding sessions or make frequent presentations consider experimenting with visual, auditory, and kinesthetic modalities and notice how participants respond.

Auditory Learners

Auditory learners learn best through language; when something makes sense to them, they may say, “I hear that!". If your training materials are text-heavy, encourage participants to take turns reading the material aloud. Use the Socratic method - ask questions and let the group paraphrase the core ideas in their own words. Invite compelling guest speakers to share their stories and teach in different verbal styles. E-learning materials can include audio books or podcasts that can be consumed on the go. Use repetition or clever wordplay to help the material “click.”

Skilled copywriters are well positioned to help you speak your audience’s language and get them talking.

Kinesthetic Learners

This type of learner likes to move around, do things, and take a “hands-on” approach to learning. Reading a book or watching a video may become a challenge if they can’t get involved and connect to the ideas being presented. Kinesthetic learners will retain more information if they take notes by hand, work with three-dimensional models, or interact with others in the group. To engage kinesthetic learners, let them change seats, or stand as needed for part of the presentation or provide frequent breaks for snacks and fresh air.

The right experience designer or instructional designer can help design modules to create more interaction.

Visual Learners

Visual learners love stylish presentations, slideshows, videos, flowcharts, and infographics. To engage them, use color, diagrams, photographs, and information architecture to break up heavy text. They have keen aesthetic sensibilities and see the symbolism in imagery that others may overlook. When explaining themselves to others, they may say, “look here,” or “let me draw you a picture.”

To engage visual learners, work with the best designers and presentation specialists you can find.

 

If you’re ready to experiment with different learning modalities, reach out to Artisan Creative. We work with creative professionals with experience in a range of media who can make your project shine and appeal to a variety of audiences.



​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.

Visual Goal Setting

Wednesday, December 28, 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 405th issue of our weekly a.blog.

 

As part of our annual goal setting, each member of the Artisan Creative a.team creates a vision board and presents it at our first meeting of the new year. Our boards are a collection of short and long term goals that include both personal and professional aspirations.

Presenting it to the team develops accountability and enables the group to learn more about each team member’s ambitions, hopes and dreams. Some people set a theme for their board/year—others use inspirational quotes. What they all have in common is the shared use of imagery that inspires, tells a story and conveys a message to create a powerful visualization tool.

In addition to sharing our visions and goals with the group at the onset of our new year, we review our boards mid-year, and also share a recap at our year-end meeting. This sense of accountability and the revisiting of our goals helps keep us on track. This activity in one of our strongest team-building exercises, as it stays “evergreen”.

Here are 5 tips to create your great vision board and get 2017 off to a good start!

  1. Select words and images that inspire and are true to your core values.
  2. Create positivity and inspiration. Have fun…imagine the integrated life/work you want to build out.
  3. Create an integrated board where elements from both your personal and professional aspirations are represented.
  4. Keep the board where you can re-visit it daily—read the inspirational messages out loud— and often!
  5. Share your hopes and dreams with others. Having an accountability partner will help you get closer to achieving your goals.

Tools needed:

  • A large poster board to give you plenty of space to visualize your year, yet small enough to hang on your wall. We use the 22 x28 size available from Staples.
  • A good pair of scissors and a strong glue stick!Make sure you invest in good glue so the pictures stay on all year long.
  • Variety of magazines to look through to find those inspiring words and pictures. 
  • (Optional) Markers/stickers to write or embellish your board.
  • Patience and Creativity!

Although electronic versions such as Pinterest also work, going old-school where you physically search for and cut out imagery and words from a magazine and decide where to place them is in itself an opportunity to reflect and plan via a very tangible exercise.

What is your goal setting process?

Happy New Year!



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?


Play to Your Strengths

Wednesday, November 30, 2016

We hope you enjoy the 401st issue of our weekly a.blog.

In our 20 years of running a successful creative staffing agency, we’ve met some companies who spend a lot of time and money focusing on an employee’s weakness and helping them overcome those weaknesses through ongoing training.

At Artisan Creative, we decided to focus on our team’s strengths instead. We believe the best way to keep team members engaged and productive is to develop and invest in their individual strengths. By consistently playing to everyone’s natural talents, our team has become better at collaborating and communicating with our clients and talent.

This year we selected StrengthsFinder to create a common platform to build and communicate from. Each team member first took the on-line test and with the help of a certified coach, we reviewed the finer details during an in-person session to help find and align the collective strengths of the team.

This created an open line of communication within our A. Team and has enabled us to better understand ourselves, our behaviors and reactions to situations.

Here are a few pointers from StrengthsFinder that we now use on an ongoing basis:

1. Know your own strengths.

To best develop other people’s strengths, we must first understand our own. Only then can we help our team develop theirs. This applies equally to the candidates we screen and help throughout their careers.

We each have our own unique strengths and no two people are identical — and everyone is at their best when there is a focus on a strengths-based approach to working.

This practice fosters an environment where people feel comfortable discussing their strengths authentically. It also helps recognize team communication, natural strengths and how to maximize those strengths.

2. Understanding one's own strengths gradually leads to effective use of those strengths in the workplace. 

We can help our team understand and utilize their strengths in internal communications with other members and external communication with vendors, talent and clients.

By building on one another's strengths and accepting and accommodating differences, teams gain a keen awareness of how their strengths support their peers.

3. Help people who aren't using their strengths.

When people don't apply their strengths to a task or revert to focusing on their weaknesses instead, we can redirect attention to what they do best naturally to create their best pathway for success.

4. Harmonize team strengths.

Any team can be positioned for success when team members understand and leverage one another's strengths. We can further optimize groups by bringing together teams with complementary strengths to balance and improve performance.

5. Keep strengths top of mind.

At Artisan, we review and recap instances where a strength was beneficial in a given situation: For example, how did someone’s strategic talent provide input for a new marketing initiative, or how another team member’s “developer” talent helped one of our talent in their career path.

Understanding one another’s natural strength has enabled us to stay connected, communicative and collaborative.

What strengths do you focus on?

 


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.

Creating and Nurturing Company Culture

Wednesday, November 09, 2016


 

At Artisan Creative, we believe in creating long lasting relationships—with our talent, with our clients and most definitely with our team.

Engaging in an integrated life-work philosophy and staying true to our core values has always been how we conduct business and have maintained our culture here at Artisan. We believe this is one of the reasons for our success over our past 20 years in this business.

We also believe that culture must be nurtured, cultivated and cared for.

As our California-based company has been virtual for over 7 years, we’ve learned to do things a little differently that allow us to continue to build a strong culture for our team members who all work remotely.

Many of our client companies have offices in multiple locations, and the tips we employ with our virtual staff can easily be applied to teams in remote locations as well as virtual teams.

Below are 5 tips for creating and nurturing company culture in a virtual work environment.

 

  1. Befriend Technology! Use Slack, Yammer or any other team communication or collaboration tool to stay connected. We hold scheduled daily Zoom video huddles to brainstorm and share ideas, and use Slack to review assignments and execute our search plans. A good CRM system keeps track of communications, meetings, appointments and client and talent information.

  2. Communicate metrics and expectations clearly— review them daily/weekly. Communicate the vital short-term goals.

  3. Create a transparent environment so people understand their value and contribution.

  4. Come together often. We have in-person team meetings once a month, and team members meet up for talent interviews and client site visits throughout the month.

  5. Meet socially! We have team activities ranging from potlucks, paint nights, bowling and dinners out. We include spouses and partners in the social outings.

Please share any best practices for growing culture within your team.

 



Search

Recent Posts


Tags


Archive