The Artisan Creative a.blog explores creativity and culture for job seekers and employers alike. Here you can browse over 500 articles covering resume & interviewing tips, hiring best practices, staffing & recruitment, freelancing, and entrepreneurship as well as tips on productivity, networking, and more.
Introduction : Transforming Your Hiring Mindset
Do you remember your first job interview and how you felt?
I did. I was excited. I was prepared. I even bought myself a new outfit. And I was confident that I was just going to ace that interview.
However, things changed when the interviewer showed up …late, unprepared, rushed… and then grilled me question after question without creating any space for me to ask my questions. And then they cut the interview short because they had to run to their next meeting.
The irony is, I did get an offer from them after all, and turned them down, and instead accepted another position and ended up staying at that job for close to 10 years.
That first interview was 30 some years ago, and I still remember the feeling I walked away with. Unheard.
And perhaps that’s why I am here with you. A seed was planted that grew into a passion that both the candidate and the hiring company have a win-win relationship.
For the past few decades, my team and I have worked with hundreds of companies and business owners on their recruitment objectives and have gathered great insight into when interviewing and hiring go well, and when they don’t.
Whether you have an in-house HR and recruitment team, work with an outside recruitment agency, or you yourself are reviewing all those incoming resumes, there are several critical steps to implement throughout the hiring process to create success and become a skillful interviewer.
Usually, we expect the candidate to come prepared, be open, be engaged, have high energy, and be communicative. We want them to not only have researched the role, know about our company, and be enthusiastic, we want them to want the job!
Today, we are going to flip the script and focus on us as the business owner, hiring manager, or department head who maybe deciding when it is the time to hire, or greenlighting the budget and salary, or perhaps conducting the first or final interview.
This series is divided into the 3 phases of hiring to transform the hiring mindset and set the stage for a successful hiring practice that will set you apart from your competitors. The three phases are:
- The Preparation required before interviewing & hiring can begin
- The Process for set-up, and follow-up on applicants and interviewees
- The Presence of mind is needed during the interview and onboarding.
Together we will review the importance of establishing trust in your employer brand, writing impactful job descriptions, becoming a skillful interviewer, and creating follow-up procedures to transform your hiring practice.
So, let’s start at the beginning of the hiring journey before you decide to hire!
Enjoy the first of our 9-part series.
Katty Douraghy | President | Artisan Creative
Hybrid Onboarding Best Practices
Reposting this onboarding graphic from a while back as it is even more relevant today as we navigate the remote and hybrid workforce.
As managers, we have to create a sense of culture, belonging, and teamwork amongst teams who may not be physically together in one place. Onboarding, whether remote or in-person, is essential to the development of empowered, dedicated, and productive teams.
A successful onboarding process allows for greater employee retention and engagement. Here are some things to try and connect your remote and onsite teams with each other for a successful hybrid experience.
Utilize the technology that is already widely available:
Collaboration technology such as monday.com or Trello allows for teams to connect and collaborate successfully. Zoom and Teams allow us to stay connected and to see each other. Since 55% of communication is non-verbal, being able to see one another on video conferences allows for better connection.
Keep the communication going:
Communication is key to onboarding success, especially when managing employees remotely. Create trust and encourage your new hire to give feedback, voice concerns, and ask questions. It is important to set clear expectations, give constructive feedback and keep the lines of communication open.
Over-communication is essential when working with a dispersed team. Planning daily huddles and video meetings, using Slack, or other messaging tools keeps the lines of communication open.
Document your SOPs Build a library of your standard operating procedures so that new hires (and the rest of the team for that matter) can easily access this info. This will save you and other managers from responding to the same questions over and over, as well as set the standards needed for the team to adhere to. Tools such as Loom and Trainual build a knowledge bank of best practices and training.
Remote does not have to mean impersonal: Working from home can feel lonely or disconnected, you make new hires feel as welcome as if they were walking into your office on their first day. Sending a welcome gift from Snackmagic or the Goodgrocer, reach out on their first day with a welcome message, schedule a Zoom team lunch with the whole team to provide a genuine introduction, and create a positive employee experience.
Keep up the team spirit: Working solo from our homes does not mean we have to be in a silo. Create a cohesive work remote environment to enhance your company culture by having group social Zoom gatherings. Gatherings such as online cooking events, painting classes, or planning for a virtual scavenger hunt helps builds teams connect, build trust, and grow engagement.
Onboarding is much more than an orientation, it helps assimilate new hires into their work environment and culture. It is important to create an ongoing onboarding process that promotes greater efficiency and employee retention.
How Adults Learn
Whether you are training new hires or making a presentation to a large group, it’s important to communicate your ideas properly. And whether you do this in person, or online it requires additional steps to create engagement and interactivity.
Adults learn differently and bring their life experiences and cognitive abilities with them, and thus have different ways of learning and processing information that may not necessarily resonate with everyone in the same way.
Presenting material in different styles and modalities can transform a training experience from frustration into an epiphany. Balance your training where some work can be done collaboratively in a peer-to-peer environment and where your new hires can learn from each other while solving problems.
Personalize the experience to enable your employees to adapt to methods that best suit their learning style. Storytelling and linking situational examples with past experiences or scenarios can lead to better retention.
Adult learners have specific learning styles and balancing your training where you can combine the various styles can also have a positive impact.
For example, some people learn best through pictures and graphics. Others connect with metaphors and associations, 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, and 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 audiobooks 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. Make your training interactive, and add components of peer-to-peer learning.
The right experience designer or instructional designer can help design modules to create more interaction.
Visual Learners
Visual learners learn best with visuals, graphics, 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 are training online, be sure to take plenty of breaks, group trainees into breakout rooms, call on the audience to read portions of the text, use the whiteboard, and use slides where possible.
What is your learning style?
Interviewing for Hard and Soft Skills: The Alchemy of Finding the Right Fit
When interviewing, it’s not enough to focus solely on hard skills and experience when evaluating candidates. Soft skills play a crucial role in identifying the right fit for a position. In this article, we’ll explore the importance of incorporating both hard and soft skills in the interview process and provide tips for asking insightful questions to assess candidates effectively.
Interviewing is an art that combines detective work, psychology, chemistry, and salesmanship.
- Detective work requires that we ask insightful questions, learn about a candidate’s expertise, look at past work history, and put the pieces of their career trajectory together.
- Psychology helps us unearth a candidate’s motivations, goals, likes, dislikes, and future aspirations.
- Chemistry encompasses how we connect as humans. Do we feel a sense of connection, of belonging, inclusion, and how do we relate to one another with authenticity and empathy.
- A dose of salesmanship ensures that we can highlight the opportunity we are hiring for well and sell the features and benefits of working for our firm. Afterall, as much as we are interviewing the candidate, they too are interviewing us as a potential boss, and our company as a potential next right career step.
Traditional interviews often prioritize a candidate’s hard skills, such as technical expertise, certifications, and years of experience. While these qualifications are important, they only paint part of the picture. In creative fields, for example, proficiency in tools like Adobe Creative Suite, Figma, or After Effects is essential, along with data-driven metrics and ROI. However, soft skills such as empathy, connection, and adaptability are equally vital.
Soft skills align with culture fit, values, communication skills, and overall compatibility with the team. Assessing these skills requires asking situational questions that delve into empathy, emotional intelligence, conflict resolution, and problem-solving abilities. Some sample questions for soft skill interviewing include:
- Share a time when you successfully diffused a misunderstanding between two colleagues.
- Describe a situation where you rallied your team members to accomplish a task.
- How do you handle change and unexpected interruptions?
- Can you explain your approach to prioritizing and planning your day?
- Provide an example of fostering a sense of belonging and teamwork among your peers.
- What leadership qualities do you admire most about yourself or your current boss?
- How did you appease an upset client?
While hard skills can be acquired through various educational resources, assessing a candidate’s cognitive and emotional intelligence, as well as their field expertise, requires a holistic approach. By incorporating both hard and soft-skill interviewing techniques, recruiters and hiring managers can gain a comprehensive understanding of a candidate’s capabilities.
To conduct effective interviews, it’s crucial to listen actively to candidates’ responses, ask follow-up questions, and observe their body language and communication style. This approach ensures a thorough evaluation and helps identify candidates who possess the right blend of technical and interpersonal skills.
Interviewing for hard and soft skills is indeed alchemy and requires a balanced approach.
Bringing Our Whole Self to Work
I decided to repost this article that I had originally written in 2021 because this past year has reaffirmed that as hiring managers we must encourage interviewing and meeting candidates with empathy and authenticity. There are gaps in many resumes these days. Before rejecting a candidate because their resume has gaps, or it seems they have job hopped, can we pause and ask why to learn more? These have been hard times for many. Layoffs are a reality. Short freelance stints are a reality. Covid and its emotional and financial repercussions are a reality.
Can we connect on a human level with one another?
This is my story:
When people hear that I’ve written a book, they generally assume that I’ve written about recruiting, human resources, or the culture of creativity. After all, with over 20+ years of experience in the creative recruitment field, it’s an expected assumption.
When they learn that my book, The Butterfly Years, is actually about the journey from grief toward hope, a puzzled look crosses their brows, expressing an initial surprise that I share so vulnerably my experience of loss and grief.
You may wonder, what does that have to do with my business? What’s the connection? Well, writing the book had absolutely nothing to do with my business and has everything to do with my business… because it has everything to do with me.
I choose to bring my whole self to my business.
In the book, Reinventing Organizations: A Guide to Creating Organizations, Frédéric Laloux explores the concept of new organizations (Teal Organizations) where management and teams focus on creating a culture where the whole self comes to work.
My whole self has dealt with grief this past decade, including the loss of both my parents and step-parents. I wrote about grief because it was hard for me to concentrate, stay focused, or even remain positive. I worked hard to hide what was happening inside. Of course, I did not let candidates or clients, or even my team, get a glimpse at what was truly happening to me on the inside at that time. I thought that I needed to fake it so I could make it. I was wrong.
Over the past ten years, I’ve learned the importance of being true to myself, being authentic, and encourage genuineness from those around me, professionally and personally.
So this is a request to all the hiring managers and recruiters who are interviewing right now. Everyone, every single candidate that you connect with, is more than their LinkedIn profile. They are so much more than what you see on their resume. It’s key to learning more about a candidate’s interests and passions, about their core values, aspirations, and motivations.
As you interview new candidates or manage existing ones, ask yourself who is the “whole self” that you’re interviewing and meet them where they are with empathy and authenticity.
Katty Douraghy
President, Artisan Creative
Celebrating Margaret Jung’s 28th year with Artisan Creative
March marks the 28th anniversary of our senior account manager, Margaret Jung, with Artisan Creative. It is a momentous occasion and cause for celebration. Working for the same company for over a quarter of a century is quite the feat, especially in this day and age.
Those of you who have been fortunate to meet Margaret, know that she enters every room with the biggest smile, loudest hello, and is filled with joy and enthusiasm.
Working for a company whose values are aligned with hers, the opportunity to create a difference in people’s lives and to build long-lasting relationships is what motivates her. Her energy, enthusiasm, and drive come down to one phrase: creating relationships based on trust.
She is a consummate business development professional, highly knowledgeable in the world of creative and marketing recruitment, and has a first-rate understanding of the design marketplace.
Margaret shares 28 lessons learned along the way to stay strong over the past 28 years.
- Stay positive
- Be open to change
- Be realistic
- Work with and hire the right people–it goes a long way
- Know you have a team to back you up
- Support your team
- Believe in the core values of your company and share the same philosophy with your team
- Be accountable to yourself and the team
- Be self-aware
- Know your capabilities
- Keep yourself motivated
- Have a boss who gives you constant encouragement and advice
- Lead by example
- Have the mindset of being your own boss (especially in a remote business model like Artisan Creative’s)
- Have good communication skills with both internal and external stakeholders
- Understand that things aren’t always black and white
- Compromise when needed
- Don’t be afraid of having difficult conversations
- Sometimes you need to just pick up the phone to get your point across (emails and/or text can get lost in translation)
- Follow-up, follow-up, follow-up…
- Control what you can control and what you can’t–move on
- First impressions are lasting impressions
- Stress can be managed. It’s not the end of the world
- Be true to yourself, know your limitations, and stick with it
- Having the 3D’s- drive, determination, and discipline
-
Having Empathy for others especially since we are in the “people” business
-
Be good to yourself – take breaks and do what makes you happy- life is not always about “work”.
- Finally, life is so much better when you are laughing.
If you need help with recruitment to hire a position on your team, reach out to Margaret. You’ll see what we mean.
Thank you, Margaret, for an amazing 28 years. Here’s to creating even more impact and new relationships in 2023 and beyond.
Tips for a Successful Video Interview
The ease of technology and virtual offices have made video interviews a necessary step in the overall interview process. Sometimes a video interview can pose additional challenges due to technology mishaps or the inability to see the other person’s reaction well, adding to the pre-interview anxiety.
No need to worry! Whether it’s Zoom, Teams, or a pre-recorded video resume, the tips below can help create success in your job search.
The main intention of any interview is to do your best so you can advance to the next stage.With over 25 years of helping candidates prepare for these types of interviews, we’d like to share some best practices with you:
The Video Interview
- No matter the technology used adhere to this mantra: Test, and Test again. Test your device’s audio and video connections before the actual interview. Don’t wait until the interview day to download!
- Confirm time zones in case the interviewer is in another state or country.
- Practice ahead of time on screen and record yourself if possible. Pay attention to your posture, voice, lighting and background and adjust as needed.
- Check the lighting and move your computer as needed so that your face is illuminated without any shadows. Get an external light such as a ring light if the room lighting is low.
- Make sure your head and shoulders appear in the video frame – don’t get too close or move too far away from the camera.
- Position the camera at eye-level and make eye contact with it! If you only watch the screen itself you’ll look like you’re not making eye contact with the interviewer.
- Research the company, follow on social, and look up your interviewer’s Linkedin profile. You may find some things in common!
- Ensure that you are in a quiet place.
- Make sure your device is fully charged or plugged in during the interview
- You’ll be using your voice and tone to communicate— be sure to speak clearly and succinctly.
- Be friendly and smile while talking.
- Be prepared to ask engaging questions about the company culture and the team.
- Have your resume close by so you can refer to it.
- Listen well and avoid talking over the interviewer.
- Don’t discuss salary or benefits at this stage.
- This is your first opportunity to connect and shine.
- Dress and groom as if you were interviewing in person. Dress for the job you want!
- Pay attention to your surroundings—especially the background. Select a clean, neutral, and distraction-free backdrop like a wall, or screen.
- If you live with a roommate let them know you’ll be on camera to avoid unexpected noise or interruptions.
- If applicable, have your portfolio loaded on your desktop in case screen sharing is needed. Make sure you have a clean, uncluttered desktop and if needed, change your desktop wallpaper to something creative but professional.
We wish you all the best in your next job interview! Be sure to check out all our interview tips on our blog.
Prepping for your next Interview
Interviews can be a nerve-wracking experience! Preparation helps calm those nerves. In order to help you through your next interview, we’ve compiled a list of things to consider to get that job offer.
- Do Research
Being prepared for an interview is a given, but how well do you really know the position and the company? It’s useful to make notes and bullet point any relevant information before your interview. Do your research and check out Linkedin, reviews and social media posts to learn a few facts about the company. This shows your interest in the product offerings and culture of the company - Watch your Body Language
We can’t stress how important body language is. If you don’t believe us, watch this TED Talk by Amy Cuddy (it has over 22 M views!!) We are not saying you should walk or Zoom into an interview with attitude, but what we are saying is that subtle language such as posture and hand movements can make all the difference between appearing shy or confident. Sit up straight, make eye contact and use open hand gestures. Check out our Zoom interview best practices blog too. - Be Grateful
Gratitude can go a long way so thanking the interviewer for meeting with you and following up with a thank you note will show how interested you really are. You could be up against several candidates and if you’re the only one to follow up and thank them, you’re already ahead of the rest. - Questions
Even if the interviewer has answered everything for you, ask another one! There’s nothing worse than being in an interview and not having any questions prepared or forgetting to ask something. Take in a list of questions and refer back to your notes when they ask you. If they truly have answered everything, at least they can see how prepared you were, but make sure you leave knowing as much as possible about the job and company. - Stand Out
How can you stand out – what is your unique ability? Winnie Hart of Twin Engine branding has a wonderful series of e-books to help define what makes you stand out. Whatever your unique skill set, ability, or qualification, bring it up as a topic of conversation to help the interviewer remember you. - Avoid Negative Talk
This one is absolutely a key point to avoid using negative language. Refrain from saying “I’m not” or “I can’t” and say phrases such as “I’m strong with” or “I can”. Also, avoid speaking negatively about a previous role or boss. Be truthful about why a role came to an end, however, do it with professionalism. - Infuse Enthusiasm
Be sure to show your enthusiasm about the role, the company, and the opportunity presented to you. Everyone wants to work with people who share the same excitement and passion about a project or product, so show your personality, and communication style. This is one of our core values here at Artisan Creative too.
Job Interview Questions to Continue the Conversation
You get the email invitation for an interview with your dream company! First, give yourself a high-five, and then start planning!
Be sure to check out our blogs on interview prep as well as mastering the phone/video interview.
And then think about a few questions to ask the interviewer to help you learn more about the company and the role for which you are interviewing. The answers to these questions can provide you will solidify for you whether an opportunity is the right match for you.
If you need help with the type of questions to ask, below is a list of questions we’ve gathered over the years. Pick one or two of these and make it your own to ask during the interview to continue the conversation and learn more about the opportunity. Good luck!
Questions about the Role / Position / Department
• How would you describe the work environment?
• Can you describe a typical day?
• Can you share more about the department and the team I would be working with?
• How do you envision this department in 6 months / 1 year / long-term?
• How large is the department (how many designers, marketers, etc.)?
• What is the hierarchy/org chart when it comes to decision-making in my dept?
• What have been some of the most exciting projects we’ve worked on?
• What was your personal favorite project here?
• What are your expectations for this position?
• What is the growth potential of this role?
Questions about the Company Culture / History
• Can you share more about the company culture?
• Can you share more about the company’s history and/or clients?
• What is the hierarchy/org chart when it comes to decision-making in the company?
• How would you define the management philosophy of the company?
• How do you envision the company in 6 months / 1 year / long-term?
Questions about your Skills / Qualification
• What is most important for you in this position in terms of skills and qualifications?
• What qualities do you feel someone needs to be successful in this role?
• What are the metrics for success?
• How is success defined?
• What in particular in my background made you feel I was a good fit for this position?
• What do you foresee any challenges for me in this role?
At the end of your interview, don’t forget to ask one of our favorite questions which is “Do you have any reservations about my qualifications?” This is your final chance to sell yourself one last time and also iron out any concerns the interviewer may have about your experience.
Do you have any go-to interview questions you like to ask? How do you prepare for your interviews?
Creating 2023’s Vision
Planning for next year starts today.
We have an opportunity now to evaluate what worked, and what didn’t and to re-focus our plans and vision for the new year. Every year presents opportunities for learning, growth, and for eliminating what hasn’t worked. It takes reflection and then the implementation of a plan… both personally and professionally.
Each year our team at Artisan Creative works on a plan by creating a vision board. We present the boards to one another at the first meeting of the year in January. The boards represent our short and long-term goals and include both personal and professional aspirations. Many of our team members create physical boards, and others opt for a digital version using Trello, Canva, Pinterest, Jamboard, or PicMonkey.
We create accountability (one of our core values) by presenting the boards to each other as well as learning more about each other’s ambitions, dreams, and commitments. Some set a theme for the year, and then include specific action words and inspirational quotes. All have in common a shared use of imagery that inspires, tells a story, and conveys a message to create a powerful visualization tool.
In addition to sharing our vision and goals at the start of the new year, we review our boards mid-year as well as share a recap at our year-end meeting. This helps keep us on track during the course of the year, which can have many twists and turns. This activity is one of our strongest team-building exercises, as it stays “evergreen”.
Here are five tips to create your vision board and get started on achieving your goals!
- Choose a theme
- Select words and images that inspire and are true to your core values and positivity and inspiration for yourself and others.
- Imagine the integrated life/work you want to have.
- Create your board.
- Live your best life.
You can either divide your board into sections for business and personal or mix the elements together throughout. The important point is to create an integrated board where your personal and professional aspirations are represented.
Hang the board where you can re-visit it daily—read the inspirational messages out loud— and often! Mine is right in front of my desk, so I get to see it every time I look up from my computer.
Another key element is sharing the board with others. Having an accountability partner will help you get closer to achieving your goals.
If you choose to go the digital route, change your desktop to the vision board artwork so you can see it every day for inspiration and setting priorities.
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 x 28 size available from Staples.
- A good pair of scissors and a strong glue stick so the pictures stay on all year long.
- Variety of magazines to look through and find those inspiring words and pictures.
- (Optional) Markers/stickers to write on or embellish your board.
- Patience and Creativity.
- Time to reflect.
- Start in December and finalize by Jan 1.
- Select images and words throughout the month and calendar a day to create the actual vision board.
For some people, it’s easier to start with a theme and for others, the pictures and words shape the theme of the board. There is no right or wrong method, harness your creativity in any way that works best for you.
Happy 2023 & good luck with those aspirations!