Tag: client side | Artisan Creative

What is CX?

Wednesday, May 29th, 2019|

According to design thought-leader John Maeda, Customer Experience, or CX, “is a term that roughly encompasses marketing, product, support, design, and HR (employee experience).” The CX perspective sees every touchpoint in terms of an overall customer journey. CX best practices encourage businesses to differentiate in terms of product, the overall value created for a customer and to communicate through an open, continuous feedback loop enabled by real-time research and social media interaction.

CX is a broad field with an open, evolving landscape. Here are some key areas of CX knowledge for creative business leaders and potential opportunities for creative job seekers considering CX or CX-adjacent creative careers.

Design

As a design discipline, CX is similar to, yet distinct from, UX, or User Experience design. Per the Interaction Design Foundation, “CX design and user experience (UX) design are sometimes used interchangeably because both are concerned with the overall experience of using a product or service… CX design tends to adopt a broader view than UX, and has a slightly more commercial focus.” Designers focused on CX may work closely with those in UX, may have similar skills, or may shift back and forth from one field to another. These days, CX design is becoming a distinct and powerful discipline with its own tools, values, and vocabulary.

Strategy

CX strategy is the overall game plan for pursuing optimal customer experience in ways that are appropriate for the objectives and values of a business. It aligns CX prerogatives with larger business plans, determines how investments of time and money will be allocated for CX, maps and connects all relevant touchpoints, and creates harmony between internal resources and customer expectations. For those who love to discover how many different puzzle pieces fit together to form a bigger picture that fosters customer loyalty and delight, CX strategy provides an exciting overhead view.

Tactics

There are many tactics, tools, and techniques for implementing CX strategy on the ground, where the rubber meets the road. Every consumer touchpoint provides an opportunity for comfort-building maneuvers such as email personalization, experimental growth hacks, and the classic elements of great customer service, all of which involve many moving parts that have their places in the greater scheme of Customer Experience and business success.

Culture and Leadership

Great CX must always begin at the top. Mutually rewarding end-to-end customer journeys should resonate with strong, well-defined, harmonious corporate values and missions. To make all this work, great CX requires committed and enthusiastic understanding and leadership in incorporating customer feedback, building from a place of empathy, and envisioning business endeavors in terms of a journey and a process. CX and company culture are interdependent, and they’re everyone’s job, especially those in trusted positions of leadership.

At Artisan Creative, we’re helping to build the teams, the workplaces, and the customer experiences of the future. Contact us today to learn more.

We hope you’ve enjoyed the 523rd issue of our a.blog.

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Best Practices For Writing Job Descriptions

Wednesday, March 14th, 2018|

Writing a concise, precise, and compelling job description is an essential skill for managers, recruiters, HR professionals, and anyone with similar responsibilities. A good job description should be widely visible, narrow down your applicant pool to the most qualified, and inspire those top-tier candidates to follow through with their applications.

The best job descriptions do much of the hard work of recruiting before you communicate with any candidates in person. When you learn to write effective job descriptions, you will build a stronger team and make better use of everyone’s time.

Writing high-quality job descriptions relies on an understanding of how communication works in the era of the internet and an appreciation for what your company does including why specific roles matter. If you write job descriptions, keep these best practices in mind.

Know Whom You’re Looking For

The better you understand your role, and what sort of candidate can best fill it and create success, the more effective job description you’re likely to write.

To draw the most qualified candidates and find people you will love to work with, start picturing your ideal applicant and what success looks like. Be as detailed as you can, addressing all the specifics of background, skills, experience, and attitude. Then, write your ad in reverse, as a description of that person.

When doing this exercise, it may help to use some of the formulas that marketers apply to crafting a “buyer persona.”

Regarding requirements and qualifications, make sure you distinguish between those that are truly “required” and those that are simply “nice to have,” or can be learned on the job. You may find a less seasoned candidate who makes up for it with an eagerness to learn.

Soup Up Your SEO

The majority of candidates who respond to an online job listing will discover it using search engine technology. Therefore, in order to communicate with people, you must first communicate with the robots and algorithms that drive online search.

Do some keyword research and make sure you’re using the most common and descriptive terms in your industry. Spend an hour learning the basics of SEO, and it will pay off in much wider exposure for your job ads and attention from more qualified applicants.

Be Mindful of Mobile

More and more people are searching for jobs using mobile devices, and this worldwide trend will only continue.

Therefore, when crafting your ads, make sure that you employ mobile-first copywriting techniques. Keep it short, break information up into small chunks, and place the most important information near the top of the description.

Also, be sure that your postings look good on various browsers and at various screen sizes. The web is constantly adapting, but it always pays to check before you put your job descriptions out into the world.

Stand Out

Considering the immense volume of job listings a typical job seeker is likely to see, your most crucial challenge when writing a job description is to be eye-catching and compelling, and to spark enthusiasm with your ideal candidate.

At Artisan Creative, we have over two decades of experience in matching top-tier creative professionals with opportunities they love. Contact us today to take the first step toward making your ideal match.

We hope you’ve enjoyed the 465th issue of our a.blog.

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Nurturing Your Team’s Culture

Wednesday, October 25th, 2017|

A few weeks ago, I traveled to San Francisco for SHIFT: The Culture Conference, where I saw entrepreneurial legend Arianna Huffington speak. With wisdom, empathy, and sharp comic timing, Huffington shared her ten rules for creating a healthy company culture.

You can watch the whole conference here (Huffington’s segment begins near the 35-minute mark). Just in case you’re strapped for time, we’ve summarized her ten principles below.

1. Make Sure Everyone Gets Enough Sleep

Huffington’s recent work on corporate culture and self-improvement has focused heavily on the necessity of getting a full eight hours’ sleep. While she concedes that a few rare individuals can function on less, you are almost definitely among the vast majority who need plenty of sleep to perform at your best.

This principle extends to working with your body’s needs and rhythms, rather than against them. Instead of pounding coffee, take a deep breath, get some real rest, or walk outside. If you treat your body and mind well, you will feel good, and do better at work.

2. Let Go of the Growth-Above-All Mindset

A truly successful company will have a vision, mission, purpose, and values outside of growth for growth’s sake. Even from a purely practical standpoint, making your work meaningful is a better way to retain good employees, keep your team together, and meet your important objectives.

If your only purpose as a company is perpetual growth, examine your priorities and reflect on why you got started and what sort of world you want to be a part of.

3. No Brilliant Jerks Allowed

Huffington decries the “cult of top performers” and warns against lionizing aggressive, antisocial personalities at the expense of team cohesion and harmony. If your company is too beholden to employees who behave like arrogant celebrities, consider that they may do more harm than good.

4. Learn to Build Teams

On a similar note, Huffington suggests thinking of your team as a networked unit, rather than a collection of individuals. While humans need eight hours of sleep and plenty of down time, your company should in some sense, be “always on,” so your team can consistently communicate in one voice, reflect one vision, and share the same methods and objectives

5. Treat Culture as Your Immune System

Anyone with an active lifestyle will be exposed to germs, and any company that’s taking on serious challenges will face threats and encounter toxicity. If your culture is healthy and strong, you will be able to survive these attacks, and improve through exposure to the elements. With a strong immune system, you won’t need to be quarantined or use too much disinfectant.

6. Empower Women

In the wake of ongoing debates around gender gaps in hiring and compensation, along with recent controversies around issues such as harassment, the culture of business is now becoming more friendly to women. This is a long overdue awakening, and make sure your company is ahead of the curve in this regard.

Allow for a generous maternity leave and areas for nursing mothers. Companies that put a priority on empowering women to thrive and succeed will have an ethical and practical advantage.

7. Meet the Growing Demand for Purpose

The Millennial Generation will soon make up the majority of America’s workforce, and numerous studies have found that Millennials demand not just money, not just flexibility, they also require a strong sense of purpose in their work.

This goes back to Rule #2; as Millennials assume power, the world’s culture is changing around them. This creates an opportunity for your own culture to aspire to a greater sense of meaning.

8. Model Culture Changes at the Top

Your employees will model their actions less on what you demand or expect than on the behaviors and values you manifest in your own behavior. If you want to change your culture, set the example. Once your actions are consistent with your values, your team will know that these are values worth following.

9. As Much As You Can, Work Out Problems Face-To-Face

Huffington celebrates transparency. She encourages creating a culture where people feel safe airing their grievances and finding solutions together in a spirit of cooperation, rather than going behind each other’s backs.

Although certain issues must be hashed out behind the scenes, aspire to make honesty, openness, and transparency among your core values.

10. Turn Crisis Into Opportunity

As a board member, Huffington has witnessed several companies in the throes of serious crisis marshal their resources to correct mistakes and reemerge better,and stronger than before.

The most fearsome struggles and challenges can often create the greatest opportunities for insight, perseverance, and excellence. Aspire not to avoid difficulties; aspire to transcend them.

Attending events like this is one of the ways Artisan Creative stays engaged with the world of ideas and continually improves its own culture. When you work with us, we will motivate you to do the same, and give you all the tools you need to be your best and continuously improve. Contact us today to learn more.

We hope you enjoy the 447th issue of our weekly a.blog.

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Tips for Better Interviews : Listening

Wednesday, April 19th, 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.

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Tips for Reviewing a Design Portfolio

Wednesday, January 18th, 2017|

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!

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Integrating Action Into Your Goal Setting Process

Wednesday, January 4th, 2017|

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 406th issue of our weekly a.blog.

You’ve set your goals, created your vision board and have gathered all the momentum and excitement you can muster to get everything accomplished right now…. so how do you keep your determination going to see your goals come to fruition?

Once you set your broader vision for the year, the next step is to break down each goal into actionable steps. Otherwise, just the thought of how to get started can rapidly become overwhelming.

Below are 5 tips to help integrate action into your goal setting process.

1. Work with the end goal in mind.

What action steps are needed to happen daily or weekly in order for the goal to be accomplished? For example, if your goal is to learn a new language, the actionable steps may be:

research online classes or sign-up for physical classes
download the Duolingo app
study
join a meet-up/group

2. Be Specific: Add a timeline or date for accomplishing each step.

For example:

research and sign up for onlineor physical classes by 1/15/17
download the Duolingo app by 1/5/17
study 1 hour per day ( or 7 hours per week) at 4 pm each day
research meet-up/groups by 1/10/17, join a group by 2/1/17

3. Protect the time on your calendar.

It’s easy for urgent matters to take over what is important. Schedule time for the important items, otherwise the weeks will fly by with little attention to the steps needed to attain your goals. Make an appointment with yourself and set a reminder!

4. Get an accountability partner.

Share your goals with friends and co-workers. Ask one of them to be your accountability partner and plan a monthly check in with them.

5. Celebrate your wins along the way.

Be proud of your accomplishments—no matter how small… as long as they are on the right path to help you accomplish your goals, then it’s worth a celebration.

An action plan and timeline for accomplishing each step will put you on the right path to accomplish your goals

Please share any tips on how you set goals and develop plans for accomplishing them.

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Three Ways Recruitment Agencies Support In-House HR Teams

Wednesday, November 16th, 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.

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Creating and Nurturing Company Culture

Wednesday, November 9th, 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.

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.
Communicate metrics and expectations clearly— review them daily/weekly. Communicate the vital short-term goals.
Create a transparent environment so people understand their value and contribution.
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.
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.

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How to Hire Creatives

Wednesday, October 19th, 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.

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Interview Questions Every Employer Should Ask

Wednesday, September 28th, 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 the candidate’s expectations 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.

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