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Attract and keep the one you want!

creative

No, it’s not dating advice.

 

But there is a lot of competition out there. And in the crowded and confusing marketplace, how can you stand tall? How will you attract the best talent and keep their creative minds working for you?

It’s not all about salary

Maybe it’s about you being a bit creative, too!

 

Like attracts like. Put a creative stamp on your organisation and your methods, and like-minded people will be drawn to you.

Creativity brings success. An energetic and positive message gives you a competitive edge in the recruitment field.

 

So how do you keep that momentum? The answer lies in the three basic and inter-related components of your business.

 

The Environment –it’s about what you create around you

 

The nature of the working ‘world’is crucial to innovation and creativity. The best environments:

 

  • invite flexible approaches, ideas and solutions
  • encourage freedom of discussion and dissent
  • value and support individual difference
  • demand open communication
  • build confidence, autonomy and commitment – the key ingredients of creativity

 

Creative people are attracted to these settings. Creativity thrives in them, and creativity is infectious!

 

How can you communicate all this in the ‘tangibles’? Do a quick check.

 

  • How do your publications, your communications and stationery speak to your clients and prospective staff?
  • What impressions do the office layout, furnishings and décor give to visitors and interviewees?
  • What is your online presence saying about your organization? What impression do your job ads create?

 

If the good things you are doing aren’t being communicated to potential employees, think about calling in expert advice to make sure that your recruitment processes are sending the right message.

 

The Approach –it’s about showing how you stimulate and value creativity

 

If you identify and encourage creative individuals, you are making your company a place where people want to work – and stay.

 

Experience tells us that creative people appreciate:

 

  • the opportunity to havesome choice and ownership of their own projects
  • having their say, and genuinely being ‘heard’
  • the space and time for creative thought
  • variedlearning opportunities.
  • genuine feedback and encouragement
  • recognition for valuable contributions and efforts.

 

There are countless ways to fostercreative and innovative thinking among your staff.

Necessity might be the mother of invention butcreativity is often born of the unexpected.

 

Just three examples:

 

  • Ask for some ‘no limits’ ideas and, no matter how absurd it seems at first, follow one of them through to its logical conclusion and one workable idea or strategy will often come from it.Throwing things off balance from time to time can have surprising results.
  • Take a day away from everyday duties and set aside time for creative solutions to a specific problem.With no pressure and the chance to brain storm together, staff will come up with something worth pursuing.
  • How are your employees usually asked to be creative?Some studies suggest that men often perform better alone (not in meetings) while women’s creativity benefits more from divergent activities and ‘group-think’. Some have the ‘light bulb moment’ and others, quite literally, are most creative about a challenge when they can ‘sleep on it’.

 

Catering to different ways of ‘thinking and doing’ maximizes creative output.

 

When you are actively seeking staff, are you providing potential recruits with a feel for the creative culture that you are building?

Does your ‘branding’ consciously include a message about the supportive strategies you have in place?

Would your key staff refer valuable candidates to the company?

 

Some creative recruiting methods are outlined here.

 

Talk to us about other ideas.

 

The Human Factor–it’s about your leadership and example

Be the change you want to see’ – Gandhi

 

Your ability to inspire creative effort is closely connected to your own qualities.

 

  • Being creative -willing to try something new, see further, act boldly
  • Being open –clear about expectations, welcoming of fresh ideas, honest in communication
  • Beingwarm – interested and approachable, enthusiastic about effort, generous with praise

 

Are you and your hiring manager ‘making it personal’ – taking that extra step to secure the best and most creative staff, without necessarily offering a higher salary

 

Are the characteristics of a supportive environment, empowering evident in the whole recruitment process – from interview to job offer?

 

If you need it, seek some expert advice. With some creative effort of your own, you could be the go-to company for the best creative talent around.
Happy hunting!

A few extra points to consider:

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