When it comes to hiring creatives, you also have to consider personalities. Hiring the right designer with the wrong interpersonal skill could shake up the whole team for the wrong reasons. Creatives have usually very big identities, and as part of a group they all need to feel they have a special place. Most people like people who are similar to themself. That’s why you see best buddies being so similar, or meeting someone’s circle of friends and noticing the same expressions and mannerisms amongst them. Aim for a similar dynamic when building a team. A gang that can discuss serious topics and collaborate on finding solutions, all comfortable and trusting to openly share their views and ideas between each other. A gang that throws disses at each other and laughs together over a pint after a tough week at work. A gang that compliments each other and makes it all happen, together.
When filling an open role with external hires, the whole team is walking around wondering what kind of person you will pick. They all will be judging your ability to recruit based on how they will feel around this new person.
When filling an open role with external hires, the whole team is walking around wondering what kind of person you will pick. They all will be judging your ability to recruit based on how they will feel around this new person. If they feel good around the new starter, they will think you’ve made a good choice. On the other hand, if you sign an egocentric hot-shot designer with the hottest client list but insults someone in every meeting, they will think you have no idea what you are doing. Having a happy team is priceless. And people are happy when they work with people they get along with.
During the interview it is vital for you to get to know the real person behind the facade. The soul behind the name, the guy or gal behind the CV. Spend the first ⅔ of the interview speaking about the role and their experience and how they can contribute to the team with their skills. If they tick all those boxes and seem to be talking a good talk, take some time to ask them some random questions that give you a view into how their mind works.
How do you deal with conflict?
Ideally you want them to speak about a situation from a professional environment. If they are graduates, they might have an example from university.
Have you ever broken someone’s trust and how did you restore it?
Specify that it doesn’t have to be work related, but could have occured with friends or family.
Name your 3 favourite movies?
This is a really good one because movie genres can tell you a lot about a person. If they name a bunch of comedies, you can tell they like a good laugh. Now if they’re into psychological thrillers, they might be more complex folk.
And finally, my personal favourite:
If you could host a dinner party and chat through the night with five famous people, who would you invite?
Most people get really thrown off initially but always manage to pull together their guest for the night. If any names are more unusual or unexpected, ask them why they’ve chosen them. It usually opens up wider conversations about their interests and hobbies. If some of these match some of the other team members, you’re onto a winner.
You should be close enough to your team to feel which candidate will fit in. Choose the one who will blend in the easiest, but still can deliver a heck of a job at the end of the day. Avoid anyone who has a different vibe and could cause disruptions within the team. Now you never know a person fully after a couple of interviews, but I’ve come to learn that our gut usually gets it right. Ask the right questions and listen out for any warning signals, your gut will tell you when you got the right one.
How I usually look when I interview people :)