Companies are on the hunt for talented, but finding people with the right skills and experience is difficult, according to new research from The Creative Group. As you look at your hiring plans for 2017, here's what you need to know about filling creative jobs.
Let’s say you get the green light to hire one — or even a few — people for your agency or in-house team. At first, you’re excited, but as you begin the search for top-quality job candidates, a new reality sets in. Filling those creative jobs is a lot harder than you expected.
If this scenario hits home, you’re not alone. Fifty-five percent of North American advertising and marketing executives surveyed by The Creative Group said it’s challenging to find creative talent today. (That’s up 14 points from six months ago.)
The most in-demand creative jobs
When executives were asked in which areas they plan to add staff in the first half of 2017, they reported a range of creative specialties. Web design/production, content marketing and print design/production topped the list. And when asked which areas are most difficult to fill, the top responses among executives were web design/production, content marketing and customer experience.
How to compete for top job candidates
Hiring talented and highly qualified creatives is getting harder and harder — and companies need to step up their recruiting efforts to secure the professionals they seek.
“Companies increasingly see the business value of good design and content marketing, and seek people with expertise in these areas,” says Diane Domeyer, executive director of The Creative Group. “But a continued tight labour market is making it increasingly difficult for employers to recruit qualified talent. With demand for skilled professionals outpacing supply, it’s important for hiring managers to act quickly once they identify promising candidates.”
- Create accurate and engaging job descriptions. Describe the job and its necessary skills, but also sell both the position and your workplace culture so that you attract the right candidates.
- Network at industry events to meet hard-to-find talent. Remain active on LinkedIn during your search, but don't rely solely on social media.
- Talk to a recruiter about your job openings and overall creative staffing needs. Not only are specialized recruiters in touch with active job seekers, they’re often aware of highly qualified passive candidates who aren’t necessarily looking for a new position, but could be interested if approached with the right offer.
- Streamline your hiring process. Work fast once you identify someone who’d be a great fit for the job and your company. It's not uncommon for candidates with in-demand skills to field multiple job offers. Competing creative firms can swoop in when you drag your feet.
- Don’t overlook your favorite freelancers. If you have a great relationship with a top-notch project professional, don't overlook the obvious. That amazing freelance design wiz or copywriting pro working in your office might be open to full-time employment if you have an attractive career opportunity.
- Stay competitive with other firms and in-house departments. Offer above-average starting salaries, appealing perks and benefits, and ample career development opportunities. (Check out our Salary Calculator for Canadian compensation data customized by job title and location.