In today’s interior design industry, there’s not enough talent to travel around. Companies are continuing to appear for highly-qualified candidates, most of whom don’t seem to be on active job seeking. So, for interior design recruiters, attracting good candidates has become more important than ever. Having worked with talented designers, I understand what works and what doesn’t.
Here are the highest 3 tips for attracting candidates within the interior design industry.
EXPEDITE THE HIRING PROCESS
Since top interior design talent is in such demand, you ought to be prepared to travel through the method quickly. Good candidates are likely to apply to many places, not just together with your company. If you accept CVs for weeks without gazing at them or launching the interview phase of the method, you would possibly find a number of the simplest candidates aren’t any longer available.
Hoping to seek out the “perfect candidate,” you might choose to sit on a stack of CVs so you’ve got more options. This practice is kind of common among design firms, in fact. While indeed this might offer more selection, it also runs the chance of getting the alternative effect. By waiting too long, you’ll exclude yourself from the running altogether.
Another thing to stay in mind regarding the hiring process may be a stable timeframe. Once you recognize what your process is going to be and the way long it’ll take, stick with it. You’ll thank yourself later once you don’t have complications arise from a delayed hiring process. Your candidates will thank you for adhering to a schedule. If you provide a timeframe to a candidate then take longer than they expect, it’ll frustrate them and might turn them away.
Shouldn’t be limited to the schedule, either, is good communication with candidates. In every step of the method, you must aim to be as transparent as possible. Don’t be cagey about salary and benefits and make their expected job duties clear. Talented designers are scooped up quickly, and most of them prefer candor from prospective employers.
DO SOME RESEARCH
Before sitting down for the interview, take it slow to essentially read over the CV. Look the candidate abreast of LinkedIn, or peruse the other links they will have shared in their application, sort of a portfolio website. You’ll bet the applicant has done their research on your company – you a minimum of owing them the identical courtesy.
If you’re aware of their work and have some basic details about them, it’ll make a far more engaging interview. Rather than only emphasizing how your company will benefit them, you’ll discuss how their talent may gain an advantage for you. Qualified designers are alert to their value and can be over-happy to talk about their work with you.
You shouldn’t only research the candidate, though. Evaluating your own brand and online presence would be prudent before you begin the recruitment process. rummage around for your company online and see what comes up – is your website easy to find? Is your website navigable and professional-looking? Candidates are far more likely to use along with your firm if they’ll find info about you.
OFFER FAIR SALARY AND BENEFITS
A final tip for attracting the highest interior design job applicants could be a sensitive one – salary. One reason firms lose out on good candidates is because of under offers. Remember, top designers, know what they’re worth. And in a very high-demand market just like the one we see today, they’re in a very better position to barter. If you merely can’t afford what they’re asking, then you can’t afford it. But many firms under offer although they need an outsized enough budget to accommodate the candidate’s asking salary. Job applicants may be turned away by this.
What also makes a difference in attracting top talent is the benefits package you offer. Many workers today are searching for a more harmonious work-life balance, so healthcare and pension initiatives make companies more appealing. Play up other benefits which may be specific to your firm moreover. If you have got catered lunches every Friday, cycle to figure schemes, or company retreats, mention these within the interview. Details like these will make your firm stand out and appear more enticing.