Demand for designers is at peak levels and making for a tough recruiting environment, especially when your team doesn't have the means or prestige of a bigger or more-storied operation to attract creative candidates.

However, smaller companies can often offer other advantages that may be appealing to creative employees, such as greater flexibility, more opportunities for creative control and collaboration, a more intimate and supportive work environment, and a stronger sense of purpose and mission. Additionally, smaller companies may offer more opportunities for growth and advancement, as well as the chance to work on a wider variety of projects.

It's important for small companies to communicate these advantages to potential employees, and to create a workplace culture that fosters creativity, innovation, and collaboration. By doing so you can attract and retain talented employees who are passionate about their work and committed to the company's mission.

Step One: Define your Creative Culture

Let's break down three of these key components of a small team's pitch to creative candidates.

Creative Control For many creative employees, having creative control over their work is essential to their job satisfaction. This means having the freedom to express their ideas and creativity, to experiment with new approaches, and to make decisions about the direction of their projects. This can be challenging in larger companies, where there may be more layers of management and bureaucracy that can limit creative freedom. Smaller companies, on the other hand, may be able to offer more opportunities for creative control, as there may be fewer layers of management and a more collaborative and open work environment.

Collaboration with Skilled and Experienced Colleagues Collaboration with skilled and experienced colleagues can be highly motivating for creative employees, as it provides opportunities to learn, grow, and improve their skills. This can be especially important in creative fields where there is a high degree of specialization and expertise required. In larger companies, there may be more opportunities for collaboration, as there are more employees and more diverse areas of expertise. However, smaller companies may also be able to offer valuable collaboration opportunities, as they may have a tight-knit team of skilled and experienced employees who are passionate about their work.

Matching their Passion with a Positive Company Mission For many creative employees, working for a company that has a positive mission or purpose is important. They want to feel that their work is making a difference in the world and contributing to a larger cause. In larger companies, it can be challenging to feel a strong connection to the company's mission, as there may be a greater emphasis on profits and shareholder value. Smaller companies, on the other hand, may be able to offer a more personal connection to their mission, as they may be more focused on a specific cause or set of values. This can help creative employees feel more engaged and motivated in their work, and can also help attract talent who are passionate about the same mission or values.

Follow that formula to extract specific examples of what your creative team can offer a prospective designer. Mix and match to suit your operation's strengths.

Step Two: Lead with your Creative Culture

Once you have your custom proposition you'll need to keep it centered and clear to a candidate throughout all the stages of the hiring process:

While Advertising the Role When advertising a job opening, make the benefits of creative control clear by emphasizing the opportunity for employees to take ownership of their work and be part of a collaborative, innovative team. Go from the general, such as "We're looking for someone who is passionate about bringing their own creative ideas to the table and working collaboratively with a team of skilled professionals" all the way to the specific: "In this role you will be responsible for the developing the design intent of {project/s}."

Presenting Company Values on Your Website When presenting your company's background on your website highlight the company's mission and values to demonstrate how they match the candidate's passions. It is ok to start with statements such as "We're dedicated to using our creativity to make a positive impact on the world" but you need to get specific to connect ... "Our team centers {a particular skill, or method} in every development cycle."

Within a Job Posting for a Particular Position When creating a job posting for a particular position, make it clear that the company values collaboration and emphasize the skill and experience of current staff. Mention the opportunities for professional development and growth, as well as the closeness afforded by your team's small size. A starter statement might be, for example: "We're looking for someone who is excited to work alongside the team who developed {example project} and learn from their expertise."

In the Process of Interviewing During the interview process, highlight your company's culture of collaboration, creative control, and mission-driven work by asking questions that allow candidates to discuss their own experiences and values. For example, you might ask "What creative projects have you worked on in the past where you felt like you had a lot of control over the direction of the work?" or "What motivates you in your work, and how do you see our company's mission aligning with your own values?"

When you weave the magic formula throughout the process it enables candidates to start connecting with all your team has to offer. As they progressively understand the opportunity candidates see how their own passions and values align with your small team's culture and mission, and can help them envision themselves as part of the team. It is this connection that makes your small organization competitive against even the most enticing creative employers.

Post a design job today at Coroflot and get started on filling your creative positions.

Photos: Priscilla Du Preez

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