Let's Dive into the Details...
Part I: Defining The Designer You Want to Hire
Week 1: The New Hire Thank You Note
- Travel into the future and describe the new hire’s first year.
- Identify your new designer’s initial accomplishments.
- Get your entire team on board with who you need to hire and why.
Week 2: The Performance Profile
- Craft your detailed description of the new designer’s first year objectives.
- Attain team alignment on what you’re hiring the new designer to accomplish.
- Decide whether you’re ‘hiring for hands’ or ‘hiring for brains.’
Week 3: The Assessment Criteria
- Determine what skills, knowledge, and experience you’re looking for in your ideal candidate.
- Help recruiters and interviewers objectively measure each candidate’s fit.
- Get to an offer faster.
Part II: The Designer Interview Process
Week 4: The Job Ad, Initial Candidate Screening, and Delightful Rejections
- Attract highly-qualified job applicants with an ad based on what the will designer do once hired.
- Prioritize applicants with details that go beyond what’s in their résumé and portfolio.
- Get thanks from applicants who are thrilled to have participated, even when they’re rejected.
Week 5: Breadth and Depth Interviews
- Use breadth interviews to identify if a candidate has the potential to explore further.
- Explore each candidate’s comparable experience using detailed depth interviews.
Create detailed interview guides that ensure interviewers collect the necessary evidence
Week 6: The Project, Panel Interviews, and Reference Checks
- Evaluate how the top candidates will perform by assigning them a take-home project.
- Make interviewers more efficient using multiple interview topic lenses.
- Uncover details about top candidates only previous employers can tell you.
Part III: Preparing for the Future
Week 7: Building the Candidate Pipeline, Passive Recruiting, and Hiring Contractors or Vendors
- Open up a constant stream of future candidates to help build out your team.
- Make highly-qualified designers envious by sharing your team’s great work.
- Extend the hiring practice to identifying highly-capable vendors and contractors.
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