Despite an unemployment rate of 9% [PM1] (http://www.bls.gov), it’s quickly becoming a candidate-driven market again in the Creative niche. During the peak of the recession, many stellar Creatives settled for positions that were less than ideal, and they are now beginning to be able to pick and choose again when deciding where they will commit to working.
For this reason, it’s smart to make sure your company is one that will be at the top of their list. Since I’ve been interviewing and placing Creatives since 2007, a few key desires have stood out across the board. Check out the list below and see how your company matches up. It may be time to re-evaluate some internal policies or cultural standards so you can compete with the other employers out there that value strong Creative!
- Flexibility for Telecommuting
There’s nothing more frustrating than having to crank out 5 great copy concepts for a new banner ad in a busy, crowded office with constant interruptions. Employees strongly value the option to work-from-home on occasion, not only because they can be more productive, but also because it shows them you trust them to get it done with little supervision—something that goes a long way in employee performance!
- A Culture that Understands the Importance of Marketing and Creative
Make sure your company doesn’t just have a Marketing department because, well, you know you have to. It’s surprising how often I hear that a great employee is looking for something new because their Marketing department is “undervalued.”
- Consistent Feedback
This is relevant to any industry. Employees that constantly wonder where they stand are much less likely to stick around. Your best employee may have no idea how much you appreciate them without a formal evaluation process. Try to apply this to contractual staffers as well, so they don’t feel left out and they’re likely to stay with you longer-term.
- It’s All About the Project.
Employees are more focused on the project they are working on, than what title that comes with it. Seeing the project lifecycle from start to finish, and continuing to work after the launch to test, report, and test again, creates a devoted employee. Involving your employee from start to finish allows them to be engaged and creates a genuine willingness to drive optimal results.
Author Name – Janna Haley
Title – Account Manager
Location – Richmond, VA
Twitter – @ProfilesJanna
Byline – Janna has four years of recruiting experience with Profiles and loves working within the ever-evolving niche of Marketing and Advertising. When she isn’t seeking out the latest and greatest in the field, she enjoys experimenting at the piano, cuddling with her crazy dog, and tasting new food and wine.
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