Are you hesitating to outsource or hire new team members because finding qualified candidates, interviewing them, and onboarding them seems daunting? If so, this article is for you.
It's true that the hiring process can be overwhelming, but with the right blueprint and mindset, it can be done calmly and easily. A streamlined process can also help you find suitable candidates quickly and efficiently.
Over the years of working with large and small design firms, I've seen what works and what doesn't when it comes to hiring. Here is the five-step outline I follow when helping architects and interior designers build their teams.
Step 1: Set your new hire up for success
Set your new hire up for success by defining their role, responsibilities, and expectations. Define your core values so you can look for like-minded candidates and ensure they fit with your culture.
Then, move to define what they need to know to get started.
Imagine getting hired for your dream role only to find out there are no instructions or tools for doing your job. It would be so discouraging! Consider what you want them to do in the first week or two, and start documenting those processes.Â
Step 2: How to find your candidates
To find the right candidates, use your website to host the job description and create an application form to collect resumes and portfolios. These two things will keep you organized in hiring and help you avoid paying fees to host the job on third-party platforms.
I recommend using Jotform or Google Forms because both are user-friendly, drag-and-drop online form builders that offer the perfect platform for your design business. Note: If you already use Dubsado as your client relationship management tool.
With Jotform's ease of use, you can effortlessly customize one of its templates to match your branding and design aesthetic. Then, you can embed your online employment application form in seconds or share it with a link to find ideal candidates today.
Next, notify your contacts and community. Be sure to leverage your social media and contacts! Let your contacts, such as vendors, fans, and friends, help you share the news.
Listen to your intuition that you need to hire and do it confidently with my support - Kirstin Brenders
Step 3: Sort through the candidates
Sort through the applicants by reviewing resumes, portfolios, and cover letters to identify the most qualified candidates.
The beauty of using an application form is that it allows you to easily export all the answers into a spreadsheet to evaluate each candidate.
Step 4: The interviews
Now, you are ready for the interview process. Leave your biases behind in the interview process. You might find the candidate you like
most on paper is not the right fit.
You won't know for sure unless you keep an open mind with everyone you interview.
Use an interview script and be consistent in each interview. Listen to and trust your gut.
Following the interview, ask each successful candidate to take an assessment. For some architects and designers, DiSC personality tests are essential. For others, they want to see if candidates can complete simple tasks associated with the role.
Step 5: The onboarding process
Cue the confetti! This is the moment when you and your business receive the necessary support! Having completed all the necessary steps, you are now prepared to extend an offer and smoothly onboard them!
In this step, you are going to share an offer letter with a clear start date, the hourly or salary
amount, and benefits. Your onboarding packet can be a Canva doc, a dashboard, or a series of tasks in your PM tool. Provide them access to Google Drive (or a similar tool), Studio Designer or Programa (or a similar tool), Canva, Asana, and other supporting tools.
Once you feel comfortable with the newest addition to your team, it's a great idea to introduce and celebrate them on social media platforms. Crafting a thoughtful and engaging post to announce your new team member can help build excitement and foster a positive connection with your audience. Consider highlighting their background, expertise, and unique qualities that make them valuable to your team.
In addition to social media, update your company website with a detailed biography of the new team member. This will help visitors learn more about the individual and add a personal touch to your online presence. Including information such as their professional journey, interests, and contributions to the team can provide a comprehensive overview for anyone interested in getting to know your organization better.
Pro Tip: Make Loom tutorials on how to use certain tools in advance. This ensures your time is spent on critical tasks and not spent teaching tools or software in the first week. - Kirstin Brenders
In summary
Following this five-step blueprint, you can streamline your hiring process and find the best candidates for your business without wasting time! Download the complete Hire by Design guide to learn more of my pro tips for each step.
Don't let your hesitation in hiring (or outsourcing) stop you from achieving your goals.
I hope these time-saving tips help you hire your next dream team member! If you have any questions or need further assistance, please don't hesitate to contact me here. I'm always here to equip creatives like you with the tools and support to grow your business.
Hey there- if we haven’t had a chance to meet yet, I’m Kirstin, a former corporate gal turned small business owner who helps designers lead profitable and fulfilling businesses without burnout.
Come hang out with me on Instagram! @kirstinbrenders.co
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