How to build a Creative Team fast that keeps up with the changing creative requirements!


Finding Creative talent is a talent itself

Hiring takes an inordinate amount of time. And as far as creative marketing companies are concerned, this hiring cycle is never-ending for them. It’s certainly a challenge to search out creative resources, hire and train them — make a top-notch creative team or a creative powerhouse of your own with effective strategies. The whole hiring process is quite time-consuming and can cost a large sum. On the other hand, mistakes in hiring can even cost more. Researchers at the Berkeley University of California estimate that a single professional replacement is able to cost a business as much as seven thousand dollars in the long run (source).

Now to avoid making such costly mistakes, a lot of creative agencies nowadays opt for fast-tracking the hiring process by planning and simplifying it. Sumit Rampal, Creative Director at Express KCS has honed this strategy based on his experience of hiring several creative professionals all through his career. He works closely with the HR team to learn, unlearn, adapt and improve hiring processes, helping the company recruit the best talent for our creative teams in the least possible time. Below are some of the key learnings from this ever adapting hiring process.

It’s always a collaborative effort!

As, your new recruit is not going to be an astronaut by any chance, who has to work in a vacuum!


From the beginning itself, all the parties involved in the hiring process should be made aware of their roles and associated deliverables. Clients, both external and internal, can also be involved if required. Having a panel of interviewers from different aspects of your business allows the assessment of each candidate in a better way, which eventually raises the possibility of hiring the most appropriate candidate.

It’s vital to invest time to clearly outline what your organization wants out of your new hires. Here are some ways you can help everybody in the team get focused.

  • Have a clear description of the kind of personality and skill sets you are looking for. A clear description paints a picture of what the role demands, so you are able to find the exact talent eager to jump into the challenges of the role.

  • Finalize the hiring criteria — although the assessment may vary depending on the job role but there should be a clearly defined benchmark to evaluate candidates that not only includes creative skills but should also match organizational values.

  • Define your budget and timeline. A planned hiring process comes with a timeline as being too laid back or slow can cost your company in the end.

Implementing these steps might help you to be transparent with your candidates and keep your internal teams aligned throughout the hiring process.

Erin Engstrom also enlightens in her RecruiterBox blog article "6 Ways to Remove Hiring Bias from the Recruitment Process" about how collaborative hiring is such a fruitful practice in the recruiting process.

Recruiting strategies to overcome the hiring obstacles smoothly


Leverage employee referrals

Your existing employees are your best source of finding the best of talent. If you look at this way, they are the ones employed by you, so, what other better way to make a network? To get a more deep understanding of this point. We recommend a read of Laszlo Bock’s book ‘Work Rules’, where he shares the secret behind Google's recruitment success.

Google came up with their "self-replicating hiring machine" via various rounds of experiments and failures, however, just like any great accomplishment, it started with this one step. Technically, Google has turned their every employee into a recruiter by soliciting referrals.

Leverage technology

Technology can cut down manual intervention significantly, by enabling automation to source prospective employees. Internet job websites, Internet job boards as well as an array of online tools analyse the various metrics, ensuring maximum output with minimal manual efforts.

Tools like Google forms can help you in configuring a unique job application, customized according to job specifics, which can be edited whenever required. Tools like Predictive Index can further help you create behavioral assessment tests that help you garner candidates that are a great fit to the company culture. Also, social media and other online tools can be used to find the right talent.

Qualities to look for in prospective hires

Tip - Don’t just hire skills, hire entrepreneurial mindsets

  • First and foremost the Portfolio. A portfolio is like a calling card for a creative person. It can tell you to an extent of the variety of work and clients the candidate has worked with. People with a variety of work in their portfolio are sometimes the ones who can actually contribute to making a difference to the company, by enhancing the value of it’s offered services.

  • Personality and leadership skills.

Now, it might sound funny but it’s a fact that recruitment is very much like dating, where a person who matches your criteria level might not be the person you’re looking for. So, even if the candidates are proficient in their skills, still you have to look into the fact that they are culture fit or not? Are they team players? Do they have an approach to blast off your business into orbit?

Positive attitude, enthusiasm to learn and the specialized skills makes a candidate a good fit.

Hire confidently, train fast and ramp up faster

  • Don‘t just get stuck with “let’s see who else is out there to match our criteria” trap, as good candidates will get snapped up very quickly. Though, staying disciplined is equally required for a sound recruitment process, avoiding hiring mistakes and achieving better recruitment ratios.

  • Embrace training culture to help your hires learn and grow. To a large extent, it is also the best way to retain a candidate.

Keep learning and keep updating

Last but not the least, it’s imperative to keep on revising the hiring process by taking feedback from candidates as well as interviewers. A feedback process should also be followed by using surveys and opinion polls — anonymous surveys might get you the truth. We hope our learnings in the hiring process will somehow help you too in fast-tracking your recruitment process and come up with an effective creative team in no time.

So, what’s your take? Share your thoughts by writing to us at