You’re a design manager who wants to hire creative talent. How do you assess their creativity?
As a design manager in the automotive industry, you know how important it is to hire creative talent. Creativity is the ability to generate original and valuable ideas that solve problems or meet needs. But how do you assess creativity in candidates, especially when you have limited time and resources? Here are some tips to help you find and evaluate the best creative talent for your team.
The first step to assess creativity is to review the candidates' portfolios. Portfolios are collections of work samples that showcase the candidates' skills, styles, and achievements. Look for portfolios that demonstrate a variety of projects, techniques, and tools. Pay attention to how the candidates present their work, explain their design process, and articulate their goals and challenges. A good portfolio should not only show the final outcomes, but also the creative thinking and decision making behind them.
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When you're looking through portfolio after portfolio, you're not dedicating as much time to each as you should, which is why it's essential to have only the best in the portfolio. You want to see the creative criteria from the first piece, which is often the only one you see. The best approach is to send a small sample of excellence with the promise of seeing more in the interview, trying to captivate in order to reach the interview stage, which is where you really have to shine.
The second step to assess creativity is to give the candidates a creative challenge. A creative challenge is a short and specific task that tests the candidates' ability to apply their skills and knowledge to a new situation. For example, you can ask the candidates to sketch a concept car for a specific target market, scenario, or problem. A creative challenge should not have a single right answer, but rather allow for multiple solutions and perspectives. Observe how the candidates approach the challenge, generate ideas, and communicate their results.
The third step to assess creativity is to conduct a behavioral interview. A behavioral interview is a type of interview that asks the candidates to describe specific examples of how they handled past situations or projects that required creativity. For example, you can ask the candidates to tell you about a time when they had to overcome a creative block, collaborate with others on a design project, or deal with feedback or criticism. A behavioral interview should help you understand how the candidates think, act, and react in different creative contexts.
The fourth step to assess creativity is to administer a personality test. A personality test is a tool that measures the candidates' traits, preferences, and motivations that influence their creativity. For example, you can use a test like the Myers-Briggs Type Indicator (MBTI) or the Kirton Adaption-Innovation Inventory (KAI) to identify the candidates' creative styles, strengths, and challenges. A personality test should not be used to label or exclude candidates, but rather to complement and validate your other assessments.
The fifth step to assess creativity is to check the candidates' references. References are people who know the candidates well and can vouch for their work performance and behavior. For example, you can contact the candidates' former employers, clients, or colleagues to ask them about the candidates' creative skills, achievements, and challenges. A reference check should help you verify the candidates' claims, get an outside perspective, and avoid potential problems.
The sixth step to assess creativity is to evaluate the candidates' team fit. Team fit is the degree of compatibility and harmony between the candidates and your existing team members. For example, you can invite the candidates to meet your team, participate in a group activity, or share their feedback and expectations. A team fit should help you determine how the candidates will contribute to, benefit from, and adapt to your team's culture, goals, and dynamics.
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