Comments on: Recruitment Musings http://www.crackunit.com/2007/08/03/recruitment-musings/ iain tait's blog about things Fri, 12 Mar 2010 07:55:35 -0800 hourly 1 By: Duncan Macdonald http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-19132 Duncan Macdonald Tue, 22 Apr 2008 13:18:40 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-19132 I'm not trying to bring you down, this was a good article, but part of the reason I stayed well away from any agencies in my area(Central Scotland), was because they seemed to be run by halfwits. The amount of times that I heard that "talent is a dirty word" only to see useless bimbos hired instead of skilled, intelligent creatives was enough to turn me off, even before various bad experiences. Add to that the idea and practice that creatives can ONLY work in teams, sorry, but I guarantee I'm a more skilled copywriter AND art director than 3/4 of the teams working today. Also the fact that, well, maybe it's just me, but this is basic stuff. The idea that someone has to be told implicitly that "hiring talented, intelligent people, and not treating them like shit" might be a better way to get results, is something I wish was beyond me. My experiences in the industry however cement the fact in my mind, that the creative industries are largely populated by idiots. At least you yourself can see what it is you actually need, as opposed to following some dumb industry standard. Apologies for the rant, I'm hoping you see where I'm coming from and that it's not directed at yourself. And good luck! I’m not trying to bring you down, this was a good article, but part of the reason I stayed well away from any agencies in my area(Central Scotland), was because they seemed to be run by halfwits.

The amount of times that I heard that “talent is a dirty word” only to see useless bimbos hired instead of skilled, intelligent creatives was enough to turn me off, even before various bad experiences. Add to that the idea and practice that creatives can ONLY work in teams, sorry, but I guarantee I’m a more skilled copywriter AND art director than 3/4 of the teams working today.

Also the fact that, well, maybe it’s just me, but this is basic stuff.
The idea that someone has to be told implicitly that “hiring talented, intelligent people, and not treating them like shit” might be a better way to get results, is something I wish was beyond me.

My experiences in the industry however cement the fact in my mind, that the creative industries are largely populated by idiots.

At least you yourself can see what it is you actually need, as opposed to following some dumb industry standard.

Apologies for the rant, I’m hoping you see where I’m coming from and that it’s not directed at yourself. And good luck!

]]> By: Shop floor thinking. Are you missing out? http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-12891 Shop floor thinking. Are you missing out? Sat, 26 Jan 2008 17:57:26 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-12891 [...] business, and particularly in the creative / small business sector you should be looking out for mini CEO’s [...] [...] business, and particularly in the creative / small business sector you should be looking out for mini CEO’s [...]

]]> By: sean http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4154 sean Thu, 09 Aug 2007 15:00:07 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4154 "living the life that they want, on their terms". Didn't we get that brief from Orange? “living the life that they want, on their terms”. Didn’t we get that brief from Orange?

]]> By: What’s the New York Times up to? » House of Naked http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4144 What’s the New York Times up to? » House of Naked Wed, 08 Aug 2007 15:17:10 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4144 [...] world at the moment. People are creating powerful personal brands on the back of their employer. Iain pointed out a similar trend in the agency world: “all of the really good people seem to have their own game going on. They’ve either [...] [...] world at the moment. People are creating powerful personal brands on the back of their employer. Iain pointed out a similar trend in the agency world: “all of the really good people seem to have their own game going on. They’ve either [...]

]]> By: James PP http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4133 James PP Tue, 07 Aug 2007 22:02:44 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4133 You are spot on with this approach Iain. I think it is the ONLY way to recruit proper level senior staff if you want really good people with solid experience. An interesting discussion that I hear frequently from top-notch freelancers (mainly tech , but also Creative and Client-side big hitters) who have been doing the rounds for years is that they get to see the REAL workings of agencies from contracting, warts and all. The big boys in the industry rely upon a polished PR presence and numerous trade press ass-kissing sessions to retain their external 'we're great' profile, but the freelancers see it how it is (good and bad) and then they tell all their industry and recruitment friends how it was and why they would (or usually wouldn't) work their fulltime . If you are a nice , freelancer and people-friendly agency then this works in your favour because they spread the positive word and then you can offer those freelancers that contract with you more attractive , commercially-appealing options such as equity in an established company and the opportunity to truly have a vital say in the running of a company which they already have a good, balanced experience of working within. That is what we are doing currently and it seems to be working. Even some of the most ardent 'I'd never go and work in an agency again with all that politics and shit' freelancers in the right environment can be tempted when they can have a say and shape something big without the complete responsibility of running their own agency. Then there's the money....and this is where sensible equity shares (i.e. not vanity or group company smokescreen shares) become valuable currency at this level. I don't see a way round it in the current employment market where talent can walk anywhere if it isn't cherished. You are spot on with this approach Iain. I think it is the ONLY way to recruit proper level senior staff if you want really good people with solid experience. An interesting discussion that I hear frequently from top-notch freelancers (mainly tech , but also Creative and Client-side big hitters) who have been doing the rounds for years is that they get to see the REAL workings of agencies from contracting, warts and all. The big boys in the industry rely upon a polished PR presence and numerous trade press ass-kissing sessions to retain their external ‘we’re great’ profile, but the freelancers see it how it is (good and bad) and then they tell all their industry and recruitment friends how it was and why they would (or usually wouldn’t) work their fulltime . If you are a nice , freelancer and people-friendly agency then this works in your favour because they spread the positive word and then you can offer those freelancers that contract with you more attractive , commercially-appealing options such as equity in an established company and the opportunity to truly have a vital say in the running of a company which they already have a good, balanced experience of working within. That is what we are doing currently and it seems to be working. Even some of the most ardent ‘I’d never go and work in an agency again with all that politics and shit’ freelancers in the right environment can be tempted when they can have a say and shape something big without the complete responsibility of running their own agency. Then there’s the money….and this is where sensible equity shares (i.e. not vanity or group company smokescreen shares) become valuable currency at this level. I don’t see a way round it in the current employment market where talent can walk anywhere if it isn’t cherished.

]]> By: Mike http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4117 Mike Mon, 06 Aug 2007 17:15:06 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4117 I think what happened in the last crash has a direct impact on recruitment for these kinds of people. A part of what you're after is experience, and that naturally comes with time. If the industry had been on a steady growth path then you'd expect to see quite a few people knocking about with 7-10 years experience at this point. Instead there was a big pinch, with people moving back to their previous industry (b2c - back to consulting), or scratting around trying to keep their hands on any kind of a job. I just don't think there are that many people around who fit the profile. Partner up with a building society, what you want is creative-CEO types with a big mortgage. For them stability is key... I think what happened in the last crash has a direct impact on recruitment for these kinds of people. A part of what you’re after is experience, and that naturally comes with time.

If the industry had been on a steady growth path then you’d expect to see quite a few people knocking about with 7-10 years experience at this point. Instead there was a big pinch, with people moving back to their previous industry (b2c – back to consulting), or scratting around trying to keep their hands on any kind of a job. I just don’t think there are that many people around who fit the profile.

Partner up with a building society, what you want is creative-CEO types with a big mortgage. For them stability is key…

]]> By: Michael http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4116 Michael Mon, 06 Aug 2007 15:21:46 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4116 The following article is not quite Design recruitment but an interesting insight to the mighty Google and it's recruitment process:- http://www.forbes.com/home/technology/2007/08/02/recruiting-silicon-valley-tech-cx_bc_0803talent.html Cheers Michael The following article is not quite Design recruitment but an interesting insight to the mighty Google and it’s recruitment process:-

http://www.forbes.com/home/technology/2007/08/02/recruiting-silicon-valley-tech-cx_bc_0803talent.html

Cheers

Michael

]]> By: Warren Black http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4113 Warren Black Mon, 06 Aug 2007 13:42:09 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4113 Interesting Post. I'd probably be the 'mini-ceo' type you'd be looking for - having run my own web studio for over 6 years (and working 'on the web' for 10). Having had staff, I now am scaled back to just me, doing everything. Lately, I've been thinking how I'd much rather work for a really good digital agency, such as Poke, Preloaded, Digit or some-such, where I would have like-minded collaborators, decent, meaty projects, and someone else to do the client handling/quotes/invoicing etc. I'd love to apply to Poke, but I don't want to work in London (been there, done that). Unfortunately, most of the top agencies seem to be based there. I wonder if location has anything to do with getting experienced people? Sure, youngsters out of college will love the 'glamour' of Shoreditch, but a mid-thirties, wife and kids type like myself may be put off? What I'd like to know is, whatever happened to the 'teleworking' dream I was promised by BT adverts about 5 years ago? Where I could work for any big company remotely, from my house anywhere in the country, and saving the planet by not commuting into the bargain? This was supposed to be the future... ;) Interesting Post. I’d probably be the ‘mini-ceo’ type you’d be looking for – having run my own web studio for over 6 years (and working ‘on the web’ for 10). Having had staff, I now am scaled back to just me, doing everything.

Lately, I’ve been thinking how I’d much rather work for a really good digital agency, such as Poke, Preloaded, Digit or some-such, where I would have like-minded collaborators, decent, meaty projects, and someone else to do the client handling/quotes/invoicing etc. I’d love to apply to Poke, but I don’t want to work in London (been there, done that). Unfortunately, most of the top agencies seem to be based there.

I wonder if location has anything to do with getting experienced people? Sure, youngsters out of college will love the ‘glamour’ of Shoreditch, but a mid-thirties, wife and kids type like myself may be put off?

What I’d like to know is, whatever happened to the ‘teleworking’ dream I was promised by BT adverts about 5 years ago? Where I could work for any big company remotely, from my house anywhere in the country, and saving the planet by not commuting into the bargain? This was supposed to be the future… ;)

]]> By: Adam Crowe - links for 2007-08-05 http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4105 Adam Crowe - links for 2007-08-05 Sun, 05 Aug 2007 00:34:30 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4105 [...] iain tait - Recruitment Musings “all of the really good people seem to have their own game going on. They’ve either started their own small companies, or they’re freelancing and living the life that they want, on their terms.” (tags: work agency career freelance entrepreneurship recruitment skills businessmodel immateriallabour backlash) [...] [...] iain tait – Recruitment Musings “all of the really good people seem to have their own game going on. They’ve either started their own small companies, or they’re freelancing and living the life that they want, on their terms.” (tags: work agency career freelance entrepreneurship recruitment skills businessmodel immateriallabour backlash) [...]

]]> By: john http://www.crackunit.com/2007/08/03/recruitment-musings/comment-page-1/#comment-4104 john Sat, 04 Aug 2007 18:29:58 +0000 http://www.crackunit.com/2007/08/03/recruitment-musings/#comment-4104 Solution: Offering 'mini-ceo' type people shares in the company. Solution: Offering ‘mini-ceo’ type people shares in the company.

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