Wendy Waters
by Wendy Waters
Mon Mar 23rd 2009 at 9:00am UTC

Contradictions in Corporate Creativity Recruiting

As creativity becomes increasingly important to all jobs, existing corporate recruiting and management processes face challenges. Some of these were documented recently by the Conference Board in “Changing Attitudes to Work – What Should HR Do.“  (Subscription may be required to view.)

First, some numbers about employer attitudes and approaches to hiring for creativity:

  • 97 percent of American employers agree that “creativity is increasingly important in U.S. workplaces.”
  • 72 percent say that hiring creative people is a primary concern.
  • 85 percent of employers who seek creative employees state they struggle to find them.
  • 25 percent assess creativity from interviewees appearances.
  • Less than 20 percent use profile tests to identify creativity.

From the above, it seems that many companies appear lost when it comes to an approach to finding the types of employees they want.

The ways that creative people often want or need to work sometimes challenge traditional HR practices.

  • 75 percent of junior to mid-level staff use social networking tools while most senior leaders have never done so and are concerned about privacy.
  • Younger people appear to be more entrepreneurial, interested in starting their own ventures at some point. This leaves some HR professionals concerned about hiring them, wanting “lifers,” but in making this preference they may be rejecting some incredibly driven and talented people from contributing to their company.
  • Many talented younger people are not interested in the traditional hierarchy of career paths within a company. Creative people often want flexibility, whether to balance work-home life or shift laterally within the company to learn new skills.

What do you think of these stats? Do you feel like you fit in at your workplace as a creative?

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