Blog > Team Building > Behind Designity’s Creative Vetting Process

Behind Designity’s Creative Vetting Process

August 25, 2022
·
4
min read

When it comes to finding qualified and talented candidates, it can be a nightmare. All that time spent reading resumes, portfolios, and cover letters–just to feel like you haven’t made much progress. Creativity is subjective, so nailing down a star isn’t a one-and-done job. 

Oftentimes then not, this traditional method of hiring isn’t all that great for creatives or employers. The harsh reality of the creative industry is that there isn’t a whole lot of opportunity for creatives, but a lot of creative options for companies; it’s not always an equal playing field.

At Designity, we’ve redesigned the creative hiring process with all of this in mind. No resumes or cover letters, just newfound authentic methods of discovering talent. More importantly, higher educational backgrounds don’t matter either. 

To better play an ethical role in the space, Designity’s vetting process is designed to benefit both parties, pushing for a more equal and fair creative partnership. In efforts to back up the five-star creativity we deliver, we accept an average of 5% of candidates.

Part of being exclusively inclusive is also being picky with who we welcome to our team. Here’s what’s done behind the scenes to build the creative community we're so proud of.

Traditional means of screening are no longer.

Creative work as a transaction is simple. Clients want talented creatives and creatives want the opportunity to be seen and heard. In most cases, resumes and cover letters do applicants some injustice, considering creative work is hard to showcase in a word doc.

To add to this, many companies look for renowned universities and years of experience without evaluating skills and talent first. The result? Rushed decisions that could mean missing out big time later on. Plus, who could possibly fit their entire creative mind and talent in a one-pager? 

Creative portfolios are just a door. 

Like resumes, portfolios aren’t always clear or at times, even real. On the other hand, some creatives just aren’t all that great at polishing a portfolio–both scenarios exist.

 

While most employers take portfolios for face value, we use them as an introductory entrance. They often leave unanswered questions like when the work was created, by who, for who, and how. Likely to be answered in an interview, these questions don’t often get the chance. 

When employers rely on portfolios, candidates might not even get the chance to explain themselves. That’s why we use them as a door to enter from, but don’t use them to determine the outcome or fate of a candidate.

We put real eyes on every application.

As application numbers continue to increase along with job opportunities, companies have resorted to AI tools as a means of filtering. This means that resumes are scanned for specific keywords that determine the compatibility of an applicant.

Designity combats this obvious inequality by putting real eyes on every submission–no matter the role. No robot screening–just real human eyes that check every link, word, and detail. Seemingly time-consuming, taking a few extra minutes goes a long way–for us and creatives.

Experience is a reference, not everything.

Positions are general and rolling, meaning there are no levels specified such as in traditional job postings. Designity hires creatives for three hierarchal levels: emerging, senior, and pro. This allows candidates from all experiences the chance to be seen.

The idea behind this method is that every situation is different and creatives deserve the chance to be evaluated on their own circumstance. And with the help of challenge projects, they can better show off their strengths in a similar working environment. 

Creativity is a subjective world, and people shine brightly when given the chance to do so. Working with clients requires flexibility and an imaginative mind, so challenge projects are proven to help employers better see talent beyond a portfolio. 

With no restrictions on what the end result should look like, applicants have the opportunity to put their best foot forward–however that looks to them. This allows true expression to shine through, with all applicants receiving the same project for fairness.

 

Both hard and soft skills count.

Your attitude and performance in a remote environment matter the most these days. In order to offer the seamless collaboration experience we promote, there are a few values that applicants should meet to ensure we’re compatible.

It’s not always about the skills, especially when there’s room to learn. One could be highly talented, but simply not a cultural fit. On the flip side, someone will less experience could be driven enough to grow their skills with the right mindset.

Evaluating candidates from this 360-degree perspective allows us to see the applicant beyond their work. As creatives, we’re more than what we create, and a resume or cover letter could never compare. This process is just a glimpse into where Designity’s five-star creativity stems from.

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About the author:
Lianne Almeida
Lianne is an artist behind the keyboard who can be found flipping through Vogue or sketching haute couture.
Interested in content collaboration? Email at kat@designity.com
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