How SuccessFactors Can Help You Bring On The Perfect Designer

SAP Blog

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22 Ara 2017
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Hiring a designer can be a tough task. With so many different types of artists out there all having their own unique style and capabilities, knowing what you want for the right pay can be a tricky balance. However, that’s why SuccessFactors can alleviate some of the load off your shoulders.

By utilizing SuccessFactor’s array of recruiting and organizational tools, you’ll not only be able to hone in on your search much quicker but save on the extensive hours it takes to dig through qualifications, leaving you with the perfect candidate. This is exactly what I’m going to walk you through on how. Check it out below:

Figuring Out Your Needs

While it’s common for businesses to see that they need a designer, finding the perfect one for your firm can be a tough task. As designers come with a multitude of skill levels, aesthetic, and even development ability, assessing your long-term needs and how this person can play a role in each step along the way is going to be what gets you the most qualified person at the right price. Because as noted by the Bureau of Labor and Statistics, with the average salary coming in at $47,640 per year, this is one job that you can buy in at a lower rate, while gradually building on your needs as you go.

In terms of using SuccessFactors for this task, I’d recommend using search features to start building up a list of the categories of candidates you’d like to begin with. For example, if you’re looking for someone who can help out at first with logo design to revamp all your media channels, but eventually want to graduate along to email or web design. Although finding someone that might have these qualities off the bat is important, the most important thing is to find someone that best represents your brand, which from here, is easy to narrow down.

Glance through and make a note of the designer’s style, as well as if they compare to any brand kits you’re heading towards. For example, let’s say you’ve been looking at case studies on color schemes, and really like how the vape brand Juul utilizes flavorful combinations and want to embed something similar with earth tones. With SuccessFactors, organizing these candidates into the right categories will be a cinch.

Assessing Your Affordability

Once you’ve honed in on the designer that matches both the skill level and identity you’re trying to achieve, it’s time to try and find the candidate for the right pay. This largely goes back to what we were talking about with the starting point for your designer’s goal, with that pay grade as your primary cursor. For example, let’s say your website needs a revamp badly, which is the prime candidate you’re trying to hire. According to UpWork, the pay range can vary on the web anywhere between $20-75 per hour, which is a slightly larger figure than the $47,460 mentioned by the BLS above. However, with SuccessFactors, you can find the candidate that fits perfectly within your desired range.

When considering pay, a helpful point to ask yourself is if that person needs to be in the office or if they can work remotely. As a remote worker might be located in a place with a lower cost of living, they’ll be more inclined to take a lower pay than what your area is offering, making it a much more incentivized deal. All-in-all, pick and choose between who you might consider a reach or safe bet, as this will be one strategy that will ultimately lead you to the path of your perfect candidate.

Choosing The Perfect Candidate

Finally, when conducting your interviews with candidates, the biggest thing you should be focused on is who they are as a person, as well as their enthusiasm for working with you. According to The Undercover Recruiter, it costs an average of $4,000 to hire someone, and if you’re looking to reduce that cost, then using SuccessFactors during the interview process might be your best bet.

The overarching goal here is to find someone that your firm can grow with and help guide along the way. And no matter if they’re trying to go back to school or take on new skills, your job as a recruiter should be to take note of that, as well as why that investment is worth it. Because at the end of the day, our people are our wisest investment, and one that we should consider the foundation to our success.

What are some ways that you’ve used SuccessFactors to hire a designer? Comment with your answers below.

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