Hiring for a creative role isn't easy, given the competitive job market. Depending on the position you want to fill, you could receive hundreds of applications within hours. While it's important to review each portfolio, there are steps you can take to speed things up and spot talent more easily.
In today's digital age, anyone can use drag-and-drop website builders to create an online portfolio that stands out. A good example is Wix, which enables graphic designers, photographers, and other creative professionals to build stunning portfolio websites in minutes.
The challenge lies in telling which candidates are worth pursuing. Just because a potential hire has a great portfolio doesn't mean you should hire them. Their work should also align with your brand's needs, overall vision, and target audience.
With that in mind, here are seven actionable ways to screen portfolios and find the right match for your business.
How to find top talent in a crowded market
Filling creative roles can be tricky because resumes rarely showcase what truly matters. A better approach is to ask for portfolios, but you may not have the time to go through them all.
A common problem is that many portfolios showcase the final work without explaining the creative process behind it. On top of that, some candidates may include a mix of strong and weak projects, making it difficult to gauge their skill level.
You also need to determine whether an applicant worked independently or as part of a team. In the latter scenario, they might have an amazing portfolio, but their contribution could have been minimal.
On a similar note, it's not always easy to tell if a candidate used ready-made templates or did everything from scratch. This aspect is particularly important when you're trying to build a brand, which should stand out through originality.
The highly competitive job market only adds to the challenge, but don't give up just yet. Instead, try these strategies to instantly spot top talent when reviewing portfolios.
1. Look for clarity and purpose
The best portfolios have a clear purpose and tell a story. If, say, you're looking for a product photographer, you'll want to see product photos, not portraits or wedding shots.
Sure, a photographer may specialize in more than one genre, but the portfolio they submit for review should highlight their main area of expertise. The same goes for writers, web designers, and other creative professionals.
Also, look at how their work has progressed over time. After seeing their portfolios, you should have a good understanding of their career path, skills, and expertise.
2. Review the impact of their work
When screening candidates, look for case studies, graphs, or before-and-after comparisons that show how their work delivered value. This information should appear in their portfolios.
Let's assume you want to hire a UX designer. Select the top applicants and then check their portfolios for hard facts like:
- “Here you can see how I redesigned the checkout flow, reducing cart abandonment by 35%.”
- “After a thorough analysis, I discovered that 70% of visitors struggled with the mobile menu. Next, I simplified its design, which led to a 25% increase in conversions.”
This kind of insight shows that their work doesn't just look good but also drives results. Plus, it demonstrates they understand user needs and business goals, giving you a glimpse into their thought process.
3. Assess their problem-solving skills
There's no point in bringing new people on board if your problems remain unsolved. With that in mind, look for professionals who can help you tackle whatever challenges you face.
Check their portfolios for examples of how they solved a problem or mitigated its impact, such as “The new packaging design increased product sales by 30% while reducing production costs by 10%.”
If you find a strong candidate, but their portfolio only showcases visuals without context, ask them to walk you through their problem-solving process. What you want to see is why they made those specific choices and their impact on the end user.
4. Prioritize adaptability when hiring talent
Technology is constantly evolving, and so do your business needs. That's why you should look for professionals who can adapt to change.
According to the Society for Human Resource Management, the average cost of hiring an employee is $4,700. For most organizations, it takes around 44 days to find a good match.
A strong focus on adaptability can reduce the need to hire new people, resulting in lower costs. Over time, it may also boost productivity and give your business a competitive edge.
For example, a graphic designer who is comfortable with AI can handle tasks like automated image generation, quick mockups, and content repurposing. They will also be better prepared for the technological demands of the future, meaning you won't have to hire new people just to keep up with emerging trends.
That said, look for portfolios demonstrating a high level of adaptability. If you want to hire a web developer, choose one whose portfolio showcases work using different frameworks, languages, and platforms. Make sure it also includes examples of mobile-first development, automated workflows, and other projects integrating the latest technologies.
5. Assess cross-functional understanding
Most professionals, whether employees or independent contractors, work with various teams and departments. This requires a thorough understanding of other business areas, as well as the ability to learn outside of their career focus.
When you're reviewing portfolios, focus on candidates with strong cross-functional skills.
For instance, the best content writers have a solid grasp of search engine optimization (SEO). They are familiar with social media and email marketing and can do basic image editing or provide design directions.
A good UX designer will always consider development constraints, whereas a skilled photographer should know a thing or two about event management, branding, and marketing.
6. Hire professionals with industry-relevant experience
A potential hire may check all the right boxes and still be a poor fit if they lack experience in your niche.
Let's suppose you sell medical equipment. After reviewing dozens of portfolios, you decide to hire Sarah, a talented copywriter who has worked with top brands in the lifestyle, fashion, and wellness industries.
The problem is that Sarah may lack the skills to write about medical equipment. This niche requires a strong grasp of technical terms and in-depth knowledge of the technologies used in healthcare.
A smarter choice would be to hire someone who has previously worked with businesses in your industry.
A copywriter with niche experience will be better able to convey your message to the target audience, such as hospital managers and doctors. The onboarding time will be shorter, too, meaning you'll start seeing results faster.
7. Check for reviews and testimonials
Once you have selected a few candidates, ask for references or check their portfolios for reviews and testimonials. These may come from clients, former employees, colleagues, or collaborators.
When reading the reviews, look for feedback showing tangible business outcomes like increased sales, higher engagement, or reduced customer churn. Focus on the reviews left by companies or individual clients in your industry.
As a final word, keep an open mind and consider applicants who may not fit the traditional job mold. For example, many employers are reluctant to hire people with no formal education. However, some of the best software developers, graphic designers, content writers, and other professionals are self-taught.
So, go ahead and look for unconventional talent. You never know what you might find.
Conclusion and Recap Checklist
Spotting top talent through a portfolio can be challenging, but the seven strategies above will help you weed out weaker applicants and zero in on the real gems. Here’s a quick checklist to keep in mind:
- Clarity and Purpose: Ensure the portfolio tells a coherent story and highlights relevant skills for your role.
- Impact and Results: Look for data-driven proof of success (like conversion rates or cost savings).
- Problem-Solving Approach: Gauge how well they explain their creative process and the rationale behind their decisions.
- Adaptability: Seek candidates who embrace new technologies and can pivot as your business evolves.
- Cross-Functional Skills: Prioritize professionals who understand multiple facets of the business.
- Industry-Relevant Experience: Make sure they have a grasp of your specific niche or are willing to learn quickly.
- References and Testimonials: Check for genuine feedback that indicates real-world impact.
By applying these steps, you’ll save time in your hiring process and boost your chances of finding creative professionals who can truly drive value in your organization.
