A permanent concern of recruiters in companies that show creativity as a central value is precisely how to identify the creative potential of a candidate. Clarifying from now on that there are no infallible methods or magic formulas, a set of procedures can be applied that tend to reduce uncertainty when selecting a candidate for this profile.
- What contributions or demonstrable achievements can the candidate show? As recognized by experts in business creativity, it must be expressed in tangible products that generate benefits or profitable consequences for the organization. To ensure this competence of the candidate, it would be advisable to request duly registered patent certificates or similar documents. Can you describe situations in your work and in your daily life in which your creativity allowed you to succeed? For this, the candidate must describe the problem or problems that became visible; what concrete actions did it take and what results did it get In line with this, it will be very useful to inquire about what assessment their superiors have or had of their performance and achievements.What is your specific way of working? Can you work in a team or do you prefer individual work? How do you get inspired? Can you get excited about a new project at will? What is the average time it takes you to generate a new idea or a new project? Do you consider yourself an orderly creative, a planner or, on the contrary, a spontaneous creative awaiting inspiration? In other words, have you already managed to tame or manage your creativity at will? What ideas or achievements are you especially proud of? Exploring about the objectives with which you identified or most passionate will give us an idea of the type of projects that mobilize you. What do you expect from your colleagues, peers, and superiors at work? That is, you must warn us about what your expectations are in everyday work interactions and how you will approach relationships with your peers, in such a way that your creative potential is favored.
Finally, secondary details remain to be investigated that should not be ignored. For example, what are your common tools for achieving creative results? Do you usually work on a computer, or can you still sketch an idea with pencil and paper? On the other hand, can you present your ideas in public? Or do you prefer to be the gray matter and delegate the presentation of projects?
In short, the identification of creative candidates should be governed, as is the case with others, by the achievements that the candidate can exhibit, by their previous performance and by the qualification that their bosses or supervisors have made of their work.
