A phenomenal upswing in the region’s design industry continues to drive interior design recruitment in UAE and the wider GCC region to record levels. The increasing confidence in remote working and its suitability will create more gig work, especially within the region’s creative sectors. Both design studio owners and employees will need to begin considering their roles and responsibilities in this new normal. More than ever-reliable staff are needed to make sure that jobs get done – either in-office or remotely – and that is where specialist recruitment staff come in. They have the time, methodology and expertise to weigh up the merits of individual candidates – but it is up to their clients to make the best use of them.
And here are six ways to make the most out of your business partnership with an interior design recruitment agency.
1) Form a relationship
Get to know your recruiter – after all, they will know your company, as otherwise how could they operate? By establishing a personal relationship you will be able to communicate what it is your need on a better level. Honesty and loyalty are two of the most important aspects of any business relationship and are best obtained through personal relationships. Creating a bond also ensures you are in the recruiter’s mind when it comes to new talent coming onto the market and looking for a new challenge.
2) Look for a real expert
If you are an architect studio you wouldn’t choose an interior designer to put together an air conditioning system. So when it comes to a recruitment consultant go to a specialist. You need someone who has a niche market – one that is about the design and build industry. Not a firm that is just as likely to obtain a position for a hotel manager as a construction project manager. And that comes back to forging a relationship. Once you have a good partnership going – stick with it.
3) Keep your standards high
Your firm needs the best so look to the best recruiters. Study who is out there and who is respected across the industry. Don’t send out floods of emails to agencies hoping one of them will come up with someone. Take time, make a proper choice. It will pay off hugely in the long term.
4) Stay in touch
Pick up the phone, go on Zoom or send an email every few days to find out how your consultant is doing during a recruitment drive. That will ensure you are at the forefront of their mind. Also, you’ll see if it’s not working out. So maybe then it’s time to reconsider your strategy
5) Say what it is you need
Be specific – what is it you need? How many year’s experiences? What project knowledge? What technical or academic qualifications? Maybe things are a little quiet in the workplace and you need a lively team player. Or perhaps staff have spent a long time working remotely and need to get together as a team once again, so you need a leader. Whatever it is, let your consultant know, so, in turn, they know what they are looking for. After all – they are the workplace matchmakers.
6) Repeat business
Once a relationship is ongoing, keep it. The more the consultant gets to know your firm the easier it is to satisfy your business needs. Even when you are not actively looking for staff drop them a line. It’s their business to know what is going on in the marketplace and they’ll be only too happy to keep you in the loop.
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