My, how the times have changed


What would you say the industry is like at the moment?  Is there much out there that would be suited to me? These are daily questions I get asked.

When my journey as a recruiter within the digital and creative industry first began, things were very different to what they are like now.

Back in the day it wasn’t boring, but client’s requirements were much more predictable. Annual report season, holiday campaigns, businesses slowing down over Christmas – it was pretty much a given when busy periods would occur.

With the rise of digital this is no longer the case. Here are some of the changes I have noticed:

  1. Many more skills & specialisations
    What is better, to be a specialist or an all-rounder? With numerous additional skills available, it is erratic knowing exactly which skills will be required and when. Flash is a good example. Threatening to die, it is still very much required and requested by agencies. You have so many additional options to offer clients where creating integrated campaigns, so instead of there being more permanent opportunities, agencies rather hire talent on a freelance basis to work on something specific.
  2. Buzz words
    Some buzzwords do have substance, but if you are going to use them (especially in your resume) then make sure you know what you are talking about – have a good understanding and relevant experience.
  3. Different personalities
    Our brains are made up of two hemispheres and people tend to be governed by either the right or left side of the brain. Although each hemisphere is almost identical in structure, each hemisphere operates in an entirely different way and is associated with different activities. So, with all these additional required and available skills means that there are so many more different personalities. Designers tend to tap into the right brain responsible for creativity and intuition, whilst developers would have a more dominant left hemisphere, responsible for analysis, logic and numbers.

Charlie Krowitz is our Nakama Melbourne Digital & Technology Consultant and she can be reached on +61 (3) 8610 6781 or


Creative Recruitment: 3 ways to increase your business attractiveness


Attracting the best talent has always been the key to success for most businesses. Where organisations would usually rely on traditional factors such as, the culture, team structure or the office environment to sell themselves to candidates, they are not taking into consideration that each and every candidate out there is different.

Covering the Creative & Design space at NAKAMA in Hong Kong, I’ve found Creatives are looking at prospective companies differently. Too often, organisations neglect or miscommunicate their USP’s. So what are they, and how can your business be more attractive to potential hires?

I have listed below 3 factors you should be considering, each of which could help you change the way you are seen by Creative professionals and ultimately, improve your chances of attracting the best talent for your business.

  1. Help build your designer’s Portfolios

What really matters: While a company’s name or job responsibility has value, the design portfolio is what potential candidates are ultimately looking to build on. This is especially true when it comes to young talent trying to build a name for themselves. Most Creative talent, when considering whether or not to join your business, will ask themselves the following question: will this business allow me to build my Portfolio and to work with innovative, cool and creative international clients?  Gregory Moulinet, Creative Director at PLTFRM, a boutique design agency based in Shanghai, says: “ to attract young and ambitious Creatives, it is about the reputation of the company to win leading brands, that will be the 1st criteria (…) they want the opportunity to work on a large client to build their portfolio.”

  1. Have a Creative Leader

Most Creatives also want to learn and grow, particularly from an inspirational leader. They will be looking for a company where they can really be inspired from a leader, from someone who will understand and elevate them, creatively speaking. And this is when the notion of mentor comes in. Successful businesses willing to attract Creative talent will cultivate this notion of mentorship and build their recruitment strategy around it. Who is heading up your Creative team? This person will be key to attracting & retaining top talent, so make sure you have the right leader on board.

  1. Really care about Design

Ask yourself honestly…do you care about design? This question is crucial. Creatives want to be part of a business that values their design team and the work it produces. Yes it sounds obvious, but you would be surprised how many companies don’t! Budle Kim, Graphic Designer in Hong Kong comments: “ If a company only uses designers to execute orders of the marketing team, this is not a place I want to join”. This starts from the interview; the candidate needs to feel that the employer cares about creating thoughtful and interesting design. A previous candidate of mine, interviewing for a Design Director role, fed back to me after his interview “we didn’t speak about design, the company is interesting but I didn’t see how important design was to them”.

If you start by broadening your horizons, giving your designers the opportunity to work on high profile interesting projects, get an inspiring Creative leader on board and finally pay attention to Design itself, you will see that the Creative tide will progressively begin to turn in your favour.

Adrien is our Hong Kong Creative & Design Consultant. If you’re looking for a Creative role in Hong Kong, looking to resource your Creative/Design team, or just want to say hello, Adrien can be reached on or +852 6602 9341.