Hiring the right interior design talent is essential to your business’s success. However, finding the perfect fit can be a challenge.
To help you navigate the process, we’ve compiled a list of six things you should know when hiring an interior design firm. These tips will ensure you find the best match for your needs and help you avoid costly mistakes.
1. Know what you’re looking for
When it comes to hiring interior designers, you want to make sure you’re partnering with someone who is a good fit. This means that they have the skills to meet your design aesthetics and your budget.
In addition, it’s important that they can communicate effectively with you to ensure your vision for your space is carried out.
It’s also a good idea to check their social media accounts and website to see if they have a consistent style and are staying relevant in the industry. This will give you a better idea of how they approach their work and whether or not they are a good fit for your project.
2. Conduct some research
If you’re thinking about hiring an interior design firm, it’s a good idea to do your homework. This can include checking out job listings on major career sites or even attending design-related job fairs in your area.
This should give you a good sense of what type of team will be best for your business, what skills they need to have and where they can find them. Having the right team in place will help you grow your business and reduce your workload as you scale up. This is especially true for small businesses that are just starting out. It will also save you money in the long run!
3. Be prepared to move quickly
When it comes to interior design firm hiring, you need to be ready to move quickly. Top talent is in high demand, so if you wait too long to hire, your best candidate could become unavailable.
Whether you’re hiring for a full-time job or as an independent contractor, make sure to post the position on relevant job boards and your company’s website. You can also use applicant tracking systems and resume screening technology to sift through applications more easily.
Hiring employees is a big investment for an interior design business. But it’s also a necessary part of building and growing your business. Be prepared to offload tasks like bookkeeping and social media management, and look for employees who will add to your strengths while bolstering your weaknesses.
4. Be transparent
It’s important to be transparent when you’re hiring an interior design firm. Transparency is key for building trust and creating a healthy workplace culture.
Whether you’re sharing company performance status, letting your employees know when something goes wrong, or giving them constructive feedback on your decisions, transparency is one of the best things you can do for your team.
Employees want to feel that their boss is genuinely interested in them and their goals, not just their paycheck. Having transparent communication between you and your team builds trust, increases morale, and promotes open discussion.
5. Offer a competitive salary
The pay in the interior design industry can vary dramatically depending on a number of factors. Education, experience, and the type of firm you work for, among others, play a role in determining your earnings.
A recent Houzz survey found that designers who held advanced degrees or had additional certifications like NCIDQ, LEED or CID reported a median salary that was $17,000 higher than those who didn’t have any.
In addition, the report notes that designer salaries are generally higher in markets with high populations and in areas where the design industry is booming. That’s especially true for the Northeast, where designers there make more than double what their Midwestern counterparts do.
6. Don’t lowball
Recruiting and hiring for an interior design firm is a highly competitive endeavor. Keeping your chin up and moving quickly will ensure you make it to the finish line without losing too much talent along the way. The best place to start your search is with a reputable recruitment agency or agency. You can also use online job boards, industry forums and networking groups to find the next generation of architects and designers to join your firm. Lastly, you may want to keep your eye on the prize by offering an attractive salary and benefits package, or you’ll just be stuck with a dwindling talent pool.