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Last week recruitment consultant Jonathan Alport urged consultancies to use assessment centres to measure the suitability of would-be staff. What is your tip for recruiting outstanding people?

Last week recruitment consultant Jonathan Alport urged consultancies to use assessment centres to measure the suitability of would-be staff (Letters, DW 11 July). What is your tip for recruiting outstanding people?

‘Make sure that you have an outstanding role to offer them, doing great work with great people and great clients. Then the rest is easy.’

Simon John, Creative partner, Ergo

‘Spend as much time as you can teaching, judging, lecturing and assessing students. Then try to get the best ones to come and work for you.’

Michael Johnson, Director, Johnson Banks

‘My tip for recruiting outstanding people is to try to hire people who are more talented than yourself.’Aziz Cami, Managing partner, The Partners

‘You should always look for what creative talent can be rather than what they are. So often their true potential does not materialise without the environment to nurture, encourage and champion their ability.’

Glenn Tutssel, Executive creative director, Tutssels Enterprise IG

‘Their work and their personality. It has to be both. I have met designers with great portfolios, and great egos, who can be very destructive within a team. I have also met charismatic people who you know would be delightful to work with, but whose work is pedestrian. If I had to choose though, I would err on the side of creativity and manage the people issues myself.’

Keren House, Creative director, Siebert Head

‘Never stop interviewing for new candidates – even if you have no vacancies. If I find a candidate I am not entirely convinced about I invite them to our informal Friday evening drinks. Just watching them interact with other people can help me build a clear idea of their potential.’

Stuart Redfern, Head of design, Smith & Milton

‘Any candidate can deliver a compelling perspective of themselves on paper. No amount of paper-based preamble will substitute for a proper interview. From the employer’s perspective it’s much less about the pre-prepared presentation and much more about the creative force behind it.’

Kenny Holmes, Creative director, Landor London

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