2.
How do you recruit people? Where do you look? Where do you find your best people?
Through paper reps and print sales people (they get around and act informally as messengers), I've unsuccessfully tried asking other designers locally and around the country to keep a look out, and the Communication Arts web site. I don't know a reliable way to get the "best" people and wish I did. You never know where they'll show up.

3.
Do you have a recruiting process?
No. We haven't looked that often.

4.
What are the three most important characteristics you look for in a person?
Character. Enthusiasm. Talent.

5.
Describe the interview process?
I introduce them to the staff. I talk to them first and don't look at work right away. I give them the opportunity to set a tone, to express themselves. I look at the work. I listen for how they talk about themselcves and their work. I rarely critique the work.

6.
Do you have a standard list of interview questions? What are they? What do you hope to learn from each of these questions?
I don't have a standard list, but I always ask, "What do you like about design?" Many people don't have an answer. My questions mainly try to get them to get off the hot seat and just talk.

7.
How do you determine the quality of a candidates work?
Appropriatenss, inventiveness, attention to detail, quality of typography.

What tools have helped you consistently find quality employees? Are these standard in your industry? (for example: a portfolio, personal websites, personality testing, storytelling, life themes, etc.)
I don't think testing is the answer. It's how they present themselves as real, honest-to-God people, with concerns, genuine enthusiasms, and lack of arrogance. The portfolio is next. Personal websites leave me cold. There's no chance to sense the physicality of the work or certain attentions to detail that are evident with a physical presentation. Web sites don't get dog ears. Also, team projects are hard to assess. (What did YOU do?)

8.
Describe your dream candidate in terms of fitting into your company's culture.
A few years experience so she/he can manage themselves. Someone who understands the client's concerns. Who loves to go beyond the basic needs of a project or client. Who is interested in what's happening in the world. Who doesn't take themselves, or design, too seriously. Who loves what they do but doesn't worry that the rest of the world should, too. Someone who loves to share. Someone who asks when not sure. Someone I admire.

9.
What is the most important influencer in deciding to hire someone? Is it their references, their resume, the reputation of their school, etc.?)
See above.

10.
How do you identify if someone's work style or work process is compatible with your corporate culture?
Very hard to tell with a student. It's a guess.

11.
Can you tell me a brief story about a surprising interview?
Something unexpected that revealed important information about someone; an event, behavior or response that exceeded your expectations as an indicator of that persons traits and abilities; maybe something that has since changed your process of assessment. I know this sounds stupid, but a good candidate wore so much colgne, that I was esphixiated. I had a dilemma. It's none of my business to tell him how he ought to smell, but I couldn't work in a small office with him. Sad but true.

--Rick