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"Industry Spotlight" is our monthly series where we interview professionals from across the entertainment industry about their current jobs and career trajectories. Our hope is that you will learn more about the positions you're already interested in, discover new roles you may not have considered, and utilize the wisdom of those who've paved the way before you to forge your own path for success.
This month's Industry Spotlight is a special edition, where we sat down with a Talent Acquisitions Manager at a global media firm who previously worked at a communications-focused staffing and recruitment agency. Here, he shares his insight into the recruitment process and key advice for job seekers. HOLLYWOOD RESUMES: What does a recruiter do and what is your day-to-day like? RECRUITER: It varies a bit by company and type of recruiting role, but in general it's a recruiter's job to find the best candidates for open positions. We collaborate with hiring teams and business leaders to craft job descriptions, sometimes make recommendations on how to structure the teams, post job opportunities, review applications/resumes, source for passive talent, coordinate the interview process from start to finish, and extend job offers. Day-to-day includes meetings with hiring teams and business unit leaders, spending time in the applicant tracking system (ATS) reviewing resumes for open positions, conducting initial phone screens, attending events, reporting on recruiting metrics and KPIs, and looking for qualified talent on LinkedIn and other sourcing channels. HR: What's the first thing you look for when screening candidates? RECRUITER: The first thing we look for is if the candidate has the necessary hard skills to do the job. Because no matter what, that is needed. However, that is not enough to proceed to the next round. We also pay close attention to communication style/ability, personality, and soft skills. Does the candidate have an ego, and if so, will that be a detriment to this team? Can they describe things clearly? Do they seem confident? Have they prepared/done research? Believe it or not, we're also listening to the candidates to understand what they are looking for in their next role. They could have every single skill needed, but if the role doesn't align to their career goals, it won't be a successful hire. Finally, we are also thinking about the future -- perhaps this role may not be a fit, but maybe there are others now or down the line that would be better. Given the active job market and low unemployment rate these days, recruiters need to think ahead and be strategic if they are going to successfully fill their open positions. HR: What's the #1 resume mistake you see? RECRUITER: Misaligned dates of employment. For example, we'll see Job A from December 2015 - January 2018, and then Job B from January 2017 - June 2018. While it's possible someone held two jobs at once, make sure that's clear if it's the case. Along those lines, sometimes we also see certain dates on the resume, but then when talking to the candidate they give us different dates or time in the role, and that conflict can cause concern and lack of trust in what's being communicated to us. Bottom line is, don't be afraid to tell the truth, and if there are gaps in employment, that's OK -- just find a way to address them on the resume and the phone screen (and you don't have to account for every single little thing you did, it's understandable that candidates will have some minor gaps in employment history for a variety of reasons). HR: How should candidates use LinkedIn? RECRUITER: LinkedIn can be a powerful tool. First and foremost, make sure you have a professional profile. That includes a professional-looking photo, and most (if not all) of the sections filled out. Link your role to your company's page if they have one (and if they don't, take the initiative and make them one!). Another thing that's very helpful for recruiters is if you include two key pieces of information for each job: 1) a brief overview of the company or business unit/division you work for, especially if it's not commonly known, and 2) a summary of your key responsibilities. These two snapshots provide some great information all in one place. Also, leverage your network! Reach out to mutual connections, ask for introductions to recruiters or professionals you want to meet, and be willing to pay it forward and help others! And finally, if a recruiter does reach out to you, respond! You don't have to be interested in the role, but it never hurts to start the relationship. HR: Many of our readers are looking to make big career transitions -- i.e. freelance to full time, returning to work after time off with family, switching career paths entirely -- what can they do to convince a recruiter they're right for a job in a new sector? RECRUITER: This is a great question, and I've found myself in this situation in my own career as well. First, you need to know the market and come to the conversation with knowledge. You need to understand the role you are applying for and what the requirements are, and whether you have them or not. I'd say it's less about "convincing" and more about "exploring" -- make it a collaborative partnership with the recruiter, be very open and clear about what you are looking for and why, and what areas of your background and experience can apply. Also, admit to what you don't know or don't have experience with -- most companies, while they have a list of requirements for each job, will hire people who don't hit every single box. Remember, other skills are important, too -- personality fit, soft skills, communication, ambition -- these all can help your case. And finally, be realistic -- if you've been a graphic designer for 10 years and now you want to be a TV executive, you're not going to be able to start at the same level as someone with 10 years of relevant experience. Be ready to have that conversation, admit to what you do and don't know, be realistic about your expectations for the job and salary, do your research, and you'll probably then be well on your way to landing that career transition you are looking for. HR: Tell us about ATS - how important is it to tailor your resume to them? What keywords are absolutely imperative? Do all companies use the same ATS? RECRUITER: There are tons of ATSs out there that companies use; it's essentially recruiting software. Many are similar in how they function, but each have their own strengths and nuances. My first piece of advice is not to worry too much about it. The ATS is more for the recruiting teams to manage open positions, applications, pipelines, job status, candidate status, etc. However, certain ATSs are more advanced than others and may use technology to help match a resume to a particular role. So, first and foremost, make sure you have a solid resume as a foundation. This means it's detailed, hits the important points, and can be adaptable. Then, it doesn't hurt to tailor your resume to the job description. So, if you see a job description touting certain skills or using specific keywords, there's nothing wrong with making sure your resume matches some of that verbiage or addresses those areas...but only if it's true! It may increase your chance of matching in the system and getting contacted for the role. But again, I wouldn't drive yourself nuts trying to do this to perfection. Just develop the best resume that showcases your professional career and professional self and make tweaks here and there to align to the the job description, and you should be in good shape.
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"Industry Spotlight" is our monthly series where we interview professionals from across the entertainment industry about their current jobs and career trajectories. Our hope is that you will learn more about the positions you're already interested in, discover new roles you may not have considered, and utilize the wisdom of those who've paved the way before you to forge your own path for success.
This month, we sat down with Casting Director/Producer Francine Dauw, Owner of Aberrant Creative, a boutique casting and production company that specializes in casting for unscripted and branded content. Recent credits include DOGS (Netflix), DR. PIMPLE POPPER (TLC), and SUPERNANNY (Lifetime). HOLLYWOOD RESUMES: In one sentence, how would you define your job? FRANCINE: I find really amazing stories for different types of projects, and sometimes I produce and direct them too! HR: What is your day-to-day like? FRANCINE: A lot of emails and a lot of phone calls! Honestly, every day is different, which is why I like that that I get to do many different things in this industry. I run a casting company and also produce and direct documentaries. HR: What do you like most about your job? FRANCINE: Talking to people and uncovering their stories, learning as much as I can about them, and then figuring out the best way to tell those stories. HR: How did you get your current job? FRANCINE: I worked very very hard for many different companies and then realized I wanted to do things differently. I took a very big chance and went out on my own...but this is where I will say my partner in the company, Matt Shelley, comes in. He was a big believer that we could make this company successful and do things differently, and he championed us. If he hadn't done that, I really don't think I would be doing what I am doing now. I would probably still be working for other people, not as happy. HR: What was your first job in Hollywood? FRANCINE: I interned for a documentary production company for 2 years. Started out as intern there, and by the very end, I was the production manager on a documentary called "Nursery University" for the company. HR: What are key attributes someone would need to succeed in your position? FRANCINE: Extremely self-motivated, a good listener -- both to your subjects and your clients -- and must be willing to work all hours of the day and night to get the job done right! Must never settle. Must expect big things from your colleagues but also treat everyone with respect and dignity. HR: If you don't like ____________, you won't like my job. FRANCINE: If you don't like working very long days and on the weekends and having nearly every holiday ruined, don't run your own production or casting company. HR: What’s something you do in your job that an outsider wouldn’t expect (and maybe you didn’t expect before you took the job!)? FRANCINE: When you are a producer or run a company, yes, you are the "top dog," but being the top dog often means you are still doing small tasks. If a client or cast member could really use a coffee, and you are the only one around, guess what? You go get that coffee! HR: What’s a mistake you made early on in your career? FRANCINE: Not admitting mistakes and being defensive when I didn't know all the answers or did make a misstep! Now that I have 16 years of experience under my belt, I am often admitting when I don't know something or when I have made a mistake. HR: If you could give one piece of advice to someone trying to break in/move up in the industry, what would it be? FRANCINE: Work hard. I really mean that. Always ask your boss at the end of the night, "What else can I do to help you?" Just that simple question gave me more responsibilities and had my bosses put more trust in me, and therefore pushed me ahead of other team members, got me bigger job titles and more money...climbing that ladder! Thanks, Francine! "Industry Spotlight" is our monthly series where we interview professionals from across the entertainment industry about their current jobs and career trajectories. Our hope is that you will learn more about the positions you're already interested in, discover new roles you may not have considered, and utilize the wisdom of those who've paved the way before you to forge your own path for success.
This month, we sat down with an agent in the unscripted talent department of a major talent agency. HOLLYWOOD RESUMES: In one sentence, how would you define your job? AGENT: The job of an unscripted talent agent is to source and negotiate career opportunities for clients behind and in front of cameras. HR: What is your day-to-day like? AGENT: Managing hundreds of emails and calls between meetings and meals around town. HR: What do you like most about your job? AGENT: The ability to add value to a person or project. HR: How did you get your current job? AGENT: I worked my way up in the company assisting the head of the department directly and then everyone as department coordinator, where I shared outside information leading to deals that eventually brought in enough money to pay for my position. HR: What was your first job in Hollywood? AGENT: Assistant to a younger agent at a boutique talent agency. HR: What are the skills someone would need to succeed in your position? AGENT: Elegant aggression and attention to detail. HR: If you don't like ____________, you won't like my job. AGENT: Stress. HR: What’s something you do in your job that an outsider wouldn’t expect (and maybe you didn’t expect before you took the job!)? AGENT: Even though work often follows you home and on vacations, generally you can be your own boss to choose your business and control your schedule. HR: What’s a mistake you made early on in your career? AGENT: Working in a previous industry right after college, I burned personal bridges when I felt I was wronged in business. But I later learned to take the high road, as careers can be long and you may need that person later. HR: If you could give one piece of advice to someone trying to break in/move up in the industry, what would it be? AGENT: Find the right balance between keeping your head down and doing the work to pay your dues with self-promotion and knowing when your value is more than your current position. "Industry Spotlight" is our monthly series where we interview professionals from across the entertainment industry about their current jobs and career trajectories. Our hope is that you will learn more about the positions you're already interested in, discover new roles you may not have considered, and utilize the wisdom of those who've paved the way before you to forge your own path for success.
This month, we sat down with Jenny Paul, creator and star of the upcoming web series Adulting With Jane, premiering October 22. HOLLYWOOD RESUMES: In one sentence, how would you describe what you do? JENNY: I am an actor/producer/content creator working mostly in the indie film and TV space in NYC. HR: What was your first TV or film role and how did you book it? JENNY: I’ve had dozens at this point, indie and mainstream, but I’ll call JESSICA JONES my first biggie. I auditioned. Went in, dressed the part, went balls to the wall (the audition was for a fan girl), and booked it the next day. HR: Describe your process of auditioning and booking roles. JENNY: These days, most of my jobs, especially on a smaller scale, come from referrals or direct offers, but I’m still in auditioning rooms and putting myself on tape frequently for bigger roles in bigger network and OTT productions. My last big role was a recurring role on THE LOOMING TOWER with Jeff Daniels and Peter Sarsgaard. I was seen by the casting office for a different/smaller role, and then they called me back again to read for the one I ended up booking: ‘Maureen’ in the CIA office. HR: How/why did you start your own production company? JENNY: Intent Entertaiment is actually my third! Each LLC was opened specifically for a different project or set of projects that I either produced or was involved in producing. The first two were with partners, and this one is just me. For now. HR: What do you like most about your day-to-day? JENNY: The flexibility is nice. I can take acting jobs and work my producing around it for the most part. I also like using my left brain as much as I use my right brain. The acting/producing combo keeps me interested. And busy! HR: What are the skills someone would need to succeed in your position? JENNY: Flexibility. Resilience. Resourcefulness. Optimism. Empathy. HR: If you don't like ____________, you won't like my job. JENNY: An ever-changing schedule. HR: What’s an element of your career that an outsider wouldn’t expect (and maybe you didn’t expect before you got started? JENNY: All the networking. Knowing people. Knowing people that know people. Knowing people that know people that know people. It takes a village to raise an indie baby. HR: What’s a mistake you made early on in your career? JENNY: Letting my fear of not succeeding get the better of me and giving my power away (metaphorically and sometimes literally). HR: If you could give one piece of advice to someone trying to break in, what would it be? JENNY: Do whatever you can to discover and love your unique voice and viewpoint. There’s only one you, and I (and the business) are interested in being inspired by that person and that person’s contributions. HR: Do you have any advice for how to keep up with bills/rent when you're between projects? JENNY: I tutor SATs and ACTs-- and have for years. I don’t "need" to anymore for the most part, but it keeps me sane, helps bridge the gaps when money is tight, and makes a good year a really good year! HR: Thanks, Jenny! |
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