Hiring Creative Talent? Start With a Clear Job Description
“Looking for a creative rockstar who can design, shoot, edit, write and manage social media.” It is a familiar kind of hiring post. It also leaves candidates with several unanswered questions. Which skill matters most? What will they spend their time doing? Is this one role or several? Before publishing an opening, define the work you need someone to own. A clear job description helps candidates assess whether they fit and gives your team a consistent basis for reviewing applications.
Start with the output you need
Describe the work before choosing an impressive title.
Do you need someone to edit product videos, develop brand identities, design campaign assets or capture footage on location? Is the need ongoing, or does it belong to a specific project?
For example, “Edit short-form product and founder videos from supplied footage” is easier to understand than “Drive engaging visual content across channels.”
Use a recognisable title that matches that responsibility. If the person will primarily edit video, call the role a video editor.
Separate essential skills from additional strengths
List what the person must be able to do to deliver the core work. Then identify skills that would be useful but are not required.
For an editing role, pacing, dialogue handling and organised project files might be essential. Advanced motion graphics could be an additional strength, depending on the content.
Check whether your requirements describe a realistic role. If one person must manage strategy, filming, design, editing and community management, define the priorities and available support. Otherwise, consider splitting the work into separate responsibilities.
Explain the working conditions
Candidates need practical information to assess an opportunity. Include the engagement type, location, remote or on-site expectations, working schedule and compensation range or project budget.
For a gig, define the deliverables, deadline, included revisions and payment milestones. For an ongoing role, describe the expected workload as clearly as you can, including differences in complexity.
Also explain what your team supplies. An editor’s workload changes considerably depending on whether footage, scripts, brand assets and approved direction are ready before the edit begins.
Ask for relevant portfolio evidence
“Send your portfolio” is a reasonable request. A more specific prompt can make applications easier to assess.
For example: “Please share two short-form video samples relevant to product or brand content. Explain your contribution to each, including whether you handled editing, sound or motion graphics.”
For a junior role, state whether clearly labelled college and personal projects are welcome. Avoid requiring client experience if the work can be assessed through other relevant samples.
Show candidates what happens next
Outline the selection process: portfolio review, conversation, assessment if needed and final decision. Explain any assessment’s expected time commitment and payment arrangements upfront.
A concise example might read:
We’re hiring a video editor to create short-form content for our brand. You’ll work from supplied footage and briefs, handling editing, captions and basic audio cleanup. Please share two relevant samples and describe your contribution. The process includes a portfolio review and a conversation about your work.
Before using it, add your location, engagement type, compensation, workload, required experience and application instructions.
Bring a clear opportunity to CREA
CREA Network connects employers with creative talent for jobs, gigs, internships and apprenticeships. Start with a well-defined role so your next hiring conversation has a clear purpose.