Hiring in Hollywood: The Flipside

Want to work in Hollywood? Want to make something in Hollywood? Then one way or the other, you’ll be dealing with the process of hiring in Hollywood. Today we share our hiring philosophy, helpful anecdotes, and straight talk on the challenges of interviewing and hiring. We even share what we ourselves need to do better. Applying for jobs in the entertainment industry? Interviewing potential candidates for your next TV or film project? Here’s everything you need to know about hiring, firing, recruiting, interviewing, and more. Listen now and find your perfect job match – no matter which side of the table you’re on! Finding the Right Fit Finding the right person for the job. This is the goal, the most important thing…and the hardest part of hiring in Hollywood. There are a lot of talented  people who, for whatever reason, might not be the best fit for your production. How do you get to a place where you can make smart decisions? Hiring in Hollywood? Be Clear First of all, it begins with communication. What, exactly, does the job entail? It sounds simple, but it’s not. Credits almost never translate perfectly from one gig to the next.  For instance, at some companies Story Producers run interviews, while at others they spend their time stringing out stories in an edit bay. Some do both. What does your project need? Be clear in the job posting, be clear in the interview, and be clear when you actually want to hire someone. Do they truly understand the job they’re about to take on? Applying for the Gig? If you’re the one applying for a gig, make sure your resume details your exact responsibilities. We often receive resumes that read more like credit lists. As you now know,  seeing someone’s title alone isn’t helpful when hiring in Hollywood. How Big Is Your Production?  What was the size of the company the person previously worked at, and how does that match up with your workplace? For instance, there are large production companies with hundreds of employees. They have multiple levels of bureaucracy. It can provide a level of “cover” and anonymity that doesn’t exist on smaller productions.  Don’t get us wrong…there are plenty of good people working at big production companies. However, there are also some who are used to letting others carry a lot of the weight, and prefer “blending” in to the background. On a smaller production or at a smaller company there is no place to hide. These people can become overwhelmed fast. Some people thrive on the responsibility that comes with a more hands-on position. Others are perfectly happy staying out of the spotlight. They prefer a job with multiple levels of management and less intense scrutiny. Make sure whoever you hire is ready for the work environment they’re entering into. Be honest about how much will be on their shoulders. Do they still want the job? References – Necessary, but Usually Useless Get references, but don’t rely on them. References are necessary, but they’re notoriously unreliable, when hiring in Hollywood. And one, solitary reference can be as useless as credit lists themselves. You have to do your level best to get more than one reference on anyone you consider hiring. The more the better. Why is this so important? A person might want to give a friend a good reference (even if they’re not really sure the person is right for the gig). Or, someone may have a personal issue with the applicant in question and provide an unfair review. So you have to get an aggregate of opinions and interpret them as best you can.  Don’t Discard Someone with One Poor Reference