Written by Navya Gupta
Finding a role in the creative industries as a recent graduate can feel like diving into a vibrant, swirling ocean of opportunity—and uncertainty. With the right skills and a spark of originality, the possibilities seem within your reach, but what are those ‘right’ skills? Those ‘appealing’ qualities? What does it really take to catch the eye of hiring managers in this fast-paced landscape?
Well, we got you.
Creative UK’s People and Operations Manager, Charlotte Roocroft, is here to answer some of your burning questions, from the most desirable attributes in a candidate, to the most common mistakes in a job application.
Since graduating from Manchester School of Art in 2017, Charlotte has worked within the People and Operations function in the Creative Industries managing day-to-day employee relations and leading a small team overseeing operations across sites in Manchester, Bristol, and London.
Charlotte’s experience in the creative industries has equipped her with a deep understanding of how to foster a vibrant and inclusive workspace culture that attracts and retains top talent while driving the organisation’s strategic goals forward.
Navya: What are the top qualities you look for in a candidate when hiring for creative roles?
Charlotte: We definitely value creativity and innovation as well as adaptability and the ability to think strategically. Particularly nowadays, with remote working and all the challenges that come with that, a passion for the creative industries, a strong sense of collaboration and just people that can bring a fresh perspective to the table are really important.
Navya: How important are technical skills versus soft skills in your hiring decisions?
Charlotte: I would say that they are both important depending on the role you’re applying for, but candidates with soft skills can add
immense value to any team. In a lot of creative roles, where the role is quite niche, the technical skills can often be really specific and can be developed on the job, but the ability to work well in a team, think creatively and be adaptable is crucial from the beginning.
Navya: Can you describe the typical hiring process at Creative UK? How should candidates prepare for each stage?
Charlotte: Our hiring process typically starts with an application review involving the submission of a concise one-page CV and a cover letter or a 1–2-minute video. Then we follow with an initial interview, which is usually conducted virtually. Successful candidates might then be invited to a second stage interview that’s usually conducted in person and may be given a task related to the role that they have applied for.
For the first stage interview, candidates should prepare by researching Creative UK and the job description that’s been provided, aligning their experience with it as they would ask questions related to the core responsibilities mentioned in the description. They should also be ready to showcase their technical and interpersonal skills. Also, bring notes. You don’t need to demonstrate that you can memorise five pages and I think if you bring your notes with you, it shows your research and dedication.
But my biggest piece of advice with any interview would be to ask questions in advance. If you’re not sure what anything means in the job description, and if you think it’d be beneficial to have the interview questions in advance, ask the hiring manager for them.
When candidates ask you why you like working for an organisation, like you directly, I always think it shows that they’re interested in the company culture. It’s always good to know that the candidate wants to work for your organisation specifically, and that they’re thinking about what that might look like for them.
I also think it’s a green flag when people ask about development opportunities as it shows that they’re wanting to develop their skills as well as looking at you as a long-term employer, making them more appealing.
Navya: Are there any qualities or characteristics that can make a candidate stand out from the rest during an application process?
Charlotte: When you’re applying for a lot of different roles, it can be really easy to get into the habit of using the same CV and cover letter for everything and it shows. So, customise your applications and provide really concrete examples. For example, our graphic designer had a really personalised CV, featuring pie charts to showcase her personal interests instead of just stating them, adding creativity and personality to her application. Just clearly aligning your experience for the role that you’ve applied for and showing a genuine passion for the organisation’s mission can really make a difference.
Additionally, with rapidly evolving technology and remote working becoming more and more prevalent, any skills that can demonstrate that you’re tech savvy is beneficial. Any computer-based skills are very useful for any role and demonstrating that you have the ability to learn and build your technical knowledge would help you stand out.
Navya: Are there any common mistakes that candidates make in their applications?
Charlotte: I think the biggest mistake is just failing to demonstrate an understanding of the organisation that you’re applying for, especially in cover letters where the candidates sometimes don’t even mention the company name. I completely understand that you might be applying for lots of similar roles, and you’d use the same CV for them, but I would say with the cover letter, just spend an extra hour or two just to personalise it to the role. Be conscious of reusing the same cover letter for many different roles and be careful when using AI – as this is very apparent when an employer is reviewing applications. AI, like ChatGPT, is an incredible tool to use to enhance your writing but don’t fall into the trap of letting it do the writing for you.
Navya: For students or recent graduates, how can they compensate for limited professional experience?
Charlotte: Highlight any academic projects, extracurriculars, internships, freelance work and personal projects that demonstrate their abilities, creative thinking, collaboration, and potential leadership. Transferable skills go a long way and employers don’t expect
candidates to have a lot of work experience for entry-level roles, so don’t lie, just be honest.
Navya: Do you think it might negatively impact a candidate’s application if they have a long duration between their graduation and their first job?
Charlotte: They should always be prepared to discuss why they’ve had that period of unemployment, career break or gap year. As long as they’re prepared to speak about it and stay open and honest, I don’t see why it would negatively impact their application.
Navya: Lastly, what’s the best piece of advice you would give to someone looking to break into the creative industries?
Charlotte: Stay persistent, stay adaptable, stay curious and stay proactive. Creative industries can be competitive, so building a strong portfolio, showcasing your skills and your passion is essential. Keep learning new tools and techniques and engage in creative communities. Be open to feedback and be willing to grow. The ability to evolve is incredibly important in this kind of landscape. Also, don’t wait for the perfect job; take on any opportunities that enable you to gain experience and expand your network. Even if it’s not the thing that you were looking for, do it for a couple years and learn something new. I never thought I’d be doing the job I was doing now, but I really enjoy it and I’m good at it.
There’s a place in this industry for everyone. So, just be patient and be persistent.