In the real world, “hidden” jobs—those given to friends, family, or someone within your network—can account for anywhere between 10% and 60% of recruitment. But in our industry, what’s the percentage? 90%? 95%? Maybe even 100%?
But is this really the best system, or just the way it’s always been done?
There are clear advantages. If you’ve worked with someone before, you know what they’re like, what they’re capable of, and how they’ll react when asked (or told) about mandatory overtime in week 10 of an intense shoot. When we’re thrown together as a team for a production, having a known quantity can be crucial—it can save your team and your sanity.
But we all know the downsides. First, crew shortages can’t always be solved by relying solely on our own contacts. Second, chain recruitment (hiring through personal connections) means our crews aren’t reflective of the broader Australian workforce.
Those eager to break in can only keep knocking for so long. It’s up to us to step up and change things from within the system.
So, how can we do things differently?
Start by responding to some of those emails. HoDs are often flooded with emails from people seeking advice, and most of us forget to reply. If you have a break, take a couple of days to respond to a batch of emails—especially from people you don’t know—and schedule a 15-minute Zoom call with them to expand your network.
Connect with people online. There are countless Facebook groups filled with individuals eager to work in the industry. During a quiet period, jump in, announce you’re looking to broaden your network, and set up some 15-minute Zoom calls. You might just discover someone incredible.
Consider advertising. I know it might seem daunting, but it’s not as scary as you think! LinkedIn (and other platforms) offers filtering questions to help you screen out unqualified candidates. Most crew members are on LinkedIn, and it can significantly expand your search.
We used LinkedIn to recruit two trainees and found two fantastic individuals with exceptional transferable skills who had never worked in the industry. Both had tried cold emails and worked on student productions, but neither had managed to land a real gig. They turned out to be great in their roles and brought a wealth of insights and experience from outside the industry.
What can you do this week to improve recruitment in our industry? Take a chance—you never know who’s out there!