A profile of the company leader
Posted: Tue Jan 21, 2025 6:27 am
A person has to draw in a ‘live mode’, and that reduces the number of possible corrections. The deadlines are often intense, requiring artists to have the ability to work under a time constraint. The awareness about the limitations of our handmade technique of videos is also important in order to keep our ideas possible to complete. Briefly speaking – we needed very responsible and strongly-rooted-in-the-business reality artists (what is an oxymoron in the eyes of some people).
We also knew that the talent we were looking for was extremely unique. That is why traditional job offers on job websites or a LinkedIn promotions were out of the question. We had to approach the recruitment process differently, as it was essential that they fit perfectly well into our company culture and synergy. If the candidates we selected were not correct, it could have an effect on our work production and deadlines and therefore our operational activities, it could be a time-consuming process that could affect our business. Therefore, the stakes were high.
Goal
We needed at least 3 employees that we could prepare to work in 1 or 2 days. This means almost immediately.
Besides being experienced with drawing, being professional, being open to new things nepal phone number library and experiences as well as having the ability to work under time constraints, we considered the creativity of the candidates to be of utmost importance. The candidates also needed to be adaptable to our company culture (meaning a ‘home-like’ atmosphere) this was crucial and they were required to have excellent communicative skills with a good sense of humour.
Solution
The recruitment process was separated into stages of collecting applications, the recruitment task (requiring a few or even about a dozen hours of work and a large dose of creativity) and a telephone interview.
We created a recruitment video that covered the following aspects:
Our company activities
Our company culture
Imagery explanation of the job position and the process of the production of our movies.
The video was concluded by providing an e-mail address which interested candidates could respond to for their application. We wanted interested candidates to watch the recruitment video to the very end because this way we felt confident that they understood the nature of this unique job vacancy.
We also knew that the talent we were looking for was extremely unique. That is why traditional job offers on job websites or a LinkedIn promotions were out of the question. We had to approach the recruitment process differently, as it was essential that they fit perfectly well into our company culture and synergy. If the candidates we selected were not correct, it could have an effect on our work production and deadlines and therefore our operational activities, it could be a time-consuming process that could affect our business. Therefore, the stakes were high.
Goal
We needed at least 3 employees that we could prepare to work in 1 or 2 days. This means almost immediately.
Besides being experienced with drawing, being professional, being open to new things nepal phone number library and experiences as well as having the ability to work under time constraints, we considered the creativity of the candidates to be of utmost importance. The candidates also needed to be adaptable to our company culture (meaning a ‘home-like’ atmosphere) this was crucial and they were required to have excellent communicative skills with a good sense of humour.
Solution
The recruitment process was separated into stages of collecting applications, the recruitment task (requiring a few or even about a dozen hours of work and a large dose of creativity) and a telephone interview.
We created a recruitment video that covered the following aspects:
Our company activities
Our company culture
Imagery explanation of the job position and the process of the production of our movies.
The video was concluded by providing an e-mail address which interested candidates could respond to for their application. We wanted interested candidates to watch the recruitment video to the very end because this way we felt confident that they understood the nature of this unique job vacancy.