How To Be Considered for Your Dream Job in Entertainment

jobs in entertainmentChances are since you have landed here at the WorkinEntertainment blog, you are a job seeker, continuing your quest for employment.

Chances are this isn’t the only place you have searched for career advice.

Chances are you have been inundated with opinions on updating your resume, how to handle a job interview, what internships you should take, what career you should pursue, what skills you need to develop… the list goes on…and on…and on.

But let’s flip the script, shall we?

How To Be Considered for Your Dream Job in #Entertainment Click To Tweet

Instead of viewing the world through your lens as a prospective employee, let’s put our feet firmly in the shoes of an employer. What pattern do they go through when they get approval to hire a new positon? What stresses do they endure? What fear of failure do they suffer with?

By understanding their issues, you can leverage them to your advantage.

The Two Types of Employment Requisitions

Every company that is hiring is either replacing a lost employee or opening up a completely new position. Each situation has its individual stresses.

Let’s say you’re the boss, you have a fully-functioning staff, roles are filled, the engine is running, everyone seems happy. Yippee!

It’s a Tuesday, you are getting prepped for your weekly Management meeting and Suzy from your team knocks on your office door to let you know she’s had an offer at another company. This company will provide her the career growth and financial security she’s been seeking. This is her two-weeks notice, thanks for everything she says, but you know immediately her next two weeks are a waste, she’s got one foot out the door. ‘

For a boss, unless this was someone you’ve been hoping would leave on their own, this is a nightmare. You know these moments come, but you are never really prepared for them.

You immediately go into crisis mode:

  • Call in Human Resources and your Supervisor to let them know
  • Open a position requisition
  • Write up a new job description adding in any new functions you deem necessary
  • Figure out how you will fill Suzy’s ongoing tasks immediately, since you know she won’t operate at 100%
  • Address the staff, if nothing else to calm fears. Whenever someone leaves, others begin to wonder if now is a good time for them to leave too.
  • Start pouring through your database of contacts, do you know anyone for this role immediately?
  • Complete all of your normal daily assignments

You instinctively fall into solutions mode. Get. It. Done.

Now, let’s head to the other, calmer situation – which should not be mistaken for less stressful.

For months you’ve been short-handed on your team, you are missing a vital cog. You and your group believe the right additional employment asset will make the difference in productivity and revenue.

To add a new position literally means months of paperwork, projections, and pitches. You have to convince your boss the position is necessary and will make a positive difference, you have to adjust budgets, meet with human resources, project impact, find a physical place to put them, request equipment and more.

It’s hard work. And at the end of the day, you are really just guessing.

You know you could use this person, you know they would be valuable, but can you honestly say they will change revenue projections? Their presence will alter staff morale? They will positively impact the workflow?

You think, but you don’t know.

Worse yet, if you choose the wrong person, or your boss starts to get cold feet in hiring, the whole thing can blow up quickly.

The pressure is on, your staff wants this hire because it will offload work from them, while your boss implies a failed hire will mean future pain for you around here.

And…here comes that ulcer!

Hiring is hard work for employers, you can use that to your advantage Click To Tweet

So What Does This Mean For You, The Job Seeker?

It may not seem it, but things happen quickly in hiring once a job goes public.

Managers want to filter choices fast and advance to an interview phase, their goal is to hire the position now. HR reps and recruiters have a process to endure, requirements to follow and boxes to check, but they also want to clear one job opening and move on to the next.

secret for hiring managers jobs in entertainment

Hiring managers want to fill openings quickly, because their day-to-day is affected by a positional void.

There are four broad steps to hiring once the job goes public:

  • Receive and filter resumes
  • Set-up and conduct phone screens
  • Conduct in-person interviews
  • Make a choice

The first two steps happen fast, the last two happen slow – so the impression is, hiring takes a long time. But in truth, the largest window for you, the potential hire, comes in the first 72 hours after a position is posted.

72 hours?!

It’s true.

A recent study indicates that your chances of being considered for a position drop dramatically after the job has been posted online for 72 hours. And that is because of everything this article has discussed – there is pressure on employers to make this process happen quickly.

Let’s go back into the shoes of an employer; either they have to fill an immediate and unexpected void because someone left, or they finally got approved for a position they’ve wanted and are under pressure to act quickly and start showing results of the decision.

Personally, when I lose an employee I get the job posted as quickly as possible and start looking at resumes. I want to have a list of 20-30 people worth calling within a few business days. I know this to be the case with other hiring managers too.

If I am approved to create a new position, I don’t want to lose corporate momentum, so again, I act quickly. This is the reality – your window is small.


You can’t afford to make job searching passive or inconsistent.

Searching and applying for jobs needs to be part of your daily routine or else you stand to miss out on the opportunities you were perfect for. Hiring managers don’t want to go backwards and start over again, they want to move forward.

If you send in your materials a week after a job is posted, or 20 days, even if the job is still available, chances are the employer is already in the face-to-face interview phase and doesn’t see the need to return to the starting line with someone else, no matter how qualified you may be.

Getting hired is the perfect blend of skill, personal and cultural fit, experience and timing. You can’t control how much someone in charge of hiring likes you, but you can control the other three.

Set up job alerts, read them daily, have your resume, references and versions of your cover letter ready. Be aggressive.

About Brian Clapp

Brian Clapp has worked in the broadcast media for over 14 years as a writer, editor, producer & news director. After beginning his career in Atlanta at CNN/Sports Illustrated, he switched coasts to Seattle to work at Fox Sports Northwest. In 2010, Brian began pursuing a new found passion on the digital media side, launching a successful website and then taking on the role of Director of Content for &

Recently Brian has become addicted to Google+ and LinkedIn so add him to your circles and make him a contact. No seriously, you should.


  1. I’m a freelance humor writer and am interested in radio. Here are some of my miscellaneous prerequisites:

    I have a nasty, three-pack-a-day habit and I’m talking about Odor Eaters!

    My Mother-In-Law has everything a man could possibly desire-like, muscylar arms and a big, bushy mustache!

    I’m not a cheap guy, either. I took my girl out for a ten-course dinner the other night. It would have beeb eleven but the knob for the Zagnut bar jammed.

  2. This article is way too long and verbose.

    • I think you are being funny — 1,000 words is actually on the skimpy side if you want some real actionable career advice instead of useless, thin, clickbaity crud. But go ahead – go read some buzzfeed 300 word article that will solve nothing in your life, but will definitely show you what the stars of Growing Pains are doing with their life now! – Brian, the verbose, and slightly defensive, author.