“Don’t ask questions you can find answers to online”

Creative Career Conundrums is a weekly advice column from If You Could Jobs. Each week their selected panel of professionals from the creative industry answers your burning career questions to help you navigate the creative journey.

This week’s question:

“I have found that, when applying for jobs which I am well suited for and have direct experience with, I get invited for interviews but because I have about one year of experience, people who are older and have more experience always get the job. I have spoken to a recruiter directly after they rejected me, in a social environment, who admitted that I had all the skills and they liked me but the person they hired had about seven years more experience despite it being a junior role. It just feels a bit hopeless sometimes – as this has happened even with internships where experience really shouldn’t be a huge defining factor.

How does one put their best foot forward, knowing you have all the skills and experience for the job, when competing against people with more experience/age in the field?”

Kat Wong, founder of career change platform Oh Yeah:

When recruiting for a highly sought-after role at a high-functioning team, regardless of the level of role, organisation, or market state, I always look for three key things:

1. Fresh perspectives and experiences that complement the existing team. If two interviewees can perform the role’s functional responsibilities, I prioritise bringing in fresh perspectives and ‘outside experiences’ that can benefit the team and organisation, especially if they’re joining a team centred on culture and creativity.
2. Alignment of values and career interests. I’m always on the lookout for how a team can grow collaboratively, beyond their day-to-day roles. Getting a better, rounded understanding of the candidate and how they can contribute to the team can put you in a far stronger position for the role in question. So I want to see how candidates demonstrate these values in interviews, and also look at their LinkedIn/socials to get more context. For example, community work, side hustles, or being at complementary events that share similar values.
3. Has the candidate done their homework on the company they want to join? How engaged are they with the actual organisation and their latest projects? Have they researched the interviewer and their background? I’d actually apply that in any circumstance where you’re asking for coffee or time from someone – get your basic facts first.

You’d be surprised how many people don’t do that last one. I remember once, in my very first job after university, working in an entertainment newsroom, my boss came back from interviewing for a news editor’s job. But the candidate fell at the first question when asked about the day’s news headlines. The interviewee responded: I haven’t read today’s papers.

That always stuck with me.

Finally, the bit at the end of the interview when they ask, “Do you have any questions for us?” This is a killer window to show that you’re curious and thinking about the company’s future. Don’t ask questions you can find answers to online. Not only is it a wasted opportunity, but it just shows you haven’t done your homework. But I know you won’t do this!

This process is tough, but good leaders will always want good folks on board who can demonstrate all their values, inside and outside of work. And they’ll be the ones you’ll want to work for.

In answering your creative career conundrums we realise that some issues need expert support, so we’ve collated a list of additional resources that can support you across things that might arise at work.

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