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Here’s one way to look at it. No matter who you hire, whether from a school or the best agencies, you’re rolling the dice. How many people have come from great agencies (particularly the ones that get too big) only to find that their talent doesn’t match their book? A costly investment. Maybe it’s time we relook at this. If we’re taking a chance no matter what, maybe we ought to bet on the underdog more often.
Pro
for sure, looking for potential.
but also it’s hard to turn away talent when you find those that have the hard skills already developed, all things being equal (other than schooling).
the training of hard skills often come with portfolio schools, and those self-taught don’t always know how or where to learn those skills.
Pro
Here’s the recording of the session & the deck. Enjoy!
Thank you so very much for attending our Ask a Recruiter Series event, 10 Portfolio Commandments! WOW! We had 140+ attendees yesterday, our largest happy hour yet!
For those of you who may have missed the event, you can check it out here (passcode: h3&ceg$Z). We will be sharing out a blog post recapping the HH that will highlight the key points of the session so look out for that!
Here's the deck for you to check out the 10 Portfolio Commandments. https://drive.google.com/file/d/19VUfv80XL3BhFd3JjAHJSdS2QGDJDKES/view
And here are all of the portfolios the panelists loved and talked about yesterday:
https://ceciliaazcarate.com
https://www.juancamillogarza.com/
http://www.anttull.com/
https://robs-park.com/Info
https://ngallagher.design/
http://www.davidpacheco.co/
https://www.instagram.com/celia.shoots.on.film/
https://www.instagram.com/edgartcb/?hl=en
http://mcqueenmcqueen.com/
https://www.itsmetanner.com/
http://y78.fr/
http://eddelacruz.com/
Pro
this is awesome and you’re awesome.
A few thoughts (but they might not be possible if you are just passing along candidates books)
1. I think this is where interviews matters, it makes sense to take some time to talk to candidates who aren’t from a portfolio school but show some potential in their portfolio. There are a lot of soft skills that go into excelling in advertising like being a great communicator and a good thinker, that might out-weigh their lack of polished work.
(I have also met a lot of kids from great schools who were horrible at talking about their work)
2. Internships are also a good way to help train and try-out candidates (probably obvious but it is worth bring up). I have in the past offered associate positions to candidates from great schools and done internships to hire for candidates form less formalized backgrounds.
3. Think about building relationships with local universities/colleges. Professors can give you recommendations for the best students that have the talent but not the formalized training.
Pro
all good points. thanks!
Industry leaders need to connect more with schools and professors outside of portfolio school.
They are the ones teaching the kids and keeping track of the standards of creative output in their portfolios. If they aren’t held accountable then the students won’t know the level their portfolio should be in. I went both to a state school and then SCAD. The expectations are way different. That’s what pushes you as a student to take it seriously and to learn more techniques to help your work stand out. I credit the professors and their methodology.
Who do you think is going to deliver in a pinch - the person who spent two years surrounded by and teaming up with equally motivated talent, coached by the best in the business and living in a vacuum of advertising amazingness with no other goal but to craft, revise and polish a perfect selection of 10-15 portfolio pieces?
Or the copywriter who art directed their own portfolio in 3 months after graduating while working two jobs to pay the bills?
If you see potential in the ideas - hire the potential.
The rest is the as realistic as an award show case study film.
Rising Star
my feelings exactly.