Casting Brief Q9: Individual Character Brief

For the entire list of casting questions go back to

Casting Brief

Question 9: Individual Character Brief

This is a brief given by the director to the casting director about what they are looking for in each individual character. It is the director's perception of what they want the character to look like or act in a certain manner which would help to enhance the character, this is what the casting director needs to pass on or get out of the actor at the audition.

Sometimes a character brief is written down so that it can be shared with the actor so that they can prepare themselves for the role. These are usually one-page briefs and are not to be followed literately by the actors but the essence of the character is usually summed up in this brief. The briefing of characters in this manner is mostly done in feature films more than advertising. The reason for that is not always the entire set of people being cast will get to read the entire script and in order to understand the character, this description is important. Usually first round of auditions happens only on the basis of one scene that has been given and to be fair to the actor it is important for the actor to know what the role includes.

The brief which like I said is a one-page description, which in short says everything about the character like RAHUL (name of character) who is 28 yrs old, decent looking, coming from a lower-middle-class, has had to struggle for everything in life, right from education to even making friends, he is currently going through a tough time, having lost his job and his girlfriend had dumped him for a richer guy, he now stands at the bus stop where he has just seen a robber hide a bag full of money on the top of the roof, what does Rahul do.. 
The scene given to the actor at the audition is the scene where Rahul is standing at the bus stop. This example shows that the actor has been giving just enough to know how to play the part without revealing too much of the plot of the script. Some times the director's brief could be specifics like maybe the character should try a lisp while talking, or a foreign accent or something like a small limp while walking or even as simple as trying the audition with and without specs.

It is not necessary to have a detailed brief for each of the characters to be cast but helps in giving the casting director some direction to what the director is looking for. It is therefore important for the casting director to have read the entire script and know the story well, cause actors will have a few more questions about the character after reading the brief, of course, the casting director has to be careful while reveling information not to let out too much of the plot of the movie.

There are times when no brief is given as the director wants to see what the actor brings to the table, some of the most memorable characters we see on film are things that the actor would have brought to the audition sometimes even unknowingly.




For the answer to the previous question see
Casting Brief Q8: Competitive Brands

Read on for the next question
Question 10: Any reference to any character/actor?

For the entire list of casting questions go back to

Casting Brief

For more interesting articles click on Auggielicious Index to see the entire list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Casting Brief Q8: Competitive Brands

For the entire list of casting questions go back to

Casting Brief

Question 8: Which competitive brands worked on by the actor are to be kept in mind?

This question is only for commercials. Like I said in the case of contracts, the actor at the time of auditioning has to declare if they have acted in any competitive brand. It is best that the actor mentions most of the work that he has done so that there is no confusion in the future. Even if there was no contract executed, the actor should reveal this and when the commercial was released.

Competitive brands are not just the same category but sometimes extend to the parent company as well, for eg, The Coca-Cola company India owns the following brands - Coca-Cola, Fanta Orange, Limca, Sprite, Thums up, Kinley, Maaza, Minute Maid Pulpy Orange, Minute Maid Nimbu Fresh, etc...
while PepsiCo India includes - Pepsi, 7UP, Nimbooz, Mirinda, Slice, Mountain Dew, Aquafina, etc..
so while all of these are not cola drinks there are times when the parent company insists that the cast for the upcoming commercial has not done any competitive brands like in the above example. Coca-Cola sometimes insists that the cast should not have done any of the Pepsi brands and vice versa. For some of the brands the rules are a bit relaxed and the 'Actor not acted in Competitive Brand' does not mean all the brands like if an actor has acted for the water/soda brand like Aquafina / Kinley they may be excused for the cola brand... All this depends on the rules given out by the client at the time of briefing. Competitive brands are sometimes also generalised like health drinks could also sometimes be counted as competition in the above case.

Also what role does the actor play in the competitive commercial is important, if they are the lead or just part of a crowd, basically how clearly was the face seen and remembered and when was the film released. How long back did the competitive commercial stop airing? If it was a while back like 2 years or so it does not get considered.

It is in the best interest of all that the actor at the audition truthfully says which competitors they have worked for, and even better if the casting director knows if the actor was involved in a competitive ad and make sure that is declared. The best way is to get each actor to sign an undertaking at the audition that they have not been involved in the mentioned brands and for the time when that commercial was made.

All in all, it is important that the casting director gets briefed clearly on which Brands the actors should have not done, and if done then how long back and he, in turn, makes the actor sign an undertaking of the same.



For the answer to the previous question see
Casting Brief Q7: Contract

Read on for the next question
Question 9: Individual character brief?

For the entire list of casting questions go back to

Casting Brief

For more interesting articles click on Auggielicious Index to see the entire list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Casting Brief Q6: Casting Requirements?

For the entire list of casting questions go back to

Casting Brief

Question 6: Who will take care of the requirements of the audition?

This question is directed form the casting director to the producer. So what are these requirements that I am talking about

1. Space to audition.
2. Camera, Lights and Power Supply 
3. Backdrop (if needed)
4. Props (if needed)
5. Any other special requirement 
6. Stationary
7. Conveyance and food
8. Phone / Net Bill

Now while most casting directors charge a fee and rest at actual's there are some production houses that like to make deals with casting directors (rarely happens), the deal being that the production house would pay just one figure and the casting director would do the rest all-inclusive. Why would any casting director take up the latter proposition it would be if they think that they could make a little more by making better deals with suppliers or if they themselves own either equipment or space thus saving on rent, also if they are confident of wrapping up the casting within the time so that it does not go overboard. Why would a production house take this route its simple, one bill, one figure this cannot go over budget since the figure gets decided upfront. This route is very risky for the casting director since if any variable is to change they might just lose more money rather than saving.

This question has to be asked as the casting directors fee is determined basis on these variables. There are mostly in between deals that are made, where the production house would provide/pay for certain things and rest has to be taken care by the casting director. Let's talk about each requirement in detail to understand this.

1. Space to audition - if a space is hired for audition rent has to be paid for using that space. In cases where casting has to happen for only a few days, renting a space might be feasible, also some audition spaces these days provide with some of the other requirements like camera, lights, and backdrop along with a assistant, making it easier on everyone. In cases where casting could go on for a long time (weeks to months) like in features, or in case the production house wants to save money on rent or time* is a huge factor, in such cases a space is provided by the production house which is usually a room in the office and sometimes even in the space just outside the office like in the compound or corridor. The minimum requirement of space for an audition should be so that the camera can capture the full length of the actor without having to tilt the camera and the area should have decent lighting and not too much outside noise. 
The number of people coming for audition also makes a difference to where the audition is held, if there a lot of people expected in a single day (like in advertising) then usually space is rented out unless the production house has sufficient space to keep people waiting and preparing for their parts. In case there are only a few people coming in, like only a select few have been called, like in the case of features or in the case its a call back then these do take place in the production house's office space.     


*Time, in this case, is the time after the audition is captured and for the video to be seen by the director, and if liked sent further for approval. Or if the cast is required urgently like for the next day's shoot.

2. Camera, Lights and Power Supply - in order to record an audition the casting director needs a camera, any camera of a decent resolution should work, earlier DV camera's were used, still gets used in some places but that has now been outdated since DV camera requires DV tapes which then have to be transferred to a digital format to view which involves both a lot of time and money. Some casting directors own a camera themselves and they charge rent for it or include this in their fees. Owing a camera is also a good thing for production houses who do a lot of work as this helps bring down the cost, it also helps at times when the actor can not make it to the audition room but can come to the office to give the audition (since the audition location might be far). It helps in cases of callbacks and smaller tests as well.
Lights are definitely required for auditions that are conducted in closed rooms, a couple of decent powered lights is the minimum requirement, these can be either softboxes or light bounced of thermocol, the basic idea always is to have the actor evenly lit from both side's i.e. no shadows mainly on the face. When auditions are conducted in office spaces its still ideal that the room has sufficient internal lighting or there is enough sunlight coming in. In case the audition is held in the corridor or in an outdoor space the person recording has to make sure that beyond light the sound of the actor is also picked up clearly by the camera.
Rented studios sometimes charge separately for power supply (rarely) usually its included in the cost provided the lights used are basic, which is why most current audition spaces provide these and include the cost in the rent. In case of areas provided by the production house, they need to make sure that there are sufficient outlets for power and extension cords for the same.     

3. Backdrop - this is required if space in which the audition is being held is too noisy** or is too cluttered, like when auditions happen in offices, an ideal space would have a single coloured clear back wall or the use of a backdrop is required, this helps in keeping the viewer's attention only the actor giving the audition and not get distracted by the space around it. Not always can one have a backdrop to audition in such cases a clear back wall with almost nothing on or around it is an ideal space. If a backdrop is being rented out then it could be either in a light colour, white or offwhite are usually used some cases a completely dark backdrop also gets used like grey in those cases it makes the actor stand out from the space, provided that they are in bright clothes and have been lit well. 
A backdrop is a clear piece of paper or cloth with no print on it, same as the ones used in photo studios but large enough to cover the actor's entire action, sometimes cover even 3 people in the same scene. It should be ideally large enough so that the camera captures only the actor and nothing else around. Production houses that do casting quite often and don't have a clear wall usually keep these backdrop's which can be put up easily with the help of 2 stands.. even chroma cloth gets used at times

**noisy - too many things in the background like pictures on the wall, clock, table furniture etc..

4. Props (if needed) - in the scene to be auditioned there would be props that might be required, simple things like a cell phone, or a chair, table, etc can easily be arranged, but there are times when specific props are required, like a gun or a ball or a mask, etc these may have to be rented out or there has to be an agreement (the director should know about this advance) that the actor will make do of what even is available like use a stick instead of a gun. Depending on the rent of the prop, the producer would decide if it's required or not to hire that prop but there are cases when even expensive props have to be hired like in case of testing if the actor can act while riding a bike or driving a car or is the actor comfortable to act underwater, etc, in such cases it makes sense for the producer to spend the money on these tests rather than have the shoot stuck because the actor can not ride a bike.

5. Any other special requirement  - any other special requirement is similar to that of special props, like maybe the actor has to talk while eating or the actor has to do something unique like a summersault or some specific stunt then depending on what is required to that situation. If there is a piece of costume that is required for the test like a hat or a specific kind spec frame etc.

6. Stationary - this includes a slate and a marker for the actor to hold with his details at the start of the audition, some casting directors still use paper here and that is a pure waste of resources. Beyond this, there is the script printouts, paper/book for making a cue sheet, tapes if a dv camera is being used or Digital cards, transfer cables, CD's,  DVD's or any other storage and transfer device, most of the time these are included in the casting directors fees as these are usually really small figures. If they have to be charged it is at actuals against a bill that the casting director should collect while buying the same.

7. Conveyance and food - if the casting is happing for a few days then this figure is small and is easily taken care of but in the case where casting is over a period of time then most of the time the producer sets a limit to how much of money should be spent each day on food and travel of course bills would have to be produced for calming of the food at least and accounts would have to be settled from time to time. Conveyance is for the dropping of casting material to the production office or director's house. 

8. Phone / Net Bill - here if it's a short casting then usually there is no charge that is passed on to the producer but in the case where casting has to happen over a period of time then either the producer gives the casting director a phone to use for all official calls or takes care of the bill at the end of each month especially if the casting is happing in another city or country. 
With social media catching on and with the latest apps even these figures are getting to an ignorable amount, like most casting directors would post the requirement on a social media page, tagging a few people who they think need to come, also used is here are services like BBM or Whatsapp where a group is made over time and a single message gets delivered to all what the requirements for the audition are and people who think they suit the requirement go for the auditions.

So depending on who is paying for what finalises the casting directors fees, although the most common practice would be to charge a fee and the rest at actuals. It is also best that the casting director reads the script or the storyboard before meeting for the casting brief so that he knows what his requirements would be in advance.

 

For answer to the previous question see
Q5:- Budget?

Read on for the next question
Question 7: Is there a contract to be made?

For the entire list of casting questions go back to

Casting Brief

For more interesting articles click on Auggielicious Index to see the list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..    

Casting Brief - Q4: Dates for the shoot and shortlist?

For the entire List of casting questions go back to
Casting Brief

Question 4: Dates for the shoot and shortlist?

This question is asked so that when the casting director calls the actors for auditions, besides the other information, they are told the shoot dates as well so that in case the actor is already booked on those dates they can avoid going for the audition. This is more important in advertising than in feature films, in the case of the latter, the dates would mostly be a range of within an "X time" like a week or between months X - Y since till all the cast and all the other details are not in place the film would not be going on the floor. The only time dates are clear is when all the main cast, and other departments are blocked and only a few people are left to cast. Also, this would be the case when callbacks have happened and casting is in the 2nd or 3rd round of tests. (number of tests to finalize cast would vary, as it would be finalized only when the Director and all others concerned are satisfied.

In the case of advertising, almost 99% of the time the date for the shoot would be fixed and even if there is a doubt, there would be a very tiny range between which the shoot would occur, like between day X or X(+/-1), X(+/-2). That could also be the case because it could be a 3-day shoot and the actor would not be required on all 3 days. So the actor needs to be clear that by giving the audition they are committing to be available on those dates that have been told.

How is shortlisting done?

Now, what happens if the actor has auditioned for multiple roles for different production houses of which shoot could be on the same dates, that's where the shortlist date comes into play.

In advertising the first shortlist (especially if there are a lot of cast to go through) is done between the casting director, D.A, Asst director and the producer (not necessary all would be present) there are however some directors who do go through the entire list of people that have been auditioned. In most of the cases the first viewing is just a short glance at each video, here is where what you wear and your look will come into play, so while the director watches the video the assistant sits with the list of names of the actors that have auditioned and makes a shortlist.  Here only the really terrible actors and the ones that really don't suit the role are removed, like a 35-year-old actor who has auditioned for a 18-year-old. The director also glances at the first round of auditions (at the end of each casting day) when there is more than one day for casting, so that he can point out mistakes (if any) or tell the casting director to concentrate more in finding a particular character. In the second round of shortlisting (which is when all directors view the cast) the audition is watched in detail and a shortlist is made, the marking on each actors name would be YES, KEEP, FOR NOW, NO & MAYBE, basis on this a re-look at all cast is done which is the 3rd round, here the assistant has to line up all the cast basis each character and a new shortlist is further made. In the final round of shortlisting (which could be the 3rd one), the cast is then given preferences like a particular actor would be the Directors 1st choice followed by the 2nd choice and the rest are usually a backup in case the client does not like the first 2 characters presented. Usually, 2 to a max of 5 people per character are presented at the PPM. There are times when shortlisting or one round of presentation is also done with the agency present so that the director and the creative are on the same page so as to which actor is their preference for each part.

So when a production house informs the actor that they are shortlisted it means that the actor is being presented at the PPM, So what happens if the actor has been shortlisted in another job on the same shoot dates, they need to mention this at the audition or more importantly when the shortlist call is made to them, so that a reconfirmation call with the actor can be done just before the PPM and in case they agree to being free ONLY then will they be presented to the client. A lack of mention from the actor of "maybe not being available" is unprofessional and puts a lot of people in a spot of bother especially if they are liked by the agency and the client. The best thing for actors to do in cases where they don't know is to inform the casting director that they have been shortlisted on the same dates that are required and they will know on the date X, which would be the date where the other production house would give a 100% confirmation on the project. It would be a very rare case where the actor is shortlisted in 2 commercials to be shot on the same dates and would also have the same finalizing date and the actor can take on the project whoever confirms the job first and informs the other of the unavailability immediately.
e.g. if an actor has be shortlisted on 2 different jobs both to be shot on say the 8th of the month he informs the one who has the PPM on the later date say 6th that he will know on the 5th (PPM date of the other project) for sure if he is available or not, that way he can be part of both lists and does not have to put anyone in a spot of bother as long as the information is passed on time.

In case of feature films the main cast will have at least 3 callbacks before they are finalised, the first round is to shortlist people, the 2nd and 3rd would be to see compatibility and the last is generally the look test (not necessary for these to happen in this order) Casting in features could go on for months and as people get close to being finalised they are told of approximately when they could be shooting. In most cases the director watches the entire audition for each character and then makes shortlists for it.

Just to sum up, a smart casting director will inform the actor of not only the shoot dates but also on what date when the actor would know if they are shortlisted and when they will be finalised. Also, post finalising the cast a good casting director also informs the other actors who were part of the shortlist that they did not make it. A smart actor will know and use this information to maximize their chances of getting work.




For the answer to the previous question see
Q3: Sex of the character? - Male or female or...

Read on for the next question
Q5: Is there a budget individually or totally? 


For the entire List of casting questions go back to
Casting Brief

For more interesting articles click on Auggielicious Index to see the list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Casting Brief - Q3: Sex? - Male or Female OR...

For the entire List of casting questions go back to
Casting Brief

Question 3: Sex? - Male or Female, OR...

Most people will wonder that it is obvious that male or female has already been answered while reading the script, so what is the reason I put the question OR?

While the casting of a character where the actor is partially seen like has a mask on like a joker, or a burnt face or a face which is painted through the role, or a deformity, etc. Therefore in such cases, at the time of casting the actor should be informed of the requirement, and then they can have a choice to give the audition or not.

It's not just masks and paints that hold onto this requirement if the character has to play a crossdresser, a eunuch, or just a panzy. Again informing the actor of this at the audition helps them to decide if they are up to the challenge or this role does not suit them. It helps in reducing the no of people even before casting gets to the shortlist stage and thus saves everyone's time.

Lastly don't forget the OR? also stands for casting for stand-in's, duplicates, as well as for animals that are featured in the film. Yes, the casting of animals does happen. In case of stand in's the requirements would generally be the same height, size, length of hair and sink color. In case of duplicates, it's the case of the closest looking to the person in question.

So while in most cases this question is not asked at all, there are times when this has to be asked.



For the answer to the previous question see
Casting Brief Q2 - Age of the characters

Read on for the next question
Question 4: Dates for shoot and shortlist?

For the entire List of casting questions go back to
Casting Brief




For more interesting articles click on Auggielicious Index to see the list.

Like / Follow on  the Facebook page Auggielicious for information, latest news, job posts etc..

Casting Brief - Q2: Age of the characters?

For the entire List of casting questions go back to
Casting Brief

Question 2: Age of the Character?

What is the age of each of the characters in question? Why would a casting director ask such a question when most of the characters age is defined in the script itself. Well, this is true only for some times, but mostly the age is not described, either because there are a lot of characters, or in cases like where the character is only just described e.g. as a mother or young teenager, there is no clarity of age. Therefore the casting director needs to ask this question, also even if its mentioned in the script it's better to clear that what is written in the script is the same as what the director has in mind.      

The age could be specific, like a just born therefore 5 - 10 days old, or a 1-year-old. But in most cases the age that would be given will be within a range, like between 40 - 45, or 20 - 25, etc. the reason a range is given is for the most obvious reason that not all people look their age, so while in actuality the person could be 30 yrs old but on camera might look 26 - 28 yrs. Makeup and costume do play a very important role in the casting process, eg a simple thing like wearing spectacles might make some people look a lot older than they are, same way hair open and hair tied up makes a difference to age that women look. The same goes for costumes, what is worn at the auditions, therefore, becomes very important.

So when actors go for auditions they should get the brief very clearly before they start.  The way you look even before you act will be judged upfront. Remember when the shortlisting process is taking place, there are a lot of people who have auditioned for the same role and you don't want to be rejected basis on first appearance's. Also if your a 40-year-old don't go for an audition which is for a 20 yr old and waste everyone's time and then wonder why you don't get shortlisted.

To the casting director, this question also gets very important when the same person has to play more than one character in the same film, like if the same person has to play a teenager and also play the mother later in the film. While casting of such a character one would try to find a person who could pull off being a teen as well as a lady of course with the help of makeup and costume, but the hunt would be someone who can pull both off.

Lastly, the importance of age is also in relation to the other characters, e.g. so while the brief might be for a 20 - 25-year-old girl who would be dating a 22 - 28-year-old boy, there may be a problem if the girl looks older than the guy especially if she is a junior in his college. Same with all roles characters will be judges not only on solo performances but also how they look with/against each other.



For the answer to the previous question see
Casting Brief Q1 - Casting Of How Many Characters?


Read on for the next question
Question 3: Sex of the character? - Male or female or...

For the entire List of casting questions go back to
Casting Brief







For more interesting articles click on Auggielicious Index to see the list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Casting Brief- Q1: Casting of how many characters?

For the entire List of casting questions go back to
Casting Brief

Question 1: Casting of how many characters?

Each film would have multiple characters to be cast, in case of not too many people to be cast one meeting or even a brief over the phone would do, (like in commercials where some times there are not more than 2 or even 1 character at times) but in cases where a lot of casting is to be done, there would have to be multiple meetings both for briefing and for presenting the cast in batches. Casting where there are a lot of people involved, which is mainly in feature films is broken down into Primary, Secondary, Tertiary, and Background cast.

Primary Cast also know as Main Cast being your lead actors which includes hero, heroine, villains, etc,

Secondary Cast is your supporting cast which also has an important role to play, like friends, parents, etc, i.e. people who rally around the Main Cast.

Tertiary Cast are people who have a small but yet important enough role to play, mostly tertiary cast are people who appear in a scene or two. like shopkeepers, cab drivers etc.

Background Cast are generally not cast, they consist of people who appear in the background like office staff, or the crowd at a stadium, or people at a restaurant etc.

So why would a casting director have to ask this question, well for the simple reason that not always all characters in the script need to be cast, like in case of commercials where one role could be that of the brand ambassador so casting for the rest is required. Also, this question would pertain to what it always boils down to - MONEY. The no of people to be cast decides the no of days it would take to caste these characters and therefore costs on the studio, camera hire, assistant, food, etc. All this needs to be kept in mind at the brief and of course the casting directors fee. 

Once the no of characters that need to be cast are fixed, the casting director along with the producer fix on a schedule as well as the expenses and other details.

Read on for the next question - 

Question 2: Age of each of the characters?

or go back to Casting Brief page to read the other questions.

For more interesting articles click on Auggielicious Index to see the list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Casting Brief

Why are you trying so hard to fit in when you are born to stand out? - Ian, What a Girl Wants (2003)


What goes on when a director brief's the casting director?
What are the questions that could get asked?

Here is a clue to what happens at the briefing session, directors (starting off), Assistant directors (D.A's or A.D's involved), to casting directors read on to find out what you should prepare for at the Casting Brief and actors as well should also know so that they are not wasting time doing auditions that are not suited to them. In the meanwhile actor's looking for work do check out Facebook links to pages that have Posted on Casting / Modeling Jobs.

The briefing to the casting director would happen only after all parties have read the script, screenplay, or storyboard. Everyone should know what they are getting into before this meeting or call. Notes should be made and breakdown lists have to be kept ready before this meeting. This prep before this meeting could be as short as a few minutes like in the case of advertising, to a no of days like in the case of feature films.

Once the prep is done the meeting is called for, both parties should have done their back work or there will be more of these meetings. These are some of the questions that should get asked at this meeting, these are not in any particular order

Question 1: Casting of how many characters are to be done?

Question 2: Age of each of the characters?

Question 3: Sex of the character? - Male or female or...

Question 4: Dates for the shoot and shortlist?

Question 5: Is there a budget individually or totally? 

Question 6: Who will take care of the requirements of the audition?

Question 7: Is there a contract to be made?

Question 8: Which competitive brands worked on by the actor are to be kept in mind?

Question 9: Individual character brief?

Question 10: Anything in the role, to be done, that might require a warning?

Question 11: Any reference to any character/actor?

Question 12: Any specific scene that the director wants to audition the characters on?

Question 13: Any specific props required for the audition?

Question 14: Any specific costume/look required for the audition?

Question 15: Will there be a call back for actors?

There could be more questions asked basis on the answers that you get, but these questions should cover call the basics that need to be asked at the first briefing. 

Each of these questions has an explanation to them which will be posted in the following blogs, when posted these questions will get converted to links to each.

Auggieism:- What do you say when auggie is staring at a beauty? 

Ans:- Oggieling... 

For more interesting articles click on Auggielicious Index to see the entire list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Media Job Posting Pages India & International - Links

Since I spoke about Tips When Applying For Work, Careers In Filmmaking Pre Production & Careers In Filmmaking - Post Production I though might as well list some of the pages where you can find job-related posts, post your CV's or just Network with your peers both local and international. Click on the image/link to take you to the pages that suit your requirement and all the best..

PRODUCTION & DIRECTION

Assistant Directors & Production Department for Films & Commercials

Film & Television Assistant Directors

Indian Promo Producers

Mumbai Film Assistant Directors

Tv Commercials Directors and Producers

Indie Film

Nederland

ALL MEDIA RELATED

Associate Cinematographers & Assistant Directors

Assistant Directors / Actors / Cinematographers

Digital Filmmaking India Asia

Filmmakers

Film Asia

Film TV Professionals

Film Industry Network

Indian Commercial Film Industry


Media Jobs Daily

Media Entertainment Professionals Creatives Combine

Technicians for Films & Commercials

The Filmmakers Forum

Media Professionals

International Film & Tv Production Resources

The Art Directors Club

Advertising Club - N.Y.

      My Film Tree 

Since the page was getting too long will divide the links into individual pages, so expect some more link pages coming up..

Also check out Film Festivals Advertising Awards Worldwide - links

*SOME PAGES ONLY THE FB PAGE IS LINKED, FOR WEB PAGE CHECK THE LINK ON THE ABOUT SECTION OF THAT PAGE.

**SOME OF THE PAGES WILL / COULD GET OUTDATED ESPECIALLY IF THE OWNERS START A NEW ONE.

For more interesting articles click on Auggielicious Index to see the entire list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..

Tips when applying for work

"There are no accidents" - Oogway, Kung Fu Panda (2008) 

Tips when applying for work in the film industry

Over the last few months a lot of people from various parts of the industry have contacted me asking me for work. I realized that most of the people didn’t even have the basic ethics while asking for work. So here I have tried to put together some do’s & don’ts when asking for work from a potential employer. While most of the tips will help people from all walks of life in looking for work, some of these tips apply only to the filmmaking industry. 

A: The CV
B. Communication - Email / Sms / Phone call / Meeting in person.

C: Social networking sites - Facebook, Linkedin etc.
D: General Tips

Do’s & Don’ts 

A: The CV

The following would be my suggestions for a CV. Remember not to follow these tips blindly but adjust to what suits your profile the best.

1. Make sure your CV is clean and neat and not with jumbled up information.

2.  Make sure your CV is updated to the last job done, I suggest putting a date on your CV so even you know which one is the latest.

3.  Have your current job profile up top followed by your work experience.

4.  Do not use fancy fonts that people can not read.

5.  You can however highlight, bold, underline the headings even use colour if you want, but don’t make it colourful.

4. Just job titles should suffice along with the employer's name and not paragraphs of what you did.

e.g.

3rd A.D. for XYZ company on ABC project.

OR

2nd A.D. + Casting,         ABC project       Dir XXX        XYZ company

and NOT

"I worked as a 2^nd Assistant Director on the ABC project with Dir XXX where not only my job responsibility was being the 2nd A.D. but I was also in charge of casting and the experience was really fulfilling and enriching. This was done for XYZ company.”

5. If you feel you have to put descriptions, try and keep it to a short one-line explaining what you did more on those projects. 

E.g.- 3^rd A.D. for XYZ company on ABC project. I also worked on casting on this project.

6. Mention what kind of work you are looking for and are willing to do. You can also do that in your email or in your conversation instead of on your cv.

7.  If you lack experience and are a fresher, mention in your email that you are ready to work as an intern, you can request for conveyance and food if and when the employer agrees to hire you. Be ready to work for free if you say ready to work as intern.

8. People put objectives on their CV. Personally, I don’t get it, is not the objective that you want a job? Anyway, people do it and they weird write stuff. e.g -

‘To Learn, Unlearn and Learn again through practical experiences and to be a part of an organization which encourages new ideas, thoughts and gives me an opportunity to explore in my field and use the findings to help the organization to grow with leaps & bounds, with a sense of achievement.”

Or

“To contribute to the continual success of the administration utilizing my skills in management and supervision.”

I personally don't recommend any objective but if you think you have to put an objective keep it simple and to the point.

e.g. - “To work with a direction team in the making of a film.” 

back to the top

B. Communication - Email / Sms / Phone call / Meeting in person.

1.  In your communication with people do not address them as “hey ya”, “yo”, “friend”. You are asking for work not chatting with your friend. (even if the potential employer is your friend)

2.  In all forms of communication address, people respectfully as ‘sir’ or ‘madam’ unless they ask you to address them otherwise.

3.  No short forms, in your written communication like pls, rds, etc.

4.  Improve your language skills for the industry that you want to work in, remember you have to read scripts, and converse with your coworkers, so be it Hindi, English or which every language is dominated by the industry that you want to join, learn it.

5.  If you use words like “want to be part of your Creative journey” in your communication, trust me you will be asked to work for free. (if they consider you at all that is)

6.  DO NOT LIE. You will be caught before you can hit ‘save as’ on your first work docket.

7.  Don’t CC, or BCC anyone in your emails asking for work, if you can not take the trouble of writing personally to each person don’t expect a response from anyone on that list you just emailed.

8. You can call, SMS and request for an appointment to meet the potential employer, you might get the “I am busy” OR “not looking for people right now” OR “send your CV and we will figure.” Not everyone you come in contact with will give you work. Face that fact.

9. It is ok to land up at an office without an appointment but don’t expect to get an appointment just cause you are there, you can leave your CV behind and request for a meeting. You may get lucky if someone attends to you then and there. (does happen sometimes)

10.  If you are approaching people for work make sure that you always attach your cv (along with your email) OR  carry a copy( if you are meeting them) Especially when you send your first email to people.

11. If the person you have approached has taken the trouble to reply, even if its a rejection or don't have a vacancy right now, have the courtesy to reply with a "thank you and do keep me in mind if something opens up." type of response.

12.  If a job opening has been posted send your cv only if you think you qualify. e.g. - don’t apply for an editors role if you are an A.D and have no clue of editing.

13. In the case you think you qualify after having sent your email it is ok to check back whether they have received your email or not, just make sure you are polite while doing it.

14.  If they say they have received your cv and will get back to you, respect that and do not call and SMS repeatedly to see if the position is filled.

15. Just because you got the phone no or email id of a producer, director that does not entitle you to keep calling or emailing, a polite check via SMS or an email once in a few days should suffice, if they are interested you will get a call. 

back to the top

C: Social networking sites - Facebook, Linkedin, etc.

Here are some rules if you are using a social networking site to approach people for work. I am going to use Facebook as a common example but applies to all.

1. If you are using your Facebook account or any other social network to look for employers make sure your info / about you is updated. Don’t forget this does work like a short CV.  

2. Make sure that it also has the title of what you want to work as like assistant director/casting director etc so people know what you do. Also make sure its open for the public to see it. 

3.  Also keep your info updated of recent employers, especially if you freelance. It helps people know that you have gained some experience in the recent past.

4.  Another Facebook tip (especially if your looking for work from it) don’t put your pet name on it. Unless the industry knows you by your pet/nickname. Like in my case everyone knows me as Auggie and not Augustine, so if you do go by your pet name make sure your pet name is in brackets at least on your CV, for people to know who you are.

5.  Don’t post on individuals/production houses Facebook wall unless there is a post that says “looking for” or “job opening”. There too I would suggest that send your cv in a message or email, that way it is personal.

6. If the potential employer is kind enough to add you on Facebook does not mean you have to say “hi” every time you see them online. 

7. If you do say “hi” on chat be ready to have a conversation don’t disappear after saying hi. I know people who say hi and nothing else after that.

8.  Also if you want to have a conversation be ready with something to say beyond “how are you?”, and “what’s going on?” if you can not think of anything don’t start a conversation.

9.  If the potential employer hints right at the start of the conversation of “no work” at least carry on the conversation normally, don’t abandon the conversation without excusing yourself.

10.  Almost all production houses have a web page and most have Facebook pages, adding your self to them, or bookmaking them helps in case they post for a job opening.

11. Before you approach someone for work, at least spend some time figuring out what / who / where / what these people are, just visiting the webpage and seeing the reel online would give you a decent idea of the kind of work that they do. (not always possible but do wherever possible)

12. Definitely do the above points if you get called in for an interview/meeting.

13. These days smartphones connect with social networking sites, so keeping your details updated & in visible mode helps, like in cases when an employer is looking for people to fill the role they scroll their phone with the job title, eg - if a producer was looking for a DA or a Makeup artist they would scroll their phone using those as keywords and the first few names that pop up generally get called.

14. Keep your details about you in the visible mode to the public if your looking for work from people you don't know. I know of employers who search profiles of people basis job titles.

back to the top

D: General Tips

1. Be nice to people offline or online & in person, this industry is very small and people talk. 

2. If you don’t get along, just walk away. 

3. Remember not everywhere you apply will give you work, just hope you get a reply from them. 

4. The more experience you gain the easier it will get for you to find work.

5. If you do get an opportunity, do make the most of it by working as hard as you can and learn the most you can.

6. Remember people observe and those people do recommend. 

7. Never say you know everything, No one knows everything, let your work speak for yourself. 

8. As freelancers you don't need the entire industry to know you to get work, impress 4 - 5 production houses to get you consistent work, that should do.

While these tips might help you look better it does not guarantee work, don’t treat these as the Bible as there have been cases where things done differently have worked for some people.

back to the top

If you don’t know what you want to work as, do read 
Careers in filmmaking - Pre Production and 
Careers in Filmmaking - Post Production  
to give you some idea what your choices could be.

Auggieism:- What do you say when Auggie is hugging a lot?

Ans:- Huggie..

For more interesting articles click on Auggielicious Index to see the entire list.

Like / Follow on the Facebook page Auggielicious for information, latest news, job posts etc..