Written by Dr. Ted Gervan, Managing Director of Academic and Business Operations
Welcome to the CDM community and congratulations to all PreMDM students!
I am thrilled that Dr. Osian asked me to write to you on the topic of job search. While I wouldn’t call myself an expert, I do possess over 25 years of experience interviewing applicants for creative technology positions, as well as seeking jobs as a lead VFX designer, and educational leader. As an administrator I have enjoyed participating in hundreds of interviews. I have learned a thing or five about what it takes to obtain, as well as be successful in a job interview. I’m very pleased to share a few insights that have helped me. I hope you enjoy these 5 tips below. If you have any questions or would like to chat about your job search, I’m happy to support your career explorations both in program and post-graduation. Feel free to connect with me on campus and on Linkedin.
1. Be Disciplined
One of the most important aspects of a successful job search is discipline. In my experience, setting up a regime of activities each week that will increase your likelihood of success is extraordinarily important. Such a regime may involve SMART Goals. It is a competitive job market out there right now. People who invest additional time and effort, all other things being equal, will be more likely to have success. This means practicing diligence every day/week and creating a reliable routine. I recommend company research (e.g., culture, current projects), networking (with intent to find mentorship), and of course job applications. The process of applying for jobs can be one of the most telling and useful sources of information to help you hone your search routine.
2. Write a Cover Letter
Use your company research to craft a thoughtful and compelling cover letter. As someone who has been involved in hundreds of hiring processes, I’m often surprised by how few applicants include a cover letter with their application. From my perspective, not submitting a cover letter is a quick way to be removed from the shortlist. However, the same outcome can happen if the cover letter isn’t thoughtful, is too long, or contains too many “I/me” statements.
As a hiring manager, I want to see that the applicant has thoroughly reviewed the position. I want to understand how they relate the role and the organization to their own unique experience and whether they can convey that succinctly. I also look for evidence that the applicant is a team player.
If you are applying for multiple types of roles, create distinct cover letter templates and refine them over time. Ask trusted friends or mentors who have successfully navigated their own job searches to review your cover letter. You can also find strong cover letter examples online. These practices will help ensure your cover letters stand out and make a positive impression.
3. Express Gratitude and Follow Up
After a job search has concluded or after your interview, send a thank you email to show appreciation for the opportunity and time invested by the recruiter, HR professional, or hiring manager. This creates a positive tone and demonstrates professionalism. Example: “Thank you for the opportunity to interview for the [position]. I appreciate the time and consideration from the hiring team.”
Once you know the outcome of the search, and if you are not successful, you can also re-express gratitude and politely ask for feedback on areas of improvement, focusing on growth rather than the reasons for rejection. Example: “I’m looking for ways to improve my candidacy for similar roles in the future. If you have any specific feedback on my application or interview, I’d greatly appreciate it.”
A single follow-up email or phone call is often enough. If no response is received after a reasonable amount of time (1–2 weeks), it’s best not to pursue it further. You can optionally reiterate your interest in staying in touch for future opportunities. Example: “I understand if you’re unable to share feedback, but I’d like to stay in touch in case of any future opportunities [at company or in your department].” As a hiring manager, I always appreciate applicants who express admiration for the organization/projects.
Please keep all follow-up communications brief and professional. Be concise, direct, and respectful of the recruiter’s time. Make sure there are no errors in your follow ups. Double check the spelling of names. Aim for a 3–4 sentence email that stays focused on learning and growth. By using these strategies, you will leave a positive impression, learn from the process, and potentially elevate your application in the future.
4. Find Strong Mentors
Many professionals in digital media are open to mentoring and coaching people looking to break into the industry, a specific role, or company. Make it a goal to connect with 1-2 individuals each month whom you admire and from whom you can learn. These mentors might be in the role, field, or company you aspire to join, or they may be further along in their career and willing to pay it forward. When approaching a potential mentor, be thoughtful—do your research and ask insightful questions that demonstrate genuine interest.
A respectful way to request a meeting is to invite them for coffee or lunch, but always offer them an easy out. For example, “I completely understand if your schedule is too busy, and I appreciate your consideration.” This gives them the option to decline gracefully without feeling pressured. If they say no, thank them, don’t pester, and continue seeking mentorship from others who may be more available.
5. Practice the STAR Method
Lots of people struggle to talk about themselves, what they value, how they work, and how they bring value to employers and teams. Like anything in life, practice really helps. But how do you practice talking about yourself for job searches and interviews. One effective way is to use the STAR Story methodology. But, what is a STAR Story and why does it matter? The STAR (Situation, Task, Action, Result) story format is widely used by job seekers as well MDM students to develop compelling responses to Behavioral Interview Questions. Most recruiters emphasize Behavioral Interview Questions because they believe that the best predictor of how you will handle a particular situation in the future is how you handled it in the past.
For those of you who have never utilized the STAR Story methodology, or similar methodologies (you may have heard of the CARL method before), Star Stories are a powerful interview technique that will help you transform your educational and professional experiences into short, compelling narratives that you can use in job interviews, in casual conversations with potential employers at other CDM events, with project clients, through your own job search, or maybe even with someone you don’t know on the Skytrain. These stories will not only showcase your accomplishments but also demonstrate your problem-solving abilities, and most importantly your value to potential employers.