Video streaming now accounts for most mobile network traffic, with room to grow. How can you make sure that your company’s video content attracts attention when there is so much competition out there? Using the steps below, you can start by finding a top-notch video editor to add to your creative team.

Highly intuitive apps and mobile cameras make it easy for anyone to shoot and edit videos. However, there’s a world of difference between manipulating a clip for fun and delivering a professionally created video project on time and to spec.

Many people know that MP4, FLV, MOV and AVI are video formats, but only someone with video knowledge and experience knows which one is best for what project. A professional video editor also understands that milliseconds matter in time-based media and is prepared to watch, rewatch, arrange and rearrange scenes until the execution perfectly matches the vision.

Here’s a guide to recruiting a video editor who can take your creative team to the next level.

1. Craft a solid job posting

The point of any job description is twofold: It needs to clearly lay out the details of the position and describe the role so that skilled professionals are attracted to your company. Start by letting candidates know the basics about the role and what your company is offering:

Job duties and responsibilities

Will your hire be editing video clips for social media posts? If so, which ones? Video lengths and optimizations vary by channel. Clips that work well on YouTube may not be ideal for TikTok or Instagram.

On the other hand, some pros will be more adept at editing long-form content or feature-length films. Or, perhaps you need an editor with experience shooting video or editing motion graphics and animations. Make it clear in the job posting exactly what you expect of a video editor.

Education and experience required

If you want someone with a college education, spell that out. While many video editor candidates have a bachelor’s degree in film production or related disciplines, not all do. Practical experience is also crucial in this role, so your job description should clearly state how many years of video editing experience you expect candidates to have under their belt.

Tech background expected

Familiarity with video editing software such as Final Cut Pro, Adobe Premiere and Avid Media Composer is a given. Still, you should specify the required level of experience and proficiency. Digital design and production are increasingly specialized fields, so if the job goes beyond simply editing video clips, highlight additional software requirements in the job description. Common examples include:

  • Photo retouching and editing — Adobe Photoshop and Lightroom, GIMP
  • Creating motion graphics or animations — Adobe After Effects, Adobe Animate, NUKE, Moho Pro
  • Composing sound and music — Avid Pro Tools, Adobe Audition, Apple Logic Pro, PreSonus Studio One, Sound Forge
  • 3D modeling and virtual reality and augmented reality (VR/AR) — Adobe Aero, Cinema 4D, Maya, Blender, Fusion 18

Perks and benefits available to new hires

Companies need to be generous with perks and benefits in today’s competitive job market to attract top video editors. Robert Half’s research found that the benefits professionals want most in 2023 include health insurance, paid time off, and a retirement savings plan. In contrast, flexible work schedules, remote work options and home-office stipends will be the most-wanted perks.

2. Interview for technical prowess and soft skills

To explore a candidate’s hard skills during the interview, it’s best to avoid questions needing only a yes or no answer, such as “Are you proficient at Final Cut Pro?” Instead, choose one or two samples from their portfolio and ask them to walk you through the execution of those projects. What software did they use and why? How did they decide on the compression format for the final output?

You can also ask hypothetical interview questions. For example, what would they do differently if they were starting the project all over again? Or, what would they look for in a candidate if they were hiring for this position?

While technical skills are essential, the interview is also your chance to evaluate the soft skills that matter to you and your team. It’s hard to grade soft skills in an hour-long meeting, but a carefully crafted set of interview questions can shine a light on them. The following examples can give you a peek into candidates’ working styles and problem-solving abilities and whether they’re team players:

  • What kind of work environment brings out the best in you?
  • What would you do if you suddenly realized that you can’t meet a deadline without compromising on quality?
  • What do you love most about your job? And what can make you feel frustrated?
  • How would you describe your work style?
  • Provide an example of a project you weren’t happy with. What did you learn from it?

In the anecdotes candidates offer when answering your questions, did they seem to know when to compromise and when to stand their ground? Does it sound like they are good collaborators and respond well to constructive feedback?

3. Get hiring help from recruiting specialists

A drawn-out hiring process can hurt your company in multiple ways. The more time it takes to staff open positions, the more you hinder your team’s ability to meet project deadlines requiring specialists like video editors. Also, moving too slowly with your hiring process can cause you to miss out on top talent, especially in a job market where top candidates are often receiving multiple job offers.

Specialized recruiters with Robert Half can shorten your time to hire a video editor. They have the inside track on available creative talent in your area and can zero in on the applicants who have the skills and experience you seek. They can also keep you looped in with industry trends and salaries, meaning you stand a better chance of making talented video editors an offer they can’t refuse.

4. Close the deal with the right offer

A talented video editor may love everything about your organization and its mission, but they will probably walk away if you make a non-competitive, non-negotiable salary offer. The latest Salary Guide from Robert Half includes average starting salary projections for video editors in the year ahead. This national figure varies depending on factors like an employee’s skills and career level, company size and where you’re based.

You can also use our Salary Calculator to determine what type of salary a video editor can expect to earn in your local market, depending on their skills and experience.