3D Animator jobs
3D Animator jobs

There is plenty of 3D Animator jobs these and the animation industry in general is a thriving career. Any job searcher in the animation industry needs to be ready for competition. How to stand out? You know the answer – a good resume. 

To get yourself noticed by a potential employer, you need to work on your resume writing skills. The resume must present you as a competent and knowledgeable candidate with an admirable skill-set. That’s the kind of person who is worthy of an interview.

Do you want to move past unsuccessful job applications? Then, consider these tips when writing your resume. The provided examples can help you get inspired and snatch some useful resume ideas. 

Start with a Resume Summary

A resume summary should provide a general introduction. It gives the recruiters a sense of who you are and how you can contribute to their project.

In this short segment, present yourself in a few sentences (2-4 sentences). Concisely describe your experience, biggest accomplishments, strengths, and career goals. Be specific about your successes as they will testify to your qualifications for 3D animator jobs

If you excel in certain segments such as interactive graphics or video games, let it be known. Make yourself memorable and special by mentioning key skills and achievements in your career. 

Writing skills are most needed for this segment. You need to make a powerful impression to grab the recruiter’s attention. If you are insecure about your way with words, look at here to find some high-quality content examples. Reading quality content will inspire quality writing.

Example:

RESUME SUMMARY:

Experienced and hard-working 3D Animator with 5+ years of experience in 3D animations for video games and electronic media. Developed 11 high-resolution, unique characters, including human characters and animals. Adept in hand-drawn character creations prior to animation technologies. Professional goal: seeking new creative 3D animation challenges.

Share Relevant Work Experience

The next section should address your previous work experience. Keep this list relevant – meaning that you should solely include experience related to being a 3D animator.

Write down your former animation jobs in reverse chronological order. Your latest job is probably the most challenging one which will emphasize your expertise.

If you fear that your experience is scarce, remember that you can list your freelance work, internships, or the work you did in the animation club at college. Surface whatever can seem useful for this job.

Try to mention 4-6 responsibilities and achievements per each work experience. You don’t want to overwhelm the recruiters with meaningless responsibilities.

Pro tip: Use action verbs. They will strengthen the sense of your abilities and signal how you can contribute to the company. Some action verbs related to the 3D animator jobs are:

  • Animated
  • Created
  • Designed
  • Developed 
  • Executed
  • Implemented
  • Sketched

Example:

WORK EXPERIENCE:

September 2016 – February 2021, 3D Artist, Green Studios, New York

  • Developed characters and game effects through illustrations and sketches.
  • Designed action movements by applying knowledge of physics and human mechanics.
  • Manipulated color, texture, transparency, shadow, and light to convey motion.
  • Designed highly-detailed polygonal models in 3D Maxm Maya, and Modo.
  • Collaborated with video editors to test out animations.

List Your Education

A general requirement for 3D Animator jobs is a Bachelor’s Degree in Animation, Computer Graphics, Game Design, Fine Arts, or Interactive Media. You need to clarify your credentials with a list of your degrees and certifications.

If you are an entry-level candidate, you can include extra training, awards, or relevant coursework related to animation. Bear in mind that your employers are interested in higher education so feel free to omit the information on high-school or irrelevant courses.

Example:

EDUCATION:

  • BFA in Animation and Visual Effects

Academy of Art University, San Francisco

2011 – 2015

  • Game Design and Production Course

The Academy of Interactive Entertainment (AIE)

2016

State Relevant Skills

It’s important that your skills match those mentioned in the job listing. Therefore, before you decide what to write, go to the job description and pay attention to the requirements.

The goal is to prove your expertise through hard skills and showcase your agreeable personality through soft skills. 

In terms of hard skills, focus on powerful and valuable skills like technical drawing and design skills. Get specific when it comes to computer software and note whether you know Animaker, K-3D, Adobe Creative Suite, etc.

Soft skills are important for smooth collaboration and communication with colleagues and clients. Highlight skills that will present you as the ideal coworker and employer.

Example:

SKILLS:

  • Animaker
  • Blender
  • Technical drawing 
  • Character development
  • Complex graphics and animation
  • Creativity
  • Attention to detail
  • Communication skills
  • Organization skills

Share a Link to Your Portfolio

Presenting a portfolio for a position like this can very useful. Let your work speak for your capabilities. Include a small section in the resume where you’ll provide a link to your portfolio. It is recommendable that you share your best work only. 

Use Bit.ly to make to shorten the link. This will make it more presentable and memorable. Even if the recruiters can’t copy the link for some reason, they’ll have no problem with typing it out.

Example:

PORTFOLIO:

http://johndoeportfolio

Pay Attention to Visual Aspect of the Resume

Your work demands that you are good in design and visual aesthetics. The resume should reflect that. If you can’t put together a resume that is pleasant for the eye, you won’t be sending a good message.

There’s no need for any crazy layouts and effects. Simply ensure that the template is readable, appealing, and easy to skim. The recruiter should spot the information they need within a single second. 

Stick with clean lines and basic design. This is the bulletproof choice for putting the spotlight on what matters – you.

Example:

Here’s a sample of a simple yet effective resume template for 3D Animator Jobs

Wrapping Up

Writing a winning resume for 3D Animator jobs is a challenge. There is so much you want to say to convince the recruiters to give you the job. However, you need to be concise in order for them not to get bored right away. 

What these tips will do for you is provide you guidance. Follow these steps and you’ll find the path to an excellent 3D Animator resume. If it helps, you can browse the internet for more resume examples to see how a fellow 3D Animator has done it.

Good luck and may the resume you create next lead you to loads of 3D Animator jobs!

The introduction of employment-related platforms like LinkedIn, together with the establishment of an online presence, has facilitated the publishing of job offers and the recruitment of applicants.

However, although this may be easy for large organizations that receive hundreds of applications every day, it may be more difficult for small businesses to gain attention without their job postings becoming buried.

Nonetheless, there are several best practices and tools that companies may use to simplify and complete the hiring process.

Continue reading if this seems like something you’d be interested in. We’ll go through three simple ways to attract more applications and hire the best in 2022 in this blog post.

Let’s get right to it.

3 Easy ways to attract more applicants

Source

In this section, we’ll look at three of the most effective ways to get more people to apply for your job and make them want to work for you.

  1. Write an appealing job description

Writing and posting an engaging job description is one of the quickest and easiest strategies to attract more candidates.

In this sense, you should structure it in the way that people expect to see it, avoiding being excessively wordy and maximizing white space.

Here’s how you should structure your job description:

  • Company Description. Begin your job description by defining your company’s mission, key successes, and market positioning. You should not exaggerate the pleasant aspects of your company; it may come out as phony.
  • A description of the job requirements. You must write exactly what you’re searching for in this part. As a result, you should include the requisite years of experience, degree type (if required), and other technical skills for the position.
  • Job Duties. The goal of this section is to go into further depth on what the applicant will do if he or she accepts the position and joins your company. You can provide information about his or her daily tasks as well as who he or she will meet and work with.
  • List of Desired Soft Skills. Technical skills are associated with the job’s actual abilities, but soft skills are more vital in order to thrive at work and collaborate. Communication, problem-solving, and adaptability are examples of soft skills.
  • List salary and benefits. You may provide information on the income, including top and bottom pay based on experience, as well as incentives like pension plans.

Here are a few tips to keep into consideration when creating your job description:

  • Use bullet lists
  • Bold important words
  • Get the job title right
  • Create urgency for the position
  • Be concise and short
  • Avoid superlatives or extreme modifiers
  1. Implement an employee referral program

An employee referral program is a recruitment approach in which businesses entice current workers to recommend eligible candidates for open positions in their company by rewarding them for doing so.

An employee referral program’s core concept is that your employees will be better able to determine whether or not a candidate is a suitable match.

The need for an employee recommendation program stems from the reality that attracting and retaining top personnel takes time, effort, and money. Instead of scouring the entire candidate pool, having an employee provide you with an applicant is significantly faster.

That’s not all, though. There are several more reasons why an employee referral program is beneficial to businesses; here are a few of the most important ones:

  • Your employees have a better grasp of what an available job role requires.
  • Referrers will only present good quality candidates. Doing otherwise will damage their reputation.
  • Those referred will feel obligated to the referrer to do a good job.
  • The new hire is already working with someone they know. That makes onboarding simpler and provides a strong employee experience right off the bat.
  1. Leverage social media recruiting

With more companies and people using social media, the way job postings and recruitment are conducted has evolved dramatically over the years.

Companies used to just publish job offers on their official websites or on very particular hiring platforms, but now they’re doing so on social media as well.

Today, using social media to advertise your job offer and gain much more exposure is a great way to do it. Your job offer has the potential to gain a lot of exposure, and thus candidates, thanks to the shares, hashtags, and other unique features given by each social network.

You won’t have to fight to find suitable applicants or persuade individuals to submit their applications this way.

How to select and hire the best talents in 2022

Now that you know how to attract more applications, you should know how to screen them and choose the best candidates.

We’ll go through some of the greatest ways to do so in this section.

  1. Use a collaborative hiring software

From Recruitee’s website – https://recruitee.com/collaborative-hiring 

When dealing with a large number of job applications, it’s practically difficult to imagine that one individual will be able to handle them all.

Instead, it would be preferable to have various team members participating in the assessment and selection process.

As you can imagine, doing this in a decentralized manner can be a mess.

As a result, you could find it useful to use collaborative hiring software.

In general, this type of software:

  • Enable easy communication with teams across different departments;
  • Let you scale the hiring processes with automation;
  • Allow you to make informed decisions;
  • Streamline the communication among team members;
  • Etc.
  1. Make use of an assessment tool or software

From Recruitee’s website – https://recruitee.com/assessment 

When you have a large number of candidates, conducting interviews with each one becomes nearly impossible. In this situation, you may conduct a preliminary shortlist by requiring candidates to complete an assessment test before beginning the interview process.

This might relate to their technical or soft abilities. 

Regardless of the test’s subject, the outcome will help you determine whether or not a certain candidate is a suitable fit for your company.

Furthermore, most evaluation software assigns a ranking to candidates based on their performance, from best to worst. This will assist you in quickly identifying the best candidates with whom you should continue the interview process.

  1. Prepare the interview questions in advance

You could not be experienced in a certain area, and therefore be unable to ask the right questions to understand and evaluate the candidate’s competence, especially when hiring for highly technical professions.

As a result, it’s a good idea to plan the questions you’ll ask the applicant ahead of time to prevent awkward silences or the risk of appearing unprepared and unprofessional.

As a result, before beginning the interview process, conduct some research about the position you’ll be interviewing for and make a list of potential questions to ask.

Aside from the questions, you may want to look into what kind of replies the applicant would be able to provide you and what you should expect in order to assess his or her expertise and suitability for the job.

  1. Test candidates in real-time

You may evaluate applicants’ knowledge, experience, and capacity to work under pressure in real-time if you are concerned or suspect they will cheat on the assessment test.

There is a lot of software available now that gives you all the tools and resources you need to assess applicants during an interview.

You may choose the job they’ll have to do, set the time limit, and see how they approach the problem.

As you might expect, you’ll gain a greater understanding of how they could work, as well as their fit with the position and the culture at your organization.

  1. Put candidates in front of a real-life project or task

Source

In lieu of or in addition to the real-time task, you may have top candidates work on a real-life project that they will be asked to do on a daily or regular basis when in the workplace.

You’ll be the one to choose the test project’s topic, timeline, methodology, and recommendations for successful completion.

This might be the final step in determining which candidate to employ for the position.

Conclusions

New technologies make it easier to attract and hire top candidates in 2022.

We’ve looked at the top three simple ways to attract more candidates and hire the best this year in this blog post.

As previously noted, software and tools help you to recruit top talent and evaluate them to discover whether they are a good match for your company.

As a result, you may utilize them throughout the whole employment process, from collecting applications to deciding who to hire.

Using them will undoubtedly save your business a significant amount of time and money.

Thank you for taking the time to read this blog post. Hopefully, it was informative and helpful to you. 

If you want to read more, please check out this article on the seven benefits of an online resume.

AuthorFlavia Silipo is a skilled SEO copywriter and digital marketing specialist with over two years of experience. You can find her on LinkedIn.