Five fashion companies share what they look for when hiring fresh talent
PHOTOGRAPHy by JASON HENLEY
as told to daisy henry
“We’re drawn to people who are open, curious and excited to grow.”
There’s no one-size-fits-all solution for breaking into a creative industry. For some, internships and past experience might open the door; for others, strong interpersonal skills might be the key. It all comes down to a mix of moving parts — like the company itself and how well you connect with the interviewer. But just as importantly, it depends on how far you’re willing to go to stand out.
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However, when you’re a young person going for an entry-level or junior role, direct advice from industry insiders isn’t easy to come by. Sure, there are plenty of ways to prepare for a job interview, but how exactly can you stand out from a sea of other talented applicants?
Below, four Australian fashion companies reveal the most important skills they look for when bringing fresh talent onboard. Whether you’re an aspiring designer or fashion writer, we’d suggest taking notes.
Ellyce Horan, Marketing Manager at Incu
“Curiosity is a big one for new hire.”
Company culture is a big part of the experience of Incu. When looking to hire across departments, we like to ensure that we are making decisions based on our own company values – human, balance, optimism and curiosity – ensuring that we see the same values in people that we bring into the business.
Curiosity is a big one for new hires, particularly at an entry-level. We hire people with a range of career backgrounds, whether that is from working in retail environments or perhaps they have been pursuing their own passions such as art, music, design or even starting their own businesses. One important thing is that they’re passionate about their work and being a part of our team.
Ken Sakata, creative director of Front Office
“I like proactive people.”
We don’t expect people to know everything on day one but small business is a tough environment because you may not get your hand held. I like proactive people – you can spot them immediately. They’re mentally prepared for work the minute you meet them, they don’t wait to be told what to do, they seek clarity and they think ahead.
The biggest tell is how they ask for help. They don’t just present problems, they suggest solutions. Proactive people want to go beyond doing the job, they want to do it well. That mindset builds trust quickly. And once that trust is there, you want to give them the opportunity to fly.
Christine Lafian, founder of Suku Home
“A genuine eagerness to learn.”
One of the key traits we look for in a junior hire is a genuine eagerness to learn. We’re drawn to people who are open, curious and excited to grow – not those who feel they already have all the answers. The best junior team members are the ones who come in knowing they’re at the start of their journey and who see every task as an opportunity to absorb and improve.
We also really value when someone shows interest in our brand and what we do. When they wants to be here not just for the role but because they’re invested in our purpose and are excited to learn as much as they can. That’s when we know it’s a great fit.
Giulia Brugliera, Managing Editor of Fashion Journal
“Don’t tell me you’re a great writer, ‘show’ me.”
I’m always looking to see if the applicant has taken initiative. What have they done to set themselves apart? Sometimes this can be super simple. It doesn’t take a lot to send an email to whoever’s hiring to introduce yourself and reiterate your interest in a role, and I’m always extra impressed when someone hand-delivers a resume. It shows me a person really wants the job. Show is the operative word here.
A golden rule of journalism is ‘show, don’t tell’ and that’s what I want to see from applicants. Don’t tell me you’re a great writer, ‘show’ me by writing a cover letter to align with Fashion Journal’s tone of voice and attaching relevant examples of work. I started my career at Fashion Journal as an intern, and landed the internship by writing articles I thought would sit right at home within the publication and including them within my application. If you really want a job, it’s well worth going the extra mile.
Jess and Stef Dadon, Twoobs founders
“We want someone to be genuine.”
Our approach at Twoobs is that skills can be taught in a junior role, so we place much more emphasis on alignment in areas like values, culture and attitude. Are they passionate about saving the planet and changing the world? Are they a creative thinker who’s solution-oriented and thinks outside the box? Do they live and work with a deep sense of kindness? These are the things that are so important to us, so finding people who align with them is how we ensure we maintain the special culture we’ve created here.
Rather than giving rehearsed answers that might be deemed as the ideal ones, we want someone to be genuine in an interview so that we can get to know who they are in the world and what they’re passionate about. That’s the stuff we care about way more than university degrees or amount of years experience in a similar role.
For more on landing a job in fashion, try this.
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