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Art Director Job Description

How to Hire an Art Director

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Art Director Job Description

Art Directors help develop ad campaigns by conducting research, coordinating with other members of the art department and designing cohesive, brand-specific initiatives that appeal to the target demographic.

We are actively searching for an Art Director who will be able to lead a team of artistic people and coordinate resources in an effort to create a unique ad campaign with the target audience in mind. As Art Director you will meet with clients and internal departments to discuss and establish project objectives, research current trends and the target demographic and design and troubleshoot the visual aspects of an ad campaign, from the initial planning stages until the finished campaign is presented to the client or company.

We expect you to possess an excellent understanding of graphic design concepts and software and excellent interpersonal skills. To excel as an Art Director, you should be a creative and communicative multitasker with exceptional project and time management skills. You require you to be punctual, perceptive, and detail-oriented with a great mind for developing and realising the vision of the campaign.

Art Director Duties and Responsibilities

  • High level of accountability and motivation.
  • Strong Interpersonal, time and project management, presentation, leadership, and communication skills.
  • Creativity and ability to delegate responsibilities.
  • Receptiveness to feedback and adaptability.
  • Willingness to travel and meet deadlines.
  • Bachelor’s degree in graphic design, marketing, or related field.
  • Proficiency with computers, especially MS Office and graphic design software.
  • Experience in graphic design with a supporting portfolio, more education, or industry-specific knowledge may be required.

Art Director Skills and Requirements

  • Work with other members of the art department to evaluate client or company needs, develop project strategies, and create visual elements for ad campaigns.
  • Speak with the company or client to set goals, provide updates, receive feedback, and present the final campaign.
  • Conduct research to better understand brand objectives, target markets, and industry trends.
  • Hire, train, and supervise design staff.
  • Coordinate resources and with other departments to create a cohesive, effective campaign.
  • Establish budgets and timelines and delivering the finished campaign within those parameters.
  • Troubleshoot design, staff, or process problems as they arise.
  • Ensure that all aspects of the campaign aline with the needs of the client or company.
  • Look for ways to improve design department processes.
  • High level of accountability and motivation.
  • Strong Interpersonal, time and project management, presentation, leadership, and communication skills.
  • Creativity and ability to delegate responsibilities.
  • Receptiveness to feedback and adaptability.
  • Willingness to travel and meet deadlines.
  • Bachelor’s degree in graphic design, marketing, or related field.
  • Proficiency with computers, especially MS Office and graphic design software.
  • Experience in graphic design with a supporting portfolio, more education, or industry-specific knowledge may be required.

Personalising Your Art Director Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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