This month we have been processing applications for the role of Writing Services Assistant at The Literary Consultancy. Transparency and access are both cornerstones of our work, and so we have decided to share a ‘behind the scenes’ deep dive into what it looks like to recruit for an entry-level job in the literary field. We hope you might find this post illuminating.
“I was very impressed by the entire application process – it felt like the most accessible and friendly application I’ve ever experienced, and a great way to showcase applicants skills whilst recognising those skills might be best demonstrated in different ways.”
Shortlisted candidate and interviewee
The Process
The Writing Services Assistant job ad at TLC was created with simplicity in mind: our aim was to use accessible language for maximum clarity, and to ensure the parameters of the job were clear. The ad went out on TLC’s website, to our newsletter list, on LinkedIn, and via the Creative Access jobs board. We also shared it with our literary partner organisations.
Candidates were asked to submit a covering letter of no more than 2 pages in length outlining why they were applying to this job, what they were bringing in terms of any relevant skills and experiences, and the answers to two questions relating to our services and programmes. No CVs were required as this is an entry level role and we did not feel it appropriate to request these, and there was no requirement for any particular academic qualifications. Applicants had the option to submit a video or audio file if preferred, for access reasons.
Equal opportunities data was also collected in line with due processes. Submission of the form was encouraged not mandatory, and all data was collected anonymously.
The Numbers
In total, 1,250 email applications were received.
2 video and audio applications were submitted.
1,111 Equality and Diversity Monitoring forms were filled in (representing 89% of all applicants).
It may be worth noting that even with a specific request not to send CVs, around one third of applications came with a CV attached. These were not read as part of the filtering process, in order to ensure fairness.
A longlist of 99 candidates was prepared, with discussions to determine a final shortlist of 11 who would be given the opportunity to interview.
In total, 10 candidates went forward to interview stage. Interviews were 30-45 minutes maximum in length, consisting of 6 formal scored questions and time for questions and chat at the end. Our scoring matrix was designed to ensure that we were able to combat any unconscious bias during the interview process, and to accurately record competency of answers. All shortlist interviews were conducted online. As this was an entry level role, there was no requirement for a second interview, or any practical tasks which often cause unnecessary barriers.
The Data
Based on the Equality and Diversity Monitoring data collected, we were able to determine the following about our applicant pool:
83% were 20-34 years old
12% were 35-49 years old
4% were 60-64 years old
35% of applicants came from non white or mixed backgrounds*
78% of applicants were women, 13.5% were men and 4.8% identified as non binary
5% identified as trans
22% identified as disabled
30% identified as neurodivergent
39.5% identified as LGBTQ+
57% identified as working class
Whilst we did not collect data on career switching, we did note that around one fifth of applications came from those actively seeking to switch career from other fields. These included:
Retail, veterinary practice, theatre, insurance, TV and film, teaching, psychotherapy, sport, hypnotherapy, copywriting, magazine editorial, childcare, healthcare, administration (Executive Assistant/PA), hospitality, civil service, law, conveyancing, media and advertising, heritage, charity, and museums. Many had excellent transferable skills. Of these the most valuable were those dealing directly with customers.
Of those with relevant literary experience, we mostly received applications from those who had completed internships with publishers, scouts, or literary agents. Some applicants were making lateral switches over from things like bookselling, libraries, and others were already working in literature development.
*Non-white 26.5%; mixed 8.5%
Next Steps
As it was evident that there was an enormous appetite for similar jobs, with supply far outstripping demand, we decided to compile our learnings from this process and host a free webinar for applicants in April. If you are jobseeker interested in an entry level role in a similar area, we have reserved a small number of spaces for non-applicants. You can register to attend by clicking the button below. We hope that this might be one way we can help serve the literary community, and those who are keen to be part of building it into the future.
Please note that this session has been designed around applications to this specific role and will provide general advice about writing strong and persuasive cover letters for entry level literary jobs. It is not suitable for those looking for more senior roles, or roles in other sectors. Due to the volume of registrations we will unfortunately not be able to answer specific questions about individual applications. Thank you for your understanding.
