What are the compensable job factors and importance?

At DB talent we look at three criteria to evaluate and determine the fair pay for any position. We look at the level of responsibility and complexity of the position, the applicant’s education level and awarded degree(s), and we look at the level of experience that the applicant brings to his/her role.

Can you explain the hiring process for applicants?

We welcome online submissions for all open positions. We will review your resume and cover letter, and if your resume fits our needs, we will contact you, Please do not attach a photo.

How are structured and unstructured interviews considered in the design of your hiring process?

Because we utilize social media (instagram, TikTok, Facebook, etc.) and video editing software, it is essential that all employees have working knowledge of these applications. We will begin the interview process with a 30 minute online standardized test to gauge your skill level of these platforms.

Applicants who receive acceptable scores on the standardized test will move to the unstructured interview process step where a more qualitative assessment will take place. Even though we work on our phones a lot, we are in the business of connecting people! We aim to get to know you and learn about your potential at DB Creative during the unstructured interview. All unstructured interviews are in person.

How does DB Creative reduce bias in the interview process?

We are a creative agency, and we welcome all types of people as applicants! However, because we work with social media and marketing tools, a knowledge of content creation, video editing software, and the social media landscape is a necessary requirement. We also work mostly in the fashion and entertainment sectors, so solid experience and networks in these industries is preferred. These are job factors that we feel are needed in order to perform any job at DB Creative well.

How is adverse impact considered in the design of DB Creative’s hiring process and how is its impact minimized?

We look to consider the demographics of New York City (where our firm is based) and vow to employ qualified candidates regardless of race, gender, religion, or any other characteristic of a protected class. We enact the four fifths rule in our employment so that we can confidently say that we aim to provide opportunity for all qualified candidates. if adverse impact is found through our hiring process evaluations, we will implement change and alter our processes.