Before you start looking 

Before your business or organisation engages an artist or arts worker, take a moment to consider whether it's the right decision for your organisation or business, and which work arrangement is right for the work you want done. 

Work arrangements are the different types of work relationships between organisations, businesses and workers. For example, independent contracting, employment and volunteering are all different types of work arrangements.  

Not all work arrangements are the same. You need to choose the one that is right for the circumstances. 

Learn more about:

•  the different types of work arrangements
• what else to consider before engaging artists and arts workers.

Finding an employee for the job

• It’s ok to employ people based on word-of-mouth or because you know them — but decisions that are not open and transparent can be vulnerable to bias and may not always be in the best interests of your creative business or organisation. 

  Promoting fair creative workplaces also includes finding ways to make sure people from all backgrounds can participate.  

  Consider different approaches to recruitment such as engaging with community groups and promoting your vacancy with different community networks. The Creative Equity Toolkit has lots of resources about recruitment practices for a more inclusive arts sector. 

  When writing a job advertisement, using accessible, inclusive language can help make potential applicants feel they would be welcome and that their skills and experiences would be valued.

• You don’t have to include rates of pay in job advertisements, but sometimes it can help attract the right worker. 

  If you want to include the rate of pay in the job advertisement, make sure that the rate of pay is the same as or higher than the legal minimum rate for the job. It is unlawful to advertise a job at less than the legal minimum rate of pay for that job. Learn more about how to work out employee minimum pay and conditions. 

• Job advertisements must be free from discrimination, unless you are engaging in targeted recruitment or recruitment for identified or designated roles in accordance with anti-discrimination laws. 

  Anti-discrimination laws prohibit discrimination in relation to employment. This includes discrimination against prospective employees. Learn more about workplace discrimination.

• Organisations and businesses have legal obligations to create a safe workplace for children and young people. If the employee will, or might, engage with children or young people, screen (check) them first to make sure they're suitable.  Learn more about screening (checking) people working with children.

Finding an independent contractor to do the work you need

• Before you start your search for an independent contractor, it can be a good idea to come up with a scope of work. This is sometimes also called a creative brief or commission brief. It’s a description of the work, artwork, performance, service or product you want supplied. 

  A scope can be very useful when looking for an independent contractor to do the work you need. 

  • You can share it when doing call outs for proposals, submissions or quotes from artists and creative professionals to do the work. It can help your independent contractor provide a more accurate price for the work. Learn more about working out fees, payment and pricing.
  • It can also help inform the contract you eventually agree on. Learn more about contracts.

  Writing your scope of work in accessible, inclusive language can help make potential independent contractors feel they would be welcome and that their skills and experiences would be valued.

• There are lots of ways to find independent contractors. What works best will often depend on the type of work. For example:

  • Referrals through your creative or industry network
  • Job ads or notices
  • Auditions
  • Open tendering or calls for expressions of interest
  • Social media
  • Engaging with artist co-operatives
  • Engaging with agents and agencies.

  Consider using more than one way to find an independent contractor to attract the best talent.

• It’s ok to engage people based on word-of-mouth or because you know them — but decisions that are not open and transparent can be vulnerable to bias and may not always be in the interests of the creative business or organisation. 

  Promoting fair creative workplaces also includes finding ways to make sure people from all backgrounds can participate. 

  Consider different approaches to recruitment such as engaging with community groups and promoting your vacancy with different community networks. The Creative Equity Toolkit has lots of resources to help you widen your talent pool. 

• Decisions about independent contractors must be free from unlawful discrimination. Unintentional discrimination can still be unlawful. Learn more about workplace discrimination.
• Organisations and businesses have legal obligations to create a safe workplace for children and young people. If the independent contractor will, or might, engage with children or young people, screen (check) them first to make sure they're suitable. Learn more about screening (checking) people working with children.