Video production can be a costly and complex process, especially when it comes to hiring and managing a crew. However, there are ways to optimize your crew size and make the most of your budget without compromising on quality or efficiency. In this article, we will share some tips and strategies to help you plan, select, and work with a lean and effective video crew.
Before you start looking for crew members, you need to have a clear idea of what your video project requires in terms of skills, equipment, and time. Think about the scope, style, and objectives of your video, and how they will affect your production decisions. For example, do you need a scriptwriter, a director, a cinematographer, a sound engineer, an editor, or a combination of these roles? Do you need specialized gear, such as drones, gimbals, or lighting kits? How long will your shoot last, and how many locations will you cover? These factors will help you determine the minimum and maximum number of crew members you need, and the level of expertise and experience they should have.
1. Define the project scope to understand minimum crew requirements. 2. Identify core roles needed for the shoot; consider combining roles like director-producer or camera operator-editor. 3. Hire multi-skilled crew members who can perform various tasks. 4. Leverage technology to minimize the need for specialized roles. 5. Plan meticulously in pre-production to streamline the shoot. 6. Choose versatile equipment to reduce the need for multiple tools. 7. Recruit interns or students who are looking for experience. 8. Schedule shoots efficiently to reduce the number of shoot days. 9. Negotiate rates with professionals, being transparent about budget limits. 10. Handle post-production in-house if skills allow, to save on editing costs.
Optimize shooting time Optimize your film crews Optimize the administration of your shoots Once you've estimated the costs and timetable, your commercial work begins. The aim is to lower the big and small costs while still having a solid film crew. Work on your project (in more depth than the note of intent) and your pitch to be able to find partnerships and/or financing. Highlight your profile, that of your team and your track record to consolidate your offer. Don't hesitate to negotiate various rentals (equipment, transport, sets, etc.).
In addition to considering the essential roles and equipment for your video project, it's crucial to evaluate your budget and timeline. Understanding your financial constraints will guide your decisions on hiring crew members and acquiring equipment. You may need to balance your ideal crew size with your available resources. Lastly, don't forget about permits and legal considerations if your project involves shooting in public or private locations. You might need to obtain permission, permits, or licenses, which can impact your production schedule and budget. Addressing these factors upfront will contribute to a smoother and more efficient video production process.
Werner Herzog said the team members you really need are camera and sound operators. If you can do both of those things yourself, and direct it too…
For me it is always about PLANNING, PLANNING and PLANNING. You need to understand what you production is all about. Which will inturn give you a clear picture of what kind of gear you need. This will afterwards define the kind of skills you need to onboard. Then the magic is taken a notch higher when you have a production plan and your crew is embeded in it wholly. Once all this is in place,you are sure of optimum engagement in the project by each team member.
Once you have defined your needs, you can start looking for crew members who match your criteria and budget. There are several ways to find potential candidates, such as online platforms, referrals, networking events, or local film schools. However, you should not rely solely on resumes, portfolios, or ratings. You should also conduct interviews, check references, and ask for samples of previous work that are relevant to your project. You want to find crew members who are not only skilled and reliable, but also compatible with your vision, style, and expectations.
Since i am also an actor I have had the good fortune of being on many different sets. Over the years I have collected many different contacts. Thus far I either go to the contact and hire them or a referral (who many times I may have worked with already) It’s all about relationships
Prepare a list of questions ahead of time. These questions should be designed to assess the candidate's skills, experience, and fit for your team. Ask open-ended questions. This will encourage the candidate to give you detailed answers and provide insights into their thinking and approach. Be a good listener. Pay attention to the candidate's answers and ask follow-up questions to get more information. Observe the candidate's body language and demeanor. This can give you clues about their personality and confidence level.
Par expérience, engager une équipe déjà construite ou faire confiance aux références des professionnels déjà engagés, est une excellente option. En plus de profiter du dynamisme, de la créativité et de l'expérience de professionnels qui ont déjà l'habitude de coopérer, celà permet aussi de réduire les co?ts et les temps de production.
Start with your director, they are the "General" on set. Meet with as many as you can. Pick one that understands your project. Hire a director of photography (DP) that will also operate a camera. Multiple cameras will often double or triple the cost, and the time it takes to get through a scene. If your director or director of photography has a team they work with often, hire them. Communication on set is crucial and a familiar, seasoned team is invaluable. Trust your keys. You're paying them good money for their expertise. Address their needs during pre-production and hold them accountable on set.
After you have hired your crew, you need to communicate with them effectively and consistently throughout the production process. You should provide them with a detailed brief, a script, a storyboard, a shot list, a schedule, and a budget breakdown. You should also explain your goals, expectations, and feedback methods. You should encourage them to ask questions, share ideas, and report any issues or challenges. You should also establish clear roles, responsibilities, and boundaries for each crew member, and avoid micromanaging or overloading them. By communicating clearly, you can ensure that everyone is on the same page, and that your crew works as a cohesive and productive team.
Un brief général avant chaque étape importante du calendrier de production est un excellent moyen de recueillir les questions et les attentes de chacun. Le feedback de chaque profession est aussi un moyen efficace de résoudre les potentiels problèmes en amont.
Be clear and concise in your communication. Be open to feedback and suggestions. Be respectful and professional. Be available to answer questions and provide guidance. Be willing to adjust your plans as needed.
Tout à été dit. Comment mener à bien un projet audiovisuel. Définir le découpage technique lieux, matériel, scènes etc. En revanche la question principale était de réduire une équipe ? De qui peut-on se passer ? Un scripte, du matériel d'éclairage, ou même voire embaucher des stagiaires chevronnés ? Le high tech est l'ennemi de la créativité, on pense faire bien en y mettant les moyens, mais on m'a appris que le moindre peut le plus, avec une petite équipe en synergie, du matériel et des accessoires minimalistes peuvent faire le plus bel effet.
Even with careful planning and communication, you may encounter unexpected situations or changes that affect your crew size or performance. For example, you may have to deal with bad weather, equipment failure, location issues, or crew availability. In these cases, you need to be flexible and adaptable, and find creative solutions to overcome the obstacles. You may have to adjust your schedule, reshoot some scenes, or delegate some tasks to other crew members. You may also have to compromise on some aspects of your video, such as the duration, the quality, or the style. However, you should not sacrifice your core message, your audience, or your standards.
The basis of our business. Being adaptable and taking a step back from each situation, while managing the hustle and bustle and stress that surrounds us. I've learned 4 things since joining the French audiovisual industry You have to be like Fides: honesty with the teams and above all with yourself is the best thing. We don't save lives Every problem has a solution Breathing is key All this to say that a good production is one that knows how to adapt, communicate and solve problems. Sometimes a phone call can solve a complicated problem
Stay calm and assess the situation. Don't panic or make rash decisions. Take a moment to assess the situation and identify the best course of action. Be transparent with your crew. Communicate the challenge to your crew and ask for their input. They may have creative solutions or suggestions that you haven't considered. Be willing to compromise. You may need to compromise on some aspects of your video, such as the schedule, budget, or style. However, you should not sacrifice your core message, your audience, or your standards. Be flexible and adaptable. Be prepared to adjust your plans as needed. This may involve reshooting scenes, delegating tasks, or making changes to your creative vision.
Be willing! Don't be afraid to wear multiple hats on a shoot. Be the one whos willing to be a self shooting DP/Director. Or, pick up the edit to help stretch the budget for that Colourist, DP, Gaffer who will really push the production in the direction it needs to go. Not only will you be potentially able to grow your take home pot a little, but also save the production a few pennies along the way too.
While on set stick to the plan. Being flexible is critical to keeping the train moving forward, but "new ideas" will usually slow production down.
Finally, you should appreciate and reward your crew for their hard work and contribution to your video project. You should thank them personally and publicly, and provide them with constructive feedback and recognition. You should also pay them fairly and promptly, and offer them incentives, such as bonuses, referrals, or future opportunities. You should also ask them for their feedback and suggestions, and learn from their insights and experiences. By appreciating and rewarding your crew, you can build trust, loyalty, and satisfaction, and foster long-term relationships that can benefit your future video projects.
Be open to praise/thank you, but above all to recommendations/advice from the people you've worked with. Be fair and pay for the work you've done. Make your relationships loyal: an adventure is always more beautiful when it ends well.
Thank them personally and publicly. We make sure to thank our crew members personally for their hard work, and we also publicly recognize their contributions on social media, in our newsletters, and at our company events. Provide them with constructive feedback and recognition. We believe that feedback is essential for growth and development, so we provide our crew members with constructive feedback on their work. We also recognize their achievements and successes, both big and small. Pay them fairly and promptly. We pay our crew members fairly and promptly for their hard work. We also offer them competitive benefits and compensation packages.
Prenez l'habitude D'organiser un post-mortem avec votre équipe pour mettre en lumière les erreurs mais aussi les bons coups. Faire preuve d'autocritique et d'ouverture est un excellent moyen de mettre en confiance l'équipe et les préparer à de futurs projets.
Again, trust your crew. It's likely that they know more about their task than you ever will. Recognize, and if appropriate, implement their input. This is appreciation personified.
Working backward is key. -Always finish the script, storyboard, and shot list before considering crew -Cut mercilessly. If a complicated shot won't add to the success of the final video, get rid of it -Hire quality over quantity. Hire an outstanding cam op and sound mixer instead of bringing on additional teams -Pay well. Enough said. The results will speak for themselves
Keep non-crew off set. Keep "clients" to a minimum if possible. Bodies on set not focused on a task will slow you down. Keep your set up time strict. Your DP will use every minute you give them and then some. Attitude is everything. Your attitude will dictate the general attitude on set. See step one above. Plan well. Stick to the plan. Stay calm and carry on.
Collaboration is quite a handy tool, if not abused as a means to Hire Free labor only. One should look at giving back to the community and providing for the Key Crew that helps in any production. The ecosystem for referrals and gig sharing exists because this industry thrives on collaborative mindsets.
The main rule of the film business has not been canceled. In this industry, only two of the three definitions can be combined: fast, cheap and good. This means you can get a quick and good movie, but it won't be cheap. Or you can have a cheap and good film, but it won't be fast. Based on this formula, filmmakers must determine what they are willing to sacrifice to achieve the desired result. Team optimization is also included in this rule. You can make a film with two people in a year or with a team of professionals in a few shooting days.