Q.
WHAT ARE YOUR PREDICTIONS FOR 2023 IN TERMS OF THE CHALLENGES AND OPPORTUNITIES THAT RECRUITERS MIGHT FACE?
Kim Parker Adcock, OPMjobs: There have been some big redundancies in the last month, and as much as they are devastating for all concerned, this is something we see in our industry and others around November. It has always struck me as particularly cruel, although I understand the business reasons. There will be more candidates looking in the early months, and we are seeing applications increase for those wishing to start a new role in the New Year. I expect this to continue well into the next fiscal year. Some of the salaries that are being paid are simply not sustainable. Much that there was a LOT of big funding available in 2020 and 2021, that’s reducing now as the world is in such an uncertain place.
Emma Smith, Creative Assembly: With numerous global crises continuing, recruiters will face challenges in terms of the general market of candidates. However, I see an opportunity to turn the way we engage with talent on its head. By deepening the quality of the candidate’s experience, over and above the motivation to just fill a vacancy, we can make this more about long-lasting relationships with current and future candidates.
Silja Bernecker, InnoGames: I expect that, especially in tech, the demand for talents will continue to subside. The recent layoffs at Amazon, Facebook, etc. were just the tip of the iceberg. However, that doesn’t mean that recruiting will become much easier. On the contrary: In times of economic turmoil, people tend to look for job security. It will take some particularly good arguments for them to leave their current employers. It will be up to us to deliver those arguments. I see good opportunities for companies that embrace diversity, have strong values, and a culture marked by transparency and fairness.
Ben Harrison, Sharkmob: The downturn in tech is a huge opportunity for the games industry to acquire hugely talented individuals that may not have previously considered a career in the games industry. We’ve already seen an increase in applications from people in the broader technology industry, which is good news for our ambitious headcount growth for next year.
Keira McGarvey, FuturLab: There is the opportunity to review and refresh employee benefits. Traditional benefits, such as weekly beers or early finishes on a Friday, aren’t as important now as they once were. People are looking for things like private health care, or better employer pension contributions.
Kathryn Spetch, Odgers Berndtson: Unfortunately for small indies, the cost of living crisis could cause a strain on burn rate and that needs to be carefully managed. Outside of this, we will likely face the challenge of managing expectations of hiring organisations in line with the expectations of the executive candidate population. The executive recruitment market is hyper-competitive across interactive entertainment and therefore those organisations that position themselves as employers of choice will be the ones that win. Organisations that present purpose, values, a diverse workforce AND competitive compensation along with compelling career choices will be the ones that succeed in securing the best talent.
Stig Strand, Amiqus: With the recession and cost of living crisis affecting most of us, candidates are going to be more cautious about making moves. It’s worth bearing in mind that recent research has revealed that seven in ten individuals were more likely to apply for a job if the salary was highlighted when the role was advertised.
Eduardo Goncalves, Keywords Studios: As the games industry continues to grow, so does its competitiveness. The difficulties to reach passive candidates and build relationships will continue to increase. Recruiters must build brand awareness and utilise recruitment channels and tools accordingly. Opportunities might present themselves with the rise of data-driven recruitment, which helps recruiters make informed decisions, uncover hidden patterns, eliminate a lot of the manual administrative work and most importantly, save the recruiter’s time.
“Organisations that present purpose, values, a diverse workforce AND competitive compensation along with compelling career choices will be the ones that succeed in securing the best talent.”
Kathryn Spetch, consultant at Odgers Berndtson, Global Gaming Practice
42 | MCV/DEVELOP December 2022
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