Q.
WHAT’S THE ONE PIECE OF ADVICE YOU WOULD GIVE SOMEONE LOOKING TO FIND OR FILL A ROLE THAT YOU WOULDN’T HAVE CONSIDERED A YEAR AGO?
Eduardo Goncalves, Keywords Studios: Play to your strengths, stay true to yourself and/or the company you represent, and don’t give up. Define the culture and values of the company you want to work or hire for, and fight for them.
Keira McGarvey, FuturLab: Consider changing to a remote or hybrid work model. With people more reluctant to relocate, it will give you access to a much larger talent pool.
Kim Parker Adcock, OPMjobs: Ask what their need or want for remote working is based on – this goes both ways. Get to know people. Assume nothing from a CV or a job spec – ask, ask, and ask again. There’s no such thing as a stupid question. In a world where we only see a screen, we miss body language clues, so make sure you meet face to face wherever possible. If you’re looking to fill a role, be flexible about workspace and hours. Don’t hire if you think you may not be able to afford to keep them beyond the next project, especially if relocation is necessary.
Silja Bernecker, InnoGames: A year ago, I wouldn’t have advised a candidate to think thoroughly about which country he or she wants to live in and work from.
Ben Harrison, Sharkmob: For a candidate looking for your next career move, I’d say the important piece of advice is to choose your new company carefully – the market is becoming more volatile and as long as well as being aligned on the studio values and project, it’s important to join a company that has a long-term vision and financial backing to reach those goals.
Kathryn Spetch, Odgers Berndtson: Candidates looking for new roles: Fewer organisations than you think have embraced remote working, especially for leadership roles. The need to be visible, build relationships, lead and create cultures that get the best out of people requires executives in the physical workplace. This is critical to success, especially in creative industries where proximity to peers brings added energy and ideas. At leadership level, it is vital that you can demonstrate your capability to give strategic clarity and bring disparate groups on a journey of change or growth alongside you.
Clients looking to find new hires: Regardless of size, scale and ownership structure… be proactive, nimble and act with pace, putting your best self forward as a company. Sell to the candidates as much as you want them to sell to you and remember the value that those from less obvious backgrounds can bring.
Alan Dixon, Amiqus: To studios: unless it’s vital, don’t ask for individuals to relocate for a role. The uncertainty around the housing market, rents and mortgages means that individuals will be nervous about moving. Remote or flexible working options will allow you to attract a wider pool of candidates for all levels of experienced hiring.
Emma Smith, Creative Assembly: A year ago, we didn’t have much movement in the global tech industry beyond games. There are so many skill crossovers in different industries, and we are now seeing applicants from streaming services, web development and the finance sector looking at the opportunity in games. We need to adapt how we perceive skills and experience. We should look at a candidate’s potential as much as we assess their skills. Not all game developers arrive in our industry intentionally, but if we can harness that great talent out there, we will all benefit from it.
“If you’re looking to fill a role, be flexible about workspace and hours. Don’t hire if you think you may not be able to afford to keep them beyond the next project, especially if relocation is necessary.”
Kim Parker Adcock, founder and managing director at OPMjobs
December2022 MCV/DEVELOP | 43
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