In the latest game industry-specific feature, HR veteran Marc Mencher looks at the vital task of hiring good game developers
, focusing on evaluating the job, defining the job descriptions, and ways of reaching out to potential recruits.
In this excerpt, Mencher says one way to come up with a fitting job description is to seek the advice of the person who most recently filled the position:
If you're replacing an employee who was doing a great job, you can use that person's general skill set and assignments as the basis for the description. Consider whether the job has changed over time, perhaps because of new technology or client needs. What is the optimal skill set that you need to get the job done now?
If the current employee is leaving under positive circumstances, ask for his/her help -- in essence, conduct an interview about the job. Check with people above and below them to find out what qualities and skills the replacement employee will need to have to be successful. Try to match skills but avoid the pitfall of overlooking a potentially great candidate who isn't exactly like the departing employee.
What about someone who was let go, or the creation of a new position? You can still refer to the current job description or job requisition, but with a slightly different view. Are there any obsolete requirements in the old description? Did you set the bar too high, considering the type of job and/or compensation available? Do you want to build in some flexibility so that the new employee has a clear career path? Will new technology and onsite training allow you to hire a more junior (and frankly sometimes less expensive) employee who can grow into the responsibilities of the predecessor? The exercise of designing a useful job description lies somewhere between a subjective daydream of perfection and an objective assessment of what you really need -- and can afford.
You can now read the full feature
, with more helpful tips and advice from Mencher on finding the ideal new recruit.