OMDC Mini MBA - HR/Recruiting


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OMDC Mini MBA - HR/Recruiting

Presented by: Claudette Critchely, COO

Published in: Technology, Business
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OMDC Mini MBA - HR/Recruiting

  1. 1. OMDC Mini MBA – HR/Recruiting Presented by: Claudette Critchley, COO
  2. 2. More about Me- I have been in the games industry over 10 years and have held many roles including Programmer, Lead Programmer, Designer, Producer, Executive Producer and COO- Since its inception in 2004, I have performed all the HR functions at Big Blue Bubble- I am not an HR Professional
  3. 3. Statistics from ESA- Approximately 32,000 employees in the video game industry in the US- Approximately 16,000 in Canada- Canada is ranked 3rd in the world based on number of employees alone
  4. 4. Ontario Human Rights CodeThe Ontario Human Rights Code states that it is publicpolicy to recognize the inherent dignity and worth ofevery person, and to provide for equal rights andopportunities without discrimination.Freedom from discriminationThe Code prohibits discrimination in employment onthe grounds of race, ancestry, place oforigin, colour, ethnicorigin, citizenship, creed, sex, sexualorientation, age, record of offences, maritalstatus, same-sex partnership status, family status and
  5. 5. Finding Candidates- Internal Website- Employee Referrals- Networking and Social Media- Focussed Job Boards
  6. 6. Job Posting- Remember, applicants are also choosing you!- Provide applicants with a good overview of the company and the position- Capture attention and build engagement
  7. 7. Resume Screening- London, Ontario not London, England!- Applicant shows interest and passion- Resume confirms skills needed- Producer vs. Programmer vs. Artist- Beware of red flags: - large gaps in employment history - job hopping - poor spelling and/or grammar
  8. 8. Interview- Two-way Process - Employer assesses knowledge, skills and abilities of applicant - Applicant determines if position and organization are a good fit with career goals
  9. 9. Interview Questions- Start by building rapport- Treat it as an investigation- Prepare with the right questions, tailored to the position- Prefer open-ended questions- Allow applicant to speak- Be friendly, but beware that your emotions may affect the applicant’s answer
  10. 10. Interview Styles- Unstructured - Conversational - Easily probe for more information - Easier to assess interpersonal skills - Applicant more at ease- Structured - Standardized - Easier to assess - Focus on behaviors or past experience
  11. 11. Interview Questions- Situational - What would you do given …- Behavioural - Describe a time when …- Knowledge Based - How do you …- Comprehensive Structured - Explain … and when to use it
  12. 12. Sample Question- If you could make changes to your current role or company, what would you change? - Learn about tasks or policies applicant doesn’t like - Learn about problems or issues with current employer - Learn the real reason why they are leaving their job
  13. 13. Pre-Employment Tests- Personality Test- Cognitive Ability Test- Simulations- Work Samples- Tough tests flunk good programmer job candidates – Neil McAllister | InfoWorld
  14. 14. Screening- There are no penalties for falsifying information on a resume- Anyone can easily buy counterfeit diplomas, transcripts, medals, letters of recommendation, etc.
  15. 15. References- Prepare set questions for references- Ask about applicant’s stated accomplishments, work responsibilities and behaviours- Recognize hesitations and hidden messages
  16. 16. Orientation- First step in retention process - Personalized approach - Provides reassurance - Sets expectations and next steps- Buddy system approach - Builds confidence - Alleviates stress