The document discusses various aspects of the hiring process at Big Blue Bubble, including finding candidates through internal/external websites, employee referrals, networking and job boards. It covers resume screening, interviewing techniques and styles, sample interview questions, pre-employment testing, screening, reference checks, and new employee orientation. The goal is to hire the right candidates and set them up for success from day one.

1. OMDC Mini MBA – HR/Recruiting
Presented by:
Claudette Critchley, COO

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. 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. Ontario Human Rights Code
The Ontario Human Rights Code states that it is public
policy to recognize the inherent dignity and worth of
every person, and to provide for equal rights and
opportunities without discrimination.
Freedom from discrimination
The Code prohibits discrimination in employment on
the grounds of race, ancestry, place of
origin, colour, ethnic
origin, citizenship, creed, sex, sexual
orientation, age, record of offences, marital
status, same-sex partnership status, family status and

5. Finding Candidates
- Internal Website
- Employee Referrals
- Networking and Social Media
- Focussed Job Boards

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. 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. 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. 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. 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. 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. 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. Pre-Employment Tests
- Personality Test
- Cognitive Ability Test
- Simulations
- Work Samples
- Tough tests flunk good programmer job
candidates – Neil McAllister | InfoWorld

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. References
- Prepare set questions for references
- Ask about applicant’s stated
accomplishments, work responsibilities and
behaviours
- Recognize hesitations and hidden messages

16. Orientation
- First step in retention process
- Personalized approach
- Provides reassurance
- Sets expectations and next steps
- Buddy system approach
- Builds confidence
- Alleviates stress