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OMDC Mini MBA – HR/Recruiting




          Presented by:
          Claudette Critchley, COO
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
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
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
Finding Candidates



-   Internal Website
-   Employee Referrals
-   Networking and Social Media
-   Focussed Job Boards
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
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
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
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
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
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
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
Pre-Employment Tests


-   Personality Test
-   Cognitive Ability Test
-   Simulations
-   Work Samples


- Tough tests flunk good programmer job
  candidates – Neil McAllister | InfoWorld
Screening


- There are no penalties for falsifying
  information on a resume

- Anyone can easily buy counterfeit diplomas,
  transcripts, medals, letters of
  recommendation, etc.
References


- Prepare set questions for references

- Ask about applicant’s stated
  accomplishments, work responsibilities and
  behaviours

- Recognize hesitations and hidden messages
Orientation

- First step in retention process
  - Personalized approach
  - Provides reassurance
  - Sets expectations and next steps


- Buddy system approach
  - Builds confidence
  - Alleviates stress

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OMDC Mini MBA - HR/Recruiting

  • 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