It is difficult to hire creative specialists. The market is saturated, requirements are constantly changing, and there are few unique skills. Here are some tips to help recruiters successfully retain and attract creative talent.
Hire the Unexpected
Some hiring decisions may seem unsuitable at first, but they work out well in the long run. One time I was searching for a game designer of mid-level. One candidate stood out. He was a D&D (Dungeons & Dragons), D&D Dungeons Master, and had a vision for game design. He was also a great fit for the team. But I was sceptical due to his lack of hard skills.
We discussed this case with the team’s producer and decided to set up a second interview with this candidate. He was hired and within three months he had been promoted from game designer into product owner.
Hiring creative specialists is a common mistake. Do not evaluate candidates based on standard criteria, such as education or years of experience. Avoid formalizing the selection process. At different stages of the interview, allow candidates to demonstrate their unique qualities.
What do recruiters look for in creative specialists?
A GameDev creative specialist is someone who has a wide range of skills and deep knowledge of his field. They also understand the principles of game design. Here are three of the most important skills a creative professional should have:
- GameDev is a fast-paced industry, so it’s important that creative specialists are able to adapt quickly.
- Think outside the box: It is important to come up with unique ideas, which no one else has ever thought of before. However, you must still adhere to the rules and restrictions of the genre.
- TeamworkThis is about sharing ideas and bringing them to life with your team.
Essential Hard Skills
Many different hats are worn by game designers. Others specialize in new features and mechanics, while others are experts in balance or monetization. It’s important to have a deep understanding of the gaming industry. You need to know what is trending, which mechanics are effective, and how they can be applied to your project.
Consider, for instance, the A4 mechanic, which divides gameplay into four main aspects: combat (which is divided into four different categories), analysis (which is split up in to four distinct categories), resource management and exploration. This helps to balance out the game and make it appealing to all types of players. A skilled game designer will know how to take the mechanic and reimagine in a manner that will hook and retain your target audience. You should be able to think like a gamer in order to produce exceptional projects.
Soft Skills and Culture Fit
Both technical skills and culture fit are important. You may come across specialists who have impressive portfolios but do not match the team’s personality and working style.
We are interested in how candidates behave with their potential colleagues at informal meetings or during technical interviews. This gives us an idea of how closely their values match those of the company.
Soft skills include the ability to communicate effectively, pitch ideas and compromise. It is essential to be able to accept criticism and collaborate with others.
Empathy, emotional intelligence and understanding of players’ feelings helps create engaging games.
Experience of the Candidate vs. Education
Experience is often more important than education in GameDev. It’s good to have a diploma, but nothing can beat a portfolio that shows off your skills. Portfolios can be real-world project, personal game, concept art, etc.
The candidate with the most experience in game development will likely win the job if you choose between two candidates.
What the Hiring Process looks like
Here is how we assess the creativity of a candidate:
- TestsShow how candidates adapt to new tasks
- Brainstorming with the team provides insights on how quickly candidates are able to develop new ideas.
- The most effective way to assess creativity is through real-life case studies. We ask, for example, that artist candidates develop a character starting from the concept and ending with a final render. We do not only evaluate the final product, but also how they think and solve problems.
- Portfolios of candidates often include personal projects, such as scripts or indie games. We look at the originality, diversity and depth of expression in their work.
Unconventional methods for hiring creative talent
The best talent doesn’t always find their way to traditional job listings. It’s for this reason that I recommend creative approaches to headhunting:
- Indie game festivals and hackathons are great places for junior developers to start their career. Hackathons and contests are also a good way to see how candidates work as a team.
- Workshops and lectures are a great way to network with young professionals looking for jobs in large studios.
- Expert content for social media.Senior professional sharing their knowledge, case studies, and engagement in the community on LinkedIn, Telegram and Medium.
Tips for Hiring Creative Specialists
- Concentrate on your personal qualities and abilities. A standard CV is not enough to assess creative specialists. It’s crucial to have a series interviews or tests in order to gain a comprehensive picture.
- Create a strong employer branding in the competitive landscape. Your company should be visible, participate in conferences and share success stories within your company. You should make your employer brand visible by participating in conferences and sharing success stories in your company.
- Invest in educational development. Many talented specialists prefer to work for companies that provide opportunities for vertical and horizontal development, such as mentorship programs and workshops.
