Some thoughts on recruitment and selection processes

The first thing that comes to mind when thinking of the recruitment and selection process done by HR, is usually the many selection cycles and interviews as well as the psychological or problem solving tests that the candidate has to go through. Afterwards, they often end up waiting for feedback for several weeks, unsure of the outcome. In some cases, candidates never receive any type of feedback. This is something many companies must work on, because just as the hiring managers and recruiters build an image of the candidate in order to  weigh their strengths and weaknesses, so does the candidate for the company. Interviews can have a big impact on the candidate’s opinion on the company itself. If they feel underestimated, uncomfortable, and at the end do not receive any feedback, it can create a negative image of the company.

For more specific positions, such as highly technical ones, sometimes the recruiters do not fully understand the skills that are needed  or what the  job description entails in practice. We believe that the line manager should be in on interviews when this is the case.

In the gaming industry with regards to for example game narrative or game designer positions or 2D/3D artists, candidates can sometimes end up not being considered because they only apply by CV, which – although it includes information focused on formal education and work experience – is less important than a portfolio. A portfolio  is something that can make a candidate stand out and bring about a hiring decision more quickly. Besides the skills which are key requirements for a position, we also believe the candidate’s people skills and the energy which they bring to the team is crucial. Having a team member who is extremely good at what they do yet has trouble communicating in a friendly manner, creates conflicts and misunderstandings that can outweigh their talent and knowledge. If the person is eager to learn and develop, then their lack of experience in some area can more easily be compensated for.

One particular type of application that has been shown to be very successful in our experience, is the open application. This type of recruitment means that there is usually no job ad, but a section on your website where people who are interested in the company or the work that you do can apply for a job. You can either have a constant need for certain positions, or there is a Join the team type of form where people with any kind of background can apply. This is an excellent way of building a more diverse team. Sometimes a company can receive applications from very interesting types of candidate who would never have applied to a specific ad. By diversity we mean people with different ways of working, with different formal education backgrounds, different ways of thinking and approaching challenges, and this is exactly what we value. Having a team of open minded and motivated individuals creates an exciting work atmosphere with specialists from different areas of work.

There are more advantages to open applications besides those mentioned above. With this type of recruitment, there are no application rounds. The hiring manager or the team directly contacts the person and conducts an interview. It is also less stressful for the candidate as there might not be competition at all in that particular moment. Receiving reports from job ad sites about the number of applicants can create a lot of stress and a feeling of unease. By applying via an open form, you show that you are highly motivated by directly approaching the company you wish to work for. MiTale always encourages talented people to send us their applications, as our team is continuously growing. We are very conscious of each employee’s individuality, so we tailor the work to fit their personal and professional needs.

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