2/4 Series on Vetting Game Programmers: The Prenuptial and the Character Design

In my last post I likened the game industry to a royal family.  Arranged marriages and political marriages are the rage but you also often need a prenuptial agreement when the royal families get engaged.  

Your HR and you both are the equivalent of both the suitor and matchmaker.  

To increase the odds of making the best hire for your company, you want to develop a basic “vetting” system that looks at traditional and non-traditional aspects of your potential new programmer.

If you do not have one and need my help please feel free to contact me.

Marc Mencher 

marcgamerecrruiter@gmail.comhttp://www.gamerecruiter.com/

 Of course you could also read these articles.

Probably the most important aspect of making this marriage is to describe in depth what you would like in your new partner.  You need to be able to do more than just describe what they look like on paper, but provide a nuanced complete description or "character design."   This is also a kind of binding contract between your HR/Recruiter, the candidate for adoption, and the executives and managers who have to work in the family with them.

Wouldn't it be nice to pick your own family?

The job is a sort of prenuptial marriage contract that lays your cards on the table.  You have to reveal as much as you possibly can about who you want while still staying in the boundaries of good taste and ethics in your post.  Be thoughtful DON'T INCLUDE GENDER BIASED STUFF!  Don't speak in generalities. The more specific you are the less work HR has to do to screen stuff.  So meet with HR, or have a phone conversation about the nuances of each position.  

HR and data management often have a problem figuring out the work that you do if they haven't done it themselves unless they have a conversation with you.


Step 1: The Job Description

• Before you write the job description, be sure you have a good understanding of what various job titles mean. 
• Terms like developer, programmer and engineer aren’t always interchangeable. A QA person might be called an engineer at one company, while developer might refer to someone other than a programmer. Some programmers prefer engineer because it sounds less like a drudge position. If need be, include a sentence or two that describes what the title means at your company.
• Figure out what you want your new hire to do, then write a job description that clearly states you’re required and preferred criteria. Aim for something between “as long as you’re breathing” and “must have a Masters Degree in everything.” 
• (Hint: It’s pretty easy to spot a job req that’s been customized for someone you’ve already decided to hire.)

Here are some things to look for:

• Let candidates know if some kind of testing will be administered. If you have questions about the legality of testing, check with your HR department, and if they don’t know, get the info from someone who does, like your state’s employment agency. Surprising an interviewee with an on-the-spot test (the formal kind) can be grounds for action, and not the good kind.
• Be clear about your interview agenda. Will candidates be asked to undergo both “personal” and “technical” interviews?
• Do you want to see a demo of the candidate’s work? Do you want to see it online by yourself? Ask for a CD or URL. Because of proprietary software and NDAs, be willing to look at open source work and/or game modding.
• Does your formal application allow for an attached resume, or will the candidate be required to fill it out? Will the candidate be asked to provide a salary history? Letting interviewees know this in advance saves you time and helps reduce the normal anxiety that comes with interviewing. (It also tells you if the candidate can read and follow directions.)

Quick follow up call with HR once the suitors start trying on the slippers.  

Ask them: 

• What kinds of people are we getting?
• Where are they from?
• Anybody have problems understanding what the job entails.
• Anything I should know about?
• Are there any candidates that don't strictly fit the criteria but you have a feeling about them.