The Current State of Recruitment in the Gaming Industry

The gaming industry has undergone significant changes in recent years, with a growing emphasis on inclusivity and addressing the talent pipeline gap between junior and senior roles. Recruitment has become increasingly crucial as mass layoffs have affected the tech and gaming sectors. Notable examples include Microsoft's layoff of 10,000 staff members, Meta's reduction of 10,000 employees, and Embracer's restructuring with expected studio closures. The process of finding a job can be lengthy and exhausting for both job seekers and recruiters. GamesIndustry.biz spoke with a group of job recruiters to discuss their roles and how they are adapting to the latest challenges. Following the wave of layoffs, there has been an influx of job candidates, and recruiters are now sorting through a large talent pool. However, Tanja Loktionova, founder of video games recruitment agency Values Value, notes that their workload has not increased dramatically after these redundancies. Loktionova explains that their sourcing department can feel the consequences of company cuts, as they need more time to create lists of potential candidates and check their LinkedIn statuses. Alan Dixon, principal consultant of Amiqus, emphasizes the importance of speed in navigating a larger candidate pool. He advises recruiters to speak with candidates quickly, manage expectations closely, and be respectful of their needs and priorities. Kim Parker-Adcock, managing director of One Player Mission, agrees that time is crucial and highlights the importance of looking after candidates' mental well-being during times of stress. The gaming industry has also seen a call for more diversity following the Black Lives Matter protests in 2020. Sasha Kononenko, recruitment lead for Values Value, notes that it's not about changing the recruiting method, but rather the approach. Companies are now requesting diverse shortlists, and some are implementing remote and flexible work arrangements to attract a more diverse candidate pool. Loktionova emphasizes that diverse hiring is a matter of company branding, and studios should publicly speak about fostering diversity and inclusion. Adcock agrees that studios should voice their inclusivity and prove it by hiring based on skill, experience, and company culture fit. The industry has been criticized for focusing on mid-to-senior level jobs, which has led to a skill shortage. Recruiters were asked how adapting hiring practices could address this imbalance. Loktionova suggests that companies need to invest time and money into juniors, and notes that choosing experienced professionals over juniors is not sustainable in the long term. Liz Prince, business manager of Amiqus, says that the agency mainly engages with senior-level roles because they are more challenging to fill. Adcock recognizes the disparity between entry-level jobs and higher-level positions and notes that hiring agencies provide candidates with a proven track record. When gaining a job candidate's attention, Loktionova emphasizes the importance of studio brand awareness. She notes that larger firms can generate attention for their roles by providing what people are seeking, such as interesting projects, sufficient salary, and career growth. Companies should also share the details of their application process, and the clearer the job listing and process, the more appealing the role will be to potential applicants. Prince agrees that having more detailed job postings can help make a recruitment brand stand out. Adcock adds that sharing salary information keeps the process transparent, but many companies fail to do so despite data showing that it can lead to 27% more applicants. Recruiters also need to consider the needs and priorities of candidates who receive multiple offers. Loktionova suggests that companies should create a proposition that matches the candidate's values and culture, and work with counter-offers or rival offers from the beginning of the recruitment process. Dixon echoes this sentiment, advising companies to make their offer verbally and in writing, with a competitive, flexible, and real-world benefits and salary package.