5 tips to hire game artists and designers at an accelerated rate

5 tips to hire game artists and designers at an accelerated rate

From my experience in closely interacting with game development folks as well as employers, I have found some key steps in the interview process which can change the hiring game for employers and candidates alike. If followed they can significantly improve employer’s conversion rates from applicant to employee. 

Here are 5 steps that can help.

1. Send art or design assignments only after an initial screening call:

One of the most common errors while hiring a game artist or a designer is taking the first screen call lightly. With pressures to do multiple things in the day, this particular call seems to be an optional task. 

This call is crucial in understanding that the candidate’s thoughts and expectations are aligned with the organization and the role. It also gives the candidate insight into your company. This will ensure that the candidate is motivated to invest time in the assignment.

2. Always use external references and scenarios for the assignment: 

Using your own company’s project, game, or asset for the assignment creates a feeling of pilfering in candidates. Especially when you do not shortlist them, they think that you have misused their work. Many candidates opt-out of such assignments silently.

Most hiring managers want to see how a candidate uses his/her creativity to execute the task. This can be achieved by giving references and tasks connected to a third-party game, story, or scenario. 

3. Designing an assignment that can be completed in a maximum of 6 hours::

It is impossible for a candidate to work on lengthy assignments while he is already working full time. Most of the time they only take it up if the assignment is from their dream company. In fact, you may be exactly what he/she is looking for in their dream company but they will never know until you inspire them to come and work with you. 

If there is no way that you can assess them in a 6 hours assignment then offer to pay for their efforts if they’re not shortlisted. This may increase your cost but will save you a ton in branding expenses.

4. Send a clear assignment:

You may want to send a vague concept intentionally to see what the candidate can create, however, different candidates understand this in different ways. Sometimes good candidates end up playing in a very narrow space of creativity, misunderstanding what you expect from them.

Add FAQs that do not intrude on their creativity but clear up questions that give them an explicit license to broaden their presentation.

5. Take feedback from the hiring managers for the candidates who are not shortlisted:

Taking feedback in a simple format can go a long way in improving conversion rates. Always ask these 3 questions to the hiring manager:

  • What is good
  • What needs improvement
  • How much time will it take him/her to improve in these attributes

This creates a certain mindset that urges the organization to have a very compelling reason to turn down an applicant.

Image – @austindistel