Navigating the Nuances of Recruitment: Lessons Learned Over Eight Years

I've learned about recruitment over the last 8 years that it can be a brutal, turbulent experience or a valuable meeting from which each party takes away something useful for the future, even if the intended results are not achieved.

Recruitment is a process that can take various forms and has many nuances. Here are some reflections based on my experiences:

The Importance of Communication and Transparency

Open communication between parties can minimize misunderstandings and stress. Candidates should communicate their skills and expectations, while recruiters should clearly outline the recruitment process and provide feedback. Is this always possible? No! Sometimes companies need more precise, functioning processes or have staffing shortages, and candidates may need help to communicate their work experiences, needs, or expectations. Does this mean there is no hope for us? There is.

Using Emotional Scissors and Empathy

The desire to understand the other party and the willingness to establish the facts and needs of each party should guide every recruitment conversation. Simply assuming the other side is benevolent opens the door to higher-level communication. After all, we meet to ultimately help each other: finding a job vs. finding an employee. So before you take someone’s words or actions personally, cut off emotions for a moment and ask what the other party specifically meant – you might be pleasantly surprised.

Just Being Nice

I believe in being professional and simply a nice, cool, approachable person.

I remember the amazing discovery that while recruiting directors and leads – people with incredible technical, artistic, and managerial skills, and years of experience in the gaming industry – they were (in most cases) very nice and warm individuals. People who are internally happy are just nice, regardless of the position they hold or the role they play in the organization. If they are not nice, then they have a problem, and it shouldn’t be yours [run ].

Learning from Failures

Not every recruitment will succeed, but drawing conclusions from every failed attempt and making improvements is important. As a Recruiter, I receive dozens of “no’s” daily, both from candidates and companies I want to collaborate with (especially in these difficult times for the game dev industry). It used to be hard to accept, but now I understand that not everyone needs or can currently afford what I have to offer. I don’t take it as a failure; I don’t get offended by such a message. I use it to become better at what I do, and I recommend this method.

Mutual Benefits

The ideal recruitment is one where both parties are satisfied with the outcome. The candidate finds a fulfilling job, and the company gains a valuable employee.?

And what if there is no happy ending this time? Often, valuable contacts remain for the future, sometimes feedback on missing skills, and a chance to learn what can be improved in the future. Sometimes the ego takes a hit because no one likes rejection. And it works both ways – believe me, when many hours of your time and the hiring managers are invested in the recruitment process, and the candidate rejects the offer – it hurts everyone involved... But we know that even if the candidate is not hired this time, a good recruitment experience can lead them to speak positively about the company and might return to talks in the future – win-win.

In summary, recruitment can be both a difficult and enriching experience. The key is an approach based on respect, transparency, and striving for mutual benefits.?