Designing an Ad

The design and wording of an advertisement will definitely influence the response you get. Size will be dictated by cost and content, but any layout, large or small, needs to be eye-catching and clear.

To eliminate unqualified applications (and save yourself some time), be as specific as you can about the skills and experience needed (like a college degree, a second language, odd or fluctuating shift hours, weekend work, travel and/or relocation.) It's a good idea to give a closing date for applications -- if nothing else, it tells you something about prospective employees that they're able to meet deadlines.

EXAMPLE

Wanted: Dynamic Marketing Manager

James Malcolm Associates, a major provider in the computer technology market, is currently looking for a marketing manager to head up a select team and report directly to the general manager.

The successful candidate will manage promotion projects, adhere closely to budgets and contribute to new business plans for all aspects of the company's marketing strategy.

Requirements include a B.A. in Marketing, Journalism or a related field, at least five years' relevant experience, and the ability to work under pressure and function well in a team environment.

Please send your resume, cover letter and salary history to [the name and address of your recruiting manager or human resources Department].

• You have only a moment to grab the attention of the perfect applicant so display the most important features of the job prominently.
• If you want a cover letter with the resume, say so in the posting.
• If you want a digital portfolio, say so (and be sure you indicate acceptable format(s) and whether it will be returned.)
• If the job has some special requirements, say so -- especially if it requires relocation!
• Always be sure the ads and job listings are proofread and approved before they're posted.

The Legal Aspects of Job Advertising

Advertising for recruitment may be subject to stringent legal restrictions that vary from state to state in the United States and country to country throughout the rest of the world. Keep in mind that your state regulations and procedures relating to employment may be different from the federal statutes, so you need to be aware of both.

The laws that most likely apply relate to discrimination on the grounds of gender, race, religion, sexual preference, disability and/or age. Avoid using blatantly sexist terms in job ads. Select your wording carefully to avoid stipulating characteristics that exclude potential applicants of any sex or race or a particular age range.

What does "Equal Opportunity employer" mean?

The U.S. Equal Employment Opportunity Commission (EEOC) enforces U.S. employment laws including Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex and/or national origin.

It also oversees management of Title I and Title V of the Americans with Disabilities Act of 1990, which prohibits employment discrimination against qualified individuals with disabilities in the private sector, as well as state and local governments. There are a lot of laws that affect federal and state employees only, so check with your human resources department to be sure that you can use "We are an Equal Opportunity employer" in the job ad.

Using a Recruiter

Earlier in the article, we discussed methods of recruitment including advertising the job on your own company website, recruiting internally, or using external job advertising services. Using a professional recruiting agency is also an option. For a negotiated fee, which can vary according to the level of the vacancy and your business relationship with that recruiter, you will get a shortlist of viable candidates for your open position.

Establishing a new relationship with a recruitment agency follows most of the same guidelines whether you're a start-up or an established company. You want to find the best recruiting agency for your needs, a firm that understands the game industry and your culture, and is most importantly someone you can trust.

When you think you have identified the right recruiting firm for your company, punch their name into any search engine and verify they have the skills and expertise you seek. Ask for game industry references and a record of successful placements. If they have legitimate expertise and success in our industry, they should be able to provide you with a list of prior satisfied game clients.

The last thing you need is to engage a recruiting firm weak in game industry experience. This is a recipe for wasting your limited time with 40 unfocused resumes being thrown at you per day by a recruiting agency whose staff can only match buzzwords off a candidate's resume.