On the Art of Hiring

The Player Support Newsletter - 19 FEB 2024

Noteworthy News

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• Embracer Group Management Troubles - the company has cancelled 29 games in less than six months, as it continues to struggle to manage its business.

• Optic CEO Sues Activision Blizzard - allegations of anti-competitive business practices, and extortionish behavior were brought against the company for its handling of the Call of Duty League, highlighting the $27.5 million dollar entry fee, the leagues “Competitive Balance Tax”, and restrictions on individual’s revenue generating activities outside of official league events.

• 700 Ubisoft Workers Go On Strike - the annual wage negotiations have broken down, as the raise offered by the company has been below inflation for two years in a row. This is despite a relatively positive financial report, and projection.

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Introduction: We Make Hiring Mistakes Often

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Hiring mistakes are costly. We lose time, money, and other resources, with a completely disatisfactory outcome. The more senior the role, the more damage is usually done, and even a few months of suffering can take years to repair. Figuring out your method for hiring the right person is challenging, but it makes all the difference to everyone involved. An mistaken hire is distracting for everyone, and most managers do not keep proper documentation until the situation has significantly degraded, so firing can be delayed, even after the tribe has made its decision.

Hiring mistakes are not only the fault of the company, however, because candidates make selection errors too. There is often confusion about the enjoyment of a product or service, and the realities of the work. Sometimes, a person can feel desperate, which causes errors in judgment. Other times, people let their embellishments get the better of them (or they just lie). I believe that the majority of selection errors are due to a lack of knowledge, some of which cannot be gained until they are working on the job.

Knowing an organization takes time, just like getting to know any one person. It has its habits, good and bad, and is always trying to put its best foot forward in the public eye. My favorite analogy for employee satisfaction conversations is a romantic relationship because it is a voluntary high stakes relationship. It then follows that I have taken lessons for hiring from the world of speed dating, and online dating. For anyone who has participated in either activity, the connections are obvious. We are all looking for the perfect match with imperfect information.

In this issue, I will share some of the core concepts for my hiring methodology. I hope it helps everyone have better conversations, and even better job selections.

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1. It is All About Compatability, But Companies Lack Self-Awareness

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The problem with many hiring processes is that they create highly artificial interactions. It is hard to have a natural, open, honest conversation when you feel pressured to conform to an awkward set of evaluations. I believe this is why better online dating companies have forms you fill out before they start matching you up. eHarmony’s famous method centers around their 32 Dimensions of Compatibility. They are in the business of successful, long-term relationships, which is why I place weight on their research. If they are wrong more often than they are right, they will eventually go out of business.