HR and talent acquisition

[Music] [Music] greetings my name is aria Martha Guinan and I ran a service called GameStop's Finland I'm going to talk about how does the talent acquisition look like in 2017 what are what is driving that's job seekers and also a question is there a mismatch in the market in Finland we are speaking about Cockburn Tong Alma so there is definitely a problem for the companies to find enough resources I usually forget to tell my name even when I start speaking but here is a slide

about me but what I can tell I I draw in games industry in 2004 when I joined a small company called sumaya that became digital chocolate and digital chocolate has been kind of like the mother lode of of gaming what it comes to resources so there were 400 people that went through Helsinki units and maybe another thousand more in the other units we were in seven countries for the past four years I've been recruiting for various companies and then also I'm running the game stops Finland I will speak about trends in games games roles what's hot what's not and worried well what are where are they which are the areas that are most sought-after and then what are the candidates looking for and what what the employers try to offer them and then is there a mismatch in the candidate

market and then bit about a brand and how to catch talents so what should an employer focus to when they are trying to find new new people and at the end a couple of tips in order to recognize a talent and so we we made a survey to the followers of game shops Finland last June July May June and here are some results from that survey we haven't published it completely yet but it's going out pitch by bits so trends in games rolls I just checked I've been looking for 2d artists and yesterday's number was 85 so there are 85 candidates looking for the same trying to catch the same one one single position in a company so there is different lots of

art resources their sound design composing most of the very few in-house profiles most of these people are doing freelancing user support lot of people and managers but it's like all possible managers because on the other hand games companies may have there is not there there may be a shortage of producers on the other side and then less candidates than jobs animators analysts marketers this is like everlasting pain there then let's go towards the results what what we found out in during our survey so top three on the candidate list what were they they were location carrier developments and meaningful job these are the three main things that candidates are looking at when they are

searching for new job then on what the employers tried to try to offer them so of course I spoke with with one CEO and he said that the most important thing in the in the company's projects so what you are do and how to tell about the projects then also companies try to make the environments as good as possible so investment in to work community and then also they want to support the meaningful of the job which was like in top three among candidates no well there is their match there are also a couple of other points there bubbling under so on the candidate side there was also very cool mini community and salary as the fifth point this year and on the employer site there was opportunities to do remote work so of course they want to invest in

in all different ways of doing work and then image of the company but what was interesting there from the candidates side in like very surprising was that location was so high up so actually not only that you have a decent work carrier development opportunities and so forth like meaning in your daily doing it's also nice to commute fairly short trip to your work and that's that's actually quite quite interesting points but then also on the other side in the employers they may think of that okay it's good to develop also the ways of working so that's why remote work was also mentioned there and interestingly the the projects or what what type of products the company does it doesn't

seem to be so interesting to candidates as as the employers think of so maybe at the end of the day it's kind of like what is important for the candidates it's it's the what's the general image of the company and it does it have a good reputation that's actually very valuable of course people look at what they do what kind of products they do but if there has been a success successful game for example it's already done so it's not even like a prediction of the future so but hopefully when candidates recruits ends up to the company there's at least hope that there will be another success and he's he or she is part of doing it and mismatch at the harem act market according to employers so 60% of course they tell that they have problems finding talent and then there is 40% that doesn't seem to have that much

problems seniority is missing this is like very this is very visible problem in Finland all seniors they know enough people so they can kind of like talk to their mates and if there is something happening in their current job or company for example fails so then they usually talk themselves into another company fairly easily at the moment there is good number of juniors but it may be that there may be bits of trouble of companies to hire trainees and and there is lot of train is looking for and juniors looking for their first opportunities then employers say that level of applications this week now well it may be week if you do not have anything to show so at least schools trade try to enhance this learning by

doing type of education and and and so that people have at least some sort of portfolio to show to start with and then this is of course like when when the industry is developing there is ever-changing job requirements so there is very seldom a hundred percent match in in in job and ante with the pitch with the job profile and the candidate profile I would be pitts worried if there would be if it would be hundred persons because there must be something missing then and of course iron is expensive and risky and then sometimes companies just do not put enough effort to recruitment so sometimes it's just like they think that yes we just shout to the corridor and that's it so and somebody will show up but it doesn't it happen like that and then some

recruiters I've seen this happen if this is really ridiculous sometimes people especially supervisors in house they may kind of like if they just cut off candidates based on some irrelevant reason and and this is really funny funny but that's another talk and then also we have challenges attracting foreign workforce of course it's very nice to despite of the occasional cold weather it's actually very nice to live in Finland so but we would need more and how to tackle the the the problems in recruitment know this is kind of like the the giveaway that I would like to give you especially if you are hiring people so focus on the employer brand first learn what is what is good in your

company and and what keeps the people in your team and and what is good in your camp good in general and then speak the truth and nothing but the truth when you talk to people be consistent and if there is some imperfection in your company acknowledge it and then personalize your message when you talk to their when you present yourself in the recruitment markets and then how to attract the talents come to you so just take their previous list and fix the things and you need to be present in multiples channels you need to walk and talk really it doesn't like it doesn't help anymore just it's go advertisement out there on online but you really need to be present in multiple places and and

then you need to be approachable and brand yourself so that you are not just a unicorn or something her to reach because I've seen also companies that have branded themselves as one of the most difficult places to get in and that actually turns of quite a nice number of good candidates from you they don't even try and then then also you need to remember that those if you have employees in your company that are able to bring in good candidates usually the quality of these candidates is quite good or it's it's it's really it's it's very useful to also listen to your own own people and who they bring in because they there is much more responsibility of those suggestions they take responsibility of the people that they bring in and this is also like this this information is

based on lean getting and on their their findings and then recruitment marketing what has changed over the years so it's good to get to define what you are looking for and you need to be ready to move immediately if a decent candidate shows up because if there is a senior candidate available this person probably has two or three other positions available also and they can really select and you need to invest in outbound pre present in networks internet services then your own page is how you how you present your own own jobs and how your management and your personal communicates about the company and then also it's good to think of the

passive candidates those that are already applying to you they are the active ones but the Casa passive candidates may be available for example in the network of like agents like me or then in your your own like company people networks they just they are just waiting for a suitable or fitting job that they they are they move forward and then how to recognize the talents I used to but while I was working as a HR & recruiter I got this idea that's well this talent there are there are things there are moments in the company history when when certain things are changing for example new technology comes up and there is always someone who has figured out the

issue or the problem before anybody else and even if and then this skill that has that has formulated it maybe something something even hard to define but no one else has that understanding at that time and also like there may be some sort of even cultural mismatch with the person who had a talented person and the general culture of the company but also it's good to like understand for so that okay this person brings something extra to us maybe a little bit difficult person or something it's not exactly right but you need to think how long you want the person to stay it may be okay that the person stays for a year or two years but if the if he or she does the trick brings in the necessary information or skill or tool or technology that's fine and remember very

often the the best ones are only trespassing then also talent is not always a talent so talent and skill may fade we are not superstars all through our career and then at the end of the day is sometimes it's just good to be rational and it's good to hire the one that actually do the job so not always look for the best of the best because they are not they are rare so but you need to be able to do the job and that's all that I had to say today come to talk to me if you if you feel like and you can reach me at game stops Finland Thanks [Music]

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