February 23, 2022
how to attract senior talent in gaming industry

Video game employment has been steadily growing since 2014. That means there’s more competition for hiring top talent, especially at the senior level.

According to IBISWorld, there will be nearly 300,000 video game employees in the U.S. in 2022, a 9% year-over-year growth rate. Employment has increased an average of 7.4% each year for the past five years.

For employers looking for senior-level video game candidates, the job description provides a chance to grab attention and engage talent. Here are some tips for how to write effective job descriptions for senior-level candidates in gaming.

Create an Accurate Job Title

For active gaming candidates, they may be searching for jobs based on the title they currently have or a specific senior title they want. Avoid being cutesy or straying away from reality. Don’t list “Video Game Ninja” or “Gaming Rock Star,” for example. Senior-level candidates aren’t using unrealistic keywords like these to search for positions.

View wherever site your job is listed on as a search engine. You want your job to show up in the top results for searchers, so include copy in the job title that fits the role. 

In addition to the name of the actual role, you may also include other keywords in the job title, like the specific name of the game someone will be working on, for example. Senior talent may be looking for opportunities to work for specific companies or on specific titles, so include details like those in the job title if possible. 

Craft an Engaging Job Summary

Retain attention in the job summary, which is typically a couple of sentences that open up the job description and summarize the impact the professional will make. Lead with an enthusiastic statement that describes how someone can make a difference in the job and why your company is desirable to work for.

As you write your job description, focus on why the candidate should want to work for your company, and not what your company needs from the candidate. Keep in mind the job description is your opportunity to sell the position to senior-level talent that may not be looking for a position or that may be competitively sought-after.

Break Down the Role

In your job description, list out daily responsibilities and duties, what the work environment is like and who the role reports to and/or manages. Like with the job title, apply a keyword-focused lens to the copy to ensure your senior-level gaming description shows up in searches. You might ask current employees in similar positions to provide input into what the role expectations are and how to sell the position to talent in a job description.

Make your job description scannable and easy to read by using bullets, numbered lists or subheadings to break apart the copy. Try to keep sentences short and easy to read. Write in a voice that reflects the personality and culture of your brand.

Add Skills & Education Required

Add hard and soft skills the role requires. The position may require knowledge of specific technology, like Adobe Creative Suite or Autodesk Maya, or may require certain technical skills, like UX design.

You can also list soft skills like leadership, people management, communication or teamwork for your senior-level positions. Again, you can ask your team for input on what to list.

You may be able to broaden your candidate pool by generalizing your skills and requirements for those who don’t have experience specifically in the gaming industry. For example, there may be talented animators, software engineers, copywriters, designers, marketers, and other professionals who have a skill set that would work for your company, even though they may not yet have gaming experience.

It may help to focus more on the type of talent you’re looking for in the role, rather than narrowing down your focus to gaming-specific professionals. Some companies also divide requirements into “absolutely necessary” and “nice to have” categories, which can also widen your talent pool.

Highlight Company Benefits

Senior-level candidates, especially passive candidates, may not consider a job that doesn’t have clear salary expectations. It may be helpful to list a realistic salary range for the job so you create clear expectations and potentially attract more talent. You can use resources like the U.S. Bureau of Labor Statistics’s Occupational Outlook Handbook to see average salaries based on position, location, education and other factors.

Also, feature company benefits in the job description, such as:

  • Health insurance
  • Flexible work arrangements and schedules
  • Paid time off
  • Retirement planning
  • Health and wellness programs
  • Career development opportunities
  • Relocation benefits
  • Student loan repayment

According to Bankrate’s August 2021 Job Seeker Survey, 56% of Americans are prioritizing flexible work arrangements, while 53% are prioritizing higher pay. Keep benefits like these in mind and use current employee surveys to learn which benefits are most important to your workforce. Then, feature those in the role and job description.

When you’re hiring senior talent and there’s more competition, you might also consider offering a signing bonus or short-term housing benefits to attract candidates.

Touch on Company Culture

Highlight your company culture and why your company is a sought-after place to work. A 2020 report by “Harvard Business Review” found 47% of employees want to work for a company where they can “be themselves,” while 46% prioritize working for companies where they can have a positive impact on society.

In your job description, use inclusive language, such as gender-neutral pronouns and statements that confirm your company’s commitment to diversity and equity in the workplace.

You might also list links to your social media channels. That way, candidates can research your company both on your website, as well as get a feel for your company culture and see how you interact with followers on social media.

Finally: Make It Easy to Apply

You may have a strong job description, but if applying is difficult, you could disengage candidates. Some ways to make the application process easier include:

  • Make it easy to apply on any device, including smartphones
  • Provide candidates with the ability to fill in information using their LinkedIn profile
  • Automate the application process using text notifications

Are you ready to hire in the gaming industry? ggLocators specializes in direct-hire, contract-to-hire, and contract roles in gaming, esports, and related industries. We can create effective, attention-grabbing job descriptions that engage the right candidates for your company. Contact us for information.