It’s probably taken a lot of effort to get to this point (and we don’t just mean in terms of reading this guide), but it’s now finally time to hire the perfect esports candidate!
If you’ve followed our advice up to here then you should have ended up with a strong shortlist of candidates who are all willing to undertake any tasks/trials you set them (within reason), and to undertake interviews with everyone they need to speak to.
Notice the use of “need” there, don’t make these poor folks sit interviews with everyone in your organization unless absolutely necessary (or your organization is extremely small).
Once this is done you’ll have a very clear idea of who you want to go with and you’ll hopefully have the very fun job of sending them the acceptance email! Just don’t reject all of the other candidates QUITE yet!
All will become clear, as it’s now time to talk about some of the things you should do and some of the things you should expect…
Firstly, your number one choice will ideally accept the job and then it comes down to a discussion around a definitive start date (which you should have covered at the interview stage), plus some negotiations over the contract.
This is perfectly natural, so don’t let it worry you too much, unless the candidate is being particularly unreasonable. If they are, then maybe it’s time to move to your second choice…
However, once you get past the start date and contract stage you can reject everyone else on your list in a very nice way, being sure to ask them if you can keep their details on file for future opportunities that may come up.
Then you can focus on getting things ready for your new employee’s arrival!
Make them feel welcome from the first instant that they sign on the dotted line, and keep in regular contact - especially if the start date is a way off. Discuss with them any equipment they might need to be bought for them to perform their job to a high level, help them by giving advice/guidance on places to live and types of accommodation to seek out if relocation is a factor and sort out any legalities involved in them coming on board.
Prepare for their incoming by getting all of their company accounts (email, etc.) ready to go from day one, so they’re not sat waiting around on their first day, make sure they have a proper introductory path in the organization with an orientation and set some performance expectations for their first month/three months.
By this, we mean clearly lay out what you expect from them and make them feel like you believe in them because you hired them knowing that they can excel in the position.
Remember that moving into a new role is a big deal for anybody, no matter the size of your esports organization, and keep trying to put yourself in their shoes. Make them feel part of the team and like you’re giving them the best chance to succeed, because you are.
You’ve put all this work into hiring them, so it’d be silly to ruin it all at this point.
Now, go find ‘em and put all of this advice to good use!
Image credits: DreamHack / Adela Sznajder