Making sure our "GEN Y" Temps are Super-Employable when they leave

Hello CIPD Crew!

I work in H.R. for a Video Games Q.A. Department (yes, they play games for a living). We recently took on around 40 temps for the duration of a particular project. Historically, temps in the video games industry are treated as the "cannon fodder" doing long hours, repetitive work with little reward. I would like to buck the trend though. These guys have been amazing employees - passionate and hard-working. The least we could do is give them a "leg up" in the industry, or at the very least support them in finding alternate employment when their contract ends. 

The temps are mainly fresh graduates or college leavers, early 20s and for some this has been their first full-time employment. I know that the weird and wonderful working environment in video games Q.A. is a lot different to any other job I have had, but they have learnt some solid transferable skills and proved themselves to be great employees.

I am arranging some careers advice workshops, CV writing, Interview techniques - a CV clinic to run their C.V.s past us for advice, and some case studies from former employees who have "flown the nest" so to speak.

A few questions for the CIPD gang though, that may help them.

1) Your top tips for job hunting in the current economic climate

2) Common mistakes Gen Y make at interviews / C.V.s

3) How to make yourself super employable

Now, I think "I" know the answer to some of these questions, but I have worked in the games industry for 15 years. It would be great to bring them some broader opinions, from a diverse set of H.R. professionals to give a much more rounded view of how to get a decent job once we let them loose on the world. 

Any advice would be great!

  • Charlie

    Didn't you ask this question a few months ago? http://www.cipd.co.uk/community/subjects/subject/discussion.aspx?PostID=220131 

    Albeit, without the Gen Y angle.


  • Hey Charlie,

    I also share the joy of working in HR in the video games company.  We're an outsourcer and do both QA and support although we specialise in Localisation and multilingual support.

    We also hire a lot of temps.  Things have changed a lot for our company in the almost years I've been here.  We have a large pool of zero hours contract staff.  The key to have a good relationship with them is to very much not treat them like "cannon fodder".  Anyway, that's not what you asked about.

    Common Gen Y mistakes I see every day in CVs are generally due to a lack of attention to detail e.g. spelling and grammar errors, different fonts sizes, bullet points not consistently indexed.  This is particularly frustrating when they've either worked in QA or are trying to and attention to detail is so important. 

    For many of our staff, QA is a first step towards a career in the industry and it's a small industry.  Networking is vital.

    In terms of interviews, knowing how to sell themselves is vital.  Our testers have great transferrable skills, they just need to recognise that and know how to explain it to future employers.

    I also find amongst the recent graduates, they often have some unrealistic expectations about what working for a living involves.  People working in the industry often don't appreciate that most offices aren't this relaxed and informal.  That can be a struggle for people to adapt when this has been their only job experience.  Believe me, I get that feedback from many people who return to work for us after finding out what some other entry level positions involve.


  • Steve Bridger

    | 0 Posts

    Community Manager

    14 Oct, 2013 23:21

    Good spot, Liz.

    Charlie - explain yourself lad ;)