Looking for that special group of people to work with? Want to recruit the cream of the eve community to your corporation whilst keeping out the riff-raff? Look no further than our guide to the art of fresh-meat resourcing. It's a bit like dating, only without the guilt...or the dating for that matter.
Of all the roles in EVE, that of Human Resource Officer (HRO) has to be the most challenging. These sociable individuals are responsible for who gets in and who stays out of the corporation. They are the first line of defence against any potential thieves or spies but, against this, they must balance (or more often juggle) the responsibility of recruiting and maintaining suitable numbers into the corp. It is not the most popular (or the best paid) job in the EVE universe and a lot of people tend to avoid it (or leave it to the busy CEOs to sort out), but if at all possible it pays to have someone responsible for the intake of new pilots. By following a set of guidelines, the process can result in a smooth and stress-free life for all the members of your happy fleet.
One of the biggest problems? There is a huge number of corporations currently trading in the EVE universe. This means that the demand for both new and experienced pilots, especially capsule-qualified ones, is high to say the least. So how does one go about attracting attention?
Well for starters, the Communications Relay Commission (CRC) has thoughtfully provided us a Corporation & Alliance Recruitment Center. This is by far the best place to start advertising yourself, whether as an employer or employee. It's also a popular method of recruitment so you need to make sure your message is heard loud and clear. Corporations can advertise themselfs using the Corporation Recruitment feature.
What to say? Well for starters, a brief summary of the corporation is always good. People like to know what your corp is about and what your core activities are. As for the rest of the post, you should cover ground such as why you are recruiting, what type of player you are planning to recruit and what criteria they have to meet to be eligible for entry into the corp. Just read what other corps have posted - you'll soon be able to gauge which are the good recruitment posts.
In terms of entry criteria, it's good to put some kind of filter in place just to cut down the huge number of applications or contacts that you may get. Insisting that a pilot has at least 30 days' flying experience before they would be considered is one example. This cut down hugely on the number of impulse applications; it also meant that the sort of individuals who would apply were the kind of people most likely to work well within the corp.
Casting a Wider Net
CRC-approved channels are not the only method of advertising your corp. There's a busy in-game chat channel listed under 'Corporate' in your 'Channels & Mailing Lists', available via your Neocom panel. There are other avenues too but the most time-efficient method of recruitment is to post across the forums and to keep your recruitment message updated (constructive feedback from old employees is also a bonus.
If you are actively recruiting, it is an extremely good idea to include any Internet presence you might have. Undoubtedly, the quality of Corp's website can have a positive effect on recruitment and business. The point is, that if you can create a distinctive image for your corp, either through your in-game actions or via the usual communication methods, you will be that much more successful in attracting the right people.
Filling in Forms
As for the application process itself, this can be done either in-game, via a website, or even by use of the specific contact channels that pilots can send their contact info to (email, IRC, in-game private conversation etc). A system I favour myself is the use of the website application, as it means a form can be tailor-made to suit and can go into far greater detail than an in-game application. Details that can be asked on the forum are name, length of time playing EVE, age, what time zone they are in (very important for getting pilots who are going to be on at the same time as everybody else) and their trade in EVE.
Many corporations have a small text box in which applicants are invited to tell something of themselves and why they wish to join. Always make sure you include a section for contact details such as email, Instant Messenger contact etc. Applicants can then hit the submit button and the application is held in the system on the website, from where one of your HRO staff can review it.
After sending out a standard response to all the applicants, it's time to pick whom to accept and reject. If the form has only been partially filled in or they have sent only very basic details they might not be fully interested in joining. This is also the time to look up the applicant's character in-game. To do this click on the 'People & Places' button on your Neocom, make sure the drop down search box is set to 'Character' and type in the name. Be sure to use the correct spelling as it's easy to confuse a capital 'O' with a zero in the EVE font (and some people will use this to their advantage). Once you have the name on screen right-click and select 'Show Info'; this will bring up all their publicly available details. Have a look at their employment history and standings, and check out all the corps listed. If a character has a history of moving between multiple corps in a short time period this should send up warning flags. Also use this opportunity to contact the CEO or HRO staff of their previous corps for references as it can provide a valuable insight into what kind of person they are.
Once you have reviewed their application you can then decide either to contact them to arrange a suitable interview time or to thank them for their time. As for the rejected applicant, you do not necessarily have to give them the reason for rejection, but it is considered reasonable to do so.
One thing that you must never do is ignore a rejected application. It costs nothing to be polite and courteous, and you can garner a bad reputation as a recruiter if you leave people in limbo.
The Interrog... er, Interview
The interview (usually conducted through in-game chat, Internet Relay Chat, Instant Messenger - or even using TeamSpeak) is where quality pilots are separated from the long-limbed roes. During the interview it is possible to get a 'feel' for the individual and whether or not they are going to fit into the existing corporation culture. There are no hard and fast rules for how long an interview should last, but to skip the interview is inviting trouble your way.
Firstly, start off by thanking the applicant for attending. It is not uncommon for applicants to arrive late! Ask a little bit about the person behind the character, what games they play and what they do for a living. People who come from similar backgrounds are the ones most likely to fit more easily into your corp's culture. In particular, it will probably add to the general corp camaraderie if you have RL interests in common.
Secondly, ask the applicant about their EvE experience. You should make sure you cover the following basics:
Make or Break
Now comes the killer question - why do they want to join your corp? This is make or break point for the applicant, as you will establish if they know what they've let themselves in for and how much they know about the organisation they want to join (assuming they have access to info about your corp).
It's important to find out what they know about your corporate structure, it's aims and politics; especially if your corporation is part of an alliance. Gauge their responses to a few hypothetical scenarios. If your corporation is industry-based and the applicant pilot is more combat-minded, then your organisation is not going to be the home in which they will ever be really happy.
End the interview by inviting the candidate to ask questions of their own. Be wary of enquiries about corporate secrets. The applicant does not need to know where your safe spots and supply depots are located or where blueprints are kept. If you are active in a particular region, it pays to be vaguely helpful.
Built the applicant's anticipation while you re-read over the conversation. It is a good idea to save a log of the interview for future reference, should it ever be needed.
Where possible, give the candidate a decision ASAP, rather than making them wait as it will show clear decision making ability and be appreciated by the applicant. If you have a more democratic corporation, you may want to forward the chat log to others and vote on whether or not the pilot should be accepted.
There is one more hurdle to erect for any applicant to leap over (or fall flat on their arse trying to negotiate). A trial period or induction scheme is common in real life, and it's worth having one in EVE too, if only to see whether a new 'employee' is going to fit in.
Some organisations have dedicated corporations set up just for the new recruits, similar to an academy. If you choose this route, make sure the CEO of this 'feeder' corp is an active and high-ranking member of your main corp, otherwise recruits will feel segregated; at best you will endure high staff turnover, at worst you could be fostering a mutinous rabble.
Segregation doesn't have to be total, though. If you stick with the one-corp-fits-all policy, you need only make sure the inductee isn't given access to your high-end modules, ships and blueprints. By restricting access in this nature, certainly in the early months, it means no new recruit is going to walk off with all of your hardware or secrets because they were left lying on the hanger floor! Original blueprints can be locked down, so they can still be used without access to steal them.
New recruits, if they are aware of past incidents of corp theft in the game, will respect such a system, and when their trial membership is up, they should be made to feel they have earned your trust.
In the meantime, ensure all your other members stick to the rules. Slipping a rookie pilot quick access to gain an ammo blueprint may seem a reasonable request, but it has lead to financial ruin of many a high-profile corporation.
The period of trial can last as long as you wish, although a month is common. If progress is satisfactory, you can promote your new recruit(s) to full member, with all the accesses and rewards associated with such status (remember to still protect against corp theft). Some corps have a secret voting system in place, so that in order for a candidate to be promoted to full member status, a majority vote is required. The benefit of this is that the new recruit must actively try to integrate with the team.
Hopefully, in this time the recruit will have decided what to specialise in, especially if your corp has military and/or industrial departments. Also consider how to retain your most industrious pilots in the corp, with rewards, medals, ranks and other benefits.
Hopefully this guide has been of some help, for both recruiters and applicants alike. Remember that recruitment isn't simply about people, it's about resources and making sure you keep hold of them. Corp theft is always a threat to a successful organisation, and by keeping the necessary recruitment checks in place you can minimise the risk.
Finally, bear in mind two things: a corp staffed with the right people (with common interests) is more likely to lead to long-term friendship and trust. This makes eve one of the most dynamic and interesting games ever made. Secondly, always remember that traitors usually come from within.
A more immediate and impressive way to advertise for new blood might be across radio channels like EVE Radio. If you're prepared to put the time into a recruitment video, it can score a major coup in terms of publicity for the corp. Be warned, though, that this is a time consuming avenue to take and some skills will be needed in editing to present a quality product to attract applicants. One of the plus sides is that it can advertise the corporation as a whole, so expect your business to pick up as well.
If you read the forums regularly you'll get a feel for the characters that populate Eve's word-ridden other domain. Sometimes you can get to know a forum regular better that some veterans in your own corp. By reading their posts, you can easily see what their character specialises in, whether they are pirate, an industrialist, or just a loud-mouthed, obnoxious buffoon. If you like the cut of their jib, why not seek them out in-game and fire off an Eve mail to see if they'd like to join your corp? A direct approach like this is flattering for them, and you never know - they might be disillusioned at their current place of work and sign up...
Don't Forget E-ON
Until very recently the web was your only option for recruiting, but since the arrival of the EON magazine you hold in your hands, hard-copy advertising has become a viable and very real option. Advertising within E-ON is available via the magazine editor's alter ego, Zapatero or through the EON web site.
Some thoughts on recruiting people
(split from another page)
1. Recruitment Channel is a waste of time.
Filled with spammers ... in 5 years I have yet to recruit anyone worth while from that channel
2. EVE-O forums.
Best resource ... Direct people to your public channel .... Bump your thread weekly ... Bump it during the time zones you want people from ... change the title to 'trick' people into viewing it again ... follow its progress (ie how many views each week)
Same as Eve-O but not as much traffic
4. Spamming local.
Waste of time
5. Getting out in the area where you operate and chatting up the locals.
ALWAYS works for me ... best way to get some LOYAL people.
6. Have a public channel for your corp.
Make your members sit in it and greet people if they show up ... this helps when you're not around to answer questions ... MOTD: list offices where they can apply ... list contacts in the corp ... maybe even the addy of your recruitment thread.
Top Contributors For This Page