Raghu Mohan

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Raghu Mohan

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With years spent in HR trenches, Raghu is passionate about what makes organizations tick—people. Their writing dives deep into behavioral interviews, talent strategy, and employee experience.
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How to get a job in a game development company

I recently came across this really good video by outsidebox.com where the crew interviewed some top engineers, artists and writers from the gaming industry. The purpose was to understand how to get into the gaming industry.

The workforce of the gaming industry is segregated into developers, artists and writers. The writers come up with the concept and storyline of a game, the artists give these concepts shapes and size through imagery and the developer codes the concept and the art into reality (figuratively speaking).

Like so many other young engineers, writers and artists, if your interest lies in the gaming industry, the following tips might be of great use to you -



Developer



Chet Faliszek from Valve's single mantra to get a job as a developer in a gaming company is to "make something". It could either be a mod to a popular game or a full fledged game itself, but it is essential to build something to get noticed in the industry.

He shared that Valve wants to encourage the culture of people building games as a hobby and it commits through launching SDKs and game development tools which are accessible for free by the community.

Chet further revealed that while people come to Valve with a game portfolio, Valve also reaches out to people who're building cool things.

Artist



Kevin McDowell, from Creative Assembly, the label behind the Total War series, lays great emphasis on the artist's portfolio to land a job as a game artist. He further emphasises that it is not important to know the right people in the industry to get this job. An interesting insight that he shared was that the portfolio should also reflect what kind of games you're interested in doing art for.

For example, a mobile game artist should have a few more skills apart from art and illustrations as mobile game development teams are small. If it is a desktop/console game you're interested in building, you should be a super specialist. Like as an artist, you can only do animation, or only do environment design and so on.

Furthermore, he also shared that the safest route for a fresher artist in the game industry is as an environment designer, as concept art is done by more experienced artists. It is also very hard to do.



Writer



James Swallow from Edios interactive believes that to be a good game writer, one must play a lot of games so as to understand the story across games. He also recommends reading a lot and to write outside of games too. As far as getting a job goes, James elucidated the process of onboarding a writer in games.

He says that for larger game projects, a writer is brought on board on a much later stage after initial concept development. Smaller game studios bring a writer on board very early on and he also suggested that these smaller game studios are a good entry point for game writing aspirants.

An interesting thing to notice was that no one actually suggested any kind of academic degree to get into the Gaming industry. This is because the tools to pick up game development are easily accessible and the resources to learn to use them are openly available. Furthermore, the game development community is growing and is helpful.

Watch the full video here -

Why these 401 Indian GSoCers have got to make it count

In other news, the 10th edition of Google's prestigious Google Summer of Code program is about to kick off and India will be represented by 401 students — a record in the history of GSoC.

With 401 students from India selected to the prestigious GSoC program, it has outpaced every other country in contention, including the USA, which is at a more modest 167. So what exactly have these students signed up for?

They are going to spend the next 3 months or so working with one of the participating organizations of Google on a project that they submitted a proposal for and, at the end of their tenure, they return home with a neat paycheck. In fact, this paycheck has been the biggest incentive for computer science students from all around the world — 5,500 USD for 3 months of work.

Now you may wonder why this number is so significant. Well for starters, every project listed as a part of the GSoC is an open source project, so it exposes the participants to the way open source development works. Hopefully, there would be a lasting impact of the culture of open source in the minds of the people.

However, Sayan Chowdhury, my colleague and former GSoC-er, believes otherwise. He says, "In India, 5,500 USD is a lot of money and most students seem to apply for GSoC for this monetary gain. Furthermore, it's a good thing to put on your resume as it carries a lot of importance at jobs and post-graduate college admissions. A lot of my fellow GSoCer's don't contribute to open source projects after their 3 months."

Cumulatively, since the inception of GSoC, over 800 Indian students have taken part. But try and think of popular open source projects like say, Fedora or Mozilla and you can't think of a single name of this stature to have come from India. Or try and name 100 top open source contributors from India?

Linus Torvalds, the inventor of the popular operating system Linux, said this about India's contribution to open source —

This is not to say that there aren't enough open source contributors from India, but a mix of a lack of social infrastructure and too few people who write software for the joy of writing software has resulted in India's mediocre participation in the world of open source. Even the fat paycheck isn't enough to bring the Indian developer back to work on the projects that they spent the better part of their summer on.

Also, 401 students in the context of half a million engineers that graduate out of Indian colleges is a small number. For the most part, there's a huge amount of ignorance on the Indian students' part when it comes to open source.

This puts the onus on those 401 kids. Your predecessors really haven't done the best of jobs in promoting the open source culture in India and it is up to you to bring back the passion that will be infused into you in your tenure with the GSoC. Blog about it, speak about it — make it a point to get at least 10 more developers to take up open source contribution. And most importantly, continue the work on the projects that you take up.

It is beyond awesome to see so many inductees into this year's GSoC from India.

Let's make it count.

Dress code for coders

Image credit - http://bit.ly/1ncN5oq


Okay. Let's talk about the elephant in the room. Dress codes. Not having them is a cool thing. Especially in a millennial context, to talk about your company as one that provides you freedom. The rise of companies like Facebook Google, Twitter etc., have projected this free and open culture to a point where it has become aspirational.

But is an enforced dress code really a bad thing? Well, the intention behind it was to avoid discrimination in the workplace, on the basis of religion, caste etc. If you think about it, the intention behind the enforced dress code was to promote equality in the workplace. The magnitude of difference in the way that people dressed would be much lesser if there were only 3 or 4 kinds of clothes to choose from.

However, over time, discrimination has seeped into dress codes as well. It's not enough that you adhere to a dress code - you must dress well also. And this isn't the late 90s I'm talking about. This is 2014. Take this recent article on LinkedIn which I read. It said something to the effect that you should take dressing up seriously, as it gives you a chance to rise up the corporate ladder, even if you aren't as meritorious as your compatriot who isn't the best dresser in the world.



I have a problem with that.

From being a cultural neutralizing agent in the workplace, the dress code has become one of those things that people resort to when they can't be excellent at something. In the same article, there were those who complained in the comments section, that people like Steve Jobs was popular, despite the lack of a professional dress code, and there were counter arguments that not everyone can be of the calibre of Steve Jobs, because of which, you'd need to follow a dress code.



Now, I can't speak for those who have spent years in the corporate world. They'd have surely seen the subtle ways in which things like your attire have made a difference in professional growth. And to an extent, I also agree that the dressing sense of an employee is a window into a company's ethos. But with respect top programmers, you'd be driving most of the good ones away by trying and enforcing a dress code.

I recently wrote about 4 things that will piss off your developer. The top of the list was a lack of freedom. Developers don't like restricting rules, and that extends to what they wear as well. Most of the developers that I've met so far, want to have the freedom to wear what they're comfortable in. And most of them are open to friendly advice if their dressing sense is offensive.

Keep it that way. Advice on what your developers should wear, and if they see the reason in it, they more often than not listen to it. Don't enforce it, for they will leave you.

The developer profile is open for everyone. And you're going to love it.

A few months ago, we launched a private Beta of the developer profile. This was not just any product for us — it was an ideology. An ideology that a developer needed an inclusive identity; that a developer wouldn't have to prove himself/herself for a basic set of skills at least. With this thought, we put out an initial draft of what we thought a profile that encapsulates the identity of a developer. It looked like this:

dev old

As with any initial, private beta, the developer profile went through its fair share of iterations too. We worked very closely with our initial users to understand what they liked, what they didn't like and how we could help build a product that serves them best.

We at HackerEarth speak with our users on a regular basis and many of those conversations were eye opening for us. For example, while the first developer profile was a great measure of the programming languages that you would use, it wasn't a good measure of how good you were at it. Also, it lacked a skills section, where you could add the platforms that you were familiar with, the IDEs that you use, and all the works.

The end result of all this is this:

new dev profile

Not everyone can be a programmer

Late last year and early this year, there was a huge campaign by code.org, which brought together the biggest names in the field of computer sciences, encouraging everyone to take the hour of code. Names like Gates and Zuckerberg dedicated some time to provide support to some instructional videos. You can check it out at Code.Org.

The content in the code.org courses are really simple and I can assure you that anyone willing to invest some time can learn how to code. The idea of introducing simple and popular things in the context of programming appeals to the masses and if you stick with the course for long enough, they slowly wane you off these gimmicks and you will find yourself coding.

But, is learning how to code and being a programmer the same thing?



There are quite a few StackOverflow answers on the subject. One of them says -

"Learning how to program is very different from actually being able to be a valuable programmer. Programming is very simple for the most part. Read spec, implement accordingly. Test. Repeat. Yes, everyone can be a programmer. Not everyone can be a valuable programmer. Especially certain tasks require much more thinking and experimentation than others. Such things are best left for people who actually enjoy doing it. An example could be implementing low-level constructs, counting clock cycles, bits, and bytes without any modern programming tools or anything. Not everyone can handle that."

Another answer on the cplusplus forum says -

"Nope - I think that you've got to have certain traits to be a professional programmer (or even want to become one?). The kind of person who likes to solve puzzles, who is interested in technology, can be focused, ...

But I do think that everyone is capable of writing simple programs and could, therefore, become a programmer in the looser sense."

This blog post by Robert Smith has another perspective to it -

"Quite simply, programming is not for everyone. It is not an absolutely fun and delightful task as it’s portrayed to be in videos like the aforementioned or movies like “The Social Network”. It is rarely an invigorating social activity. A lot of time, it’s sitting in front of a computer screen, looking at a colorful text document, and thinking, and thinking, and typing, getting angry, and wondering why the hell you’re living a life sitting down."

After seeing all these answers, I can liken this to the value of degrees. An engineering degree from a reputed institution puts a candidate above their compatriots who don't have it. Having this degree is no bearing on his/her technical aptitude. In fact, technicians with on hand experiences are better most engineering skills.

The reason for this value to an engineering degree is not because of the skills that it teaches; it's the attitude. The attitude of solving problems; the ability to think differently, systematically and concisely. 4 years of being around peers who have the aptitude to adopt this kind of thought; 4 years of studying about problem solvers and problem-solving techniques changes the way you think. Hence the added value.

Programming is the engineering derivative of computer sciences and the same applies here. Programming is for you, only if you have coding skills and the engineering mindset.

Agree? Disagree? Tell us either way.

4 things that will piss off your developer

No matter what kind of company you're running today, the use of technology is inevitable. You're either using some kind of technology product or service to run your business. Furthermore, as your business scales, the requirement to build your technology becomes more and more pressing.

Enter the awesome developer. The answer to all of your scaling problem. The wizard who can will your ideas into working products.

Every company needs this kind of developers. But developers, at the end of the day, are people. They're people with emotions and they too have limits. You often hear of companies with high attrition rates. Yes, a large part of it could be the availability of another offer. But a lot of times, developers leave companies because they are angry.

They could be angry about a host of things, from the way the company is run, to the way they're treated or because of their insensitive boss barking meaningless orders at them. Having worked with some of the brightest developers from the world, we've compiled a list of four things that will piss off your developers -

  1. Restricting Rules
  2. Given that we're talking about good developers who are passionate about the work that they do, and are really good at what they do, restricting rules are a definite no-no. Developers thrive on freedom and like working on their terms. Of course, there are rules and regulations that every developer adheres to, but if it gets in the way of their creativity, or their need to experiment, you're pissing your developer off.

    The best retention strategy for a developer is providing them with an environment of freedom. Of course, there are constraints set by the nature of the business that you're running, but within them, you've got to give your best developers as much time as possible. Most developers are productive in spurts and some of their best work comes in short periods of time and they appreciate the freedom to work like that.

  3. Expectation without consultation
  4. The non-techies in an organisation look up to a developer as a magician who can will things into reality. However, as game changing as these ideas can be, non-techies often overlook the intricate details of building such a product. And often, these intricate details would actually make bringing the idea to reality a really difficult task. And if you don't consult a developer about an idea's feasibility and expect the job to be completed, you can sure well expect a pissed off the developer.

    Most good developers have the uncanny ability to explain complex concepts in layman terms. Before seriously pursuing a development project, it might be a good idea to talk to your developer; be absolutely sure about what you want to build and see if it's possible in the first place, before committing developer hours to it. While this might seem quite obvious, you'd be surprised by the number of developers who actually have this complaint.

  5. Insensitive leaders
  6. This will piss off any good employee of a company. In the case of a good developer, the last thing you want to do is to put that person under an insensitive leader. This will weigh down on the developer and before you know it, your developer will be well on his way to another company.

    Everyone needs good leaders to look up to; a leader who takes a subordinate's personal goals and aspirations into account. More companies should start factoring in attrition as a way to measure the performance of a leader. The number of employees complaining about their boss is very high and a good developer will be no different. The only way to avoid this is to make it a company mandate to get managers to understand the importance of being sensitive to their developers' personal needs and aspirations too.

  7. Lack of a good peer group
  8. This one is quite tough to avoid, especially if your company is not a technology company. A good developer wants to be surrounded by other developers. Birds of a feather flock together and developers yearn the same as well. Every developer wants an inner circle of colleagues who can understand their deep geek jokes. Every developer wants to see the same kind of excitement towards a technology problem in their peers' eyes as well.

    If you're building a company that needs great developers to build, make sure you never compromise on the quality of the people you're hiring. Hire the absolute best and build a team of really good developers. Of course, an argument could be made that good developer are expensive, but the fact that one good developer is also as good as 10 average ones is also true. A good techie among a bunch of average ones might be good for the average ones, but the good one will leave for places that will give him/her a better peer group to work with. Never compromise on hiring.


If you're a developer, feel free to use the comments section to tell us what else pisses you off