Train2Game research shows the next generation of industry entrants lack relevent training, as Skillset opens census
Research performed by open learning provider Train2Game in association with Develop has highlighted a lack of relevant skills among recruits to the game development industry.
The survey aimed to examine the game development industry’s attitudes towards education and recruitment. Its findings suggested that over half of industry respondents perceive a considerable gap in skills existing within their areas of business – with over 80 per cent citing a lack of experience among prospective employees as the main barrier to their recruitment.
Elsewhere the survey’s findings suggested that: 68.4 per cent of industry respondents hired a maximum of just two entry level staff per year, with 56.4 per cent offering work experience or internships to students.
Attention to detail, creativity and team playing were named as the most valuable skills people look for in entry level staff. 55.8 per cent of respondents agreed strongly that developers need to be more involved in ensuring students have relevant industry skills.
52.5 per cent of those surveyed stated that entry level staff could expect to progress to a more senior position within 18 months of starting at a company.
Fair starting salaries for different entry level positions in the industry were quoted by the highest percentage of respondents as around £16,001 to £19,000 for designers, £18,001 to £20,000 for programmers and £19,001 to £22,000 for animators.
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“Companies involved in an industry as dynamic and fast-moving as game development clearly need a steady flow of talented new recruits to ensure they can keep up with the competition,” Train2Game course director Tony Bickley of DR Studios said.
“The results of our survey highlight the need for aspiring game developers to demonstrate a good level of knowledge and expertise in their chosen field, in order to help fill the perceived skills gap and really make an impression on potential employers.”
I, for one, would be REALLY interested to see the full report methodology and respondent data. Given that it was "in conjunction with Develop" can you provide a download link to the full report please? However, no quantified data has been presented. With so few reported recruitments, no data on numbers of internships/placements (very low from personal experience), and only "perceived" skill gaps based on the same old prejudices, it's hard to draw any real conclusions.
The aim "to examine the game development industry’s attitudes towards education and recruitment" seems rather ill-conceived; it's too qualitative and likely to churn out the usual tripe. The generalised results of the above survey seem flawed, providing"no brainers" with regards skill gaps, etc. How many graduates have experience in any industry? Furthermore, the recognition that creativity, team work, and so on are commonly heard, but developers are still unrealistic in expectations of graduates, wanting huge quantities of technical knowledge (sometimes unavailable due to console providers not allowing academia to have access to hardware and industry level software and support), experience of game development at studio level, as well as these transferable skills.
Dynamic and fast-moving" game developers need autonomous, self-confident learners. This is not what Train2Game "graduates" will have, unless they continue their study beyond the hand holding that a correspondence course can provide. I have offered Richard Wilson (CEO TIGA) on a number of occasions to review the Train2Game materials, specifically to see how/whether they can be dove-tailed with further/higher level study. He has self-reported Train2Game at Level 4/5, but graduates leaving HE are typically at Level 6 or 7 for post-graduates; PhDs are Level 8, for context. So, if there is a skills gap - and I think there is - Train2Game is too low level to fill it. But please note that gaps are defined by two edges, and both sides need to move to close the gap. Skillset is helping to move one side, but where is the support to push employers to provide training and recent graduate development?
A survey of university graduate destinations might be more useful; I'd be more than happy to do this "in conjunction with Develop", although some Freedom of Information requests might be needed to get careers data from some HE institutions :-(
