Agony 0.0 Application Process/Recruitment

Introduction

This covers the internal to Agony process for handling applications.

Application Submission

• Upon submission of an application it will be moved to the applications forum and locked.
• A recruiter or leadership member will review the application and take "ownership" the application. This will usually be based upon timezones that the player indicates they routinely play in.
• Depending upon the application answers the recruiter/leader will classify the applicant as EXPERIENCED, SKILLED or INEXPERIENCED and update the thread title to reflect the assessment. i.e. [APPLICATION-SKILLED]
• EXPERIENCED and SKILLED players will be set to blue (TASK forum?)
• EXPERIENCED and SKILLED players will be sent forum PM from the recruiter/leader will be sent letting them know they are the "owner" of the applicants process, that they are invited to join Agony gangs and attempt to schedule an interview time.
• INEXPERIENCED player applications will be unlocked and a request for a sponsor will be made. Once a sponsor has committed to an applicant they will PM them and start the process of interviewing.

Interview

Interview - EXPERIENCED/SKILLED Applicants

This interview will be conducted by a recruiter or leader. Discuss with the applicant the PVP/situational questions from the interview questionnaire. Your goal is not to embarrass or grill a candidate but to come to an understanding of the pvp skills and strengths. The tone of the interview should be conversational but direct and focused.

Look to try and determine if they are really pvper's (EXPERIENCED) or are the skilled carebear pilots that want to be pvpers (SKILLED). How strong is their desire to kill? How strong is their fear of being killed or podded? Do they have an income source?

The interviewer(s) should touch on enough of the rules questions to see if the applicant has read and understands them.

=Interview - INEXPERIENCED Applicants

This interview will be conducted by the Agony sponsor/mentor. Discuss with the applicant the PVP/situational questions from the interview questionnaire. Your goal is not to embarrass or grill a candidate but to come to an understanding of the pvp skills and strengths. The tone of the interview should be conversational but direct and focused.

Try and determine the candidates ability to contribute to Agony, their motivation level and how well they will tolerate an environment where most of the pilots can fly t2. What are their isk making abilities. Candidates that show promise should be invited to join a roam during their timezone that includes their sponsor. During this process the sponsor should be looking for indicators that the pilot is ready to take on the challenge of 0.0. Some newer pilots may need additional classes before joining and/or joining multiple class roams. Do not string the pilot on, the reality is that you as the sponsor are taking responsibility for them.

Applicants Joining Agony Gangs

Those pilots whose recruiter/interviewer determine that they should fly with Agony during their application period will be set to blue and will add APPLICANT to their vent comment. The applicant should be invited to join Agony gangs during that time. [b]Pilots (trial and members) that have flown with or interacted with the applicant should post comments and indicate a YES or NO on the applicants forum thread.[/b] [color=#990000][b]We are not looking for indications of "meh, let him have a trial", the bar to join Agony is high and we are looking for "hell yes" votes.[/b][/color]

When the pilots join our gangs we are not their to grill or make them uncomfortable (some will already be nervous enough). See if they respond well, follow orders, know how to fly and fit their ships. Can they take on normal fleet roles of 360, probes, etc. Skills are important but we want to know if they will fit it, do they have the right attitude. Do they standout as a good pilot? Can they communicate decently on vent?

Notes

Recruiters and leadership have wide latitude in their handling of applicants. Some applicants will need need more assessment than others. Some applicants may even be made trial members with only director/ceo approval. Common sense and courtesy will be involved in interacting with applicants. The goal is to raise the bar of new recruits and to get to know them a bit better before they join.