functional Casino Recruitment at Any Cost?
Value really is a subject thing. Some years ago whilst I slogged by another two-hour commute on aim and tube to reach the Central London office, stuck cheek-by-jowl with an assortment of strangers in a hot and humid carriage, a question came to mind. If my employer paid 20% of my first year’s salary to a recruitment agent, then I was indirectly working for the recruitment agent about one day a week. Almost 50 days of 9 or more hours in the office and on top of that, a 4 hours-a-day commute in an overcrowded aim…
From my perspective, how on earth could the effort made by the recruiter compare to this? My employer had a very specific set of criteria to fulfil and needed to be careful about using its industry contacts directly, after all, relationships with competition casinos and other customers and suppliers could be easily damaged by suspicion of poaching.
One way to avoid this conflict was to place the recruitment at arm’s length by a casino employment agent. A further assistance is the anonymity given to the company which can conceal its corporate strategy from competitors during the rather lengthy search and selection course of action. Then there is the casino employment agent’s skill of selection and time required to exercise such skill.
Of course casino employment agents put forward powerful reasons for reliance on their sets and they talk of partnerships with their casino Human Resources customers, saving time and targeted searches. They certainly do have their place in the casino and iGaming industries, however I sense a trap. The danger is that recruiters can be lulled into a comfort zone of the sheer convenience provided by the agent and justify away the cost…
And talking of cost, finding the right sort of person for the position is an expensive course of action and can tie up valuable resources, but does it really justify the high percentage demanded by recruiters?
Consider using a casino job board, they provide immediate access to a database of casino candidates, provide the capability to closest publish anonymous or branded adverts, have selection tools and are massively cheap in comparison to using established methods.
If the casino manager is skilled enough to select, interview and appoint his or her own staff then the use of casino employment agents and their rates need serious questioning before you let them have your vacancies. In this economic climate a little more work on the desk is better than less.