In her latest column for iGBA, Cordelia Morgan-Cooper proffers some valuable advice to both employers and candidates on securing the best possible outcome in a volatile hiring environment for igaming.
As discussed in my last article on who holds the power in the igaming jobs market, the dynamics of hiring in the fast-paced and ever-evolving world of the gaming industry have undergone significant transformations over the past decade. Factors such as technological advancements, changing economic conditions and the rise of remote work have made the hiring environment more volatile but also more interesting!
In this article I will attempt to unpack what employers and candidates can do to work together to achieve optimal outcomes in this fluid milieu, creating a win-win situation for both parties, as there are clearly two sides to this story.
How should employers be positioning themselves?
As a potential employer, when looking for new hires, it would be wise to consider the following.
First, employers must be adaptable and flexible in their hiring practices in order to navigate the ever-changing landscape. We have seen recently that rigid job descriptions and requirements have given way to a focus on the core skills and competencies needed for a role. This adaptability allows employers to tap into a broader talent pool.
Beyond this, a key part of the hiring process is ascertaining the level of expertise and seniority that is required. It’s crucial that employers address this at the start of the recruitment process. By not focusing on this part of the hiring process, it can lead to a messy candidate experience and can mean that employers lose out on great talent.
It is obvious that the gaming industry is at the technological cutting edge – this means we should be leveraging that technology to streamline hiring processes. It is ironic perhaps that the gaming industry as a whole is relatively backward when it comes to forward-thinking HR processes. Applicant tracking systems, video interviews and data-driven assessments (both psychometric and personality type tests) can help identify the very best candidates quickly and efficiently. Furthermore, during the pandemic, we saw a large increase in virtual meet ups – whether it was virtual pub quizzes, team competitions or Christmas parties – technology was used to help promote and retain company culture and we have seen this continue (it is also a great cost-effective way to get teams together).
Cordelia Morgan-Cooper
has over a decade of international HR and recruitment experience. She has developed a passion for driving happiness, wellbeing and success in the workplace, having seen first-hand the impact of an engaged workforce when it comes to both recruitment and employee retention.