Fighting for Talent: Finding Opportunity in Times of Crisis

Written By:

Chris Miller, Managing Director, BettingJobs.com

There are not many absolutes in the iGaming and betting industry, although there are some which come to mind. Technology must be continually evolved, customers require support, and organisations need leadership.


Businesses, in both good times and bad, rely on access to talent.


The global pandemic response has, to varying degrees, been an unavoidable reality for all of us. Employee and public health have taken centre stage and formed the primary motivation for all.


Online casino and esports have both risen to fill the gap in customer attention left by the relative quiet of the sporting calendar. Key clients in a number of international markets are embracing this direction of traffic, and fighting as best they can for the experienced talent available. Combining this activity with the gathering pace of sports betting employers returning to some form of normality and pursuing their priority hires once more, competition for talent shows no signs of slowing.


We have consulted with our wide-ranging international client base throughout the pandemic, and have faced the same challenges common to most. Multinational hubs for iGaming employment such as Malta, Manila and London have faced travel restrictions on top of their own domestic distancing policies. We operate in a truly global industry, and sourcing international talent for relocation is always a significant percentage of hires that are made by any organisation.


Opportunity has arisen from the restriction of movement in the encouragement of remote working practise. Already rising exponentially in recent years, agile working environments have allowed many of our clients to pivot where required to ensure continuity of normal business where possible.


The most valuable tool available to a hiring manager fighting for talent in our current climate is flexibility.


The benefits of remote working are well-documented and provide opportunity for both employee and employer. The avoidance of regular pain points such as commuter costs for the individual, or corporate relocation assistance can open up financial incentives on both sides of the aisle. Distributed hiring additionally creates the market to pay locally-competitive salaries in locations which otherwise may not have been realistic sources of talent.


At BettingJobs, we have worked with multiple ambitious businesses in recent years as they urgently hire to scale up their operations in line with business growth. Unlocking the ability to hire across geographical lines through remote working has been a common strategy in meeting this demand, and placed these businesses in the best possible standing as 2020 has unfolded.


However, for many organisations, remote working has been more of a necessary measure in the current climate than the desired standard going forward. There is evidence that the initial early hype of having the ability to be agile and move to a remote working situation, may be wearing thin for many employers, as they feel the strains of remote management and pace of work.


We are now seeing the shoots of ‘normal’ recruitment and international movement beginning to return. Hopefully, this will supplement the encouraging growth in remote working and recruitment as we navigate our way out of the global crisis. There are now more options for employers and employees alike.


Flexibility in the recruitment process has also proved essential in ensuring the quality of candidate and interviewer experience. More than a decade of experience in facilitating international interview processes has placed us well to advise in this field. Positively, a majority of our hiring partners have embraced the methods available to continue interviewing throughout 2020. This flexibility has been key in not losing ground in the marketplace or missing out on talent key to both short term and long term success.


Unfortunately, there are some employers in our industry who have been left in unsustainable situations by this public crisis and hard decisions have followed. Fast-acting organisations, recognising their opportunity to secure immediately-available and knowledgeable talent, have stepped up to the plate and hired in numbers. Awareness of this movement in the industry and readiness to act when opportunity is presented are essential characteristics in the fight for talent.


We also now find ourselves in an unprecedented spell as we emerge, to some extent, from a prolonged period of uncertainty. The volume of recruitment is encouraging, as is the scope of hiring requirements we are seeing across the industry. This bottleneck of talent acquisition will likely further intensify the usual competition. Flexibility in hiring practice, knowledge of the marketplace and hiring commitment have never been more important.

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