Convenient Casino Recruitment at Any Cost?
Value really is a subject thing. Some time ago whilst I slogged through another two-hour commute on train and tube to reach the Central London office, stuck cheek-by-jowl having 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 some recruitment agent, then I was indirectly being employed by the recruitment agent about some day a week. Almost 50 events of 9 or more hours in the office and on top of that, a 4 hours-a-day commute in a overcrowded train...agen casino
From my perspective, how on earth could the effort manufactured by the recruiter can compare to this? My employer a very specific list of criteria to fulfil and needed to be careful about which consists of industry contacts directly, in the end, relationships with competition casinos and other customers and suppliers could be easily damaged by suspicion of poaching.
One way to avoid this conflict ended up being to place the recruitment at arm's length by way of a casino employment agent. An extra benefit is the anonymity directed at the company which can conceal its corporate strategy from competitors in the rather lengthy search and process. 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 compelling reasons for attachment to their services and they talk of partnerships making use of their casino Human Resources customers, time savings and targeted searches. They certainly do have their devote the casino and iGaming industries, however sense a trap. Danger is that recruiters may be lulled into a comfort zone of the sheer convenience supplied by the agent and justify away the price...
And talking of cost, choosing the best sort of person for the position is an expensive process and can tie up valuable resources, but does it really justify the top percentage demanded by recruiters?
Get one of these casino job board, they provide immediate access to a database of casino candidates, give you the capability to immediately publish anonymous or branded adverts, have selection tools and so are massively cheap when compared with using established methods.
If the casino manager is skilled enough to select, interview and appoint his personal staff then the using casino employment agents and their rates need serious questioning before you decide to let them have your vacancies. Within this economic climate a little more develop the desk is preferable to less.