The changes in the Gaming industry during 2005 set the stage for a very challenging and exciting year in the recruitment business.
The 2006 strategic plan of Casino Careers Online and Casino Executive Search addresses:
· technological advancement
· corporate restructuring due to mergers/acquisitions
· re-employment of hurricane victims
· staffing new properties – both nationally and internationally
· identifying and attracting new talent from outside of the gaming industry.
Technological initiatives will focus on applicant tracking, communicating new opportunities to candidates, and sourcing new talent.
Time management is critical to both the employer and recruiter, so our efforts will focus upon:
· making it easier to find more qualified candidates
· publicizing new openings quickly and effortlessly
· improving the process to manage the flow of applicants
· easily identifying candidates with specific qualifications or characteristics, such as:
-formal education/training
-experience in specific fields, cultures and industries
-those who reside in local geographical areas.
The Internet is a wonderful medium to attract and communicate with employees at all levels worldwide for new US properties, as well as new international gaming ventures. To ensure that we continue to do so successfully, our technical staff will focus on ensuring that our web sites maintain a high visibility on the web.
Yet, automation will never replace the personal touch in the staffing industry. Therefore, we will train new staff, to ensure that as we attract more employers and candidates, we are able to efficiently provide clients with personal assistance and promptly respond to applicant inquires to help them understand the skills they must possess or acquire to make the transition into the gaming industry.
We will add new services, such as compensation analyses of a company’s organizational structure and job families, to assist our clients to understand how their current structure values jobs from one job family to the next and how they compare to other markets.
Understanding that many Gaming Corporations will want their talent pool to have international experience as a prerequisite for executive promotions, we will be assisting our Clients to develop expatriate incentive packages that balance the employee’s need for a good salary and benefits with the financial needs of the corporation.
Relocating talent from areas devastated by natural disasters and then identifying new employees for properties that are rebuilt, will require programs and systems to match candidates with companies that are providing special relocation packages and training programs.
Since retention is the desired result of a successful recruitment program, our Executive Search staff will provide clients with performance goals/objective-setting tools and developmental assessment programs.
2006 will certainly be a challenging year – one that will bring new recruitment tools and enhanced services.
* * * * * * *
Beth Deighan is president of Casino Careers Online (www.casinocareers.com) and Casino Executive Search (www.casinoexecsearch.com).
Casino Careers Online provides recruitment services, a Job Board and Resume Database to the Casino-Gaming/Hospitality & Gaming Technology industries. Candidates post a resume for free and apply directly to Employers.
Casino Executive Search offers exclusive personal search services to identify key managers and senior executives. They possess expertise in interviewing techniques, compensation design & analysis, performance management, objective setting/measurement tools, and outplacement.
| 
