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Given the rapid pace of technological change and regulatory developments in the sector , employees need to continually update their skills to stay relevant
HR Connect , about how a pick ’ n ’ mix approach to benefits is really the best way for companies to stay competitive . My team and I have seen a real increase in this kind of model in the past year when it comes to business offerings in Malta , Cyprus and beyond .
What ’ s the point of offering a free gym membership if more than half the workforce won ’ t use it ? It makes much more sense to use those funds elsewhere , perhaps with a more comprehensive health insurance policy , a home office setup fund or contributions to phone bills or Wi-Fi charges .
Companies have to get creative if they really want to attract and retain great talent . One platform and events business has launched a great new benefit for employees recently which offers an opportunity to work from any of the business ’ global offices from Manila to Cyprus for a period each year . That ’ s a pretty cool incentive that not only encourages employees to travel but also helps people in different offices meet and foster stronger working relationships .
Back into the office
Flexible working is also a big driver when attracting strong talent . There are certain roles where it ’ s becoming increasingly difficult to get those employees back into the office . Covid and the change in market conditions mean that for certain roles ( predominantly within tech ) where the requirement is to be on-site , recruiting is a challenge .
Speaking to colleagues from the recruitment industry the opinions are unanimous . Melissa Tresoldi , recruitment founder of Melody Recruitment , spoke for many when she said : “ Many companies could previously rely upon the majority of their staff benefiting from shiny new offices with free coffee or croissants along with the odd competitive game of table tennis to bring employees together .
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“ The question is how they will replicate these conditions and meet new challenges in the future where the majority of their employees are working behind laptops from the comfort of their own homes .”
Ultimately , winning the talent wars in the igaming industry requires a multifaceted approach that encompasses employer branding , talent acquisition , employee development , innovation and thinking outside of the box .
Investing in these areas and prioritising the needs and aspirations of their workforce , igaming means companies can build sustainable competitive advantages to drive long-term success in a dynamic and competitive marketplace . It ’ s an interesting time for our industry . I ’ m excited to see how things develop .
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 .
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