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Filling the Gaming Industry Need for Talent - By Howard Krieger |
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You don't have to think outside the box, the answer may just be in a different box. |
In a recent article, Frank Fahrenkopf the CEO of the American Gaming Association, made the point that the commercial gaming industry has been a significant jobs creator. Jobs have always been a factor in the decision making of jurisdictions across the country as they considering legalizing gaming. While we should all be proud of this contribution, the other edge of this successful sword is the increased competition for skilled talent. The answer may not only be at your competing properties, but in a broader approach that includes other facets of the hospitality industry.
If you break down the biggest and most successful gaming operations you usually get something that looks like this, a casino operation, a hotel operation, multiple food and beverage outlets, a mall (retail), and a convention/meeting facility. Now ask yourself, is the fact that there is a casino here relevant to the talent I need to run my hotel, or my restaurants, or my retail outlets? Is the best person to do the job for me doing it at my competitor or somewhere else?
I think the efforts that the AGA is undertaking to promote gaming as a great career opportunity is a very smart initiative. To some extent it is something we at HVS Executive Search have promoted for quite some time. Gaming companies have tapped into hotel company talent many times before for experienced operators, sales and marketing professionals, and even F&B leadership. Why stop there? If you need someone to manage all your F&B outlets, someone doing a regional operations job with a restaurant chain may be able to fill the bill. While the talent is there, many gaming companies can face a challenge in recruiting these people. This is especially true for the companies that do not have multiple facilities such as the Native American groups entering the industry.
A serious professional that can have a significant impact on your operation will want to know, 'where can this job/company take me to in 5 years? 10 years?' Put yourself in the candidate's shoes, they may be with an organization running dozens or even hundreds of properties be they hotels or restaurants or stores. There can be a large corporate structure with more Executive Vice Presidents than a single property has Executive Housekeepers.
The challenge is far from insurmountable. Be clear about the company's growth plans, and be honest. Talk about plans not dreams. People are often motivated by being a bigger fish in a smaller pond, and ego is a factor as people make career decisions. Look for ways to develop non-gaming talent into gaming functions. Someone with a talent for selling group business probably has the ability to put those skills to work in Guest Relations.
Another advantage of this approach is it brings a fresh perspective to your company. They can bring in the best practices that our industry may not have found yet. They also become a conduit for future human capital needs.
Navigating through the organization chart of a company in an industry other than your own can be a daunting task. A restaurant company with 500 outlets may look similar to a retailer with 500 stores on the surface, but understanding how operations roll up to and down from a corporate office is seldom straight-forward. Also, companies do not have consistency when it comes to a title and what responsibilities they actually carry. You may have to 'peal the onion' a bit to understand where the skills set you need may currently be. That is where the right business partner that understands these industries can bring a lot of value.
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Contact Information:
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Since 1980, HVS International, the leading global hospitality consulting organization, has provided financial and valuation consulting services for more than 10,000 hotels in all 50 states and more than 60 foreign countries. |
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