"I help businesses become successful." Interview with an HR specialist of a gambling company
kazino-game24.online continues the series of publications dedicated to various professions in the gambling industry. The hero of the second article was the HR director of one of the gambling companies in the CIS.
— How long ago did you get into the gambling industry and what function do you currently perform in the company?
— In fact, the function of an HR and the only recruiter rolled into one. For me, this is a single process, since it is much easier to adapt, motivate and even fire people when you know the employee from the moment you receive the resume and the first interview. In general, I have been working in the field of HR/recruiting for almost 10 years, in gambling - about four.
— How did you start your professional path?
— From an administrator in an international recruiting agency, then as an external recruiter, after that as a recruiter in an IT product company, first without technical specialties, then with them and further (non-technical specialties), after + technical and further - HR. In fact, there was no formal transition to the position - there was a turning point when it was necessary to make a decision, take responsibility for yourself and become an HR from the position of a recruiter.
- by promo code
- by promo code
— What are your responsibilities? How does a typical working day go?
— Responsibilities — a full recruiting cycle from opening a vacancy to an offer and a full HR cycle from onboarding to dismissal. There are many responsibilities, but there is always room for creativity. The company supports any initiative that will have a positive impact on the business as a whole.
I build my own standard working day. I start the morning with myself, in the sense that I need to check social networks, news sites. Then I allocate 2-3 hours for reviewing resumes, correspondence with candidates, and scheduling an interview. I devote the second half of the day to more global tasks in the field of HR. But this division is conditional, since communication with employees, assistance in resolving their issues is present both during working and non-working hours in the format of personal communication or correspondence.
— How does HR in the gambling industry differ from other areas?
— The gambling industry is a special niche, and specialists in it really differ from others. Due to the specifics of business, it is often necessary to act quickly, to be able to make important decisions in a short time. Thanks to this, in general, specialists are not “process workers”, but “resulters” - they are focused on the final result and think in results, this applies to any position. There is also a minimum of bureaucracy, which allows you to constantly look for and find new tools for digitalization and automation, and this is supported and appreciated by the management.
— Have you had any experience in hiring foreign specialists? What are their key differences from employees from Russia and Ukraine?
— I had experience of working with English-speaking applicants, it's like a personal challenge. When conducting an interview in a non-native language, it is a little more difficult to choose the right words, as well as get a feel for the character and soft skills of the candidate. To understand whether your candidate, you need a little more time. I don’t see any difference in employees from Russia and Ukraine, everyone has the same goals. Natives have a more mature approach, they have a better understanding of what they specifically want and are more open about what they are looking for. Perhaps now the situation has changed, but 4 years ago, when natives realized that they were few, they felt that the game was on their side, they behaved more confidently.
— How approaches and methods of hiring people have changed over the years over the past 10 years? What changes can we expect in the coming years?
— There are more sources for finding specialists, the sites themselves are getting better, new functionality is appearing, which really saves time. For example, an online chat with a candidate on the Rabota.ua website. I am not a fan of calling candidates, because I need to go into a meeting room, which is distracting, and online chat allows me to clarify the necessary details in the format of correspondence with the candidate and simultaneously solve other tasks. I think that more and more necessary and useful tools for automation will continue to appear. And it pleases.
— What channels do you use to search for personnel? What works most effectively?
— It all depends on the specifics of the position. The standard for development and top positions is Djinni. Dou is more suitable for finding marketers, Telegram channels work well for them. Linkedin has not been canceled either. It takes longer to work with, but it's still a good tool for finding rare specialists. For beginners, job sites remain relevant. And of course, employee recommendations work very well.
— What causes the most problems when hiring employees?
— Niche specifics — not all job seekers want to work in gambling. And the inability to openly designate a product that will need to be worked on. For example, in the job description.
— How high is the staff turnover in gambling and why?
— We are experiencing a slight turnover. Basically, in the support service, and then for the most part due to internal rotation: the growth of the employee's skills and, accordingly, the transfer to a higher position.
— What are the main problems you see now when looking for new people?
— It is difficult to find specialists when it is critically necessary for a candidate to have relevant experience in a niche, since no one publicly lists gambling companies in their profile due to NDA.
— If a person wants to work in the gambling industry, how to get there?
— Many people start with the support service, because it is there that you can study both the product and the audience as well as possible.
— Do the salaries for specialists in online casinos differ from those in other areas?
— Yes, they mostly differ upwards for the same positions. However, for technical specialists involved in development, the market price does not depend on the niche.
— Recruitment involves a lot of communication with people. Are there moments of burnout and fatigue from people? How do you deal with it?
— Of course, there are such moments. The ability to switch between tasks and a change of scenery helps here. If I feel that I am not emotionally ready for communication, I switch to analytical work, study or development of something new. A change of scenery also helps - to go out of town for the weekend, to spend time with loved ones in a narrow circle.
- What are the main pros and cons of your profession? What is the most difficult and what charges you the most?
— Pluses are communication with specialists from different professional fields, with interesting people. The opportunity to help both an individual specialist and a business become better and more successful. The ability to act unconventionally, be creative, research or come up with various features, the implementation of which facilitates certain processes. People drive, non-standard tasks, freedom of action and the ability to come up with something new.
Of the minuses - the work is quite stressful, given the niche, everything is often needed “yesterday”. At the same time, when solving a business problem, one should not forget about the human factor. Even if you feel stressed inside, when communicating with employees, you need to be able to forget these emotions and switch to the positive. Of course, the first dismissal of an employee was very difficult. This is something to remember forever. Now, quitting an employee is the door to something better for them. The ability to say goodbye beautifully and correctly is a skill that can be acquired.
— Why do people get fired most often and how to do it right?
—For the most part, for the lack of results in the work. The dismissal must always be correct, carried out independently by the head or by the three of us (employee - head - HR). Be sure to explain the reasons for dismissal.
— Which is better: a beginner with no experience with burning eyes or an employee with experience?
— Ideally, a person with experience and burning eyes.
— В вашей работе больше негатива или положительных эмоций, рутины или творчества?
— Of course, positive emotions, I can find them even in the most stressful situations. Routine and creativity — 30/70. I try to make my life easier and find ways to reduce the routine, I like to automate processes — for me this is part of creativity.
— What advantages should HR have to work effectively?
— Efficiency, resistance to stress, flexibility, creativity, tolerance, ability to take responsibility and admit mistakes.
— How much does HR earn on average? What does his income consist of - a fixed part, bonuses for a hired specialist, something else?
— In my case, the position combines both recruiting and HR, so it makes no sense to make a bonus for a hired specialist - I'm looking for people for your own company. If the company has a recruiting department that deals exclusively with search and selection, then yes, the bonus for the hired employee should be paid after the candidate has passed the probationary period. So the recruiter will be interested in the newcomer's quick adaptation and will help him with this.
There must be an HR bonus, but without reference to time - only with a focus on results: developed and implemented a new feature, implemented a tool for automation any routine tasks, etc. The salary fork, of course, standardly depends on the level of the position, achievements, developments and impact on the business - from 1500 to 3500 USD. Yes, the scale is large, but the position in different companies implies different roles.
— What is considered unacceptable in the profession?
— Dislike for people, unwillingness to understand the business in which you work and which you help to develop thanks to constant work with the staff. Trite, but discipline is very important both for an HR manager and for any leader and team leader.
- How do family, relatives and friends feel about your work?
- Great, so as for the most part no one knows the scope of the company. And those who know are niche neutral.
—Do you gamble yourself?
— Rare and purely for testing your company's product. I like it, but not to such an extent that I spend my free time playing the game. I have a normal attitude towards the gambling industry, business is business.
— Have you had any experience of playing in a land-based casino?
— Yes, but also purely for fun. I was in one of the oldest casinos in Monaco. It would be foolish to go there and not play. Insanely colorful place and pleasant atmosphere.
- "I haven't felt pangs of conscience for a very long time." Interview with a former employee of an online casino call center
- "It takes 5 minutes for a player to collude with a croupier." Interview with a former land-based casino dealer in Russia. Part 2
- "There was a grate at the entrance, they let only their own people in." Interview with a former employee of an illegal slot machine room
- "Usually they cheat drunk customers." Shock interview with a former land-based casino dealer in Russia. Part 1
- "Poker is my lifelong love." Interview with the director of the Sochi Casino Poker Club Artur Voskanyan
- "We love giving players a choice." Interview with the CEO of 2By2 Gaming