Inside Asian Gaming

IAG AUG 2021年8月 亞博匯 112 (this is what other IRs do) as reasons not to do what is best for the team member, guest and the organization. When the money is flowing and times are good, there is a temptation to say, “If it isn’t broken, why fix it?” Now, in leaner times, it may be wise to re- evaluate not only how the IR attracts and recruits the best talent now, but also how to develop and retain them in the future. The best practices and processes listed in this article can also be employed when selecting existing team members for fast-track development programs to ensure the right people with the right attitude, aptitude and skills are placed in the right positions moving forward. While some integrated resorts employ most or all of the suggested Recruitment Best Practices and Processes outlined above, most fall far short. What is certain is that integrated resorts will find it increasingly challenging to attract, recruit and retain the best of the best as pandemics persist, markets consolidate, competition increases and new jurisdictions open up and develop. For this reason, a solid commitment to and continuous improvement of IR Recruitment Best Practices and Processes is of critical importance to future market survivors and leaders. COLUMNISTS 府要求企業僱用大部分本地勞動力以及或需在特定職位上僱 用本地勞動力、難以因表現問題而懲罰或解僱本地人，以及限 制獲簽發工作簽證的外僱人數。 然而，撇開這些挑戰不談，不少IR營運商仍然沒有嚴格認 真地落實和改進招聘最佳實踐和流程。 通過實施招聘最佳實踐和流程，最好的IR項目招聘最優秀 的人才不少IR 項目只是行禮如儀地進行招聘，並以當地司法限 制、過去的內部做法（我們一直都是這樣做的）或過去的外部做 法（其他 IR 項目是這樣做的），為其未能為團隊成員、客人和組 織做到最好而開說。當時勢好及收入好時，就有傾向說「如果沒 有問題發生，為什麼要調整？」 現在是精益求精的時代，不僅要重新評估 IR項目如何吸引 和招聘最優秀的人才，還要想未來如何發展和留住這些人才， 這才是明智之舉。在選擇現有團隊成員加入快速晉升計劃時， 都可採用本文中列出的最佳實踐和流程，以確保將具有正確態 度、能力和技能的合適人員投放在正確的崗位上。 雖然一些IR項目採用了全部或大部分上述的招聘最佳實 踐和流程，但大多數項目都遠遠做不到這點。可以肯定的是，隨 著疫情持續、市場整合、競爭加劇以及新市場的開放和發展，IR 項目將越來越難去吸引、招募和留住最優秀的人才。 正因如此，堅定承諾和持續改進IR招聘最佳實踐和流程， 對未來市場持份者和領導者是至關重要的 。 欲聯絡Niall敬請發送郵件至： niall@murrayinternationalgroup.com Niall can be contacted via email: niall@murrayinternationalgroup.com