Focus GAMING CAREERS BEING A
FAMILY-OWNED COMPANY, WE PLACE GREAT EMPHASIS ON
Gauselmann Group
Established: 1957 Employees: 8,000+
Website:
www.gauselmann.de Company size: Large
Areas of business: Manufacturing & operations Private/PLC: Private
COULD YOU DESCRIBE YOUR WORKING CULTURE? Our working culture defines who we are. Mutual respect plays a defining role. There is a strong willing to help each other amongst our employees which includes the willingness to listen to each other and look for joint solutions.
COULD YOU DESCRIBE THE WORKING ENVIRONMENT YOU'RE LOOKING TO FOSTER AND CREATE?
It is the sense of belonging to a strong, like-minded company that drives our staff. We facilitate this by providing the structure to foster this environment, including a wide selection of company sports. This is part of the physical health management we offer.
PEOPLE SWITCHING ROLES - HOW LONG DO AVERAGE EMPLOYEES STAY WITH THE COMPANY?
With a staff count of 8,000, this question is not easy to answer. Nevertheless, over the five decades we have been in business, we can conclude that employees remain with us for ten years on average. Many of our employees have already been working for 25, 30 or even 40 years in our enterprise. We annually hold anniversary celebrations in their honour.
WHAT ARE THE OPPORTUNITY FOR JOB- BASED TRAINING SCHEMES AND FOR POST- GRAD SCHEMES OFF-SITE?
Such opportunities abound within the Gauselmann Group. Only well-educated and motivated employees can provide the service we have built our name around in the past five decades. Thus, we inherently offer structured, multi-level further education and training programmes that follow our employees throughout their careers. These are made up of both internal and external training programmes.
DO YOU WORK WITH EDUCATION FACILITIES IN REGARDS TO BURSARIES, TRAINING PROGRAMMES WITHIN LOCAL SCHOOLS/UNIVERSITIES TO ATTRACT/SUPPORT STUDENTS?
February 2013 PAGE 88
Paul Gauselmann, CEO AND FOUNDER,
GAUSELMANN GROUP.
We all have certain professional
preferences and
interests. Thus, it is our task as employer to
position ourselves
in the best possible way and so
generate interest in our company and products, indeed the industry as a whole.
Furthermore, we place great
emphasis on our responsibilities
within the industry with our
Responsible Gaming team.
WHAT ARE THE MAJOR PERKS OF WORKING FOR YOUR COMPANY?
GAUSELMANN GROUP CATEGORY: Large company (250+ employees) COMPANY TITLE: Gauselmann Group COMPANY FOUNDED: 1957 PRIVATE OR PLC: PLC EMPLOYEE NUMBERS: globally over 8,000 HQ AND INTERNATIONAL OFFICES: Espelkamp, Germany VOLUME OF BUSINESS: €1.704 bn. SALES (COMPLETELY CONSOLIDATED): €1.077 bn. EQUITY AND SILENT PARTNER CONTRIBUTIONS: €554m - of which silent partner contributions - €28m - of which partner investments €68m CAPITAL EXPENDITURES: €194m WORKPLACES (2012) over 8,000 APPRENTICES AND TRAINEES: 168
WHAT ARE THE ROLES AND POSITIONS THAT YOU'RE CURRENTLY LOOKING TO FILL AND THE TYPES OF CANDIDATES AND RESUMES THAT YOU'D LIKE TO SEE?
We have numerous positions. We are searching for dedicated, multi-faceted individuals of any age, gender or nationality – with or without work or industry experience – who wish to make a difference in their contribution.
WHERE CAN CANDIDATES LEARN ABOUT THE OPPORTUNITIES WITH YOUR COMPANY?
The best place to look is at our website. We take part at numerous careers fairs and so this is an excellent way to get to know us as well.
OUR EMPLOYEES
FEELING PART OF THIS EXPANDING TEAM
We have close links with further education institutions. Furthermore, we take part at university / further education career fairs to present the Gauselmann Group to future employees. Naturally traineeships and topics for diplomas / dissertations play an important role in employee development.
WHAT ARE YOUR EXPECTATIONS OF NOT JUST CANDIDATES, BUT OF YOUR EMPLOYEES? HOW DO YOU ACCESS YOUR STAFF?
Although we have a staff count of 8,000, contact to management is available to all our team. The flat management structure enables close personal contact to not just to line managers but management in general within the Gauselmann Group. We expect a willingness to learn and develop within our group of companies and naturally dedication from our staff.
HOW DO YOU ATTRACT AND RETAIN THE BEST STAFF?
We offer the benefits of working for a large corporation yet within a family- managed framework. We are forward- thinking and offer positions that play a key role within their structure. Being over five decades in business, we naturally offer secure employment.
The Gauselmann Group is a leader in the gaming and amusement industry – thus we place great emphasis on innovation and at the same time responsible gaming. Thus, employees have the chance to help define the industry.
Being a family-owned and family- managed company, we place great emphasis on our employees feeling as part of this great, ever-expanding team. The perks include various benefits, a chance to be a member of an excellent choice of sports within the company sports association, self-responsibility in growing one’s own position yet within the guidance and coaching of senior staff.
WHAT ARE THE PRECONCEPTIONS THAT PEOPLE HAVE REGARDING THE GAMING INDUSTRY AND HAS THIS IMAGE CHANGED FROM AN EMPLOYER PERSPECTIVE - ARE YOU ABLE TO ATTRACT THE BEST CANDIDATES 'DESPITE' BEING INVOLVED IN THE GAMING INDUSTRY?
We all have certain professional preferences and interests. Thus, it is our task as employer to position ourselves in the best possible way and so generate interest in our company and products, indeed the industry as a whole. Furthermore, we place great emphasis on our responsibilities within the industry with our Responsible Gaming team.
HOW DO YOU PROMOTE EQUAL OPPORTUNITIES WITHIN THE COMPANY?
The Gauselmann Group is an equal opportunity employer. No preference is given to gender, age or nationality. (For example, we have employees from approx. 70 nationalities, a high number of females in management positions at CASINO MERKUR-SPIELOTHEK). We avouch the so-called ‘Charta der Vielfalt’ – ‘Diversity Charter of German Companies - Diversity as an Opportunity’
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