Pulse


SBC CASINOBEATS SUMMIT MALTA - JULY 13-15, 2021 HERO GAMING


Hero Gaming: Retaining and retraining talent


Ahead of his appearance on the 'Retaining and retraining talent - COO Panel' at SBC's CasinoBeats Summit in July, Hero Gaming's Matthew Vassallo explains the importance of having an open-door policy that’s not a cliché and the integration of company values into the recruitment process.


It takes hard work and a collective push starting from top management downwards. Setting an example matters. It must come naturally to the employees to feel welcomed and unobstructed by overwhelming bureaucracy. People have different needs and therefore one size does not fit all.


Matthew Vassallo, Chief Operating Officer, Hero Gaming


How important is a positive company culture?


Having worked in several gaming companies over the years, I have found that nothing beats a good and reputable company culture when seeking to acquire and retain strong talent. I myself have based my professional employment choices on company culture.


It also matters because good culture can create a lot of positive synergies between teams. Culture identifies the need to work as one and brings people together as a result.


How do you foster a healthy working environment? Is it something which can be done overnight?


P80 WIRE / PULSE / INSIGHT / REPORTS


As such, good company culture can take years to cultivate, but you are better off thinking of its importance from the start. Many companies “think” they have a great culture or advertise one, but saying and actioning it are two very different things.


As COO at Hero Gaming, what values do you promote within the business? What role do you play in communicating these values?


I try and meet all new joiners in my team, direct or indirect. It matters to me because I like knowing who I am working with and I learn a lot from past experiences they had, good or bad, in other companies.


I also make sure they understand that at Hero we practice an open-door policy and encourage people to communicate openly and without fear. It is important to hammer in the fact that management is listening.


How are these values fed into the recruitment process?


It takes hard work and a collective push starting from top management downwards. Setting an example matters. It must come naturally to the employees to feel welcomed and unobstructed by overwhelming bureaucracy. People have different needs and therefore one size does not fit all.


Te values we uphold are instilled in the potential candidate from day one. Our culture fit assessment at the interview stage is equally important to the job competency fit. To manage a culture and maintain it, you cannot cut corners.


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