The i-gaming space came to Malta over 10 years ago and quickly changed the employment landscape across the islands. Previously, there was a “client driven” employment market, where the local firms could pick and choose the best individuals available to them.
The need for specific digitally-focused skills, however, resulted in a candidate-driven market which resulted in local talent having a stronger position when it came to negotiating. Undoubtedly, this was initially more of an issue in the i-gaming companies themselves, but it spread to every other sector on the island and the recruitment dynamic shifted entirely.
When we look at other markets in Europe, the scenario has been similar. The employment markets, with more skilled workers required, have become more candidate-driven. However, the starting points have been very different to that of Malta. In Germany during the 1980s for example, 52 per cent of their workforce could be considered blue collar. During the same period in Malta, this was more like 67 per cent.
As a consequence, the advent of the digital era, via i-gaming, had a much bigger swing effect on the overall workforce and their approach to securing a new position and the dynamic during the interview process itself.
Nevertheless, the outlook of the Maltese workforce is still to believe that the potential employer is the individual leading the process, regardless of what they, as a skilled individual, can bring to the table. On many occasions, while interviewing the Maltese it is clear their understanding of the dynamic is skewed and they don’t fully understand the value they can actually bring to a potential organisation. As a consequence, they undersell themselves and ultimately, if they get offered the job, they secure a package way below what they are actually worth in terms of the overall employment marketplace.
As a small economy, Malta has the same potential as any other equivalent economy and greatness in business can come from anywhere
This can be further demonstrated if we simply check the approach to job advertisements. A Malta-based job will receive on average, over 100 applications. This will include individuals who are underqualified, work in entirely different sectors, are overqualified, and if you are lucky, match the position perfectly. In Germany however, a similar job advertisement would reap maybe five applications. This would include perhaps two individuals who fit the role approximately, and three who don’t fit the bill at all.
Now, what does this tell us? It shows us that the Maltese attitude to identifying a new role is somewhat flawed. The Germans value and understand that a job is an integral part of their life. You spend 40 hours plus a week at your place of employment, so if you don’t love it, why should you be there?
Ninety people out of 100 in a salary bracket between €40k - €60k per annum, in a recent Red Executive survey, revealed the only reason they had left their employer before last was because they had been head hunted and ‘sold’ a new proposition. But the term “head hunting” in Malta is an incredibly misunderstood term.
Red Executive, now five years old, has nine staff members. During the five years, we have interviewed over 100 local Maltese staff and the resounding reason why we reject people is that they simply want “a job”. Let me explain what is wrong with this.
As a business owner, you want staff that buy into your concept and are prepared to come on a mutual journey of success. It will be incredibly hard, have lots of ups and downs, but undoubtedly be rewarding in both the short and long term. You will learn an incredible amount about yourself and your colleagues and learn about business and how to be the best individual you can be.
If you are simply looking for ‘a job’, you are undervaluing yourself, the employment marketplace where you operate, and the skills and value you bring to the table. You are 100 per cent not prepared to come on this journey with a potential business and reap the consequent rewards.
I was told recently that when local students at the University of Malta start their degree, the first thing they are told is that it is going to be incredibly difficult to find a role upon graduation. This seems incredible given that unemployment is only 6.4 per cent. This attitude from your education institution simply plays into the hands of the employers and skews the employment dynamic we discussed above in the organisation’s favour. This in turn leads to people simply wanting ‘a job’ and innovation and entrepreneurialism are non-existent.
As a small economy, Malta has the same potential as any other equivalent economy and greatness in business can come from anywhere. It’s simply time to start having belief in your ability and understanding that the employment dynamic is in your favour and that the skills you have learned are really worth more than just ‘a job’.
Martin Collins is the founder and managing director of head hunting firm Red Executive.