What do you do if you're struggling to build a team in a competitive market?

Needs assessment is traditionally only done on an individual:job basis. Massive opportunity lies in evaluating the team / division / function more holistically. Understanding the collective skills available within your readily available internal talent ecosystem enables visibility into team building opportunities vs transactional role filling activity. Perhaps offering opportunities to keep your current team engaged with new challenges and increase organizational performance while lessening the demands/nuances required for roles you need to hire from the outside.

Define Your Vision and Values: Before embarking on the journey of team building, clearly articulate the goals and objectives of your team, as well as the cultural attributes and principles that guide your organization. A strong vision and set of values serve as a compass, attracting like-minded individuals who align with your team's purpose and ethos. Cultivate a Compelling Brand Identity: Differentiation is key to attracting top talent. Highlight the unique opportunities, perks, and benefits of joining your team, such as exciting projects, career development opportunities, flexible work arrangements, and a vibrant company culture.

Building a team in a competitive market can indeed be challenging, but it's not impossible. Identify what sets your company apart from competitors. Highlight your company culture, mission, benefits, or growth opportunities to attract top talent. Understand the needs, desires, and pain points of your target audience—in this case, your ideal employees. What are they looking for in an employer? What values and benefits are important to them? Ensure that your competitive edge is communicated consistently across all touchpoints, including your website, social media, job postings, and interactions with candidates. Consistency helps reinforce your brand identity and makes it easier for potential hires to understand what sets your company apart.

Building a talented team often requires proactive networking and outreach efforts. Attend industry events, conferences, and meetups to connect with fellow professionals and potential recruits. Utilize online platforms such as LinkedIn, GitHub, and professional forums to showcase your team's achievements, share insights, and engage with the broader gaming community. Leverage personal connections and referrals to tap into hidden talent pools and uncover promising candidates.

I find retaining my talent is the best option. It is costly to hire and train people to do a job. I have had very little turn over in every management position I have held because I treat my team with respect and let them know they are a valued and it takes a team to provide excellent customer service. It is important to me that my team and I enjoy our jobs and want to come to work. I believe people want to know they are valued and an important part of the team. My service associates are just as valuable to me as my managers.

In a dynamic and fast-paced industry like gaming, agility and adaptability are essential qualities for success. Continuously monitor market trends, emerging technologies, and evolving skill sets to stay ahead of the curve. Be willing to adapt your team building strategies and recruitment tactics based on feedback, lessons learned, and changing market dynamics. Embrace experimentation and iteration as part of your team building process, refining your approach over time to achieve optimal results.

- Reverse the role and get a better understanding of what the type of talent needed to build your team is motivated and driven by. Then, reposition your job description, posting, and employer branding to match that of the talents drivers vs just your "requires". - If you aren't having trouble sourcing the talent but rather converting it- It's best to evaluate/audit the hiring process to identify where the majority of drop off occurs- perhaps the process is too long winded or a majority of people back out after an interview with a specific hiring manager or after being asked to complete a "paid work" assignment at a specific stage in the process... Either way- the opportunity should be visible in the review or gathering of data.

Define roles, foster a positive work environment, identify growth and development opportunities, and always celebrate successes.

Stay at it! Build that team one person at a time. Each building block will be a foundation for the next. If you want to go fast, go alone. If you want to go far, build a team!