Most of you know Tipico as your go-to provider for sports betting, but have you had the chance to discover the culture, the vision and the complexity what makes them one of Europe’s leading employers? MoBerries recently announced the partnership with Tipico and wanted to give you deeper insights into what makes Tipico stand as such a progressive and innovative company when it comes to providing a great candidate experience. We sat down with Antonio Arias Lopez, Group Talent Acquisition Manager at Tipico and learned how they attack today’s recruiting challenges while being able to share their company’s values with over 6.000 employees. Read the full interview about applying sporting values – inside and outside – below:
Please shortly introduce Tipico
Tipico became one of the leading European betting providers with land based business and online offer. Since 2004, the company’s headquarters are in St. Julian’s, Malta. Tipico not only holds licenses for sports betting and online casino, but also employs 250 people from 30 nations on the Mediterranean island, and being one of the most popular employers there. Furthermore, Tipico operates branches in Germany, Austria, Croatia and Gibraltar. More than 6,000 people work for the entire Tipico Group and the associated franchise network. Franchise partners operate some 1,100 Tipico shops.
Describe the culture of the company. In your opinion, what makes culture?
Tipico claims to be the market leader in being THE sports bet in Germany. Only by playing a bet does the fan become part of the game. Tipico amplifies the tension. The customer and the common enthusiasm for the sport are at the center of the business philosophy. Brand and product are based on sporting values, i.a. Trust, integrity and the pursuit of constant development and fair competition.
If I am a candidate, why should I choose Tipico vs. startups, corporates or going back to school?
We’re as fun and flat as most startups I know, but you have the support of a big brand and a larger organisation behind you. I had loads of fun in school, but I’m also having a blast at Tipico – don’t believe me? just check out our christmas & summer parties in youtube!
How are companies in your field keeping up with the ever-growing changes brought on by advancements in tech and globalization?
We are progressive by definition. Our industry is so competitive that we must be as advanced in tech as we can (with security and availability requirements as tough as a bank). As for globalisation, we see it as an opportunity: people are more open to move today than in the past, and that’s great for me because that expands my talent pool. I care if you’re a great coder, not about where you’re based at the moment.
What are your top 3 challenges in recruiting you face on a daily basis?
We just run a hiring manager satisfaction survey – our managers love us but we have issues around long processes (too many people involved), quality of candidates (one could say we’re quite picky) and quantity of candidates (with record low unemployment in Germany and a super-competitive environment in Malta it’s not easy). One other issue is that some of our locations may not be the most well known for global tech talent – take our Karlsruhe office, for example.
How do you attack them?
We’ve run some small campaigns pitching Karlsruhe and have some videos highlighting quality of life and what the city has to offer. It has a nice startup ecosystem, and a wonderful natural area around it – but you need to proactively tell people. You need to sell the experience.
As for quality, platforms like MoBerries allow us to present high quality matches. At the moment we accept 65% of all matches, which no other platform we use can rival with. The numbers side is something we’re going to look at in the next months with further social media campaigns and a heavier focus in Germany – this is also where MoBerries came handy. And, finally, on the process side… it’s a never ending effort but we’re bringing cool tech like Codility to streamline assessments, or Sonru for videointerviews one can do at home. All in all, what’s better for the candidate is better for us.
“The war for talent” – as a seasoned pro, what’s your view regarding this statement?
I’m not a seasoned pro, I learn something new every single day. My initial reaction is rolling my eyes like the emoji… I’ve read this bloody sentence SO MANY TIMES I’m sick of it. I think there’s always been a war for talent, it just depend which industry and job you’re talking about. What I think we’re moving into, with data-driven talent acquisition and talent management, is into a “war for skills” which will probably push companies to do more to come up with homegrown skillsets.
How have you benefited from MoBerries / what do you like most?
Aside from Mo himself, and being selfish, I’d praise the algorithm first. We’re accepting between 80 & 65% of matches, and that’s just awesome.
Also, I really like the type of candidate that hangs out in MoBerries – switched on, digital, innovative, and engaged. People interact very fast through the platform.
Being a seasoned HR pro, what in your eyes sets MoBerries apart?
If you keep calling me a seasoned pro, I’ll start feeling like Yoda and may end up walking around the office with a lightsaber (health & safety???). On the stats side, as mentioned before, the quality of people that we receive is unparalleled. We also look forward to doing more on the referral front – I believe in another win win, where I refer the candidates we can’t hire into MoBerries, which makes MoBerries more successful, which brings more new candidates into the mix 🙂
How do you measure your employer branding & candidate satisfaction?
Aside from Glassdoor and Kununu, where we have super-good ratings, we’re about to start surveying candidates. This is something I strongly believe should be at the core of what we do. What’s the point of working a 50h week if your candidates are left with a bitter taste? I’m here to sell Tipico, and I don’t do me any favors if people are not happy with how we treat them.
How do you ensure that the whole team, despite their location, shares the same vision/mission of the company? Which actions do you take with new employees, or even potential employees?
Ensuring we share a vision is something that requires investment, and that’s not just money. From my side… you need to always have in mind what we want to achieve (to be DIE SPORTWETTE) in everything you do. Tipico is the market leader, everyone’s looking at you, so you need to behave according to that standard. On a personal level, I always insist that the TA team needs to follow company goals and objectives, not to have parallel ones. And I make sure of this by being there with & for my team: you need to travel, to spend time with your team, and to be there for them whenever they need you.
What do you feel has made you successful working here?
My team. I know everyone says that, but in my case I may have failed to bring us together and take us to a next level if people had resisted. Instead, my colleagues are innovative, supportive, company-oriented and always looking to help. Can’t ask for more.
What does the career path for a successful hire look like at your firm?
The background will depend on the team & role, but a common denominator is: you will come a long way if you can show you live by trust, passion and progress. Those are our values.
What do you think from the outside most people do not see or understand about Tipico?
In Germany, most people knows us from our retail presence, our adverts, and our great brand ambassador: Oliver Kahn. What most don’t know is that we process as many transactions on a Bundesliga weekend as a big bank, and that we have a really strong product & technical team who have built a state-of-the-art system.
What, in your eyes, is the future of Tipico and how will you not only survive but thrive in the digital age?
You should ask our leadership, but in my view it will depend on if we can attract the right talent to take us to the next levels technically: mobile app, reliability, integrating the shop experience with mobile and our customer loyalty card… so many cool projects! And we need the best people to drive them.
What is the direction and state of your innovation? What is the direction right for now, 5 years from now, and 10 years in the future?
From a Tech point of view I think mobile is showing it will be king, but the retail side is queen. From a TA perspective we are starting to enter a good maturity level: we have a professional presence in the major platforms, we are starting a push on active sourcing, and we are trying out innovative tools like Sonru, Codility, MoBerries or Honeypot.
In some years I picture us as a good mix of AI+Recruiters where we have automatized so many administrative / repetitive tasks that we can spend more time doing the most important task of a recruiter: to talk to people (candidates & hiring managers).
How would you describe your focus on people, change and resourcing strategies?
Personally, I’m a bit like a bull in a china shop sometimes when it comes to change. I ask a lot, but I’m also knowing when to stop based on team feedback.
At the same time, I believe it’s important to look after your people, and to be there for them. This means regular contact, regardless of where they’re based.
As for resourcing strategies… we have two key areas of focus this year: more active sourcing (less agencies), more Germany. It all requires a mixed approach, and quite a bit of training.
We know from our experience that, as a candidate, to maximize your results on MoBerries, it is correlated to speed and staying connected.
What are your top tips for utilizing MoBerries?
1. Check your emails & the platform – sometimes people don’t get back to us in time as they may have missed the notifications.
2. Make sure the first page of your CV is relevant & looks good – it’s the main thing we see in the back end 🙂
What’s your favorite office tradition?
Our Malta office has ice cream thursdays and our techies in Karlsruhe just started a “thirsty thursday” with pizza, tech & beers…
How does your company handle the generational gap that’s evident in today’s workplace? How do you handle or work with generational differences, such as communication gaps?
I think we’re culturally a very open company where people have no issue in talking to whoever about whatever. Our chiefs are always taking part in our town halls, always approachable for questions, always very open. I don’t see generational gaps at Tipico.
Describe MoBerries in 4 words
Quality. Fun. Fast. Mo.
Special thanks to Antonio for taking the time to interview with us!
Antonio Arias Lopez
Group Talent Acquisition Manager at Tipico