When professional corporate services specialist GCS Malta decided to expand its services to launch a recruitment arm five years ago, the company’s leaders did not know that the coronavirus pandemic was just a few months away. “Just as GCS Recruitment was in its infant stages, recruitment was put on hold in Malta and across Europe,” recalls Director Emanuel Zammit.

But Emanuel has never shied away from a challenge. Having graduated with a degree in European Affairs, he changed course into recruitment following a recruiter's suggestion.

Changing course and being flexible worked out for the best. Just a few years later, GCS Malta CEO Christian Gravina asked Emanuel to establish a recruitment division for the company. Despite the initial challenges of the pandemic, the team has now grown to nine.

“From a challenging start, we have managed to increase sales, revenues and profits every year. We did it by building relationships and really listening to our clients’ needs,” Emanuel says.

Still, Emanuel and his team are not afraid to guide and advise their clients if they feel that employers are missing a trick. “In Malta, we’re facing similar challenges to the rest of Europe in that there are more vacancies than qualified candidates in most industries. Perhaps those issues are magnified by the fact that we’re an island nation, but there are several things that employers can do to attract coveted talent.”

Flexibility has become one of the most sought-after factors employees are looking for in new work contracts. “A few years ago, when I stepped into recruitment, offering a reasonable salary may have been enough to fill vacancies. Today, candidates have greater choice. Many are looking for hybrid working arrangements, including working from home. Solid career prospects are also important.”

Emanuel believes that the employment  market was heading in that direction even before the pandemic, although the restrictions during Covid-19 sped up that process. “Companies that don’t offer hybrid working will miss out on candidates.”

He encourages employers to consider what really matters to them when they’re hiring team members. “Someone working with a great degree of focus for five hours is often more productive than a person sitting in the office for nine hours but not achieving the same results.”

Emanuel is quick to add that there is plenty of good news for employers in Malta. “Malta is growing economically and is home to industries that are attracting some of the most sought-after candidates.”

Moreover, employers and recruiters in the country have an opportunity to utilise technology during the first stage of the recruitment process. “We need to learn from that approach and embrace digital technology to reduce our dependence on people without replacing them.”

When GCS Recruitment first started matching talent with employers, financial services, fintech companies and business service providers were among Emanuel’s first clients. Since then, the team has expanded its focus and started working with engineering, pharmaceutical and hospitality businesses.

In addition, the team has started working with gaming and cryptocurrency businesses. “Previously, candidates valued security above everything and stayed with their employers for decades. Now, a new generation is not only questioning their career path, but they’re also willing to take a risk on a less stable position, especially if it pays a little more.”

One of GCS Recruitment’s goals is to strengthen that side of the business. Emanuel also has his sights set on a potential expansion beyond Malta. “First and foremost, our objective is to grow our market share in Malta. This is our starting point, it’s where our roots are. Plus, the potential for growth in Malta is brilliant,” Emanuel explains. “Still, we’d like to tap into the European market.”

When he is recruiting for his own team, Emanuel looks for the right mentality in candidates rather than experience in recruitment. “Of course, experience in recruitment is beneficial for someone looking to enter the field. However, the right attitude, character, and a willingness to learn can take people far.” Experience in a specific industry also makes it easier for recruiters to connect with clients in that field.

Some early lessons have become integral parts of the GCS Recruitment team’s recipe for success. Not overpromising is one of the guiding principles Emanuel and his team follow. “We let our work do the talking,” he says.

Emanuel Zammit and his team plan to hold on to those differentiators even as the team grows and makes the most of technological solutions available to them. Combining technology and a personal touch is set to see the team solidify its position as a leader in Malta and beyond.