5 Questions: Resource Partners
The narrative around artificial intelligence tends to fall into two categories. The first: AI is a tool to support workers and boost efficiency. The second: AI is a grim reaper that will make human beings obsolete. The truth likely lies somewhere in between, and may only be evident over time. Until then, Bill Werksman and David Lacey (pictured l. to r.) of Las Vegas recruiting firm Resource Partners share their thoughts on the likely impact of AI and how workers can prepare.
GGB: What jobs are most at risk of being replaced by AI?
Bill Werksman: The potential impact of AI on junior-level roles is significant and concerning. These positions often serve as essential training opportunities, enabling organizations to cultivate and identify talent for mid-level roles. The increasing focus on bottom-line profits and cost-cutting tends to affect junior-level roles first. Technical positions are particularly vulnerable. The rise of AI automation and advanced coding capabilities poses a threat to junior engineers, as these technologies may replace their roles in the workforce.
David Lacey: In the manufacturing sector, we’ve started to observe AI’s impact on game development. Many creative elements such as art and sound design are increasingly driven by AI technology.
How will AI affect customer-facing jobs?
DL: AI is significantly transforming front-line positions, especially in customer service, call center operations and data entry. Applications that are well-suited for automation are often the first to experience this shift.
What is the future of non-compete agreements in casino gaming?
BW: With 35 years of experience in professional recruitment, I’ve witnessed the good, the bad and the ugly aspects of these agreements. But they remain standard practice, and I don’t anticipate this changing in the near future.
DL: Companies utilize these agreements to safeguard their workforce from poaching and have no intention of abolishing them. Although there may be political momentum to eliminate non-competes, corporate interests will strongly resist such initiatives.
Should employees use the “open to work” banner on LinkedIn?
BW: I understand the hesitation some may feel about displaying their job-seeking status, especially in a climate of layoffs and workforce changes, but it’s worth considering the potential benefits. If you find yourself between roles, sharing that information can help connect you with opportunities and facilitate interviews.
DL: There’s value in informing the right people that you’re open to new opportunities. There are also downsides. One is the influx of anonymous recruiters and resume writers who often target unemployed candidates. Many lack a genuine understanding of which opportunities align with which skills and have no useful contacts in the gaming space. Some may be scam artists looking to exploit job candidates. While I don’t believe the “open to work” banner conveys desperation, approach this option with caution.
Should candidates have multiple resumes?
BW: An updated, easily editable resume is crucial, and it’s beneficial to maintain multiple versions tailored to specific roles. Organize these versions clearly for easy access. Utilize popular cloud services to ensure they’re readily available. Be prompt in applying for new roles, to demonstrate your seriousness and commitment to potential employers. Stay prepared and proactive in your job search. DL: An updated resume is essential, even if you’re currently employed and satisfied in your role. Opportunities can arise unexpectedly, and being prepared is key. Recruiters review numerous resumes daily, often spending only a few moments on each. A well-crafted, targeted resume can make a significant difference in capturing their attention and advancing your candidacy.
