Business Strategy

Job of the Week

The Client

Our client, a leading online gaming company is expanding its Compliance Department and is looking for a Media Buyer to their growing team in Malta.

Key Responsibilities

  • Hunt for appropriate media
  • Negotiate with Ad Networks for the best deals
  • Manage and optimize online campaigns whilst ensuring that the ROI remains positive
  • Build online media activities for the company on many different traffic channels

Requirements

  • At least 2 years experience as a Media Buyer in the iGaming industry
  • Strong analytical skills (Excel, data analysis)
  • Fluent English, knowledge of other languages especially Swedish, will be considered a strong asset
  • High understanding of performance channel metrics (CPM, CPC, CPL, CPI, CPA)

Interested candidates are invited to apply here.

Should you require further information, please, call David on +356 2099 4444

My First Blog

This one is my first contribution to Quad Consultancy’s Blog.

My name is Ibon Basterretxea and I am from the Basque Country, a province located in the north of Spain. For those of you who do not know the zone, we are the territory where the majority of world stars Michelin per capita exists. You are invited to come!

Currently I am a fourth year student realizing a double degree in the CamaraBilbao Business School. The first three years of the course I have studied Management and managerial Marketing, speciality in marketing. The last year in order to obtain the double degree and to be able to live through a totally wealth-producing experience I have realized a Bachelor in Business Administration which focuses on Luxury Marketing in the university Groupe Sup de Co, La Rochelle.

For this reason, i have travelled to Malta, to perform a three month internships in Quad Consultancy, located in Mosta, a big town situated in the middle of the island. The team that forms the company is very dynamic and what I like most is the environment that from my point of view is marvellous. This allows me to feel very comfortable while I do my tasks.

The only thing i knew about Malta before coming here was the good quality and quantity of beaches were it is possible to dive and have a good time. But in fact I have found a really interesting country were you can do many activities thanks to the good weather. (It is always sunny 24/7).

So far I have visited Valletta, the capital city of Malta and Comino, a small island situated in the north, where you can find the famous “Blue Lagoon”, known by its crystalline water. To get to Valletta, the best option is to take a ferry. As soon as you enter the city it is possible to observe many streets and corners with a beautiful atmosphere that captivated me. What made me pleased about the city; it is the quantity of live music that could be heard in the streets. On the other hand, to reach Comino you can take a bus to Cirkewwa and then a ferry that will show you some caves and then arrive to the Blue Lagoon.

During the next weeks I will continue visiting the island and I will keep in touch!

Thanks,

Ibon Basterrechea

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Esta es mi primera contribución al Blog de Quad Cosultancy.

Me llamo Ibon Basterretxea y soy del País Vasco, una provincia situada en el norte de España. Para quienes no conozcáis la zona, somos el territorio donde existe la mayor concentración per cápita del mundo de estrellas Michelin. ¡Estáis invitados a venir ¡

Actualmente soy un estudiante de cuarto curso realizando un doble grado en la CamaraBilbao Business School. Los tres primeros años de la carrera he estudiado Gestión y Marketing empresarial con la especialidad de marketing. Este último año con el fin de conseguir el doble grado y poder vivir una experiencia totalmente enriquecedora he realizado un Bachelor in Business Administration con la especialidad de Marketing de Lujo en la universidad Groupe Sup de Co La Rochelle.

Todo lo mencionado anteriormente me ha llevado a Malta, para realizar mis prácticas en Quad Consultancy, una empresa situada en Mosta. El grupo que forma la empresa es muy dinámico y el ambiente es estupendo, lo que permite que te sientas mucho más cómodo a la hora de trabajar.

La única referencia que tenia del país es la cantidad de playas en las que se puede bucear pero la verdad que lo mejor es el buen tiempo, lo cual te permite poder moverte y visitar muchas cosas. Hasta el momento he visitado La Valleta, capital de Malta y Comino, una pequeña isla donde se encuentra el “Blue Lagon” conocido por sus aguas cristalinas. Para acceder a la Valletta, la mejor opción es coger un ferry. Una vez que te adentras en la ciudad se puede observar una cantidad de calles y rincones con un montón de encanto. Lo que más me gustó de la ciudad es la cantidad de música en directo que se oía por las calles.

Durante las próximas seguiré visitando más lugares para poder teneros informados.

¡Gracias!

Ibon Basterrechea

France to Malta

Hello ! My name is Sabrina, I’m 26 years old and I come from Dijon, in France.

I finished my studies not so long ago, and now I’m an occupational psychologist doing an internship in Malta.

Why this additional recruitment internship? I already have some professional experience in the fields of professional orientation and insertion, and I wanted to discover the “other side” of this job and diversify my skills, especially improve my level of English. I also wanted to discover another country with a different culture and history. I love to travel so much, so I’m always motivated and happy to meet people with a different vision of life, it’s really rewarding.

Why Malta ? Malta is a historic island with a strong culture which attracted me. It is also a place where many people are fluent in English, and there are a lot of job opportunities.

I have been in Malta for 3 weeks now, the first week was spent discovering and visiting different places in this country. For example, I went to the historic city like Mdina which I fell in love with, and the 3 old cities (Cospicua, Senglea, Vittoriosa) located in front of Valletta. I also spent time in more peaceful places like Gozo with its beautiful beaches and high cliffs, it was really great to see it.

People here are really friendly, they are less stressed than in France (except on the road) and it feels good to be in Maltese mode 🙂 You can also meet a lot of people who come from different countries, it’s really rewarding.

So I started my internship within Quad Consultancy 1 week ago and I’m really happy to be part of this team. My colleagues are attentive and really caring with the trainees. I’m staying for 5 months so I know that I could really evolve my skills with different recruitment tasks and responsibilities.

In summary I have a really good first impression of Malta : it is a mix between many countries like Italy, Maghreb, England, France… You can also see it in the Maltese language and culture, and this is what makes this country so attractive to me.

 

______________________________________________________________

 

Bonjour ! Je m’appelle Sabrina, j’ai 26 ans et je viens de Dijon, en France. J’ai terminé mes études il n’y a pas longtemps, et maintenant je suis Psychologue du travail en stage à Malte.

Pourquoi ce stage supplémentaire ? J’ai déjà de l’expérience professionnelle dans le domaine de l’orientation et de l’insertion professionnelle, et je voulais découvrir “l’autre” côté de ce métier et diversifier mes compétences, surtout augmenter mon niveau d’Anglais. Je voulais aussi découvrir un nouveau pays avec une culture et une histoire différente. J’adore tellement voyager, alors je suis toujours motivée et contente de rencontrer des personnes avec une vision de la vie différente, c’est tellement enrichissant.

Pourquoi Malte ? Malte est une île historique avec une forte culture qui m’a attirée. C’est aussi un endroit dont beaucoup de Maltais sont bilingues en Anglais, et il y a beaucoup d’opportunités professionnelles.

Cela fait 3 semaines que je suis à Malte maintenant, la première semaine à été consacrée à la découverte et visite des différents endroits de ce pays. Par exemple, je suis allée aux villes historiques comme Mdina dont je suis tombée amoureuse, et les 3 vieilles villes (Cospicua, Senglea, Vittoriosa) situées en face de la Valette. J’ai aussi passé du temps dans des endroits plus tranquilles comme Gozo avec ses belles plages et hautes falaises, c’était vraiment super de voir tout ça.

Les gens ici sont vraiment amicaux, ils sont moins stressés qu’en France (à part sur la route) et ça fait du bien d’être sur un mode Maltais Vous pouvez aussi rencontrer beaucoup de personnes qui viennent de différents pays, c’est vraiment enrichissant.

Donc j’ai commencé mon stage au sein de Quad Consultancy il y a 1 semaine et je suis vraiment contente de faire partie de cette équipe. Mes collègues sont à l’écoute et vraiment bienveillants avec les stagiaires. Je reste pour 5 mois donc je sais que mes compétences évolueront avec différentes tâches et responsabilités en recrutement.

En conclusion j’ai vraiment une bonne première impression de Malte : c’est vraiment un mélange de plusieurs pays comme l’Italie, le Magrheb, l’Angleterre, la France… Vous pouvez aussi le voir dans la langue Maltaise et la culture, et c’est ce qui fait que ce pays m’attire tellement.

 

Let Us Deal With Your Headaches

As a business leader or manager, your job is to focus on the smooth running of your organisation.

This usually causes many unnecessary headaches to any business – irrespective of the industry it operates in. At Quad Consultancy, we fully understand your difficulties.

For this reason, we have assimilated a group of top-end professionals from various disciplines to help you run your business efficiently.

We’re here to make your life easier. Let us deal with your headaches.

Contact us at [email protected] for more details.

Employee Retention

Employee retention is one of the major challenges every business faces the world over. Our Managing Director was recently invited by the Malta Employers’ Association to talk about this subject on their weekly TV programme.

During this brief programme, the speakers discussed the reasons why people leave organisations, and why they stay on.

Also, if you’d like to know more about employee retention strategies, please feel free to contact us at i[email protected].

How To Be A Bad Boss Effectively

by Mark J Galea

In my (wait a minute. Pause. Stop. I’m 41….so shall I describe my life as long, longish, or short, or relatively short?) professional life, I came across a number of books, articles and papers advising people how to be good or become better managers.

Every single piece of literature under this category aims at converting The Evil Witch/Queen into a whiter-than-white Snow White. I guess, that this creates a gap in the market. So how about addressing those people who want to play the villains at work? Someone needs to acknowledge and address these poor souls, right?

For this reason, I decided to come up with the Bad Boss’s Manual. Political correctness dictates that ignored minorities (or are bad bosses in the majority?) be accepted and embraced. By writing this manual, I feel that not only will they feel embraced, but they will also enjoy a reference guide….a sort of a satanic bible 🙂

Out of respect for generations X, Y and Z who lack enough patience to read articles but have enough time to “invest” in social media, I hereby present you with some brief points to help you become an even worse boss. These are my tips:

1) Empathy is for wusses: You are employed to get a job done. You were given a team to help you achieve YOUR goals….and bonus at the end of the year. Tough luck if they don’t like your style. The door is always open for them to leave and for their substitutes to come through. “Shape up or ship out”: THAT should be your mantra.

2) Terrorise your subordinates: The more your underlings fear you, the more productive they are. This also comes with the added benefit that no one will dare badmouth you. Ever. Not in private. Not in public. Actually, they will praise you with others (both inside and outside the company), and make sure that you get to know they did so. What could possibly give you better gratification than your underlings’ praise? On the flipside, look at how the “kind bosses” get criticised and denigrated in public (both openly and behind their back). Idiots!

3) Divide and conquer: Make sure that you have – at the very least – two factions in your team. Play to their weaknesses and make sure that you can effectively manipulate the weak and insecure team members. In such a scenario, your people will be elbowing each other to curry favour with you. To be in your good books. And while you’re at it, do encourage your underlings to spy on each other and report back to you (1984 style). Reward these loyal servants accordingly. Who can deny that this is a scenario that any manager dreams of?

4) Do your best to lose their trust: If your team fears you already, mistrust is a great bonus! You will become unpredictable in their eyes and THAT’S the one thing they clearly want to avoid. The last thing you want is for your underlings to feel safe. Remember that safe = complacent.

5) Make it clear that you play the political game, and that you have your own agendas: Nothing will make your people feel more insecure and terrorised than the fear of being left out of your grand plan. Actually, they will fight each other out for the leading role of your scheme. They will happily volunteer to do the dirty work for you. They will fight each other to the death like gladiators to climb the beanstalk and steal the magic harp from the giant. Make them play the political game like a video game: kill the ogres to score points. The more they kill, the higher the score…….Which gives me an idea. How about actually creating a leaderboard? No one would want to be at the bottom of the table, right? Muwahhhaaaahaaaaahaa.

6) Badmouth your underlings with other team members AND other managers: If you want to make sure that your underlings will treat you like a deity, you must prevent them from trusting you. Gossip as much as you can….and while you’re at it, make sure to add some of your spice. Go on. Spill the beans. Let them suffer and beg for your kindness.

7) Make sure they don’t trust you: Remember that trust also leads to complacency. If you earn the reputation of bad mouthing people, no one would want to fall victim of your rants. And what’s the best way for them to prevent this? By working hard to be in your good books….and to stay there.

8) Be angry all the time: No one likes to deal with angry people, and this would keep your underlings off your back. Would they dare bothering you with their personal problems? Of course not! Would they come up with some lame excuse for failing in their tasks? Unthinkable. Better still, no one likes to cross an angry manager. Who would be stupid enough to volunteer to fall victim of your wrath? No one should be that stupid, right? And if someone is that stupid, then they shouldn’t be on your team. This is an extremely effective way of getting things done, and achieve your goals.

9) Bark orders at your underlings: Nicities are for softies. Ditch any flowery language and make good use of your voice to show your people that you’re the boss. When ordering them around, make sure to bark your orders thus ensuring that your team is badgered into submission.

10) Be as unfair as possible: Make it clear that you have your own pets. That some animals are more equal than the others. Fairness is for the weak. You must also make sure to be unfair when rewarding your loyal servants. Kick logic and common sense out of the window. Make them crave and work hard for your favours. Convince them to turn their bitter disappointments (when you decide not to give them their rewards) into an even bigger strife for your favours.

11) Avoid consistency at all costs: Consistency makes you predictable; and you don’t want that, do you? Make sure that your underlings are constantly guessing what you’re scheming and that they can never be in a position to predict how you’re going to act. Spice this up by doing things in a diametrically opposed way to what you preach. Avoid acting like this all the time though, otherwise, you’d become consistent. After all, the element of surprise will keep your team motivated to follow your orders to the letter. You also need to master the art of dishonouring promises. Do it tactfully, and you’ll be laughing.

12) Clarity is a weakness: If you want to keep your team under control, make sure that your orders, instructions, and communication are as vague and convoluted as possible. This will inevitably make your underlings come to you asking for direction thus strengthening your power and forging their dependence on you.

13) Denigrate and ridicule your team in public: Make sure that you ridicule different individuals at least once a day. Quash their dreams. Make them understand that they are not worthy…..and keep on reminding them that there IS a reason (or more than one) why YOU are THE manager, and THEY are your servants. THEY are a means to an end. YOUR end. You’ll be amazed by the results you will achieve.

14) Take and keep complete control: Team members are like characters in a video game. You are the player holding the controller. Make sure that you dictate every single step. Every single move. There should be no room for individualism and personal ideas. YOU are the manager and YOU know best. Their role is to do what you say. To follow your instructions. You have no other option but to micromanage your underlings. You’re the only one who knows how every single task has to be carried out  😉

15) You know best: How dare they come up with ideas? How dare they suggest something that’s different to your way of doing things? How dare they question your you?There’s no room for suggestions or any form of discussion. This is yet another reason why micromanagement is the name of the game. Surely IF they were THAT good, THEY’d be managers, right?

16) Make them work hard for you: You will not tolerate anyone who dares to turn up late. It is also unacceptable for you that anyone dares to leave on time. Any “reasons” which – let’s face it – in reality, are excuses should be rubbished straight away. Make it clear that you expect your team to be at work early and leave as late as possible. You shouldn’t be happy to meet deadlines. Impress your bosses by finishing tasks before agreed deadlines. Needless to say, it’s OK for you to leave before any of your underlings.

17) Take all the credit for your underlings’ performance: This is precisely the reason why you need to hold the game controller. How can you claim success if you don’t have complete control? Make sure that your own bosses, your peers and your underlings know that your team’s excellent performance is SOLELY down to your input. If the company ever gets to lose you, there will be no tomorrow! They might as well shut down when you walk out the door.

18) Fire an employee every month: This will definitely keep them on their toes! Fire someone for the stupidest (and most illogical) of reasons, and you will see the team’s productivity soar. Keep this going every month, and you will be unstoppable. And remember: unstoppable = untouchable 😉

19) Hire underachievers: The more unemployable (for others) job candidates are, the more attractive they are for you. You will be the only one who gave them a job after weeks, months or years of searching. They will be forever grateful and will never, ever think of disobeying your orders. Furthermore, not a single one of these underlings will ever even think of dethroning you to take your job.

20) Surround yourself with yesmen: You already have to deal fellow managers and your bosses. Unfortunately, they don’t always do as you say. So why should you allow your underlings to add to the grief and frustration? You are the boss and their sole function is to march to your orders. Make sure that they clearly understand their place in your kingdom. Oops! I mean….department.

I will now leave you with this parting shot: always keep in mind that your decisions are irrevocable and final because, without a shadow of any doubt, you are always unquestionably right!

What Are You Waiting For?

by Mark J Galea

Many employers are outsourcing their payroll service to third parties, and here are some of the reasons why:

Free up time – Payroll computation is a time-consuming process. Outsourcing payroll can free up staff time to pursue more important value-added and revenue-generating activities, thus boosting productivity.

Reduce costs and boost productivity – In addition to the Payroll Administrator’s salary, as an employer you need to pay NI contributions; statutory bonuses and other entitlements; leave and sick leave (over 1 month of unproductive hours paid to an employee). The direct costs of processing payroll can be greatly reduced by outsourcing this function. In addition to enjoying great savings on the cost of employment, you will save the opportunity cost (not to mention once again the lack of productivity) spent on time dedicated to hiring any possible replacements for long absences and backfills. When, you also factor in other expenses related to the investment and maintenance of hardware and software (yearly updates, license renewals, maintenance agreements etc), you will realise that the saving you make by outsourcing payroll is actually much bigger.

Ensure confidentiality – By outsourcing this function, you are reducing the number of people within your company who are privy to information related to pay packages, pay rises, and other information that can easily be leaked to other parties within the company.

Ensure continuity – If your Payroll Administrator falls ill, or needs to take leave around the end of the month, the timely issuance of employee’s pays and salaries will disrupt other operations (it’s usually Finance that takes the hit). Pays and salaries need to go out on time in order not to demoralise your employees. When outsourcing your payroll function, you are protecting your business from these risks.

Alleviate the pain – In-house payroll is a headache at best and a nightmare at worst. By outsourcing this function, you will eliminate a tiresome source of regular pain.

Avoid technology headaches – A constant question is whether they have the latest version of their payroll software and the most recent tax and NI bands installed on their computer. Using the wrong tax computations will result in penalties and big employee dissatisfaction.

Leverage outside payroll expertise – Most business professionals tend to be so focussed on meeting targets set by ambitious budgets, that they tend to overlook constantly changing regulations (both statutory and those issued by the EU), yearly changes in NI categories, and frequent changes in tax bands.

Losing the Payroll Administrator – If your Payroll Administrator gets a new job, you will have to spend considerable time and money looking for a resource that is getting scarcer due to a number of different reasons. Consequently, salaries for Payroll Administrators are shooting up. Using an outside service eliminates that business risk.

Outsource payroll

Payroll nightmare?

If you know at least one person who takes care of payroll, then you’re probably familiar with all the annoying stories of disgruntled people they have to deal with every day.

Going out for a Friday drink with a friend of mine, who’s a Finance professional, means one thing – listening to her frustrations over payroll, accounts and the constant backlog she has to deal with.

As much as I can imagine payroll being a routine job, to say the least, I still cannot understand why is it such a headache for most companies! At the end of the day, if you’re running a business, you also have to pay your employees and somebody has to deal with this crucial process. If you get the employees’ pay wrong, you’re most definitely asking for trouble.

Working at Quad Consultancy gave me an excellent opportunity to do a bit of research to see why they claim that by outsourcing payroll, people’s life can be made easier.

As it turned out, it’s not payroll itself that is a nightmare but rather the way the companies decide to go about it. If like my friend, you work for a small or medium-sized company, then most likely you don’t have a separate payroll department. It’s either HR or  Finance who ends up doing it, and…guess what? Because of deadlines and other urgent matters, payroll sometimes ends up being seen as a “side job”…and additional task…a nuisance!

They both seem to be thinking that accountants are there for numbers and HR to… well, deal with people. Unfortunately, payroll needs a bit of both and hiring a payroll administrator equals additional cost to your business.

I can imagine how the time to run the payroll function is a cost, but when you add the initial investment in the software, and the yearly costs of software updates, and maintenance agreements, plus the employee’s leave, sick leave, bonuses, NI and other costs, then the natural question is: “is it REALLY worth it?”

And let’s not talk about the headaches of payroll administrators needing to take sick leave at the end of the month. What about replacing them when they leave? Now THAT is a nightmare!

But it CAN get worse! Have you considered the issue of confidentiality? How many times have companies experienced leaks of information about salaries and – horror of horrors – those EVIL performance bonuses?

So, it seems like I got a pretty straightforward answer to my question about payroll being a company’s nightmare.

What’s the solution to your payroll problem?

OUTSOURCE!

I’m neither a business owner nor a frustrated employee dealing with payroll. However, I cannot understand why anyone would want to go through so much hassle and expense. It’s just easier to leave it to professionals who will take a headache away at a CHEAPER cost!

Why would you waste time and money on payroll when you can free up the time and boost the productivity by investing in skills they will actually want to learn and use at work? Outsourcing will definitely work out cheaper than hiring a payroll administrator, training them and then watching them leave because they got bored of doing the same thing month in month out…or because they were offered more by someone else. REMEMBER, a good, reliable Payroll Administrator comes at a cost. A huge one indeed!

Now I’m off to meet my friend, and guess what I’m going to be talking to her about! Yes, you’re right. I’m going to talk to her about payroll outsourcing… Maybe in a few weeks, we’ll be able to talk about boys, clothes, hangovers, gossip and other interesting stuff…

Should You Make Yourself Indispensable?

by Ian Sammut Dacoutros

Keeping your cards close to your chest guarantees your survival as an individual, right? This idea may have been popular a long time ago but in this age of knowledge and information, it is a big no no.

If you as an individual, a Manager, or an entrepreneur choose to keep your knowledge to yourself, you are essentially slowing down – or even hampering your own and your organisation’s growth and development. If you have employees keeping knowledge from you then it’s even worse.

What happens if these employees want to leave the organisation or if they have an issue with the organisation? Can they effectively hold the organisation at ransom with their knowledge?

Knowledge management is a very wide term and several people define it differently. The main differences come from an exact answer to the question: What exactly is knowledge? Even without this though management in organisations are focusing and investing more and more in it.

Essentially knowledge management is a process that organisations undertake to generate value from the knowledge in and around their organisation. They look both at the knowledge held in their people and the knowledge held outside through their customers.

The ultimate aim is to get this knowledge together and use it throughout the organisation so that the whole organisation will have access to all its knowledge, all the time. Imagine a company where the sales team know all the complaints the company has received and how they were resolved, the sales team could be helped so that the complaints would reduce.

Unfortunately in the age where there is an app for everything many organisations are being fooled into thinking that by simply buying a system all their knowledge problems will be solved, then after spending a hefty amount the project fails because the solution is not the system. A worker can have all the best tools but if they do not have the skill to use them or the training then tools are useless.

In the next article we will discuss what exactly knowledge is and the different types of knowledge.

Click Here

Click HereQuad’s Up? is an e-paper that we issue daily to provide you with the latest information that is published by highly reputable websites (like HBR, Undercover Recruiter, Business Insider and others).

The publication covers a number of areas of interest, mainly:

  • Business & Finance
  • Science & Technology
  • Art & Entertainment
  • Personal Development
  • Health & Fitness
  • others

You can access this e-paper through our LinkedIn, Twitter, and Facebook pages, or by visiting: https://quadconsultancy.com/infotainment.

Enjoy 🙂