Engagement is recruitment’s biggest issue in a ‘candidate driven’ market but I don’t see any of the VC money being pumped into technologies that solve this issue. In a traditionally ‘human’ driven environment, many entrepreneurs from within the recruitment and technology sectors are trying to disrupt an industry that’s worth circa $35b in the UK alone and create that first $1b technology in this sector. I’ve seen ‘video interviewing’, ‘employee referrals’, ‘search tools’, ‘CRMs’ ‘mobile search’, ‘job boards’, ‘apps’ and many, many more. However, like it or not, despite some of the claims and grandiose marketing, these technologies do not perfectly replace the human element and deliver positive ‘candidate engagement’. Traditionally,

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Engagement is recruitment’s biggest issue in a ‘candidate driven’ market but I don’t see any of the VC money being pumped into technologies that solve this issue. In a traditionally ‘human’ driven environment, many entrepreneurs from within the recruitment and technology sectors are trying to disrupt an industry that’s worth circa $35b in the UK alone and create that first $1b technology in this sector. I’ve seen ‘video interviewing’, ‘employee referrals’, ‘search tools’, ‘CRMs’ ‘mobile search’, ‘job boards’, ‘apps’ and many, many more. However, like it or not, despite some of the claims and grandiose marketing, these technologies do not perfectly replace the human element and deliver positive ‘candidate engagement’. Traditionally,

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5 reasons you can’t hire the calibre of candidate you want to outperform your competition. As a head-hunter, I regularly get asked by business owners to specifically identify talent from a relatively small talent pool. This in itself makes perfect sense. The individuals in this talent pool have less of a learning curve around your business and can bring value quicker. However, have you considered the wider picture and how your approach to the recruitment process may adversely affect your attempts to attract the talent from this specific pool? Here’s 5 reasons you can’t attract the Talent you want to come to your business: You don’t know what talent you want

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5 reasons you can’t hire the calibre of candidate you want to outperform your competition. As a head-hunter, I regularly get asked by business owners to specifically identify talent from a relatively small talent pool. This in itself makes perfect sense. The individuals in this talent pool have less of a learning curve around your business and can bring value quicker. However, have you considered the wider picture and how your approach to the recruitment process may adversely affect your attempts to attract the talent from this specific pool? Here’s 5 reasons you can’t attract the Talent you want to come to your business: You don’t know what talent you want

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5 Reasons you should fire your Recruiter. I 100% believe that a major factor in your business outperforming your competition, and you becoming a success, is the people you hire to bring your operation alive. As it happens, if you ask any CEO, they will undoubtedly mention ‘recruitment’ as one of their key factors for future achievements. Undoubtedly, how you hire for your business is vital and directly corresponds with where your business will be in the future. Check out our 11 Blog Posts about how to set up the perfect Talent Acquisition Strategy: As a consequence, regardless of how you recruit, with external partners or internally, or even both, the

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5 Reasons you should fire your Recruiter. I 100% believe that a major factor in your business outperforming your competition, and you becoming a success, is the people you hire to bring your operation alive. As it happens, if you ask any CEO, they will undoubtedly mention ‘recruitment’ as one of their key factors for future achievements. Undoubtedly, how you hire for your business is vital and directly corresponds with where your business will be in the future. Check out our 11 Blog Posts about how to set up the perfect Talent Acquisition Strategy: As a consequence, regardless of how you recruit, with external partners or internally, or even both, the

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At Red Exec, we appreciate there is currently a ‘War for Talent’ and as a potential ‘candidate’ you are in massive demand. Indeed, the market requirement for your skills far outweighs the number of people available. However, despite the ‘supply driven’ nature of ‘technical’ recruitment, it’s vital you position yourself professionally and tell us recruiters exactly what you have achieved in your career to date. See five things below, we believe will help you secure that top role you really want: 5 things to put on your CV: 1.Current Role/Project Your most recent experience, particularly if it has lasted longer than 12 months, is the most relevant. Questions to consider when you are updating

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At Red Exec, we appreciate there is currently a ‘War for Talent’ and as a potential ‘candidate’ you are in massive demand. Indeed, the market requirement for your skills far outweighs the number of people available. However, despite the ‘supply driven’ nature of ‘technical’ recruitment, it’s vital you position yourself professionally and tell us recruiters exactly what you have achieved in your career to date. See five things below, we believe will help you secure that top role you really want: 5 things to put on your CV: 1.Current Role/Project Your most recent experience, particularly if it has lasted longer than 12 months, is the most relevant. Questions to consider when you are updating

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As an Executive Headhunter, I am talking to a varied segment of the market daily. My goal of course, is to engage the finest talent on behalf of my clients. Generally, I make a point of talking to the entire talent pool for a particular role. This could range from 5 to 20 people max. Of course, I never engage all 20 individuals, however, what is interesting talking to these Business Leaders is what keeps them motivated to stay in their current employment. Therefore, see below 6 things that will play a large part in retaining your finest leadership talent: Get them dealt in and do it early. These individuals will

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As an Executive Headhunter, I am talking to a varied segment of the market daily. My goal of course, is to engage the finest talent on behalf of my clients. Generally, I make a point of talking to the entire talent pool for a particular role. This could range from 5 to 20 people max. Of course, I never engage all 20 individuals, however, what is interesting talking to these Business Leaders is what keeps them motivated to stay in their current employment. Therefore, see below 6 things that will play a large part in retaining your finest leadership talent: Get them dealt in and do it early. These individuals will

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Your single biggest issue in achieving success and scaling your business is attracting the finest talent to your organization. Ensure you nail this element of your business and allow your people to outperform your competition. Brainstorming has been a tool of business people for decades now and some very successful leaders stand by this method to find solutions to commercially driven issues. There is no question however, that it doesn’t solve every problem. Indeed, the solution, many argue, has become diluted as it has become more popular. Team members find the situation pressurized and ultimately don’t feel loose enough to positively contribute. As a consequence, some have entered into ‘reverse brainstorming’.

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Your single biggest issue in achieving success and scaling your business is attracting the finest talent to your organization. Ensure you nail this element of your business and allow your people to outperform your competition. Brainstorming has been a tool of business people for decades now and some very successful leaders stand by this method to find solutions to commercially driven issues. There is no question however, that it doesn’t solve every problem. Indeed, the solution, many argue, has become diluted as it has become more popular. Team members find the situation pressurized and ultimately don’t feel loose enough to positively contribute. As a consequence, some have entered into ‘reverse brainstorming’.

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I have recently hit my 9-month mark as a Recruiter – it’s been a rollercoaster journey so far with plenty of ups and downs which I’ve thoroughly enjoyed. I thought when I started that it would be an easy sales job, being from a sales background I thought I would take to it like a duck to water: Get the role Find the perfect candidate who is actively searching for that exact role Place that candidate Profit Sadly, this is not the case…… Some factors that I’ve realized are major players in this game during my short time in recruitment so far: The Human Factor – The biggest factor overall. So many

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I have recently hit my 9-month mark as a Recruiter – it’s been a rollercoaster journey so far with plenty of ups and downs which I’ve thoroughly enjoyed. I thought when I started that it would be an easy sales job, being from a sales background I thought I would take to it like a duck to water: Get the role Find the perfect candidate who is actively searching for that exact role Place that candidate Profit Sadly, this is not the case…… Some factors that I’ve realized are major players in this game during my short time in recruitment so far: The Human Factor – The biggest factor overall. So many

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The 2nd Interview Quandary for a Candidate. When we attend the first interview of a process, whether it be a face to face meeting or a call, it’s inevitable that we take the necessary steps to be prepared. If we are excited by the prospect, we understand all elements of the person we are meeting, what the company do and the goals for the role. Most literature on the matter tends to be fairly focused on that first interview, or be a generic piece outlining how you should prepare overall. However, the dynamic of a 2nd interview is different. Presumably, if managed appropriately, both the candidate and the client have taken

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The 2nd Interview Quandary for a Candidate. When we attend the first interview of a process, whether it be a face to face meeting or a call, it’s inevitable that we take the necessary steps to be prepared. If we are excited by the prospect, we understand all elements of the person we are meeting, what the company do and the goals for the role. Most literature on the matter tends to be fairly focused on that first interview, or be a generic piece outlining how you should prepare overall. However, the dynamic of a 2nd interview is different. Presumably, if managed appropriately, both the candidate and the client have taken

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Encase you hadn’t heard, Malta is thriving and fast becoming the foremost digital hub in the Med. With a recent economic history, built on Online Gaming and Finance, their relatively liberal corporate tax regime is attracting businesses from other areas, including Digital Advertising, Platform Development and Fintech. But what are the 5 reasons you should consider Malta as your next location on your career path? 1.  The majority of businesses are ‘tech savvy’. If you are involved in ‘tech’, whether you be an Engineer or a Sales professional, the businesses coming to Malta are generally at the cutting edge of their specific industries. As a consequence, over the last decade, the

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Encase you hadn’t heard, Malta is thriving and fast becoming the foremost digital hub in the Med. With a recent economic history, built on Online Gaming and Finance, their relatively liberal corporate tax regime is attracting businesses from other areas, including Digital Advertising, Platform Development and Fintech. But what are the 5 reasons you should consider Malta as your next location on your career path? 1.  The majority of businesses are ‘tech savvy’. If you are involved in ‘tech’, whether you be an Engineer or a Sales professional, the businesses coming to Malta are generally at the cutting edge of their specific industries. As a consequence, over the last decade, the

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It is common within any type of organization for two departments to not work efficiently together, hindering their ability to deliver a strategy. Often, we see two different departments lack a commonly held view of the business ethos and the values behind that ethos. However, when it comes to the hiring process, it is vital that the main departments involved, like Human Resources and Talent Acquisition, are on the same page. They must deliver the same message and work toward the same goals and outcomes. It is common during the hiring process for conflicts to arise. Indeed, in Part 7 of this series, we explored how issues arise for the reasoning

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It is common within any type of organization for two departments to not work efficiently together, hindering their ability to deliver a strategy. Often, we see two different departments lack a commonly held view of the business ethos and the values behind that ethos. However, when it comes to the hiring process, it is vital that the main departments involved, like Human Resources and Talent Acquisition, are on the same page. They must deliver the same message and work toward the same goals and outcomes. It is common during the hiring process for conflicts to arise. Indeed, in Part 7 of this series, we explored how issues arise for the reasoning

Read more