I recently read an article by Mark Whitby, a leading recruitment trainer, most noteworthy was his discussion on an encounter he had with a Team Lead at consulting gig. He mentioned said Team Lead viewed ‘recruitment’ as a ‘service’ that was simply a ‘necessary evil,’ something his client HAD to utilize. This was not the first time I had heard of recruiting being referred to as a ‘necessary evil.’ I have worked in recruitment for 15 years. I witnessed some recruiters not understand the value they bring to their clients. This short-sightedness is a problem. It causes recruiters to adopt a ‘transactional’ approach, ultimately burning themselves and the overall attitude towards the industry. With

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I recently read an article by Mark Whitby, a leading recruitment trainer, most noteworthy was his discussion on an encounter he had with a Team Lead at consulting gig. He mentioned said Team Lead viewed ‘recruitment’ as a ‘service’ that was simply a ‘necessary evil,’ something his client HAD to utilize. This was not the first time I had heard of recruiting being referred to as a ‘necessary evil.’ I have worked in recruitment for 15 years. I witnessed some recruiters not understand the value they bring to their clients. This short-sightedness is a problem. It causes recruiters to adopt a ‘transactional’ approach, ultimately burning themselves and the overall attitude towards the industry. With

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Every Business Leader and Hiring Manager of scaling businesses in the ‘Digital Technology’ space want to identify and engage with the finest talent available for a position. In order to best achieve this goal, the dynamic of the recruitment process must be considered. Why is dynamic important? Hiring for a scaling business is a process that needs thorough consideration, as your current team will have a bigger impact on the delivery of that project than the new hires in the short term. Plus, there are financial and psychological implications on a team that does not have the necessary skills to deliver on said project. We can assume by NOT making that

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Every Business Leader and Hiring Manager of scaling businesses in the ‘Digital Technology’ space want to identify and engage with the finest talent available for a position. In order to best achieve this goal, the dynamic of the recruitment process must be considered. Why is dynamic important? Hiring for a scaling business is a process that needs thorough consideration, as your current team will have a bigger impact on the delivery of that project than the new hires in the short term. Plus, there are financial and psychological implications on a team that does not have the necessary skills to deliver on said project. We can assume by NOT making that

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As a recent graduate, I have been thrown into the uncertainty that comes with it, unemployment. I find myself part of a generation of students that enter the working world debt-burdened and scrambling for a barista job just to pay the bills. As a result, we realize the jobs our degree is supposed to bring are either out of reach or no longer appealing. What to do Now? Having accepted that piece of paper and tossed that hat with a sense of freedom and expectation, there might come a moment when the reality of the situation sinks in. Suddenly you realize, the dream graduate job doesn’t exist, your parents will no longer fund drunken exploits and dietary requirements of chicken

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As a recent graduate, I have been thrown into the uncertainty that comes with it, unemployment. I find myself part of a generation of students that enter the working world debt-burdened and scrambling for a barista job just to pay the bills. As a result, we realize the jobs our degree is supposed to bring are either out of reach or no longer appealing. What to do Now? Having accepted that piece of paper and tossed that hat with a sense of freedom and expectation, there might come a moment when the reality of the situation sinks in. Suddenly you realize, the dream graduate job doesn’t exist, your parents will no longer fund drunken exploits and dietary requirements of chicken

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I previously wrote a post on how to prepare for a job interview. The focus was the candidate perspective. I was kindly asked for my thoughts from the employer perspective on the same subject. As a consequence, I want to help ‘hiring managers’ understand how they should think and prepare for an interview. Understanding allows for a positive impression, full understanding of the client and ultimately hire the top 20% of talent available on the market for their job. The first thing you have to do is understand what you want. You would be amazed the volume of clients we have at Red Executive who want to utilize the recruitment process to identify

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I previously wrote a post on how to prepare for a job interview. The focus was the candidate perspective. I was kindly asked for my thoughts from the employer perspective on the same subject. As a consequence, I want to help ‘hiring managers’ understand how they should think and prepare for an interview. Understanding allows for a positive impression, full understanding of the client and ultimately hire the top 20% of talent available on the market for their job. The first thing you have to do is understand what you want. You would be amazed the volume of clients we have at Red Executive who want to utilize the recruitment process to identify

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Over the years, we must have literally interviewed tens of thousands of people at Red Executive. The roles have varied and the key components of a matching candidate have changed depending on the client and the specific role. When we have been recruiting on behalf of a client, we 100% endorse a quick meeting to go over the company and the role relatively quickly. This allows both parties to understand if the opportunity is right for the candidate. Ultimately, we are matching the candidate in a pretty basic manner. When this has been clarified, we provide more detailed information to the candidate and schedule a second, more in-depth meeting. The purpose

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Over the years, we must have literally interviewed tens of thousands of people at Red Executive. The roles have varied and the key components of a matching candidate have changed depending on the client and the specific role. When we have been recruiting on behalf of a client, we 100% endorse a quick meeting to go over the company and the role relatively quickly. This allows both parties to understand if the opportunity is right for the candidate. Ultimately, we are matching the candidate in a pretty basic manner. When this has been clarified, we provide more detailed information to the candidate and schedule a second, more in-depth meeting. The purpose

Read more