You want to hire the best people for your business and the top Talent can improve your product and company performance. However, a major issue that occurs during the hiring process and stops businesses from hiring the Talent they need is ‘Interview Bias’. It occurs when certain factors influence someone’s hiring decision and can have a negative impact on your business. Avoiding it is a vital component of hiring the right Talent. However, ‘Interview Bias’ is a mistake almost all hiring managers make. So how do you avoid it? Structured hiring process You need to get the most out of the interview process so you can understand if the Talent matches

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You want to hire the best people for your business and the top Talent can improve your product and company performance. However, a major issue that occurs during the hiring process and stops businesses from hiring the Talent they need is ‘Interview Bias’. It occurs when certain factors influence someone’s hiring decision and can have a negative impact on your business. Avoiding it is a vital component of hiring the right Talent. However, ‘Interview Bias’ is a mistake almost all hiring managers make. So how do you avoid it? Structured hiring process You need to get the most out of the interview process so you can understand if the Talent matches

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Talent Acquisition is hard. You need to find Candidates with specific skills, the right personality to fit into the environment, possess the drive and whose career aspirations align with your business and its future. It’s not easy to find ‘that candidate’ who helps your business reach its goals. To do it successfully, you need to strategize effectively. Hiring the right talent is not a ‘one-dimensional’ activity. You need to use various channels the be successful. Companies often fail to realise the full potential of Channel Management and only implement the use of one or two channels to their advantage. From our perspective, that’s a mistake. Effective and efficient Talent Acquisition requires managing

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Talent Acquisition is hard. You need to find Candidates with specific skills, the right personality to fit into the environment, possess the drive and whose career aspirations align with your business and its future. It’s not easy to find ‘that candidate’ who helps your business reach its goals. To do it successfully, you need to strategize effectively. Hiring the right talent is not a ‘one-dimensional’ activity. You need to use various channels the be successful. Companies often fail to realise the full potential of Channel Management and only implement the use of one or two channels to their advantage. From our perspective, that’s a mistake. Effective and efficient Talent Acquisition requires managing

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The scenario: You created a platform that solves problems in a particular industry. It all started with a small team compiled of individuals that ‘bought into’ the idea and mission of your business. Finally, all the hard works paid off and you get the investment from VCs you need. Your product has ‘proof of concept,’ so to remain pertinent, you need to hire people that will continue to develop the product. Now, you need to grow your business from 15-50 people over the next 18 months. This will be one of your biggest challenges because without this Talent you won’t be able to deliver against your commitment to investors. The strategy

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The scenario: You created a platform that solves problems in a particular industry. It all started with a small team compiled of individuals that ‘bought into’ the idea and mission of your business. Finally, all the hard works paid off and you get the investment from VCs you need. Your product has ‘proof of concept,’ so to remain pertinent, you need to hire people that will continue to develop the product. Now, you need to grow your business from 15-50 people over the next 18 months. This will be one of your biggest challenges because without this Talent you won’t be able to deliver against your commitment to investors. The strategy

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On a daily basis, we investigate scaling digital start-ups and we see the same mistake time and time again: the lack of planning for Talent Acquisition. Companies plan and create strategies to ensure goals are met in all areas of business, yet often fail to create plans for hiring the actual people needed to bring the vision to market. This is curious considering 80% of respondents in our recent 2016 Red Executive survey stated ‘the identification and engagement of talent’ as their number one concern for 2017. Yet, start-ups do not invest as they should in this area. Without the proper talent, goals will not be reached, company time and money

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On a daily basis, we investigate scaling digital start-ups and we see the same mistake time and time again: the lack of planning for Talent Acquisition. Companies plan and create strategies to ensure goals are met in all areas of business, yet often fail to create plans for hiring the actual people needed to bring the vision to market. This is curious considering 80% of respondents in our recent 2016 Red Executive survey stated ‘the identification and engagement of talent’ as their number one concern for 2017. Yet, start-ups do not invest as they should in this area. Without the proper talent, goals will not be reached, company time and money

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Creating a positive Candidate Experience when hiring for your business, plays an important role in any successful strategy. It allows your business to stand out in the job market and attract the top talent. Ultimately, winning the War. You must win this war. You need Candidates with the right skills and abilities to help bring your vision and product to market, ultimately reaching your goals. Yet, a surprising amount of businesses do not invest the necessary time into creating a talent strategy, ensuring every Candidate that applies for a job has a positive experience. We’ve created an infographic that shows you exactly what is needed to create a positive recruitment process.

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Creating a positive Candidate Experience when hiring for your business, plays an important role in any successful strategy. It allows your business to stand out in the job market and attract the top talent. Ultimately, winning the War. You must win this war. You need Candidates with the right skills and abilities to help bring your vision and product to market, ultimately reaching your goals. Yet, a surprising amount of businesses do not invest the necessary time into creating a talent strategy, ensuring every Candidate that applies for a job has a positive experience. We’ve created an infographic that shows you exactly what is needed to create a positive recruitment process.

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Candidate engagement is a ‘hot topic.’ It is difficult for a Recruiter to stand out in today’s Candidate-driven market. At Red Executive, we spend a great deal of time discussing ways to improve how we approach potential Candidates, particularly on the tech-focused side of our business. Personalization is always something we are trying to achieve, and the likes of Github and Stack Overflow makes it a little easier, as it provides us with both professional and personal information about the Candidate. I was keen to share the best piece of ‘attempted’ engagement I have seen in a long time and highlight how our consultant, Bjorn Josephson, managed to stand out, as

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Candidate engagement is a ‘hot topic.’ It is difficult for a Recruiter to stand out in today’s Candidate-driven market. At Red Executive, we spend a great deal of time discussing ways to improve how we approach potential Candidates, particularly on the tech-focused side of our business. Personalization is always something we are trying to achieve, and the likes of Github and Stack Overflow makes it a little easier, as it provides us with both professional and personal information about the Candidate. I was keen to share the best piece of ‘attempted’ engagement I have seen in a long time and highlight how our consultant, Bjorn Josephson, managed to stand out, as

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When hiring for your business, assessing if the Candidate is the right fit is more than just ensuring they have the right ‘technical’ skills. Technical skills get the job accomplished but soft skills ensure the Candidate has the necessary personal attributes that allow them to fit into your company culture and environment. Soft skills are what separate those who are good at their job from those who are great. As Greg Savage says, “Hire an attitude, not just skills and qualifications.” 5 Soft Skills to look for during an interview 1.      Interpersonal Skills In order to maintain a cohesive and productive work environment, the Candidate must have people skills. Desirable skills

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When hiring for your business, assessing if the Candidate is the right fit is more than just ensuring they have the right ‘technical’ skills. Technical skills get the job accomplished but soft skills ensure the Candidate has the necessary personal attributes that allow them to fit into your company culture and environment. Soft skills are what separate those who are good at their job from those who are great. As Greg Savage says, “Hire an attitude, not just skills and qualifications.” 5 Soft Skills to look for during an interview 1.      Interpersonal Skills In order to maintain a cohesive and productive work environment, the Candidate must have people skills. Desirable skills

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You created an amazing product that will disrupt the market. You secured the necessary funding from a group of shareholders and VC’s. The leadership team is in place. You are preparing to scale the business. But your current HR/Recruitment structure is not able to handle it. You need help. You need an RPO (an in-house Recruiter) to help identify and engage with the top Talent on the market, whilst building a positive ‘Employer Brand’ to help you continue to attract talent after their departure. According to our 2016 Talent Survey, identification of Talent was one of the biggest Recruiting challenges faced by businesses in 2016 and promises to remain a major

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You created an amazing product that will disrupt the market. You secured the necessary funding from a group of shareholders and VC’s. The leadership team is in place. You are preparing to scale the business. But your current HR/Recruitment structure is not able to handle it. You need help. You need an RPO (an in-house Recruiter) to help identify and engage with the top Talent on the market, whilst building a positive ‘Employer Brand’ to help you continue to attract talent after their departure. According to our 2016 Talent Survey, identification of Talent was one of the biggest Recruiting challenges faced by businesses in 2016 and promises to remain a major

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Recently we conducted a survey to gain a better understanding of how you think about job search and recruitment consultancy. We asked about; what factors are in play when making career decisions; what type of organization attracts you; what challenges do you face when recruiting and what considerations are in play when engaging with a recruitment consultancy. We took the data and created an Infographic to share with you. Here are the results from our 2016 Talent Survey:     The results gave us better insight into what you want and your priorities, allowing us to better tailor our services to meet your needs. Read more about our Candidate Services Check

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Recently we conducted a survey to gain a better understanding of how you think about job search and recruitment consultancy. We asked about; what factors are in play when making career decisions; what type of organization attracts you; what challenges do you face when recruiting and what considerations are in play when engaging with a recruitment consultancy. We took the data and created an Infographic to share with you. Here are the results from our 2016 Talent Survey:     The results gave us better insight into what you want and your priorities, allowing us to better tailor our services to meet your needs. Read more about our Candidate Services Check

Read more

As a recruiter, I often speak to clients and hear about their difficulty hiring the Tech Talent their business desperately needs. Just the other day, a client said to me “I don’t get it!  We are an awesome place to work, we treat our people well, we have offices in some great locations, like Amsterdam, London and New York but we struggle to find Tech Talent.  Then, when we do get Talent in front of us for an interview, it’s becoming harder to get them to accept the job offer. We don’t know why!” Hiring the right people and winning the ‘War for Talent’ is crucial to achieving your goals. So to

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As a recruiter, I often speak to clients and hear about their difficulty hiring the Tech Talent their business desperately needs. Just the other day, a client said to me “I don’t get it!  We are an awesome place to work, we treat our people well, we have offices in some great locations, like Amsterdam, London and New York but we struggle to find Tech Talent.  Then, when we do get Talent in front of us for an interview, it’s becoming harder to get them to accept the job offer. We don’t know why!” Hiring the right people and winning the ‘War for Talent’ is crucial to achieving your goals. So to

Read more