For more insight and a confidential audit, please get in touch. To reach your business goals in 2017, your ‘Talent Strategy’ must be a top priority and you must understand what you have and moreover, what additions are required to meet your business goals. There are many questions to consider, ensuring you create a strong ‘Talent Strategy.’ Based on our experience of building ‘Talent’ strategies with our clients over the last 8 years, we put together a list of things you must consider. 5 things to consider when creating your talent strategy: 1. What do you already have in terms of Talent? Does your current team have the capability to deliver

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For more insight and a confidential audit, please get in touch. To reach your business goals in 2017, your ‘Talent Strategy’ must be a top priority and you must understand what you have and moreover, what additions are required to meet your business goals. There are many questions to consider, ensuring you create a strong ‘Talent Strategy.’ Based on our experience of building ‘Talent’ strategies with our clients over the last 8 years, we put together a list of things you must consider. 5 things to consider when creating your talent strategy: 1. What do you already have in terms of Talent? Does your current team have the capability to deliver

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Statistics tell us, four out of five entrepreneurs do not understand the impact of the recruitment process regarding the short and long-term success of their business. Over the years, when businesses try to make new hires, I have seen many things, from companies wanting to test individuals before they have even met; to wanting senior level individuals to produce market entry plans. Neither are appropriate. On the face of things, such practices may be considered a necessary part of the recruitment process and in years gone by, they would have been acceptable. Skills were aplenty and employers certainly had the upper hand. However, today, there is a ‘War for Talent,’ and

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Statistics tell us, four out of five entrepreneurs do not understand the impact of the recruitment process regarding the short and long-term success of their business. Over the years, when businesses try to make new hires, I have seen many things, from companies wanting to test individuals before they have even met; to wanting senior level individuals to produce market entry plans. Neither are appropriate. On the face of things, such practices may be considered a necessary part of the recruitment process and in years gone by, they would have been acceptable. Skills were aplenty and employers certainly had the upper hand. However, today, there is a ‘War for Talent,’ and

Read more

Don’t have enough time to recruit for your scaling digital business? It’s a common complaint we receive from business founders. We often hear, “yes, we are going to scale our business from 10-40 people on the back of series A funding and then again from 40-150 people after series B funding. But, I’m a techie at heart and I don’t really want to be involved in the recruitment process. I don’t want to be involved for more than a 15 minute Skype call at some point during the process. I’m not good at interviewing and frankly, I don’t have the time.” This type of outlook hinders your business from achieving its

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Don’t have enough time to recruit for your scaling digital business? It’s a common complaint we receive from business founders. We often hear, “yes, we are going to scale our business from 10-40 people on the back of series A funding and then again from 40-150 people after series B funding. But, I’m a techie at heart and I don’t really want to be involved in the recruitment process. I don’t want to be involved for more than a 15 minute Skype call at some point during the process. I’m not good at interviewing and frankly, I don’t have the time.” This type of outlook hinders your business from achieving its

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We firmly believe in a positive recruiting process. How you hire is a direct reflection on your company values, culture and brand. A bad recruiting process can hurt your reputation and affect your chances of making the right hire in the future, ultimately affecting your ability to achieve your business goals. A positive recruiting process and building a positive, long term focused ‘employer brand’ is something we take very seriously. This week we welcomed three new members to our team in Malta and asked them to share their first-hand experience with our recruiting process. Here is what they said. Red Executive’s recruiting process Steve Murphy, Recruitment Resourcer I first applied for

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We firmly believe in a positive recruiting process. How you hire is a direct reflection on your company values, culture and brand. A bad recruiting process can hurt your reputation and affect your chances of making the right hire in the future, ultimately affecting your ability to achieve your business goals. A positive recruiting process and building a positive, long term focused ‘employer brand’ is something we take very seriously. This week we welcomed three new members to our team in Malta and asked them to share their first-hand experience with our recruiting process. Here is what they said. Red Executive’s recruiting process Steve Murphy, Recruitment Resourcer I first applied for

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Last week was Europe’s showcase event in the ‘Digital Advertising’ space and 60,000 people from all over the world descended upon Cologne, (Leverkusen or Dusseldorf for the less organized), to engage in conversation and commercial action for 2017. What I really want to explore is how the following three key talking points from the show, coupled with the current state of the recruiting industry, impacts on our ability to attract talent. 1. Relevancy Online/Mobile ads is a massive market. So if the largest brands are going to spend their advertising money with you, you have to offer something relevant to their key target audiences. Gone are the days where I/Os and arbitrage

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Last week was Europe’s showcase event in the ‘Digital Advertising’ space and 60,000 people from all over the world descended upon Cologne, (Leverkusen or Dusseldorf for the less organized), to engage in conversation and commercial action for 2017. What I really want to explore is how the following three key talking points from the show, coupled with the current state of the recruiting industry, impacts on our ability to attract talent. 1. Relevancy Online/Mobile ads is a massive market. So if the largest brands are going to spend their advertising money with you, you have to offer something relevant to their key target audiences. Gone are the days where I/Os and arbitrage

Read more

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

Read more

Whilst browsing Linkedin the other day I saw a post from a long term connection and regular contributor to my feed. The post was complaining about how organizations found it necessary to test candidates, regardless of role, prior to even meeting them. He, and many of his audience, agreed it was ridiculous how an organization should ask the individual to take time out to prove themselves as worthy to that business, without the organization themselves having to take any steps to build a positive impression. Indeed, it was suggested that this was entirely unethical and would deter many of them from even continuing with the process. This got me asking the

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Whilst browsing Linkedin the other day I saw a post from a long term connection and regular contributor to my feed. The post was complaining about how organizations found it necessary to test candidates, regardless of role, prior to even meeting them. He, and many of his audience, agreed it was ridiculous how an organization should ask the individual to take time out to prove themselves as worthy to that business, without the organization themselves having to take any steps to build a positive impression. Indeed, it was suggested that this was entirely unethical and would deter many of them from even continuing with the process. This got me asking the

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There has been a lot of conjecture regarding the impact Brexit would have on the ability of the UK to perform on an international stage. Indeed, there have been arguments, from both sides of the debate, suggesting efficiencies could be increased/decreased depending on your point of view. However, what does the data tell us about the current situation and how it would be affected by Brexit? In 2014 $1.4b (US) was invested in digital tech focused businesses in London alone. In 2014 $234b (US) was the estimated turnover of digital tech businesses in the UK. According to research by Oxford Economics $17.5b (US) will be invested in London alone from 2015

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There has been a lot of conjecture regarding the impact Brexit would have on the ability of the UK to perform on an international stage. Indeed, there have been arguments, from both sides of the debate, suggesting efficiencies could be increased/decreased depending on your point of view. However, what does the data tell us about the current situation and how it would be affected by Brexit? In 2014 $1.4b (US) was invested in digital tech focused businesses in London alone. In 2014 $234b (US) was the estimated turnover of digital tech businesses in the UK. According to research by Oxford Economics $17.5b (US) will be invested in London alone from 2015

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The recruitment and talent acquisition landscape has shifted drastically since Red Executive launched in 2009. Back then, internal recruiters in the Digital Technology space were virtually non-existent. The identification and engagement of new talent belonged to HR. If HR was lucky, it might get some limited external assistance from specialist agencies. Not for the first time, Google and Facebook shifted the paradigm. The benefits of having an internal acquisition team representing the business on the open talent market quickly became apparent. In Work Rules, Google’s SVP of People Operations Laszlo Bock wrote of the need for new candidates to understand the culture and values of the business, as well as the

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The recruitment and talent acquisition landscape has shifted drastically since Red Executive launched in 2009. Back then, internal recruiters in the Digital Technology space were virtually non-existent. The identification and engagement of new talent belonged to HR. If HR was lucky, it might get some limited external assistance from specialist agencies. Not for the first time, Google and Facebook shifted the paradigm. The benefits of having an internal acquisition team representing the business on the open talent market quickly became apparent. In Work Rules, Google’s SVP of People Operations Laszlo Bock wrote of the need for new candidates to understand the culture and values of the business, as well as the

Read more