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

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If you want to hire the top talent, clarity and strategy must be at the forefront of the recruitment process. Clarity of why the role is needed, the expectations for it and how the role helps your business reach its goals must be understood by all stakeholders involved. The importance of clarity was discussed in Talent Acquisition Part 9. Now, it’s time to discuss the strategy for the hiring talent your business needs, since these two elements go hand in hand. Why strategy is important when hiring Your business needs new hires with specific skills, so it can expand and achieve its goals. To do this successfully, a strategy needs to

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If you want to hire the top talent, clarity and strategy must be at the forefront of the recruitment process. Clarity of why the role is needed, the expectations for it and how the role helps your business reach its goals must be understood by all stakeholders involved. The importance of clarity was discussed in Talent Acquisition Part 9. Now, it’s time to discuss the strategy for the hiring talent your business needs, since these two elements go hand in hand. Why strategy is important when hiring Your business needs new hires with specific skills, so it can expand and achieve its goals. To do this successfully, a strategy needs to

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The scenario: You need to reach your business goals. But to do this, you need to make critical hires. The best way to ensure you make the right hire is to have a clear hiring process. A clear hiring process allows you to build a strong ‘employer brand’ and attract the best talent, ultimately winning the War for Talent, allowing your business to achieve and surpass its goals. The importance of clarity Creating a clear hiring process begins with every stakeholder involved understanding the need for the role, being involved in creating the process and adhering to it for every interview and eventual hire. The need for clarity is important because

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The scenario: You need to reach your business goals. But to do this, you need to make critical hires. The best way to ensure you make the right hire is to have a clear hiring process. A clear hiring process allows you to build a strong ‘employer brand’ and attract the best talent, ultimately winning the War for Talent, allowing your business to achieve and surpass its goals. The importance of clarity Creating a clear hiring process begins with every stakeholder involved understanding the need for the role, being involved in creating the process and adhering to it for every interview and eventual hire. The need for clarity is important because

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You want to hire the best talent for your business. One of the most effective ways to do this is by using Recruitment firms. Yet, when we scroll through our LinkedIn newsfeed, we notice there seems to be a negative attitude toward recruitment firms across the digital industry. This is puzzling because almost every business we know utilises recruitment firms in some capacity in their overall Talent Acquisition Strategy. Although we notice, the role Recruitment firms play is not fully considered or utilised. How to use Recruitment Firms to their full potential In Part 3 of this Talent Acquisition series, we discussed how your external partners should be a strong component

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You want to hire the best talent for your business. One of the most effective ways to do this is by using Recruitment firms. Yet, when we scroll through our LinkedIn newsfeed, we notice there seems to be a negative attitude toward recruitment firms across the digital industry. This is puzzling because almost every business we know utilises recruitment firms in some capacity in their overall Talent Acquisition Strategy. Although we notice, the role Recruitment firms play is not fully considered or utilised. How to use Recruitment Firms to their full potential In Part 3 of this Talent Acquisition series, we discussed how your external partners should be a strong component

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Hire for attitude and train for skill. This concept allows you to build an entire company with one purpose: success. Success heavily relies on all employee attitudes and values aligning with the company. When scaling your business, it is easy to lose sight of the values, the element that put your business into a position of strength. Don’t. Every hire, from leaders to interns must have values that align with the business to retain and grow your position in the market. The importance of values when hiring Company values must drive all business decisions. This ensures your business moves in the desired direction, so you must hire against these values. Thus,

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Hire for attitude and train for skill. This concept allows you to build an entire company with one purpose: success. Success heavily relies on all employee attitudes and values aligning with the company. When scaling your business, it is easy to lose sight of the values, the element that put your business into a position of strength. Don’t. Every hire, from leaders to interns must have values that align with the business to retain and grow your position in the market. The importance of values when hiring Company values must drive all business decisions. This ensures your business moves in the desired direction, so you must hire against these values. Thus,

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Can you imagine being so dedicated to making the right hires that you personally interview over 3000 Candidates? That is what Sergey Brin did during the first 5 years of Google. It was done to ensure Google made the right hires, which aligned with his company vision, values and culture. He knew the business he wanted to create would never be achieved unless ALL the people hired could deliver against his outlook. As a business leader, you have a different perspective on how to make the right hires and what attributes and skills the Candidates need.  To attract this talent, you must have a strong employer brand. Don’t let it get

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Can you imagine being so dedicated to making the right hires that you personally interview over 3000 Candidates? That is what Sergey Brin did during the first 5 years of Google. It was done to ensure Google made the right hires, which aligned with his company vision, values and culture. He knew the business he wanted to create would never be achieved unless ALL the people hired could deliver against his outlook. As a business leader, you have a different perspective on how to make the right hires and what attributes and skills the Candidates need.  To attract this talent, you must have a strong employer brand. Don’t let it get

Read more

You wouldn’t go into battle without a clear understanding of what needs to be accomplished, what is the strategy and why you are fighting. So why would the battle for talent be any different? To win the War for Talent, your business needs a clear understanding of the Talent Acquisition process. Yet, many organisations enter a Talent Acquisition process lacking clarity. But how do you overcome this issue and create a clear process allowing your business to hire the talent it needs to succeed? Why is clarity important? Lack of clarity creates confusion and harms your employer brand. There are numerous stakeholders involved in the Talent Acquisition process. There could be

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You wouldn’t go into battle without a clear understanding of what needs to be accomplished, what is the strategy and why you are fighting. So why would the battle for talent be any different? To win the War for Talent, your business needs a clear understanding of the Talent Acquisition process. Yet, many organisations enter a Talent Acquisition process lacking clarity. But how do you overcome this issue and create a clear process allowing your business to hire the talent it needs to succeed? Why is clarity important? Lack of clarity creates confusion and harms your employer brand. There are numerous stakeholders involved in the Talent Acquisition process. There could be

Read more

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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