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

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

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

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

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

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