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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‘Do you have any questions for us?’ The inevitable end of interview question. Many people fear it. Don’t. This question is an opportunity. It gives you the opportunity to learn more about the role and company. Remember, an interview is a two-way street, you also need the chance to assess the company and make sure it’s a right fit for you too. 25 questions you can ask: Have I answered all your questions? Do you need any more details to help with the decision? Where do you see the company in 5 years? What do I need to accomplish in the first 90 days to be successful? What are your expectations

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‘Do you have any questions for us?’ The inevitable end of interview question. Many people fear it. Don’t. This question is an opportunity. It gives you the opportunity to learn more about the role and company. Remember, an interview is a two-way street, you also need the chance to assess the company and make sure it’s a right fit for you too. 25 questions you can ask: Have I answered all your questions? Do you need any more details to help with the decision? Where do you see the company in 5 years? What do I need to accomplish in the first 90 days to be successful? What are your expectations

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Posted in Interview Advice

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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Technical skills get you the interview, soft skills get you the job. At your next job interview, it is vital to highlight your soft skills. These are your personality traits that determine if you’re able to work effectively and harmoniously in certain settings. Soft skills demonstrate how you fit in with the team, company culture, environment and direction of the business. How do you highlight soft skills during the interview you may wonder? Answer questions by using the STAR method (Situation, Task, Action, Result). This allows you to provide examples of how your soft skills complement your technical skills to get the task accomplished. Remember, not every soft skill is relevant

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Technical skills get you the interview, soft skills get you the job. At your next job interview, it is vital to highlight your soft skills. These are your personality traits that determine if you’re able to work effectively and harmoniously in certain settings. Soft skills demonstrate how you fit in with the team, company culture, environment and direction of the business. How do you highlight soft skills during the interview you may wonder? Answer questions by using the STAR method (Situation, Task, Action, Result). This allows you to provide examples of how your soft skills complement your technical skills to get the task accomplished. Remember, not every soft skill is relevant

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To outperform the competition, you must hire the right talent. Finding the right people is extremely important because they bring your product to the marketplace, allowing your business to reach its goals. These hires must believe in the direction and vision of your company. Yet, despite the importance of hiring the right people, many business leaders do not put in the necessary effort to create a solid Talent Acquisition strategy, thus missing out on the right talent. To help business leaders build a positive strategy and avoid common mistakes, we created a weekly Talent Acquisition series that focuses on different areas that require special attention. We are half-way through our Talent

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To outperform the competition, you must hire the right talent. Finding the right people is extremely important because they bring your product to the marketplace, allowing your business to reach its goals. These hires must believe in the direction and vision of your company. Yet, despite the importance of hiring the right people, many business leaders do not put in the necessary effort to create a solid Talent Acquisition strategy, thus missing out on the right talent. To help business leaders build a positive strategy and avoid common mistakes, we created a weekly Talent Acquisition series that focuses on different areas that require special attention. We are half-way through our Talent

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Ricky Ruddock, Red Executive’s Head of Business Development, shares what made him choose this profession, why he loves it and what it takes to be successful. Q: How long have you worked in Recruiting? I’ve been a Recruiter for 15 years but during that time I have worked in many different areas like corporate, betting and now technology. Q: How did you get into Recruiting? I had just graduated University and I was offered a job in London to work for the rail network but I wasn’t ready to leave Scotland. So, I passed on the opportunity and was looking for a job. One day I saw an ad for a

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Ricky Ruddock, Red Executive’s Head of Business Development, shares what made him choose this profession, why he loves it and what it takes to be successful. Q: How long have you worked in Recruiting? I’ve been a Recruiter for 15 years but during that time I have worked in many different areas like corporate, betting and now technology. Q: How did you get into Recruiting? I had just graduated University and I was offered a job in London to work for the rail network but I wasn’t ready to leave Scotland. So, I passed on the opportunity and was looking for a job. One day I saw an ad for a

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Posted in Career Advice, Interest

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

Read more