As a technology recruiter and self-proclaimed geek, the immediate and huge success of the recently released Pokemon Go has me thinking about the future of the technology industry in relation to recruiting. I have seen first hand how the ‘on trend technology’ of 2016, like augmented reality (AR) and virtual reality (VR), has directly affected recruiting. Implications on technology Nintendo has really hit the ground running with their first AR game, Pokemon Go. AR puts imaginary elements, like Pikachu, into the real-world. People can’t seem to get enough of this alternate AR world. Within four days of Pokemon Go’s release, it already has more users than Twitter, whilst only being released in

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As a technology recruiter and self-proclaimed geek, the immediate and huge success of the recently released Pokemon Go has me thinking about the future of the technology industry in relation to recruiting. I have seen first hand how the ‘on trend technology’ of 2016, like augmented reality (AR) and virtual reality (VR), has directly affected recruiting. Implications on technology Nintendo has really hit the ground running with their first AR game, Pokemon Go. AR puts imaginary elements, like Pikachu, into the real-world. People can’t seem to get enough of this alternate AR world. Within four days of Pokemon Go’s release, it already has more users than Twitter, whilst only being released in

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Posted in Interest, Technology

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

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As a recent graduate, I have been thrown into the uncertainty that comes with it, unemployment. I find myself part of a generation of students that enter the working world debt-burdened and scrambling for a barista job just to pay the bills. As a result, we realize the jobs our degree is supposed to bring are either out of reach or no longer appealing. What to do Now? Having accepted that piece of paper and tossed that hat with a sense of freedom and expectation, there might come a moment when the reality of the situation sinks in. Suddenly you realize, the dream graduate job doesn’t exist, your parents will no longer fund drunken exploits and dietary requirements of chicken

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As a recent graduate, I have been thrown into the uncertainty that comes with it, unemployment. I find myself part of a generation of students that enter the working world debt-burdened and scrambling for a barista job just to pay the bills. As a result, we realize the jobs our degree is supposed to bring are either out of reach or no longer appealing. What to do Now? Having accepted that piece of paper and tossed that hat with a sense of freedom and expectation, there might come a moment when the reality of the situation sinks in. Suddenly you realize, the dream graduate job doesn’t exist, your parents will no longer fund drunken exploits and dietary requirements of chicken

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I previously wrote a post on how to prepare for a job interview. The focus was the candidate perspective. I was kindly asked for my thoughts from the employer perspective on the same subject. As a consequence, I want to help ‘hiring managers’ understand how they should think and prepare for an interview. Understanding allows for a positive impression, full understanding of the client and ultimately hire the top 20% of talent available on the market for their job. The first thing you have to do is understand what you want. You would be amazed the volume of clients we have at Red Executive who want to utilize the recruitment process to identify

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I previously wrote a post on how to prepare for a job interview. The focus was the candidate perspective. I was kindly asked for my thoughts from the employer perspective on the same subject. As a consequence, I want to help ‘hiring managers’ understand how they should think and prepare for an interview. Understanding allows for a positive impression, full understanding of the client and ultimately hire the top 20% of talent available on the market for their job. The first thing you have to do is understand what you want. You would be amazed the volume of clients we have at Red Executive who want to utilize the recruitment process to identify

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Over the years, we must have literally interviewed tens of thousands of people at Red Executive. The roles have varied and the key components of a matching candidate have changed depending on the client and the specific role. When we have been recruiting on behalf of a client, we 100% endorse a quick meeting to go over the company and the role relatively quickly. This allows both parties to understand if the opportunity is right for the candidate. Ultimately, we are matching the candidate in a pretty basic manner. When this has been clarified, we provide more detailed information to the candidate and schedule a second, more in-depth meeting. The purpose

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Over the years, we must have literally interviewed tens of thousands of people at Red Executive. The roles have varied and the key components of a matching candidate have changed depending on the client and the specific role. When we have been recruiting on behalf of a client, we 100% endorse a quick meeting to go over the company and the role relatively quickly. This allows both parties to understand if the opportunity is right for the candidate. Ultimately, we are matching the candidate in a pretty basic manner. When this has been clarified, we provide more detailed information to the candidate and schedule a second, more in-depth meeting. The purpose

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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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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