Recruiting & Retaining Talent

If you are in a position to bring in new talent to your team, and if this responsibility falls to you, now more than ever you will be met with a challenge – especially in the world of technical recruitment. You may have seen the phrase Employer or Employee Value Proposition, generally shortened to EVP while networking on Linked in or reading an industry newsletter or article – but have you had the time to understand what this is, and how it can be beneficial to you?

It is no secret that recruiting new employees can be a daunting task. Not only do you have to find the right person for the job, but you also have to make sure that they are the best possible fit for your company and your team. This is where psychometric assessments can play an important role.

Burn out in Cyber Security is not a new subject, but it is one that has had much more coverage over the last 18 months. The most significant change during this time has obviously been the pandemic, which saw a rise in cyber-attacks – dealt with by teams working remotely…it all adds up to increased pressure.

A headhunter is a company or individual that works on behalf of an employer to help recruit exceptional talent. Companies invest in headhunters to find talented people who fit specific job requirements. Headhunters are also known as executive recruiters, and the service they provide is typically referred to as executive search. Some head-hunters are very specialist in the industry they partner and can work from a “black book” meaning they probably know the potential candidates needed by their clients. Other head-hunters provide a robust and bespoke service to research and engage with required candidates.

I recently watched a great chat between Google Dave and Hung Lee at the Brainfood gathering and they discussed candidate experience over recruitment process. We all know that it is currently really tough to find the talent we all need to satisfy job vacancies and enable our businesses to deliver the exciting growth opportunities we have. However, it seems that MOST companies are still running a recruitment process based on their needs rather than creating a candidate experience that will motivate high calibre talent to want to be involved.

To achieve the vision and mission, organisations must have a strategy, and that strategy needs to be brought alive through a number of activities, namely: effective leadership, policies, workforce planning (resources and skills currently required) and succession planning (future resources and skills).

What does “winning” mean to you? How would you define it? I guess this may appear to be a stupid question to most, but I think we can translate a “winning team” in a multitude of different ways.

What does “winning” mean to you? How would you define it? I guess this may appear to be a stupid question to most, but I think we can translate a “winning team” in a multitude of different ways.

Executive search doesn’t have to be a minefield. For years, there has been wide-ranging opinions on its definition, purpose, validity and value. There are hundreds of firms presenting themselves in exactly the same way, giving an identical message.

As an executive search company, we regularly read articles highlighting some of the stats linked to our sector.

Like any industry, recruitment has its own terminology and buzzwords. These words, when used without context, can often cause confusion for those simply trying to invest in the best service and compare like with like

Like any industry, recruitment has its own terminology and buzzwords. These words, when used without context, can often cause confusion for those simply trying to invest in the best service and compare like with like.

The answer is, only when you are ready to invest in your business.

Talent pipelining is more commonly conducted by large US technology companies and is gaining popularity amongst large European businesses. However, talent pipelining should not only be available to those with internal talent teams; it is arguably more relevant to growing or evolving SMEs.

We’ve listed some traits of interview candidates with board-level potential, I wonder if other talent leaders or business leaders might agree

We've explored what exactly a headhunter is and why you would consider one for your business

We have explored some frustrations of working with contingency recruiters and why you should partner with executive search specialists

We have explored why companies should work with a proactive executive search partner rather than a contingency recruiter

Are you looking to hire a Sales Director or Sales Leader? Costly mistakes are often made in the hiring process due to lack of initial input in working out what you require. Get it right first time! Collingwood Executive Search have put together this helpful guide - 12 key factors you should consider when recruiting a Sales Director, which will help you make the right decisions before you start your hiring process.

ERE.net have published a report by entrepreneur Alon Laniado on employer branding which really resonates with my experience as a head-hunter. Here are some tips to improve your story brand

There is a misconception that executive search is a recruitment process relevant for only hiring board level roles. It is, in fact, a robust recruitment process that adds values to a range of roles up and down the hierarchical ladder