Getting access to top talents in the market is definitely crucial; but Martin Collins is able to play that part very well, truly an outstanding skill of a Founder! Making sure that every member of your organisation matches your value is a must, and that is something I will definitely remember when acquiring talents.
Martin Collins is the Founder and Managing Director of Red Executive. Having built the business from scratch, he has consistently centered the business around the delivery of the finest talent on the market.
Understanding how this service can bring value to digitally disruptive organizations, in a ‘candidate driven’ marketplace, and ultimately, helping them outperform their competitors, representing their ’employer brand’ positively on the market, is how the service is unique. With a positive outlook and eagerness to network and learn, Martin is keen to discuss Talent and the value it can bring to a business.
How long have you been running your initiative and what have been the biggest challenges you have faced? How did you overcome them?
Red Executive as an ‘initiative’ has been on the go since April 2009, and from the off, our biggest challenge was distinguishing ourselves on the market and a ‘recruitment solution’ that genuinely can bring value and help our clients outperform their competition via the acquisition of the finest talent. All recruiters will claim they have the best people but do they seriously get those individuals who are the top of their sectors in front of their clients.
Moreover, do they ensure the opportunities they have available are the ones that will attract the finest individuals on a market? What’s the story around the business and how will this particular challenge help them meet their aspirations? The fine balance between supply and demand is the biggest daily challenge at Red Executive.
How do you qualify people to bring into your organization?
The key to hiring the right people is to have a simple conversation with the candidate. Skills are important but pale into insignificance around attitude and application. If you have someone who wants to work with you and can demonstrate their desire to bring value to your organization, get them hired.
Yet, remember, the ‘true’ ones, who are engaged at this higher level are ‘few’ and far between. You want someone who is on board with your values and will work towards goals with a similar outlook and method. Do not sacrifice this in order to make a hire. The short term gain will be outweighed but long term pain.
What are your thoughts about virtual staffing? How does this impact your talent acquisition processes in the digital age?
For some businesses ‘virtual staffing’ has worked and brought the value required to be successful and outperform the competition. For others, however, it has been a costly mistake. I think success is generally around the issue of clarity. Expectation, from both sides, for example, needs to be communicated and discussed during the recruitment process. Without this, it will simply not work well.
From a ‘Talent Acquisition’ perspective, it’s key, as a consequence, that the process is managed thoroughly and all stages are completed. This can include reference taking, competence tests and creating a Behavioral Interview to understand how they would react in certain scenarios. Would their approach match your values? This can all be done digitally and if communication channels are open and transparent, both sides can create a scenario built for success.
Are there any ethical concerns that your organisation must deal with? How do you overcome these ethical problems?
As a recruiter, we deal with ethical issues daily. It’s part of the role I would say. At Red Executive, we don’t expect anyone to do anything that they are not comfortable with on behalf of a client or a candidate and if asked to do so, we wouldn’t work with them again. It’s as simple as that. The smaller daily concerns are more down to our staff to make the right call and given what I outlined above around ‘values’ I am comfortable their response to such scenarios will be positive.
As a founder of a talent acquisition organisation, what is an ideal candidate for you?
Everyone is an ‘ideal’ candidate for someone. We genuinely believe that at Red Executive. The difficulty is matching the values. This is where we believe we excel and really try to ensure a candidate is making a positive career step and the client is hiring someone who can solve an issue for their business.
If you could give one bit of advice to an employer looking to improve their employee engagement, what would it be?
People are pretty simple to keep them happy, particularly if you have hired against your company values. Ensure the level of communication you employed during the process is maintained throughout the term of employment. Highlight the problem and what part they will play in the solution and furthermore, how this will advance their career. If you do this properly, all the beer fridges and ping pong tables won’t matter one iota.
About Red Executive
Red Executive was formed in 2009 with a simple mission: to enhance digitally disruptive organizations by bringing them the finest talent on the market. Digital Technology is an exciting and expanding space, and, as a business scales, every hire is critical. Attracting the top talent is the strongest competitive advantage that one can have. Stagnation is the enemy. Disruptive organizations thrive on this reality. Red Executive represents their partners’ employer brands proactively on the market, enabling them to identify and access the top candidates. They are uniquely positioned to match the talent to the organization, and bring them together.