As the tech industry rapidly evolves, finding the right leadership talent becomes crucial for success. That’s where we come in! We are Scotland’s fastest growing, award-winning Executive Search firm and we specialise in working with our clients to secure the very best senior talent to join their organisation. In this blog, we will explore the transformative power of collaboration, specifically when it comes to IT/Tech hiring requirements, and the importance of partnering with the right Executive Search firm to secure top-tier talent.

Searching for experienced IT/Tech executives can be a time-consuming and complex task. Leveraging our expertise, industry knowledge, and extensive network, MM Search ensures a streamlined search process. We take care of the nitty-gritty details, allowing you to focus on core business operations while we identify, screen, and present you with the most qualified candidates.

At MM Search, we’ve revolutionised our shortlisting process by leveraging innovative technology. No more time-consuming face-to-face meetings with every candidate. Instead, we present our clients with a carefully curated shortlist that includes a customised competency document and a compelling elevator pitch for each candidate, truly bringing their CVs to life. By doing this, we accelerate the process, allowing our clients to gain a more comprehensive understanding of the candidates early on, well before interviews take place.

We acknowledge that diversity is a key driver of innovation and growth. By partnering with MM Search, you gain access to our vast talent pool consisting of diverse IT/Tech professionals. We understand the importance of building inclusive teams that bring fresh perspectives and ideas to the table. With our network, we can connect you with exceptional candidates who embody diversity, ensuring your organisation embraces inclusivity and the benefits it brings.

Whether you are a start-up just beginning the journey or a well-established organisation, hiring the wrong executive can have detrimental consequences for your company and its culture. We understand the risks involved and work diligently to mitigate them. Our rigorous screening and assessment processes, combined with thorough reference checks, help minimise the risk of a bad hire. We go the extra mile to ensure that every candidate presented to you is a perfect fit for your unique organisational needs and culture. This is one of our key points of differentiation as we take the time to get to know and understand our clients and their requirements.

Another key point to note is that maintaining confidentiality during the executive search process can be crucial. Many of the clients we work with prefer to conduct a search confidentially. We fully understand the sensitivity surrounding executive-level hires and handle our engagements with the utmost discretion. If a confidential search is required, our protocols ensure that our clients’ information remains secure and undisclosed until they decide to move forward with a candidate.

At MM Search, we don’t just focus on short-term placements—we prioritise building long-term relationships. We aim to understand your organisation’s culture, values, and aspirations. This understanding allows us to identify candidates who not only possess the required skills but also align with your company’s vision. Our goal is to find you the perfect executive leader who will drive your organisation’s success for years to come. Our partnership doesn’t stop at hiring. We collaborate across different areas of your business, assisting in sculpting teams for the future with top-tier talent. It’s our commitment to fostering your success and growth.

If you’re looking to take your organisation to the next level, reach out to me, Ryan Harper – for a confidential chat. Together, we can shape the future of your IT/Tech leadership team.

Recently we held our first ‘MM Insights’ with industry expert Neil McDonald, formerly VP Technical and Supply Chain for Coca Cola. Neil’s extensive international business experience and proven track record of delivering business performance improvement and innovative solutions across all business disciplines both operationally and through major cross functional projects made him the ideal choice of expert to discuss the impact AI is having on Procurement and Supply Chain industry.

We delved into several questions over the course of the interview and have broken these down into short videos that will be shared across our socials in the coming weeks. This blog highlights some of the key insights covered by Neil.

The subject of the interview was Artificial Intelligence (AI) and the impact on the supply chain industry. AI refers to the development and use of computer systems that can perform tasks and make decisions that would typically require human intelligence. In simple terms, AI takes data and turns it into information, this is then turned into insights and the insight are used to mimic human decision making.

One of the first things we discussed with Neil was whether we should be afraid of AI. While some have expressed concerns about the potential negative impacts of AI, such as job loss and ethical considerations, it is important to recognise the potential benefits that AI can bring to the supply chain industry.

Neil identified that AI can bring efficiency and cost savings to the supply chain, helping a company to make good database decisions that will in turn improve processes. The technology has become much more accessible in recent times, making it more available and easier to implement. However, it is important to understand what you and your organisation can gain from the technology before you deploy it.

As with any new technology, there are always going to be challenges. Neil identified that lack of knowledge around its capabilities can be a downfall. In addition, the sensationalised media coverage surrounding generative AI can influence people’s perceptions. Neil advises to ‘Stop, think and understand’ before implementing.

There are numerous benefits to using this technology effectively, the most pertinent from a supply chain perspective being forecasting. AI looks at multiple sources and databases and runs algorithms to build a forecasting model that is more substantial than the one you may currently be working with. While it might not be perfect from the offset, over time this can be altered to create an extremely effective forecasting model, in turn allowing for better certainty, improved planning and meeting demand.

One of the biggest fear factors from the candidate market when it comes to AI is that a robot will take over their job. Neil advised that the need for human involvement remains as strong as ever, maintaining the need to keep it personal to avoid disenfranchised staff. There needs to be an understanding about how to take the expertise of the technology and use it to the organisation’s advantage, which can only be done if you have the skills and knowledge about the industry and a complete understanding on how this will work in your organisation. Neil makes the point clear – you need people with experience to compliment what you can bring with AI.

Neil touched on sustainability as a hot topic, explaining that the 3 key challenges in supply chain have always been cost, quality and quantity. Now the added factor of sustainability through managing carbon gives another challenge making the process even more complicated. One of the benefits that AI can bring to the table is that the data can help you understand your own carbon footprint as well as the wider supply chain and gives you the opportunity to use it to share best practises.

Thank you to Neil for joining us to provide his invaluable insights on this topic. We hope you enjoyed it as much as we did and were able to take some key nuggets of information to help with the ever-changing world that is AI.

For the full interview, click here.

Revolutionising Recruitment: The Rise of Video Technology in Talent Acquisition

Video has become increasingly important during the interview process, especially at the shortlisting stage. At MM Search we have embraced video technology from the start, using it as a key pillar in our process. During the shortlisting presentation, we have a video introduction and key competency document from each candidate to present to the client.

Here are some benefits we have identified from using video technology:

  • Time-efficient: Video introductions are time-efficient, as they allow our clients to screen multiple candidates in a short period. It eliminates the need for scheduling multiple face-to-face interviews and streamlines the shortlisting process significantly.
  • Candidate Evaluation: Video introductions provide additional information beyond a candidate’s CV or Competency Document, such as their communication skills, body language, and overall presentation. This can help clients evaluate candidates more holistically and make more informed decisions about who to invite for in-person interviews.
  • Cost-effective: Video interviews eliminate the need for travel and other expenses associated with face-to-face interviews, making it a cost-effective option for clients and candidates.
  • Improved collaboration: Video introductions can be easily shared with multiple stakeholders in the hiring process, enabling more collaboration and quicker decision-making.
  • Improved candidate experience: During the formal interview process, video interviews can be conducted remotely, allowing candidates to participate from anywhere, at their convenience. This flexibility can improve the overall candidate experience and increase the likelihood of attracting top talent.
  • Access to a larger pool of candidates: Video interviews can help clients access a larger pool of candidates, including those who may be located in different regions or countries, breaking down the barrier of geography.

However, as with everything, there are some negative aspects associated with using video software during the recruitment process. While it is important to acknowledge that these potential issues do exist, at MM Search we do everything we can to make the experience as smooth as possible.

  • Technical difficulties: Technical issues with the video software or internet connection can cause disruptions or delays, which can negatively impact the candidate’s and client’s experience.
  • Lack of personal interaction: Video introductions and interviews may not provide the same level of personal interaction as in-person meetings, which can make it more difficult to establish a rapport between the client and candidate.
  • Limited ability to assess non-verbal cues: Video interviews may make it more difficult to assess non-verbal cues, such as body language and facial expressions, which can be important in evaluating a candidate’s communication skills and overall fit.
  • Security concerns: Video interviews can raise concerns about data security and privacy, especially if the interview is recorded or stored in the cloud.

Overall, video interviews can be an extremely useful tool for shortlisting candidates and it is important to carefully consider the pros and cons and how they align with your company’s needs and values.

At MM Search, our commitment to provide a quality service for our clients and candidates ensures that we make the process and experience as simple and smooth as possible. This is further underlined by the positive feedback we have received from the use of video software during our process and the fact that our clients will work with us again (and again) to secure the very best talent for their team.

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