Talk Talent To Me

VP of TA Janeen Speer explains how Shopify decided on a long-term remote work strategy, as well as the ins and outs of their Life Story interview process.

Christy explains her approach to recruitment career development, CRM planning, and her company's back-to-work considerations.

Tracy explains how her current pipeline job posting campaign will help Zenefits ramp hiring back up when the world turns back on. Later, the practice of "Just-In-Time Hiring" is summarily dismantled.

Carly explains how she's revamping MovableInk's interview training through a campaign aptly titled "Ink-redible Hiring", as well as how performance review structure can guide job descriptions.

Recruiting Brainfood's Hung Lee joins to discuss how recruiters can distinguish themselves in the event of an economic downturn, and how they might think about positioning themselves as professionals in a more remote-friendly environment. Sign up for the Recruiting Brainfood Newsletter here!

Jocelyn shares the advantages of making a Recruiting Ops hire early, as well as how Duolingo is assessing interview questions for level of difficulty in the interest of ensuring an equal process for all candidates. At Jocelyn's post-interview urging, Rob monologues on why he loves recruiters. NYT: Check In On Your Black Employees

Fellow recruiting podcaster James Ellis shares what employer branding looks like when companies can't show off their fancy offices and perks. Part I can be found on James' podcast feed: The Talent Cast.

NextRoll's Jody Atkins shares the contents of the toolkit her team put together to help recruiters affected by COVID 19. Rob wonders how one might assess whether an individual has the potential to grow into a big role.

Google Director for HR Strategy Consulting for Other Bets, Jennifer explains how to work your way down from high level business goals into concrete talent practices.

Raj explains how Zoho came to realize college degrees weren't an indicator of future performance, and how they designed Zoho University in order to train future employees in lieu of requiring a 4-year degree.