The Recruiting Brainfood Podcast

RECRUITER USE CASES FOR CHATGPT - PART 4   It's been nearly 6 months since we last ran Part 3 on Recruiter Use Cases for ChatGPT, and as you know by now, 6 months is a lifetime in the world of AI. What advances have happened in that time, how have recruiters taken advantage of the innovations, what practical use cases can see we illustrate to the audience?   We're bringing the best of the best again for this rapid fire on screen demo show where expert recruiters will share their amazing AI recipes,   We're with Alexandra Gyetvai, Talent Acquisition Consultant (The Source Code), Alexander Chukovski, AI Advisor (Jobiqo), Dov Zavadskis, Founder (BeFriend AI) & Johannes Sundlo, Senior Human Resource Manager (Avalanche Studios) and friends!       Ep229 is sponsored by our buddies KANDIDATE     Would You Like 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE?   ✅ 100% FREE trial to work with one of our world-class Sourcers ✅ 20 superstar candidates added to your talent pipeline ✅ We will work on ANY role, no matter how challenging ✅ Particularly effective for Engineering and Senior hires To make it even better, there are: 🚫 No charges if you hire 🚫 No hidden fees at all - it’s a 100% free trial   Email CEO Alex van Klaveren directly at alexvk@kandidate.com and ask for a trial. Mention you saw it on Brainfood!

HOW TO CONDUCT AN AI BIAS AUDIT   If you've been following me on any channel you will know that one of the hot items we're tracking is the state of regulation when it comes to AI. Whether it is the EU AI directive or the New York AEDT or the increasing numbers of cases going through the law courts on AI, automation and bias.   Smart TA departments will want to be using GAI to secure efficiency gains but at the same time must be wary of building processes and using technologies which may be non-compliant with near future regulation. What do do know of the rulings so far, can we guess where we need to be in to pre-compliant with AI laws?   We're going to have a go at this one with Bob Pulver, Founder (Cognitive Path), Andrew Gadomski, Founder (Aspen Analytics), with Vanessa Raath, Founder (Talent Hunter) in the co-pilot seat       Ep228 is sponsored by our buddies Greenhouse     In today’s competitive talent landscape, being people-first is business-first. Greenhouse helps companies adopt a flexible, fair, and efficient approach to hiring. Empower everyone from recruiters to hiring managers to make confident decisions that strengthen your business. Get measurably better at hiring with a data-driven approach. Discover how Greenhouse can help you hire for the kind of business you want to build. Learn more at Greenhouse.com/hire

WHAT WORKS FOR WOMEN (IN TECH)   As another technology wave crashes over society and forces us to adapt to new realities, we again need to review what the recurring motif of the lack of gender diversity in the world of technology. Despite the decade of effort, goodwill and investment, the ratio of women to men in the tech remains stubbornly fixed. Perhaps it is time to challenge previously held assumptions and think whether we have actually created the environment with allows people of any gender thrive.   So...What works for women in tech?   We're going to do a deep dive with one of the leading thinker-do-ers in this space, Fionnuala O'Conor, CEO of OpDem         Ep227 is sponsored by our buddies Greenhouse     In today’s competitive talent landscape, being people-first is business-first. Greenhouse helps companies adopt a flexible, fair, and efficient approach to hiring. Empower everyone from recruiters to hiring managers to make confident decisions that strengthen your business. Get measurably better at hiring with a data-driven approach. Discover how Greenhouse can help you hire for the kind of business you want to build. Learn more at Greenhouse.com/hire

BEING PUT ON BLAST: HOW TO HANDLE NEGATIVE PUBLICITY FROM UNHAPPY JOB CANDIDATES   Perhaps one of the most challenging moments in a recruiters career is when an irate candidate takes the socials and puts your business on blast. Dealing with feedback is difficult, but when it is a public call out then the potential damage to employer brand far exceeds any personal pressure that might be felt.   How do you handle such a situation? Can it turned around?   We're looking at a specific example this week when TestGorilla - themselves a HR Tech business - came under fire when a candidate took to LinkedIn to publicly lambast the company for she felt was a terrible candidate experience. The response from TestGorilla Head of People, Nadia Vatalidis was a lesson on how to take on the criticism directly and publicly.   We speak with Nadia in Brainfood Live to discuss how exactly this situation occurred, how the decision was made to go to Loom and what lessons can be learned on how to handle bad PR from unhappy candidates.     We're on Friday 6th October 2pm BST with Nadia Vatalidis, Head of People & Culture (TestGorilla)       Ep226 is sponsored by our buddies Adway     Adway UK Summit on Nov 9th - registrations now open for Talent Acquisition Leaders. Join Adway for a day of learning, market intelligence and a sneak peak of some of the most innovative technology in the recruitment tech space. Limited spaces so RSVP here

THE PSYCHOLOGICAL IMPACT OF CANDIDATE ASSESSMENTS   As recruiters our task to build a hiring process which enables our employers and clients to hire the most suitable candidates most efficiently. Whether we use interview, game based assessment, set take home projects, have presentations delivered or even take the candidates out for a meet-the-team exercise, we rarely consider the scenario from the candidate perspective - what are the psychological impacts on the assessments we set? Are they fair?   New thoughts as always in this topic on Brainfood Live On Air     - Assessing the assessment - What is the least challenging assessment from a psychological perspective? - Why might job assessment by psychologically challenge to candidates? - Are certain assessments inherently more challenging? - In what circumstances would these assessments be fair, regardless of the psychological challenge? - How can better understanding on psychological impact of assessment types information our CX strategy? - Is there any way to mitigate per challenge? - Do we ask the candidate which assessment type would be prefer? - Do demographics matter in assessment? - Should we vary assessments according to gender, ethnicity, age etc? - What tips can be give to organisations who want to be inclusive of all types of people, whilst maintaining a commitment to hire only the most suitable?     All this and more, on Brainfood Live On Air     We're on Friday 29th September, 2pm BST with Jean-Marie Caillaud, Founder (WorkMeTender), Nikita Mikhailov, Professor of Practice (Hult International), Heloise Thon, Neurodivergent Coach (Freelance), Linnea Bywall, Head of People (Alva Labs)     Ep225 is sponsored by our buddies Tribepad     Let’s not beat about the bush: these are difficult times.   The costs of doing business are soaring, and practically every organisation faces major margin pressure. But that doesn’t stop the fact that today’s biggest recruitment challenges aren’t going away anytime soon. Skills shortages are as big an issue as ever. Turnover is as much a frustration as ever. Great people are as critical to performance as ever.   While other organisations are freezing investment and making do with ‘good enough’ technology, there’s space for forward-looking organisations to sweep in and create a competitive edge.   Especially now, securing investment for new talent tech can be tough. You need to create a compelling business case to make that investment a no-brainer. Tribepad have created the complete 7 step process to building that critical business case. You can download it here: https://hubs.li/Q02052HZ0

RECRUITER FRAUD: HOW TO SPOT AND STOP 'OVERWORKING' REMOTE RECRUITERS   'Overworking' is one of the most popular subreddits on Reddit, and it's a discussion community of people who share tips on how to get away with (illegally) working more than one job. Once considered a myth promulgated by managers who want to manufacture consent for return to office, a body of evidence is building both from research and from direct experience that overworking is indeed an issue, simply because employers have limited means to mitigate the risk.   What is the phenomena of overworking and how significant is it in the recruiting industry?   - Overworking, review of the subreddit - How does this happen? - Employer surveillance backlashed - How would you know? - Examples - How to spot a recruiter working more than 1 more employer - How to prove it? - What steps to take if you suspect a recruiter in team is working for more than one employer - Is there a way we can make this legal for recruiters to do? - Has anyone set up a fractional recruitment agency?   We're talking about new modes of working, and how transitions can lead to crime.     We're on Friday 22nd September, 2pm BST with Lyndsey Taylor, Global Head of Talent Acquisition (Kerry), Katrina Hutchinson-O'Neill, CEO (Join Talent) & Maury Hanigan, CEO (SparcStart)         Ep224 is sponsored by our buddies Greenhouse   Last month, Greenhouse hosted a webinar focused on Inclusive Hiring in an AI World. Mona Khalil, Manager, Data Sciene- Engineering at Greenhouse and other experts discuss how your team can harness the power of AI correctly to find and retain top talent efficiently- and equitably.   In this webinar, you'll learn: How AI is changing the way we hire How to make the most of your hiring tech stack How AI and DE&I can work together to shape the future of hiring.   The webinar is available on demand, here.

WHEN POLITICS & EMPLOYER BRANDING COLLIDE   The Culture War gripping the United States has culminated a number of legislative changes which have direct impact on the recruiting industry. The landmark Dobbs vs Jackson ruling, which removed the Federal protection of a women's right to choose, has led to a number of states changing their laws which various reduce woman's right to abortion. What impact does this have on employer branding and talent attraction?   Indeed collaborated with academic institutions to tackle this very question - and will be sharing insights into this situation, before moving onto the panel discussion on what we can do about it, or even if we should.   - Recaps Dobbs vs Jackson - Context: Culture War - Indeed research - what is it, what do we know, how significant is the impact? - Company vs State, examples of measures taken - Distributed workforce, will this accelerate shift to remote? - What is the TA / HR policy, short of relocating HQ - Individual messaging to employees affected - Crafting employer brand for companies HQ in trigger states.   We're talking where politics and recruitment collide.     We're on Friday 15th September, 3pm BST with Pawel Adrjan, Director of Economics (Indeed), Erin Mathew, Senior Tech Talent Sourcer (PayPal), Brittany King, Senior Manager TA (The Kraft Heinz Co) & Mary Kay Baldino (Head of Talent Acquisition), R1 RCM       Ep223 is sponsored by our buddies Red Branch Media     If you've been on the fence about getting marketing support from the only pure HRTech Marketing firm out there, it's time to move. Red Branch Media hasn’t changed their pricing since 2020 (yes, since COVID) but come New Year's of 2024...well, it's happening. Lucky listeners can lock in 2023 pricing for the full year, making budgeting for marketing and sales this year a SNAP! Hurry, the clock is ticking. We are mighty, but small, so we can only service 30 clients at a time...that means there are fewer than five spots left! CEO and Founder of Red Branch Media, Maren Hogan, will be attending HRTech and Unleash World this October. Snag an appointment with her to discuss how to lock it in ASAP. Red Branch Media, the sweetest little marketing agency in the world!

GENERATIONAL DIVERSITY: AGE & AGE-ISM     We all care about diversity and inclusion, but there seems to be a hierarchy as to which measures of diversity matter more than others, mainly gender and ethnicity. And yet perhaps most egregious form of discrimination is against the older worker - who we will all one day become - who are often stereotyped as stuck in their ways, lacking energy and initiative, overly expensive, a management problem and the rest. Let's also not be afraid of real talk - age is real, and no question as our minds and bodies degrade we may be more or less suitable for or interested in different types of work   What is the state of age and ageism in the workplace, and what can in TA / HR do about it?     - Egregious examples of age-ism - Job search as an older recruiter - Common reasons why employers discriminate against older workers - Hiring manager vs TA - who is responsible for this? - Techniques job seekers can use to increase / optimise chances of progress - Employer side - who is doing anything about this? - Examples from Saga - Examples from BT - What can TA / HR leaders to today to mitigate ageism and create a generationally diverse workforce.   Must attend folks   We're on Friday 8th September, 2pm BST with Steve Jewell, Contract Recruiter (CSM Corporation), Cindy Trotta, TA Manager (Sperry Rail), Jo Dalton, Founder (JD & Co), Vicki Leonard, Senior TA Partner (Saga), & Matthew Howe, Head of Volume Recruitment (BT Group)   Follow the channel here (recommended) and register by clicking on Save My Spot     Ep222 is sponsored by our buddies Greenhouse   Last month, Greenhouse hosted a webinar focused on Inclusive Hiring in an AI World. Mona Khalil, Manager, Data Science- Engineering at Greenhouse and other experts discuss how your team can harness the power of AI correctly to find and retain top talent efficiently- and equitably.   In this webinar, you'll learn: How AI is changing the way we hire How to make the most of your hiring tech stack How AI and DE&I can work together to shape the future of hiring.   The webinar is available on demand, here.

CAREER PROGRESSION TIPS FOR TALENT ACQUISITION LEADERS   Back when you were you kid, the advice was always 'keep your head down, don't cause any trouble, work hard' and you will inevitably get your just rewards. Whilst not of this is false, it is certainly not complete and as we get older we have to resist the cynicism which inevitably takes hold as we watch others advance more quickly and further along, despite perhaps not having any excess of capability!   The reason is of course, the missing component to career progression - profile. We live in a world where information is both complex and incomplete. In order for us progression on our just merits, we need also to let others know about our work.   This is the topic of today's Brainfood Live On Air   - What is the PIE framework? - How do we define profile? - What are the differences between internal / external profile? - Can the two help each other? - What the best ways to increase profile in your business? - What mindset / heuristics do you need to develop in order to be consistently high profile? - At what point does this become self-aggrandisement? - Are there cultural differences in how to do profile? - Are there gender differences in how to do profile? - What are the best recommendations for the wannabe TA leader, going for a competitive spot?   All this and more folks - important one to do if you are on the career ladder   We're on Friday 1st September, 2pm BST with Anais Neumann, Global Head of Executive Recruiting (HelloFresh), Virginia Tirado, HR & TA Leader (ex-Zalando) & Jo Philips, Leadership Development Consultant (RecruitingGym)       Ep221 is sponsored by our buddies Symphony Talent   Symphony Talent is a recruitment marketing technology and creative services company that helps talent acquisition teams execute strategies that empower innovative candidate interactions. Our recruitment technology and award-winning Employer Value Proposition (EVP) strategy and employer brand campaigns support clients across the globe, including the world's leading brands.  Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.

THE BUSINESS CASE FOR BUDGET (WHEN TIMES ARE TOUGH!)     It's easy to get budget for your new recruitment toy, or cool event to attend or extra headcount when times are good and the cash is flowing into the business. How to do it when the entire market is retrenching and every penny is being accounted for? We're in a moment right now but rather than give up on the situation, can we reframe the proposition such that we might give ourselves as chance at grabbing some budget for to do what we need?   Lets speak to experienced TA leaders who know to put together a business case for budget when times are tough!   - When do you know you need budget? - How do you broach the conversation? - How important is pre-building the social capital? - Speaking the language of business - how does TA do this? - Do we think about other departmental heads and coordinate / compete? - Formal vs Informal - when to go through the back door? - Business case design - what is the formula? - How to design the deck - does it matter? - What is the best way to follow up? - Is this like sales? - How to justify the spend? - What is the after care?   All this and more friends, lets see if we can get more money for TA, when times are tough!   We're with Nick Thompson, Global Talent Marketing & Employer Branding Manager (IBM), Arielle Killroy, Founder (Dado) & friends       Ep220 is sponsored by our buddies KANDIDATE     Would You Like 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE?   ✅ 100% FREE trial to work with one of our world-class Sourcers ✅ 20 superstar candidates added to your talent pipeline ✅ We will work on ANY role, no matter how challenging ✅ Particularly effective for Engineering and Senior hires To make it even better, there are: 🚫 No charges if you hire 🚫 No hidden fees at all - it’s a 100% free trial   Email CEO Alex van Klaveren directly at alexvk@kandidate.com and ask for a trial. Mention you saw it on Brainfood!