The Recruiting Brainfood Podcast

AI Enabled Job Seekers - What is the Assessment Plan?   We know that job candidates are now extensively using generative AI tools to improve their chances of passing through job assessments. We can expect this number to increase as competition for opportunities continues to be high and innovation in tech becomes ever more sophisticated. Do we recruiters have a plan to deal with this?   You will learn: - Candidate usage of GAI - status - Surge of job applicants ...is it from mass apply tech? - GAI for CV, Cover letter, Application form - Teleprompter tech for video interview - Touch up enhancements (visual, audio) for video interview - Available techniques for mitigation - detect, deter, design - Which assessments types are MOST exposed to job seeker use of GAI? - Which assessments types are LEAST exposed? - What does the most future proofed assessment flow look like?   All this and more as we dip our toe into a future, where every candidate is a centaur.   We're with Christine Ng, Head of People & Talent (Quantum Motion), Robert Newry, CEO (Arctic Shores), Antonia Manoochehri, Founder (Lumenai), Becky Lee, Head of Student Talent Attraction (EY) & Bas van de Haterd, Founder (Digitaal-Werven)       Ep233 is sponsored by our buddies Pinpoint     Be ready for anything with Pinpoint—the fast, flexible applicant tracking software. Talent teams are constantly faced with change. From hypergrowth to evolving policies to hiring managers simply changing their minds, recruiters need to quickly respond to new demands.   Your ATS should make that easier to do, not harder.   Enter Pinpoint: Our intuitive platform means it will always be easy-to-use for your talent team, hiring managers, and candidates. And under the surface, you’ll find the flexible tools you need to continue evolving. Stay agile as you grow your company, advance your talent strategy, or hire across different markets.   Fast, flexible software and unlimited help from our team means you'll attract the right candidates, select the best, and wow your new hires from the moment they say ‘yes.’   Book your demo now.

STATE OF THE RECRUITER JOB MARKET, PT2   It has been a very challenging market. We did the pt1 of this mini series at the start of the year and we had hoped that things would improve for recruiters looking for work, but I don't think we can say that it has. The market buoyancy that we've experienced over the past decade and half might turn to be entirely a zero interest rate phenomenon, and we need to adjust to changed realties.   Let's talk to recruiters who are at different stages of the job search - from recently looking, on the market for a while, to those successfully closed. We need to talk about what we're seeing, so that we can share learnings, connect and figure out how best to optimise for these suboptimal conditions.   You will learn: - Market perspective from the job seekers - Germany, UK, USA, Ireland - What trends are discernible? - Salary / compensation - Status of remote - Language requirements - Applicant volume - Inbound opportunities...any at all? - Best practice / recommendations     We're with Nikki Tarr, Head of TA (ex-ClearCourse), Tanguy Lacroix, Talent Acquisition Partner (ex-Qonto), Sofia Broberger, Recruitment Trainer (Freelance), Jon Hull, Head of Resourcing (ex-Balfour Beatty), Amanda-Jane Lamont, TA Leader (ex-Zalando) & Caroline Hunter, Recruitment & Talent Director (ex-Cielo) & friends.     Ep232 is sponsored by our buddies Symphony Talent     Symphony Talent combines CRM, career site, programmatic advertising and creative services for the most complete recruitment marketing and campaigning capabilities you'll find in one platform. Increase applicant flow, reduce hiring time and build a world class employer-of-choice employer brand with Symphony Talent's unique technology and services suite.   Need to improve your top of funnel talent acquisition? Contact one of our experts today.

CREATING A CAREER PATHING FRAMEWORK FOR YOUR TA DEPARTMENT   Inspired by a question asked in the online community, we're going to do this conversation on how to build career path & progression framework for Talent Acquisition. A structure of this type is essential for any significant department in business, helping not only create visibility on resourcing gaps but also on how candidates and employees can progress their careers within the business.   How many of us have one of these for TA? My guess is, not nearly enough.   You will learn: - What is the right size of department to start to build out a career pathing framework? - What models are available and which should you choose? - How to do build the compensation framework? - How do we ensure substantive differentiation between the levels? - How to do keep flat hierarchy? - What is the typical structure which most TA departments use? - Are there any industry standards on this? - How do we implement once a framework has been designed?     All this anymore as we learn about How to Create A Career Pathing framework for TA.   We're with Annie Jackson, Head of Talent Acquisition (CLEO), Andrea Marston, Senior Director, Global Talent Acquisition (VMWare) & Andreea Lungulescu, Founder (TA Crunch)     Ep231 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

HOW TO HIRE IN LATAM   As I will be in Colombia this week, it is fitting that I should do a Brainfood Live on the topic of Hiring in LATAM. As the world re-globalises around new supply chains and regional blocs, as well as jobs shifting across those boundaries as companies seek the best available talent at the best available price, we are overdue a visit to Latin America and all the diverse economies of this 1 billion person region.   This is a show for every recruiter currently or previously working in or for LATAM, as well as for employers who have a global hiring perspective.   You will learn: - What are the core considerations of an external employer hiring LATAM employees? - How great are the regional differences within Latin America? - What degree of English language proficiency can be expected? - Where is the technical / commercial / support talent? - Compensation exceptions - Relocation interest or demand - Competitor employers are local level - Competitor employers are international level - What is the status of remote, D&I, employee mobility?   All this anymore as we learn about hiring in LATAM.   We're with Juliana Park, Founder (HRX Brasil), Izka Gonzalez, Founder (The Hiring Revolution), Carlos Guillermo Lopez, Founder (IHR Latin America) & Stephan Poweska, Head of Global Talent Acquisition (Lionbridge), with Jonathan Romley, CEO of Lundi in the copilot seat.       Ep230 is sponsored by our buddies Lundi   Most companies struggle with hiring, especially internationally. Lundi empowers you to recruit talent anywhere in 40 languages and across 65+ countries, fast.   Not sure where to start? Lundi will help you identify the best countries for every role, so that you can unlock global hiring at scale and grow your business.   Contact us here if you're hiring in a market you're unfamiliarity with - free consultation + direct connection with local staffing experts.

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.