The Recruiting Brainfood Podcast

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!

EXPANDING SCOPE: FROM TA TO TA+     Talent Acquisition is entering into a new era where organisations are prioritising flexible workforces on demand, fluid internal organisational structure to facilitate internal mobility and the continuous upskilling of the employee base in order to create an agile and resilient organisation fit for todays volatile and unpredictable world.   TA need to respond by expanding scope - doing more than acquiring external talent, and instead reimagining itself as a function whose aim is to deliver skills to demand, on demand. How can TA do this, what can we learn from TA leaders who are on this journey?   - What are the responsibilities of traditional talent acquisition? - What areas have fallen outside that scope? - How do TA leaders expand scope and take on further domains? - Is this a turf battle with other leaders in HR? - How do we make the business case that it should fall to TA? - How do you best prepare to lead domains where you do not have the operational experience? - What are the pitfalls of taking on too much? - What does a future People Ops structure look like? - And...do we need to change our name?   Let's talk to TA leaders who are already on this path and learn what we can. We're with Christine Ng, Head of Talent & People (Quantum Motion), Yasar Ahmad, Global VP of Mobility, Talent & Rewards (Hellofresh) & Ebony James, Senior Director Talent Acquisition, EB and People Ops (TIER Mobility)           Ep219 is sponsored by our friends 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.’   Be ready for anything with Pinpoint—the fast, flexible applicant tracking software. Book your demo now.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today   There probably hasn't been a more disruptive and then dominant recruitment technology business than Indeed, a company which somehow manages to be dominant incumbent and disruptive innovator at the same time. We're with VP and GM, Raj Mukherjee on the latest changes at Indeed, and what this means for customers and users in 2023 and beyond   - Pay per application - what, why, how and what would you do if we could do it again? - Tough decision: when did you know of the need for reduction in force? - As a leader, how does one repair the hurt from RIF - what techniques did you use? - What do you think you do especially well as a leader? What not so well? - Was it always an ambition to reach a leadership like GM of Indeed? - What lessons have you learned along the way which young Raj might have benefited from? - What is the state of recruitment today, where will be in 12 months time? - How does Indeed decide which moonshots to try, when do you decide to preserve or stop? - What are the marketing challenges for Indeed, a brand which everyone knows already? - How has AI impacted the Indeed product roadmap?     All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.       Ep39 of Founders Focus is supported by Indeed   More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world (Comscore, Total Visits, September 2022) and allows job seekers to search millions of jobs in more than 60 countries and 28 languages. Over 3 million employers use Indeed to find and hire new employees. More than 300 million unique visitors use Indeed each month to search for jobs, post resumes, research companies and more.   Hiring for talent, you need to check out Indeed

TURNING EMPLOYEES INTO LINKEDIN TALENT INFLUENCERS   One of the great case studies which have emerged in recruitment over the past month has been Cisco's remarkable employee advocacy programme, in which 84,000 employees received training on how to be a LinkedIn influencer. We can forget that almost all of us have powerful networks, many of which are plugged into the world's number one professional networking site, but few of us are actively posting on it. Might it be that we have simply never received the training for it?   We're going to explore this example and figure out whether it can be replicated for other employers   - How many employees are on LinkedIn - How many are daily active users - How many are weekly active, or monthly active - Can we identify those who are already active on platform? - What training is required to activate more? - How can we reward such behaviour? - What are the risks of activating an employee base on LinkedIn? - What direct incentives can we put into place? - How can we track performance over time?   Let's see if we can put together an employee advocacy plan for LinkedIn!   We're with Vicki Saunders, Employer Brand Lead (Curry's plc), Richard Bradley, VP Strategic Sales & Customer Success (Kelly), Leah Wise, Global Employer Branding (Hellofresh) & Marian Jarzak, Employer Brand Partner and we're on Friday 11th August, 2pm BST - save your spot by clicking on the green button!       Ep218 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   hosted by    

LINKEDIN ALGORITHM UPDATES     Have you noticed a collapse in the effectiveness of your LinkedIn posts?   If you have, then it seems that you might not be alone, as LinkedIn have made some significant changes to the newsfeed algorithm which all recruiters need to be aware of. Revealed in an interview with Entrepreneur, it seems that LinkedIn is prioritising content which genuinely adds value (how do they determine this), is resonant with your profile page (we need to pay attention to this) as well as post frequency, media choices and engagement back with engagers.   Pretty much essential that we get on top of this, so I'm bringing back one of the best experts in the business to help update us on the state of the LinkedIn algorithm. Andy Foote, flying in solo with this for this one!       Ep217 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!

Fully Autonomous Hiring   The promise is there: a recruiting process which runs autonomously without the need for a human recruiter or a human hiring manager, coordinator, background checker or anything else. Lets take a leap forward and see how it might be accomplished!   - Identification - Engagement - Assessment - Negotiation - Close   How does technology do all of this, WITHOUT just moving a human being through a process which is which demonstrably inhumane? What does candidate experience look like when we have no human contact on the other side. Who will be the first company to try this?   All this and more on Brainfood Live On Air. We're on Friday 28th July, 2pm BST, and we will be following a presentation by Stan Wasowicz on this speculative future, and use it as a launching pad for a conversation of the de-humanisation of hiring.   Click on the save your spot button to register and follow the channel here (recommended) to be notified when we go live.       Ep216 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!

Tech Hiring Landscape: 2023 Mid Year Review   We're well into Q3 and by now we should have a reasonable view as to how the tech hiring landscape is going. It has been an extremely challenge 12 months for the VC backed tech sector, as we've seen a refocus on profitability over growth as investors turn conservative in light of high interest rates, constantly VUCA-ring uncertainty and, perhaps, the prospect of a decade long slow down on economic growth. How does this all affect tech recruiters and tech hiring?   - Volume of tech jobs - Regional variance - UK, EU, USA, APAC, LATAM etc - End of super star cities? - Has remote redistributed tech jobs, dispersing them geographically? - If so, which places have been the beneficiaries? - What are candidates saying? - How does this impact KPI's on recruiting for tech roles? - Has the role of the tech recruiter changed? - Advent of AI, has this changed tech candidate behaviour? - What should tech recruiters be doing for the rest of 2023?   All this and more on Brainfood Live On Air. We're on Friday 21st July, 2pm BST, with Matt Doyle, Senior Manager Talent Acquisition (Tenable), Sam Berthoud, Director of Account Management (hackajob), Ach Petrosyan, Recruiter (Levelup Ventures) & Bharath C, Recruiter (Meta)   Click on the green button on the top right to register and follow the channel here (recommended) to be notified when we go live.       Ep215 is sponsored by our buddies hackajob     Are you tired of spending endless hours sifting through resumes and struggling to find the perfect candidates for your open positions?   Look no further! hackajob is here to revolutionize the way you recruit top talent.   Our state-of-the-art recruitment marketplace connects you with qualified candidates in your industry, saving you time and resources in the hiring process. Plus, our advanced matching algorithm ensures that you're only presented with the most relevant candidates for your open roles.   But don't just take our word for it - book a demo with our team and see for yourself how hackajob can transform your recruiting efforts. Trust us, you won't be disappointed.