The Recruiting Brainfood Podcast

WTF is Fractional Working?   Do a search on LinkedIn for 'Fractional' and you find increasingly large number of results for experienced professionals - sometimes C-level pro's - calling themselves 'fractional'. A very recent phenomenon, this is the belated recognition that sometimes you may not need a key resource 100% of the time, all of the time, and in fact you only really need that person a percentage of the time. This is the fractional working and it's the topic of today's Brainfood Live On Air.   - How does Fractional Working differ from Contracting or Freelancing? - What does the taxonomy of working styles look like? - What kind of contractual relationship do fractional workers have with employers - Are they employers? - And if so, how are benefits handled? - How do companies handle confidentiality and conflict of interest issues? - What are the benefits of working in fractional way, for worker and employer? - How does this differ from 'overworking'? - What roles are most suited to be fractionalised? - How do I find fractional work?   All this and more on Brainfood Live On Air. We're on Friday 14th July, 2pm BST, with Barry Flack, Fractional HR Exec (BF Consultancy), Leah Sharma, Head of TA (various), Clair Bush, Fraction CMO (Thrive) & Alan Walker, Founder (Udder)       Ep214 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 friendly team today.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today     Next up are two business leaders who have come together to bring some mega brands together - it's Ryan Steelberg, President at Veritone with Alex Fourlis, CEO of Broadbean - who are going to talk to us about leadership, vision, M&A and the future of recruitment technology and how it applies to the changing behaviours of job seekers and employers alike     - How did the deal happen? - When was the moment when it was clear it was going to happen? - As business leaders, who do you separate from the rational from the emotional? - Do you think everyone should do it or are there certain traits and circumstances which would make entrepreneurship a better or worse idea? - Have you done any personality assessment and if so, what did it say about your leadership style? - How does transitioning to senior leadership feel like after being sole leader? - What are the main market drivers which are impacting product makers right now? - With the rise of technologies like low code no code and GAI, how would entrepreneurship change in future? - How do exogenous factors influence the thinking of a CEO? - Has AI changed the Veritone / Broadbean roadmap - What does the recruiting world look like once AI becomes ubiquitous? - What can customers of the Veritone family of products expect for the rest of 2023     All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.     Ep38 of Founders Focus is supported by Veritone     Veritone, a leading provider of enterprise AI solutions, has acquired Broadbean, a global recruitment SaaS technology company, from CareerBuilder. This acquisition significantly bolsters Veritone's AI-driven Human Resources portfolio, building on their previous acquisition of PandoLogic in 2021. With Broadbean’s job distribution software and extensive job board network paired with PandoLogic’s programmatic AI technology, Veritone’s HR Solutions will bring the full benefits of the latest recruitment marketing technologies to companies worldwide

Recruiters Moving On Up: Overcoming Imposter Syndrome:   Fresh from seeing tons of recruiters make their speaking debuts on Recfest, we're going to speak to as many of them as we can to chat about the mental aspect of doing things which give us anxiety, especially the sense that 'you might not be good enough'.   - What is imposter syndrome and do we all experience it? - How prevalent is it for recruiters / HR, do we feel it more than professionals in other departments? - What techniques do we have to combat it? - How does identity interact with imposter syndrome? - Is it matter of in-group vs out-group? - How do we help others ameliorate the feeling? - What can TA Leaders do to help direct reports overcome it? - Does it get better with age?     We're on Friday 7th July, 2pm BST, with Lauren Harrop, Talent Acquisition Partner, (D2L), Becca Collis, Senior Manager Talent Acquisition (AMS), Anna Pokrzywka-Szklarska, Sourcing Manager (RTS People) & Alex Geht, Talent Sourcing Lead, Added Value         Ep213 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

Demographic Crisis, AI, Immigration & the Future of Work   Do you have the feeling that there are big changes happening in the world? The reason why we haven't have a 'new normal' for a little while now is because there are a number of critically important macro trends which are forcing factors to decisions government, businesses and individuals have to make. The candidate shortage, the rise of AI, the need for, yet hostility to, immigration and some very real questions on the relationship between economy, society and technology.   - What contribution does the demographic crisis make to candidate shortage? - How effective will extending the pension age increase the workforce? - Do we need immigration, if so, why are we seeming so against it? - Has any society reversed population decline without immigration? - Will AI / Automation be the 'solution' for organisations who can't hire enough people? - How does AI disintermediation impact the government tax base? - What are the techniques we can use to balance the need for workers, the need for rest, the need for pay and the need for tax? - How does all this impact the work we humans should be doing, and will be paid for doing?   It's big talk folks, so we have big hitters leading the conversation. We're on Friday 30th June, 2pm BST, with Kevin Wheeler, Founder (Future of Talent Institute), Laetitia Vitaud, Director (Cadre Noir) & Mariano Mamertino, Economist, (The Burning Glass Institute)   Ep212 is sponsored by our buddies Kandidate Get 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE! With Kandidate For a limited time only Kandidate are offering a 100% free trial to work with one of their world-class Sourcers to build a talent pipeline for you, for free. Their sourcing team were trained by Alla Pavlova and Vanessa Raath - two of the top coaches in the industry. Sourcing is particularly effective for Engineering and Senior hires, and they will source for any role, until you have 20+ candidates in the pipeline. Click the link, complete the short form, and a member of the Kandidate team will be in touch. Or reach out to Alex at alexvk@kandidate.com to find out more.

AI is changing Software Engineering: What Tech Recruiters Have Got To Know It should come as no surprise that the sector that is most exposed to the implications of generative artificial intelligence is the sector that built it. Software engineers were amongst the first to see a mainstreaming of this new class of technologies (GitHub Copilot) and were amongst the first to realise the Janus-like future we have before us: extraordinary gains in productivity vs existential risk of disintermediation! One thing that software engineers realise is that GAI is going to change software engineering work. With that change will come a re-prioritisation of skills, and with that, a reorientation of what the most in-demand skills to hire might be. Today's topic of Brainfood Live on Air is going to be tech intensive review of what's going to change, and from the developers voice themselves, what tech recruiters have GOT TO KNOW. - What is the sentiment in Software engineering about Generative AI? - What percentage of software engineers currently use GAI? - How does Copilot help individual software engineers? - How does it impact the thinking of software engineering leaders? - When we visualise the future engineering team in a GAI world, what does that look like? - How do the required skills change? - What do engineering managers look for when they next think about hiring for skills? - How do we assess for them? - How do developers think tech recruiting will change? - How are tech recruiters going to win in this new future? All this and more folks - essential one for anyone hiring for tech We're on Friday 23rd June, 2pm BST, with Joshua Hoffman, VP of Engineering (Sharpist), Alla Pavlova, Recruiter (Riot Games), Iwan Gulenko, Founder (CoderFit) & Serban Constantinescu, (Random Tech Guy) Ep211 is sponsored by our buddies CodeSignal CodeSignal is how companies can identify the right candidates with the right skills – even if they don’t have the “right” profile. We provide everything from initial assessments to technical  screens and onsite interviews. For too long companies have spent too much time sifting through all the noise produced by traditional resumes, inconsistent interviews, and homegrown assessments when all they really want to know is how well this person can do the job. Want to learn more about going beyond the noise in technical hiring?  Learn how to go beyond the noise.

How TA Leaders Use ChatGPT and Generative Artificial Intelligence?   My observations on ChatGPT / Generative AI is that the most advanced users in our industry have been individual contributors operating on their own initiative in to get more efficiency in their personal work. This has been amazing to see, but something is clearly missing - where are the strategic initiatives, what are TA leaders, Heads of function doing to make sure their teams are 'AI enabled'? We might be looking at the situation where the leadership tier are the last to know about this incredibly significant technological change - not good when exactly those same leaders will be charged within making decisions on the use of AI.   - Use cases for TA Leadership on Generative AI - What are the challenges for leadership in AI adoption? - How do you get your team AI enabled? - Where can Generative AI be most valuable for TA leaders, not only delivering efficiency gains for their own work, but also in performance improvement for their team? - How are C-suite interacting with TA / HR leadership on AI issues? -  What do they expect from us? - What are hiring managers thinking when talking AI with TA?   All this and more, as we try and crystallise the thinking about AI for TA Leaders.   We're on Friday 16th June, 2pm BST, with Yasar Ahmad, Global VP of Talent, Rewards & People (HelloFresh), Ben Gledhill, Talent Acquisition Director (Manchester Airports), Rachael Leinster, Recruitment Manager (Field Energy) & Jan Tegze, Director of Talent Acquisition (Tricentis) & friends       Ep210 is sponsored by our friends 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 Google's AI Search Changes Recruitment Marketing Google's response to the gauntlet thrown own by Open AI has been belated, but increasingly impressive. AI Search promises to be as big if not bigger than semantic search, with Google generating content from a user prompt a la ChatGPT rather than just presenting a list of blue links for the user to further investigate. The implications of this change - from candidate sourcing to employer branding is profound. - What happens to site traffic once Google stops being a sign post to end destinations? - Does this mean career pages are over? - What can content marketers do, has the final bell tolled for SEO? - Do we even care about SERPS? - How are ads going to be work in this new Google? - How are job ads going to work in this new Google? All this and more - we're with Steven Rothberg, Founder (College Recruiter), Louise Triance, Founder (UK Recruiters), Viktor Nord, CEO (Adway) and Matt Burney, Strategic Talent Advisor (Indeed) Ep208 is sponsored by our buddies Adway    👉 5 x relevant applicants per tech vacancy  👉 200% increase in fill rate  👉 Zero time spent sourcing  👉Half the recruitment marketing costs  👉When hiring senior tech talent? That’s what tech consulting firm, ELITS were able to achieve using Adway’s Automated Social Recruitment Marketing platform! Adway provides ambitious talent acquisition teams with a fully automated platform to ensure more, relevant candidates at scale whilst simultaneously getting your employer branding to market. Want to know how they did it? Check out the case study here: https://lp.adway.ai/case-elits-adway-tech-talent-sourcing

Life & Times of a Portfolio Recruiter in VC   One of the most promising developments of the tech scale up era has been the recognition by Venture Capital firms that Talent is one of the critical components for success of the companies they invest in. The formation of the 'recruiter in residence' or 'Head of People' who work across the portfolio is one of the most interesting developments of the recruiter career path and one which brings unique challenges - neither fully in-house, nor exactly 3rd party, but something in between.   It's the topic of today's Brainfood Live, where we talk to Portfolio recruiters on the why this role is different, how to get good at it, and how to get on this career track if you are looking for it.   - What are the main differences between in-house, agency and portfolio recruiting? - What things would you do differently if you could have the chance the do it again? - How do you decide what projects to work on? - Any tips for dealing with headstrong founders? - What is the expectations from the partners? - How do you measure success as a Portfolio recruiter? - What are the skills required to be good at this type of recruitment? - How do I get a job as a portfolio recruiter?   All this and more - we're with Catherine Allan, Head of Talent (OMERS Ventures), Adriana Hurduc, Strategic Talent Acquisition Manager (Calvary Ventures) & & Nico Blier-Silvestre, Partner, Platform (Dreamcraft VC)       Ep207 is sponsored by our buddies Starred Starred is a Candidate Experience analytics platform that helps recruitment teams collect, analyze, benchmark, and act on candidate feedback at every stage of the recruitment process. Say goodbye to guesswork and hello to data-driven hiring. With actionable insights, you'll have a deeper understanding of your candidates' experiences so you can improve the recruitment process. We combine insights from your candidates with hiring manager and recruiter feedback allowing you to get a 360 view of your recruitment operations. By pulling fields from your ATS, you can segment your insights on whatever level you want, think recruiter, hiring manager, department, job role, country, and many more. Curious how leading names like Diageo, HelloFresh, Dropbox, Twilio, and Deloitte are leveraging Starred insights to make better hiring decisions? Have a look at our website, or book a demo with our team.

How to Measure the Impact of Employer Brand?   Few people in recruiting would doubt the importance of Employer Brand, especially when hiring for the highly skilled, in-demand. In the world where the candidate retains high level expectations and has the research skills to unearth information about an employers reputation, it is more important than ever to make sure that companies have EB at the forefront of their attraction strategies. But how do we measure the impact of it?   - What is Employer Brand? - Why is it important to measure the impact of EB? - What information should we trust? - What information is dangerous to trust too much? - What are expected to be the collectors or source of this data? - How do we do attribution? - What are the quick and dirty solutions to getting some numbers in this?   All this and more on Brainfood Live On Air. We're with Modiara Kamps, Head of Employer Branding (Boston Consulting Group), Lindsey Sanford, Director of Business Operations (Patreon), Ben Philips, Marketing & Brand Global Lead (IBM) & Andy Curlewis, Managing Director (Cielo Talent)   Ep206 is sponsored by our buddies Red Branch Media At Red Branch Media, we prioritize our clients above all else. We recognize every business has individual marketing strategies and campaign requirements, so we work closely with you to create top-tier outcomes and revolutionize your marketing game. Our comprehensive memberships range from digital services to website development, laser-targeted digital ads, and more. No matter the type of campaign you require, you can trust we'll deliver.  Visit redbranchmedia.com to get started.

Moving to Skills Based Hiring (SBH)   We've heard a great deal about Skills Based Hiring but what is it and what does it actually look like in practice? The movement away from hiring on bio / experience is welcome, as we know correlation is very weak before prior experience and job performance, but how exactly are we meant to identify people who can / want to do the job?   - What is SBH? - Are certain job roles more suited to it than others? - How do you understand what skills are required to do a job? - Are we talking about personality traits? - What kind of assessments are suitable for the task? - What kind of business case can be made for SBH? - Do recruiter skills change, in the context of SBH? - What benefits can we expect, what challenges?   All this and more on Brainfood Live On Air. We're with Andrea Marston, Senior Director Global Talent Acquisition (VMWare), Luke Davis, Founder (Diversify.io), Chantelle Jones, Talent Strategy Director, (Nash Squared) & Richard Bradley, VP, (Kelly Services)   We're on Friday 12th May, 2pm BST   Ep205 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 friendly team today.