The Recruiting Brainfood Podcast

How To Measure Quality of Hire   Quality of Hire is without doubt the most important metric that CEO's care about. They want to hire the best people for the business and make sure that they are quickly up to productivity and adding competitive value to the business. And yet, Quality of Hire remains the metric is which least monitored by TA - why is this?   We're going to explore the context behind this measurement, why we think QofH is under utilised, and how it may be possible to implement if we want to change.   - What is Quality of Hire? - Why do we think it is not measured by TA? - Does HR own this metric as part of the responsibilities for Talent Management and Development? - What role do Hiring Managers play in this measurement? - If TA does connect QoH with hiring measures, what benefits can we expect? - Are there any examples of TA being able to implement QoH? - Do we think AI will help us solve these problems? - How do we go about implementing QofH if we have not done it before?   All this and more on Brainfood Live On Air.   We're with proponents and opponents this week with Rob McIntosh, VP of Recruiting Solutions (PSG Global Solutions), Chloe Morrison, Recruiting Operations Programme Manager (Datadog), Chantelle Jones, Talent Strategy Director (Nash Squared) & Andrew Gadomski, Operations Research Senior Analyst within CISA (US Dept of Homeland Security   Ep204 is sponsored by our buddies Greenhouse In today’s hiring landscape, everything worth doing is worth measuring. Whether you’re planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process. To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment.  Register for the Greenhouse Goals webinar to hear from top TA leaders how to set your team up for success in any hiring climate.

How to set up an Elite Talent Analytics Function   We can't have a workable recruitment strategy if we don't have access to accurate, current and relevant information. Talent intelligence (external labour market) and Talent analytics (internal people analytics) are two halves of one of the most important functions leading recruitment teams are building in order to make data driven decisions on hiring.   But how do you start? This is topic of Brainfood Live On Air   - Talent Intelligence vs Talent Analytics - what's the difference? - What talent information is relevant to the business? - How universal or contextual is this information? - Where does the information sit, how do we access this? - What value do you (as leader) and the business (as customer) expect from Talent Analytics? - Does this pertain to recruiting only, or to Talent management also? - What tools can I use / should I use? - What size organisation is ideal / mandatory for a Talent Analytics function? - Can you give examples of where Talent Analytics has changed a decision for the better? - For the worse? - How does GAI impact the future of Talent analytics?   All this and more as we dive into the an importance niche in the Talent Acquisition. With Piret Luts, Global Head of Talent Analytics (Nortal), Facundo Tripodi, People Analytics Senior Manager (Medallia) & Allie Bleier, People Analytics Consulting Lead     Ep203 is sponsored by our buddies Greenhouse In today’s hiring landscape, everything worth doing is worth measuring. Whether you’re planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process. To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment.  Register for the Greenhouse Goals webinarto hear from top TA leaders how to set your team up for success in any hiring climate.  

Recruitment Leadership in a Mega Scale Organisation   Most of us have had experience of SME and Corp size organisations, but few of us might have had the chance to work at truly mega scale organisations. What is it like to be working for an organisation with tens of thousands of employees? How do you do TA leadership in an environment like this - what are the things you have to do which differ from leadership at smaller scale?   We're delighted to host the recruiting legend that is Andy Headworth and interview him on his experience at as Deputy Director of TA at HMRC   - What do outsiders need to know about recruiting at HMRC? - How does it differ from other government departments? - What does a person transitioning from private sector most need to know? - What are the most important constraints? - What are the competitive advantages? - Personal skills - how would you prioritise the skills required to lead a department in this organisation? - What are the main reasons why a recruiter should look at mega scale organisations for a career?     Ep202 is sponsored by our buddies Willo   Speaking to candidates on Zoom, Teams or Skype and It’s a great way to meet people, but it can also exhausting, inefficient and inconvenient Willo has taken the interviewing process and brought it into the 21st century. They looked at all the negatives of traditional interviews like scheduling, fatigue, anxiety and travel, and created a virtual interview process that candidates actually love - and they have an NPS score to prove it...   They also have native integrations with Workable, Greenhouse and Zapier, so you can automate your selection process, cast a wider net, and really scale things up.   Get 10% off when you signup at willo.video, that's W-i-l-l-o dot video with coupon 'brainfood'.

Prompt Engineering for Sourcing We can already predict that 'prompt' is going to be the Word of the Year 2023. The idea that we can get good at asking and contextualising questions has probably never come up before, but now that the outputs we want from generative AI is dependent on how skilfully we communicate what we want to the LLM that powers the AI, it has become a skill that we must develop. Already, "Prompt Engineer" has become a job, and so we have got to ask, is this the Sourcing, and if so how can we get good at it?   - History of Sourcing - What is different between Sourcing vs Prompt Engineering? - Can't I just ask the AI what the best prompt is? - What kind of elements make a good prompt? - Have we developed a 'golden set' of prompts which universally improve the outputs? - Do prompts differ according to application (like sourcing does across search engines) - What recruiter specific prompts are working best - Compare Bing / Bard / ChatGPT / Other - What are the best resources for Prompt Engineering online   All this and more as we bring together the leading sourcers who are also becoming leading prompt engineers for recruitment -  Denys Dinkevych, Global Talent Sourcer, Irina Shamaeva, Partner (Brain Gain Recruiting) & Greg Hawkes, Principal Sourcing Leader M&T Bank. We're on Friday 14th April, 2pm BST Ep201 is supported by PitchMe   PitchMe helps recruiters hire faster and cut costs by automatically sourcing, updating and shortlisting candidates in their ATS. Their data-driven technology automates sourcing, updating and shortlisting to enable recruiters to spend more time getting to know their talent, rather than updating databases. PitchMe’s smart solution draws data from 30+ digital sources to build accurate, in-depth and up-to-date profiles of candidates, and uses objective and unbiased skills assessment to rank the best candidates for every role.

Supercharge your Recruitment Marketing with AI Recruiters have been going crazy about the AI revolution but most of what we have been doing has been focused on direct candidate acquisition. What are other adjacent disciplines doing with Generative AI? I'm finding that recruitment marketers are doing some crazy things with AI, short circuiting processes which in usual case would take days and weeks. Whether it is image creation, video generation, lead research or process optimisation, we're going to take a deep dive with industry heroes who have taken a hands on approach to supercharging their recruitment marketing   - What gains have you made with Generative AI? - How have you used this for content? - How have you used it for relationship management? - How has AI helped with distribution, or has it not? - Has AI helped close customers? In what way? - What are the most useful tools today? - Lets have a look at some recipes - Into the future - where do we go from here?   We're with Sara Dalsfelt, Head of Brand & Community (Adway), Martyn Redstone, Founder (BotJobs), Bobby Leonard, MD (The Recruitment Events Co), Sam Berthoud, Director of Account Management (hackajob) & friends    Ep200 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

Tech Layoffs & the Tech Job Market: From the Developers POV   There's probably no bigger story in the world of recruitment that the Big Tech Winter - led by VC backed scale ups who started make big staffing cuts, followed by the FAANG who have all made unprecedented cuts to staffing. What does this mean for the tech labour market? What indeed, do the engineers themselves think of the situation?   We are going to learn directly from the software engineering community and platform them to tell us what they think the market looks like. As tech recruiters you will learn   - Developer mindset to new opportunity - Most important reasons to move - Value of Flexible working - Value of equity / stock options - What has the compensation rate been? - What industries are most attractive for software engineers - What industries are engineers avoiding? - What technologies / tools / frameworks does it matter? - What about GAI - how does this impact job discovery as a software engineer? - Where the places developers go to look for jobs?   We're with Ollie Glass, Data Engineer, Tancredi Trugenberger, Senior Front End Engineer, Alla Pavlova, Recruiter (Riot Games), Iwan Gulenko, Founder (CoderFit), Fabrizio Moscon, CTO (Ninety Nine) on Friday 31st March, 2pm BST     Ep199 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.

Mental Challenge of the Neurodiverse: Real Talk from Recruiter Heroes   Important change of pace to Brainfood Live today. I was approached by Balazs, Michael and Vanessa to do a show on the topic of neurodiversity within our OWN community, and especially on the value from confessionals which can help others understand the different types of neurodiversity, how they can be manifested and expressed, what challenges this can mean for the individual and what challenges it can mean for others around them!   This is real talk folks from friends who are prepared to care and share. Nobody is going to be an expert here, we are all just going to talk about what we know and how simply doing that may be step 1 in creating a healthier environment for human relations.   We're with Vanessa Raath, Founder (Talent Hunter), Michael 'Batman' Cohen, Founder (Wayne Technologies), Balazs Paroczay, Founder, (The Source Code Agency)       Ep198 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.

Hiring in South Africa in 2023   Brainfood World Tour continues and this time we go to one of my favourite countries, who have one of my favourite recruiting communities - South Africa. There are challenges and problems with every country and region of the world, but I think fair to say that Africa in general and perhaps South Africa in particular, were early examples of what we can now see as 'disaster pron' where media coverage could only be negative. One of the missions of brainfood is to platform local people and local recruiters and learn more from them directly, rather than through our own distorted media lens.   Tons of stuff happening in South Africa, so lets find out what they are!   We will discuss: - Labour market economics - Skills dispersal in South Africa - Shift to remote / global shift of jobs - DEIB - what does this mean in SA? - Core challenges to overcome - who needs to know what? - Why hire in South Africa? - How to hire in South Africa?   We're with Vanessa Raath, Founder (Talent Hunter), Lerato Mopeli Dibodu, Talent Acquisition Partner (Bash), Megan Petty, Senior Marketplace Specialist (NTT) & Nkosinomqhele Zulu, Talent Acquisition Specialist (Kindred)         Ep197 is sponsored by our buddies Join Talent   Have you heard about Join Talent's amazing Talent Acquisition Insights project?   They are a series of how-to guides on topics such as Using Assessments in Talent Acquisition, Market Mapping, Benchmarking, Building KPI's and Using Data and more. It's some of the most pragmatic recruiter centric guides I've seen - and all freely downloadable in the Join Talent Resources Hub.   All free to download,so get to it!

Impact of Generative AI on Equity, Diversity and Inclusion   One of the most telling things about output from Generative AI is the inevitable stereotyping that is produced. Go to Mid Journey and ask it to generate images of doctors, and guess what type of images come up? Now try the same with nurses. Or hunter gatherers. Or Fireman. Or Jesus for that matter. The point is that GAI is trained on historical data that is already out there, and will l   We will discuss:   - AI Hallucinations - Dangerous knowledge made more accessible - Lack of equivocation - everything is plausibly true - Death of the Internet (we stop searching) - Copy right / Copy wrong - Inevitable rise of spam - End of trust   And what is the ethical AND practical the way forward for recruiters in the post ChatGPT world?   We're with Devoreaux Walton, Diversity Sourcing Consultant (IBM), Bas van de Haterd, Founder (Digitaal-Werven) & Daniela Felletti, Founder (Talents Connection)     Ep196 is sponsored by our buddies Metaview Use the power of AI to make onerous interview note-taking a thing of the past.   Get automatic, AI-generated interview notes from Metaview, saving you hours of time and allowing you to focus on high-quality interactions with candidates. AI Notes are already having a transformative effect on recruiting teams who no longer have to spend time relentlessly typing away. Here’s just some of what we’ve heard from early users: ”Just WOW!” ”This feature has been life changing. It definitely allows me to focus more on the conversation and candidate, plus I take less time to fill in my report after the fact.” “I not only found AI Notes helpful, but I was blown away by how refined the information is.” Request access here to try it for yourself.

Recruiter Use Cases for ChatGPT - Part 3 - Ethics & Concerns   We have to keep going with ChatGPT, because whilst we are getting the hang of how it works for us, we are also beginning to see the outline of the challenges ahead of us. From AI hallucinations, overly authoritative single answers, political ideology baked into responses, crazy outputs from jailbreaks, as well as a host of legal and ethical issues stemming from the use of training data by human hand. Let's go through the major areas of ethical concern in the use of ChatGPT for Recruiting.   We will discuss:   - AI Hallucinations - Dangerous knowledge made more accessible - Lack of equivocation - everything is plausibly true - Death of the Internet (we stop searching) - Copy right / Copy wrong - Inevitable rise of spam - End of trust   And what the way forward for recruiters will be in the post ChatGPT world!   We're with Irina Shamaeva, Founder (Brain Gain), Mark Deubel, Recruiter (GitLab), Matt Burney, VP (Indeed), Tony Fish, Lecturer AI & Ethics (London School of Economics) & friends     Ep195 is sponsored by our buddies Greenhouse Despite big tech layoffs dominating the headlines, many companies continue to hire. In fact, a reported 94% of employers plan to add headcount in 2023 in a newly released report from WorkTech (principal analyst George LaRocque) in partnership with Greenhouse:New Technology Shaping the Future of Work. This new research also shows 71% of companies plan to increase or maintain Hiring Work Tech budgets in 2023. Is your company prioritizing the right Work Tech to help your team connect better and be more effective? Dive into the research here.