The Recruiting Brainfood Podcast

How To Hire for a Brand No One Knows   I mean no offence! But lets face it, there are some brands which are too new, too niche or simply too back in the supply chain to be well know to the masses. I suspect hiring for these companies may well be different prospect to hiring for well known B2C players, especially in tech. How do you go about marketing job opportunities for an employer no one knows?   - What the challenges of hiring for a brand that is less well known? - Is it harder than hiring for a well known company? - What strategies work / don't work? - What is the best outreach strategy when name recognition is zero? - How to overcome common objections?   All this and more with Iwan Gulenko, Founder (CoderFit), Alla Pavlova, Recruiter (Riot Games) & Wim Dammans, Recruiter (TenneT) - experienced recruiters who have all worked for employers no one knows.     Ep161 is sponsored by our buddies Talentiir   Talentiir is the Talent Partner for Companies in Scandinavia and enables growth stage scale-ups to hire the best talent in the most efficient way. We offer 3 Tiir levels of service, and modular plug and play services. Talent Search, In-house Talent or Talent RPO, contact one of our friendly team today and we will work with you to find the best option to support your growing organisation.

Sourcing without LinkedIn....A 7 Day Challenge   We all b1tch about LinkedIn, but how many of us can actually recruit without it? I suspect it will be fewer than we would like to think! Hence, when Balazs and Ildiko posted about their 7 day experiment, it immediately grabbed my attention. What would we learn if we tried to live without unquestionably the most important service recruiters are using today?   You will learn:   - How much dependency do we actually have on LinkedIn? - What percentage of recruiters are on what plans? - What are the standard activities recruiters perform on LinkedIn? - Without LinkedIn, what are the options? - Alternative sites - Scraping tools - Community spaces - Events data   All this and more with Ildikó Jakab, Senior IT Researcher & Onboarding Consultant (Qualysoft), Balazs Paroczay, Global Sourcing Strategist (Cielo Talent) & Alla Pavlova, Tech & Art Talent Sourcer (Riot Games)

How to know if a Recruiter is any good?   I have been thinking about this question ever since Tim Sackett published his post on an experienced recruiter candidate who had an aberrantly small LinkedIn network. Got me thinking - how small is too small? Lets face it, it WOULD arouse suspicion to see a recruiter candidate without a LinkedIn profile (they do exist!) so it got me thinking about how do we background check when hiring for other recruiters - is there a best way to do it?   - Relevance of LinkedIn - How valid is social media behaviour? - Can presence / or lack thereof, say something about the style of recruiter you are getting? - What other signals can we use, as we obviously cannot trust self reporting? - Would you conduct your own back-channel references? Is this even legal to do? - What sorts of questions would you ask a referee, in order to get a good idea as what kind of colleague you are getting? - Can we create a list of questions to ask referees?   All this and more with Tim Sackett, President (HRU Technical Resources), Ed Han, Senior Recruiter (Cenlar FSB) & Erin Mathew, Senior Sourcer     Ep159 is sponsored by our buddies HiPeople   HiPeople keeps your hiring data-driven, on point, and on time. Unlock your team’s best hiring capabilities and improve your quality of hire with rich talent insights on your candidates. Know who to hire before you hire, discover how they work, and build the foundations for long-term success. With a focus on assessments, reference checks, candidate experience, and quality of hire, HiPeople makes it fast and delightful for teams to make better hiring decisions. Book a demo and learn how HiPeople can help your organization hire the right people faster.

Recession Proofing Your Recruitment Career   If you've been following the market, the news is looking increasingly grim - record inflation, energy prices, increase taxation, tech hiring freezes, stock market collapse and the possible end of crypto - its looking like the good times have ended already.   As recruiters, we are often the first to feel the effects of the economy, and we each need to take action before the sh1t hits the fan. So, lets forget these past amazing 12 months, what actions do we need to take to future proof our recruitment careers?     - State of the Economy - Growth sectors of the economy - What happens to recruiters in recession - past experience - Actions for 3rd party, in-house and RPO recruiters - What happens to the freelance market during downturn? - How do technological change since last downturn change the dynamic? - Is remote a help or a hindrance for recruiters looking for work? - Will wages decline in real terms if we are in global competition/ - What practical things should a recruiter be doing, right now?   All this and more with Vanessa Raath, Founder (Talent Hunter), Neil Carberry, CEO (Recruitment & Employment Confederation) & Dorothy Dalton, Exec Career Coach (3Plus International)     Ep158 is sponsored by our buddies iCIMS   In the last few years how we work has changed. So too has how we connect and build relationships with talent. In this guide provided by iCIMS - recruiting software platform that helps accelerate and streamline the entire recruitment process, you can explore 4 ways to engage top talent.   Download the guide to get started! > ‘The definite guide to engaging top talent’

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 is Virgile Raingeard, CEO of Figures   - When did you realise that Figures was going to be a thing? - What are the key differences between being a CEO of a Startup vs Senior Exec of a People function? - How has a career in HR / Recruitment prepared you to be a CEO? - In what way has a career in TA / HR been a disadvantage for you? - In building your startup now, what kind of leaders are you looking for? - Why is compensation intelligence becoming relevant now? - What impact will compensation transparency have on company structure? - How do you think it will impact recruiting strategy?   All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.     Ep31 Founders Focus is supported by Figures Figures aggregates and anonymised compensation data from thousands of employers so that you can accurately benchmark how you pay your staff. Explore compensation data, review the gender pay index and find out how fairly you are paying your employees. Book a demo here

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 is Stephen Anderson, MD of Crooton   - Why do you think innovation is so rare in recruitment? - What do you think have been the main technology disruptors in recruiting in your career? - What do you think is going to be next big thing? - What parts of being a business leader do you do well? Which do you do poorly? - Were you always going to run your own business? - Can you tell us what has been your worst decision as MD of Crooton? - If you could rewind the clock, what would you do differently? - What advice do you have for recruiters listening to this and thinking about starting up? - What can customers of Crooton expect in 2022?   All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.     Ep30 of Founders Focus is supported byCrooton Crooton provide a smart option for employers to outsource the management of the candidate funnel. Give us the brief and we will take it off your hands from multi-channel marketing for candidate acquisition, candidate engagement, assessment and management, delivering to you only qualified and motivated candidates. Want to control costs? Choose our fixed fee recruitment option and hire as many candidates as you need. Contact one of Crooton's friendly staff for a free consultation today

How to Organise A Sourcing Jam!   The true mission of a great recruiter is to get EVERYONE in the business operating as a recruiter; after all they are they ones with the strongest networks of relevant talent! One of the ways to activate the company 'recruiting muscle' is to organise a Sourcing Jam - a half or full day session where a department works with the TA team to dive into our professional networks, collate relevant candidate details and set about contacting them!   If you want to surge your hiring for a particular department, a sourcing jam is the way to do it.   You will learn:   - How to do you plan a sourcing jam - How to communicate the plan with the departmental head - How to encourage the shy - How to moderate the not shy(!) - What about bias? - Tools and techniques on the day - How to collect the data - What do you drive the campaign towards? - How to create a repeatable process.   All this and more with Vanessa Raath, Founder (Talent Hunter), Tereza Machackova, Head of People, Deepnote, Joey NK Koksal, Lead Tech Talent Acquisition Partner at PVH & Matthias Schmeißer, Global Director of Talent (Beamery)     Ep157 is sponsored by our buddies Bryq The workforce is changing at an exponential rate. Are you keeping up? Bryq is an award-winning Talent Intelligence solution that will transform and future-proof the way you manage your talent. Whether your goal is to eliminate bias and uncover hidden talent from the hiring process, promote internal mobility for your employees through career pathing, or to grow and cultivate your company culture through culture mapping, Bryq is able to help you create and manage teams that are more than just the sum of their parts. Book a demo with Bryq's Customer Success Team today to see just how much their science can accomplish for your organization.

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 Viktor Nord, Co-founder and Adrian MacDonald, CEO of Recruitment Marketing Automation firm, Adway   - What is the original story of Adway? - What was the most important decision you got right in Year 1 of the business? - How clear was the vision from the beginning - was it always there or did it emerge for contact with the market? - What do C-level leaders coordinate and align? - What method do you have of handling disagreements? - As the company matures, how do you stay on top of the changing challenges? - As CEO what are the things that you delegate, what are the things that you want to own? - What has been the most difficult challenge so far? What do you anticipate being the most difficult challenge in the next 12 months? - Were you always going to be entrepreneurs? - What advice would you give to a person thinking about launching a business for the first time?   All this and more as we take a deep dive into the business leaders building the technology changing the way we work 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 is Ilya Brotzky, CEO of VanHack   - What's the story with Brazil? - What did you learn about business when you were there? - What did you learn about yourself? - As an entrepreneur, what are things you do well? - As a CEO what are the things you don't do well? - When did you realise that VanHack was going to be a thing? - What leadership qualities do you look for in your management team? - How has remote impacted the idea of relocating staff? - Do you see geopolitical tension / de-globalisation to be an accelerant or decelerant for immigration? - What exciting things can customers expect from VanHack in 2022?   All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.     Ep28 of Founders Focus is supported by VanHack Simply put, VanHack is the fastest way to hire tech talent. Connect over a community of over 200,000 qualified developers from over 100+ countries through out the world.   Sign up for an employer account and start hiring tech talent today.

Mega Scale Hiring (10,000+!)   We talk about scale, then we talk about 'hyper scale', I'm going to go one further and talk about 'mega scale' - this is a hiring of tens of thousands of workers in short time frame. Pretty certain this is the sort of recruiting challenge that existing systems, processes and even people are not designed to do. So how do you do it?   You will learn:   - Under what circumstances does mega scale hiring happen - What are the first 3 things to get right before you start - How do we calculate the capacity required to hire the volume we need? - What tooling is available to support acquisition, assessment and management? - How do you think about candidate experience at this type of scale? - How does the relationship between hiring manager and recruiter change? - What makes a good mega scale project vs a bad one? - What recruiter skills are needed to succeed at mega scale?   All this and more with Thomas Waldman, Director of Workforce Growth (Getir) and Kirsten Tolfree-Dart, Contingent Worker Programme Manager (Kantar)     Ep156 is sponsored by 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'.