The Recruiting Brainfood Podcast

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 Mehul Bhatt, CEO of FloCareer!   - What is the original story of FloCareer? - 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? - How did coming from a technical background help you as a entrepreneur? In what way was it a hindrance? - What are the unique challenges of starting up in India? - As CEO, what is your approach when handling conflict between leaders in your management team? - 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.     Ep32 of Founders Focus is supported  FloCareer FloCareer provides 'Interview-as-a-Service' to rapidly scaling businesses who need support in effectively screening candidates. With a unique 'You Source, We Interview' approach, FloCareer works closely with over 150+ employers worldwide to interview efficiently and at high quality. Best of all, it leads to a hugely reduced recruiting process, upgrading candidate experience who no longer have to wait days and weeks to know whether they have got the job   Curious about interviewing at scale? Find out more at https://www.FloCareer.com/

How to Influential on Video   The shift to remote has changed the way in which we work and communicate; it makes sense to think that it may well have changed the way we sell and influence also. Remember when the telephone was the primary channel of communication, before email and internet? The same skills were not necessarily transferrable to the new media and many former elite performers fell behind because they were unable to adapt to new technology. Are we in the same place with video??   - How is video similar to sales / influence in person, on phone, via email - In what ways is video different? - What types of video - synch vs async? - What are the types of influence - executive, agenda setting, reframing - What contexts are influence do recruiters need to be aware about? - Practical techniques to get better at video influence / video sale   All this and more with Somer Hackley, Author (Demystifying Exec Search), Mike Basnett Sandiford, Head of Partnerships (Horsefly), Stephen O'Donnell, Chief Growth Officer, (TATech) & Anton Boner, Commercial Director (Screenloop)         Ep165 is sponsored by our buddies Screenloop Screenloop is the Hiring Intelligence platform. Attract, hire and retain the best candidates faster and more efficiently than your competitors with Screenloop's platform. Request a demo here

Can Recruiters Shift To A 4 Day Work Week?   Alongside the shift to remote, the desire for employees to shift to a 4 day work week has been one of the most startling demands from the workers. Even more surprisingly, many employers are listening and have reduced hours, often times at full pay. Can recruiters also shift to this new mode of working? On the one hand it makes sense as we work off hours in any case, but on the other, we are often in 'on-demand' mode.  How do we do the 4 day week, SHOULD we do the 4 day week?   - Pro's & Cons of 4 day week - Types of 4 day week - Which roles, which company's most able to move - What are the challenges / objections? - How do you make the decision? - What happens if productivity / performance drops? - What is the impact on Employer Branding / Talent Attraction? - What are the unique challenges of moving to a 4 day week for recruiters?   All this and more with Steven Brand, Global Employer Brand Manager (Mambu), Natalie Glick, Director of Talent Management (Mambu), Kasia Tang, Founder (Super Source Me), Jamie Leonard, MD (Recruitment Events Co) & Andy Davis, Director (Highfield PS)     Ep164 is sponsored by our buddies Platypus   Platypus is the HR and recruitment tool that measures cultural drivers of people across the organization to help you qualify decisions on hiring and managing your culture. Get started from free, here

Recruitment Market for Different Generations   We hate generation stereotypes for a reason, but it is also undeniable that there are differences in how we consume information, that can be split along age demographics. As the information ecosystem changes so rapidly, this means that we all start our journey in digital from a different place, and therefore consume information in different ways.   So... for recruiters.....how do we market and sell to different generational cohorts?   - Overly broad strokes, lets talk cohorts - What medium? - What message on that medium? - What types of content work best on those mediums? - What are the key differences to recruitment marketing to Gen Z, Gen X, Millenials and the Baby Boomers?   All this and more with Clair Bush, VP of Marketing (Adway), Josh Willows, Global Job Distribution & Performance Specialist (IBM) & Dave Hazlehurst, Founder (Ph.Creative)       Ep163 is sponsored by our buddies Adway Adway - Automated Social Recruitment Marketing Way simpler. Way smarter. Way more talent.  Curious about the next gen solution for recruitment marketing? Adway provides ambitious talent acquisition teams with a fully automated platform to unleash their recruitment marketing and ensure more, better candidates at scale.

Employer Brand...When Making Layoffs?   2022 was not meant to be like this. Coming into the year, we had the expectation of a strong economic rebound after the covid induced slowdown of two years previous. And yet, 6 months in we are are seeing conflict, inflation, public sector strikes, social conflict, crypto crashes and yes....looming recession. What do we need to know as EB / TA professionals in these circumstances - can we even do our jobs in these conditions?   - Is EB the first to go when employers are no longer recruiting? - What role does EB / TA play when hiring freeze and layoffs are happening? - How can we become indispensable when core function is not being performed? - What role do we have to play in internal / external messenging? - What do we do if we are still hiring in one area, whilst making lay offs in another? - How do we manage brand when the number of disappointed ex-employees goes up?   All this and more with w/ Will Staney, Founder (ProActive Talent), Alex Her, Manager Employer Brand (GoDaddy), Natasha Nagra, Talent Director (Valor Hospitality Partners)       Ep162 is sponsored by our buddies SparcStart Employee generated video is the most cost-effective and credible way to keep your brand in front of candidates. If your hiring is slowing down or facing possible budget reductions, now is the time to build a video library so you have the content you need for your social media efforts and nurturing campaigns. Don’t lose the awareness you have built among potential candidates.  SparcStart makes it simple, secure and scalable.   To learn more, reach out to info@SparcStart.com.

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