The Recruiting Brainfood Podcast

Diversify The Talent Pipeline: More Data or Less Data?   Diversifying the workforce has become a pre-eminent concern for TA and HR. Almost all of us accept the value of the outcome, but we often struggle to choose which strategy is best suited to deliver this outcome. Additionally, what approach is taken is often regionally divergent, based on historical context and compliance with local jurisdictions. We're going to explore two of these approaches - explicitly sourcing for candidates who represent diversity (US exemplar) vs anonymising candidate data to remove bias on applicant review (France exemplar).   - What is the aim of diversifying the workforce? - How does that translate to operational changes at the level of the recruiter? - What are the most common strategies to diversifying the talent pipeline? - What are the pro's and con's of these approaches? - How do we measure success? - How do we know when we are not getting it right? - What are the ethics of targeting based on non-job relevant candidate data? - Do we take more candidate data or less candidate data?   This is going to be both a practical and philosophical take on one of the pressing issues of the day.   We're with Irina Shamaeva, Founder (Braingain), Guillaume Alexandre, Founder (Gates Solutions), Caroline Chavier, CEO (The Allyance) & Ute Neher, Senior Recruitment Evangelist (Indeed)   Ep 127 is sponsored by our buddies Bryq Bryq blindly screens your candidates, resulting in more diverse and equitable hires – and less hiring mistakes. DE&I is crucial to a productive and profitable workplace. Ready to get started?  Sign up for free no obligation 14 day trial now

AGEISM IN RECRUITMENT - TO DO's FOR CANDIDATES & EMPLOYERS Two things are unfortunately true: age-ism in hiring is real and it's a problem that ALL of us will have to face sooner or later. What can we as recruiters do about this? What can we as candidates do to improve our chances? This is the focus of this week's Brainfood Live On Air   - evidence of ageism in hiring - intersection with gender / ethnicity / social class - more / less prevalent in different industries? - where in the recruiting funnel is the bias most obvious? - what generational stereotypes are most strong held? - what can senior job candidates do to improve prospects? - what can employers do to de-bias their hiring?   With Jo Weech, Head of People, (Exemplary Consultants), Dorothy Dalton, Exec Career Coach (3plus), Jacob Sten Madsen, Talent Acquisition Advisor (Nielsen) & Anne-Hermine Nicolas, Head of Executive Recruitment (ex-Deloitte)   Ep127 is sponsored by our buddies Applied Join Applied and Lori Trawinski, PHD, CCDP, for a webinar discussing how to nurture an age-inclusive workplace from recruitment, to assessment and retention. We'll explore why age inclusion matters and how you can create an age-inclusive workforce, as well as an interactive Q&A. Lori Trawinski is a thought leader on age diversity in the workforce. She is Director of Finance and Employment at the AARP Public Policy Institute in Washington, DC. Her areas of expertise include age diversity, equity, and inclusion in the workforce. Applied is the essential hiring platform for building diverse, high-performing teams. Their recruitment software predicts the best candidates and removes unconscious bias from hiring. Sign up for the Applied's Agiesim in Hiring and Beyond webinar

We have all missed the live events, especially in-person. For the past 18 months, we've had to cope with the digital only conference, which in the end turned out to be a long string endless zoom calls....not the experience that we were looking for! We need a return to in-person events, but undoubtedly this has changed for us and everyone else going forward.   This is the focus of this week's Brainfood Live On Air - one day, two day, half days across days? - online vs in-person, or truly hybrid? - what tech / what platforms, does it have to be Hopin - how to run multiple stages / multiple tracks - audience participation - how to engage? - sponsors, what makes a good deal for them? - how to host, as a host - as a delegate, how to get the best out of the day   We're with entrepreneurs who host some of the biggest events in our industry - Louise Triance, MD (UK Recruiter), Anna Milbank, Partnerships Director (The Firm), Jamie Leonard, Founder (The Recruitment Events Co), Bas van de Haterd, L&D Cares and Mark Lennox, MD, (IHR)   Ep125 is sponsored by our buddies Cronofy   There is no better time than now to rework your hiring process and help your team be more efficient. Our buddies at Cronofy have launched an enterprise-ready suite of tools, APIs and integrations, which works using real-time availability to improve the candidate experience and speed up time to hire. Save hundreds of recruiter hours using Cronofy - check out the free trial and get more information here.

HOW TO HAVE BETTER INTAKE MEETINGS WITH HIRING MANAGERS   One of the most important parts of the hiring process is the intake meeting with the hiring manager. Get this wrong, and you will end up doing a lot of work for absolutely zero gain; worse you may additionally damage the relationships you need to have in order to succeed.   This is the focus of this week's Brainfood Live On Air   - When do you have an intake meeting? - How do you structure it? - What information do you need to capture? - How do you handle 'I'll-know-it-when-I-see-it' - How do you deal with the laundry list? - How do you follow up? - Is there any kind of framework we should be using?? We're with Mary Kay Baldino, Head of Talent Acquisition (R1 RCM), Christy Spilka, VP, Global Head of Talent Acquisition (iCIMS), Mark Deubel, Talent Attraction (Gitlab) and Libby Fox, Talent Acquisition Specialist (Payaut) and on  Friday 3rd September, 2.00pm BST   Click on the green button on the top right to register and follow the channel here (recommended) for more updates.   Ep124 is sponsored by our buddies CA3   CA3 is an award-winning employer brand agency that helps organisations attract, onboard and engage with talent through compelling creative comms. Great work, great relationships is their raison d'être, the reason their clients (the likes of Expedia Group, Johnson Matthey, Smartest Energy, Audley Group, Aviva, GE Healthcare and NatWest Group) love working with them, and their people come to work smiling (even on Mondays apparently). Perhaps that’s also why they picked the Grand Prix award at the RMAs last November.   If your EVP or employer brand is in need of a little love and attention after a tough 2020 why not check out their website today or email hello@cathree.com

BUILDING CULTURE FOR HYBRID TEAMS    One of main concerns with operating a 'hybrid' mode of work is 'cultural cohesion' - how to ensure that team members are fully included in the company culture, irrespectively of their working style. Critics will say that this is an impossible task and better to accept cultural separation; advocates are determined to make it work and have ideas on how.   We're going to be exploring both perspectives in this episode of Brainfood Live On Air   What the most important cultural concerns for hybrid mode of work? What techniques have been tried to address these concerns? How effective are they? How has the team members - both those remote and on premise accepted these culture cohesion initiatives? How do we know that it is working? What metrics do we need to measure to better understand the effectiveness of hybrid? We're with Melanie Hayes, VP of People (Harvey Nash), Julian Steinbuch, Founder (TechMinders) and Mertcan Uzun, Senior Manager  People & Culture (Blinkist) Trying the Hybrid mode of work? You can't miss this folks.   Ep123 is sponsored by our buddies Platypus Platypus makes company culture easy to understand, measurable and actionable, so that you can make smarter decisions on hiring and growing your team.

GEN Z AND THE NEW WORLD OF WORK Covid-19 has accelerated the digitisation and distribution of work. For Gen Z, it will be a matter of entering the world of work for the first time, at a time, when it is in the middle of radical change. - How does this generation think about work? - What relationship do they expect from employers? - What kind of work qualifies as 'good work'? - Do they care about remote work? Or would Gen Z prefer to start in the office? - How long do they expect to be staying with their first employer? - Do they expect to be working full time, part time or something else? Our buddies at iCIMS have surveyed the 'Class of 2021' and will bring the survey report to Brainfood Live. iCIMS Global Talent Acquisition Leader Nicole Tucker, and Director of Customer Intelligence and Data insights, Rhea Moss will join to discuss the results. We will also be inviting several members of Gen Z to come on screen to tell us in their own words what they feel about work, life and everything. Must attend if you are hiring for an employer who cares about early career talent     Ep122 is sponsored by our friends at iCIMS Download the Class of 2021 report here

THE FIRST 100 DAYS Congratulations on your new job! Now what do you do? We're going to take a different tack in this Brainfood Live as we explore what a recruiter or HR pro should do in their first 100 days on the job. What are the most important things to achieve in 100 days? How to prioritise between competing demands? How soon do you start - you know - recruit? What are the hygiene factors you MUST have if you are going to be successful BEYOND your first 100 days? What was the most important lesson you've learned the last time you started a new job? All this and more, as explore first 100 days on Brainfood Live On Air. We're with Christine Ng, Head of Talent & Media (Quantum Motion), Andreea Lungulescu, Lead Talent Acquisition Partner (Wayfair), Akbar Karenga, Head of Talent (Storybok), Anastasia Pshegodskaya, Senior Recruiting Manager (Remote.com) & Steve Levy, Technology Sourcer (Amazon) - experienced recruiters who have each started new jobs in 2021 and want to share their learnings. Looking for, or just started a new job? Can't miss this one folks Ep121 Sponsored by our friends at Hourly, by AMS Competition for talent is relentless. Continuous communication and support means fewer dropouts and ghosting vanishes - and, you stop losing candidates to the competition. We’ve combined intelligent automation and mobile access with velocity in mind, enabling employers to progress applicants into your hiring pipeline in minutes not days Want to engage job seekers in minutes to hire faster? Self schedule a demo here.

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today Next up are Jon Stross and Daniel Chait - the co-founders of award winning ATS provider Greenhouse. - What is the difference between being C-level vs Senior Exec? - What happens when you two disagree? - Were you always going to be doing startup, leading a business? - What skills are you guys lacking as C-level execs? How do you fill it? - What do you look for when hiring for leadership potential - What has been the impact of the TPG deal? - What does the product roadmap look like for 2021? - All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.   Ep9 Founders Focus is supported by Greenhouse Looking for practical insights on how to attract talent and build a competitive hiring strategy? Look no further than Amazon’s #1 Hot New Release in HR: Talent Makers: How the Best Organizations Win through Structured and Inclusive Hiring by Greenhouse Software’s Daniel Chait and Jon Stross. Order your copy today. Interested in becoming a Talent Maker? Join the Talent Maker Community and connect with other leaders who are transforming the way their companies use hiring to drive business growth.

REMAKING CANDIDATE EXPERIENCE POST PANDEMIC   As we emerge from the pandemic era, we are beginning to realise that the world of work might begin to look radically different from what we were used to in the before times. Super hot labour market,  elevated candidate expectations, widespread re-evaluation of our relationship with work, changes in preferred methods of communication, reorientation and re-prioritisation of values.   How does all this impact the design of Candidate Experience? Has CX increased / decreased in importance? Why? What used to work before but doesn't anymore?  What did not work previously but does now? What to do to differentiate from competitors when most of the experience is digital? How / when to automate / humanise? All this and more, as we explore the changing expectations of job candidates   We're with Jana Staníková (Autodesk), James Ellis (Roku), Christina Robinson (Green Umbrella), Adam Gordon, CEO, (Candidate-ID)and Steve Usher (5ive Studios). It's a must attend for anyone involved in top-of-the-funnel talent attraction Click on the green button on the top right to register and follow the channel here (recommended) for more updates.   Ep120 Sponsored by our friends at Guide Do you need to up-level your candidate experience? To compete for today’s in-demand candidates, talent teams can no longer afford mediocre CX. Guide is the next-gen candidate engagement platform that helps you convert more candidates from sourcing to close. Tailor your interview process to each candidate, automate touchpoints to ensure a consistent employer brand and radically simplify your interview logistics. Reach out our friendly team for a personalized walkthrough and free trialhere.

BUILDING SOCIAL CAPITAL WITH SOFTWARE DEVELOPERS As any tech recruiters knows, in 2021 finding software developers isn't the hard part, getting them to talk to you is! We can spend a lot of time writing clever emails, being cute with copy and going with hyper personalised approach, but can we find other ways to make a better connection? How do we build 'social capital' with the audience we want to recruit from? If we can gain the respect of software developers, we might find we don't need to be clever to get a response. - What do developers want? - How do developers prefer to be contacted? - How to communicate 'we mean know harm'? - How do we build trust, efficiently? - What do tech recruiters need to show online? Do we even need to be there? - What kind of dialogue style works best? - Is there geographical variation on how to build trust? We're with Alla Pavlova, Recruiter (Riot Games), Wim Dammans, Talent Sourcer (TenneT) and Iwan Gulenko, founder (Coderfit)   Sponsored by our friends at Triplebyte Resumes are subjective and bias-prone. Use skills data to identify talent you should interview.  Triplebyte Screen provides a granular skills report for each applicant, including calibration against 200,000+ engineers who have taken the assessment. This gives hiring teams a data-driven way to identify top talent, reduce wasted interviews and find hidden gems from underrepresented backgrounds.  Triplebyte Screen is completely Free to use, forever. Get started screening today!