The Recruiting Brainfood Podcast

HIGH VOLUME HIRING: FASTER, BETTER, CHEAPER? Recruitment optimisation gets more serious at scale. 1% efficiency improvement means a lot more when you're hiring for 10,000 people vs hiring for 100. What can we learn from high volume hirers when it comes to increasing efficiency? - Why radical solutions are required - How to determine where gains can be achieved? - What areas of inefficiency to be tackled first? - What is the relationship between C-level and TA in high volume hiring companies? - Does this give you more, or less room for maneuovre? - Budget allocation & spend - Typical KPIs for TA - do they apply at high volume? - Major lessons learned - What techniques are most transferrable to other hiring scenarios? All this and more on Brainfood Live On Air. We're with Thomas Waldman, Global Head of Talent Acquisition & Contingent Workforce (Action), Becky Lee, Global TA Lead (ex-EY) & friends on Wednesday 27th March, 2.00pm GMT. Follow the channel here (recommended) and register by clicking on Save My Spot Ep251 is sponsored by our buddies Scotty Hi! It's me, Scotty. I could tell you that I'm a next-gen conversational AI solution, crafted on top of my very own proprietary LLM, built on open source code (making me independent) while having clever guardrails (making me safe and reliable). But that would be booooorrrrring. Let me put it a different way. I'm here to change the way you engage with candidates and employees. And I mean really change it. And how am I going to do that? By having up to half a million conversations at the same time, in 140 different languages. Without bias, prejudice, or unfair judgement. Through simple chats, whether via text or voice, that source, qualify and onboard the perfect people for your team. For the techies reading this, ‘Integration’ is my middle name. If I had a passport, it’d say Scotty ‘Integration’ AI. Which, now I’ve said it out loud, sounds odd. I seamlessly connect with any system of records, doing practically everything a recruiter can, from taking a brief, to sourcing, pre-screening, interviewing, scheduling, transferring calls, onboarding, workforce management, internal mobility, and offboarding, all while keeping your stakeholders informed and measuring experience to help you with improvements. I don’t eat, get sick, and I won’t cost you a ticket to the end of year party either. I’m a sleepless, tireless, ridiculously-efficient machine that you can simply plug into your recruitment and HR processes. Want to know more? Schedule a meeting today and we will show you what Scotty can really do

WHAT DO DEVELOPERS WANT? SKILLS & SENTIMENT REPORT 2024 One of the annual must read reports in the recruiting industry is the HackerRank's Developer Skills Report. With huge changes in the skills make up of the software developer workforce of tomorrow, we need to review what kind of skills developers care about, are getting good at and are letting go as the future leaves them behind. Who better to talk us through the insights than Vivek Ravisankar and Juan Herrera, the senior hombres of HackerRank. Millions of data points from developer behaviour on the platform, as well as 5000+ survey responses from developers, managers, talent acquisition managers and candidates. You will learn - What are developers concerned about? - Do engineers feel that there industry is growing or contracting - How do developers think AI will change skills demand / skills development - How do layoffs impact developers think about the job market? - What languages are up / down in popularity from employer side? - Is this a vibecession? - Has the value of a CompSci degree changed? - How do we really assess technical skills? - How do developers think about remote vs RTO? - Why do developers stay in their jobs? Why do they go? All this and more. We're with Vivek Ravisankar, CEO (HackerRank), Juan Herrera, President, Global Field Operations (HackerRank) & friends on Friday 22nd March, 2.00pm GMT. Follow the channel here (recommended) and register by clicking on Save My Spot Ep250 is sponsored by our buddies HackerRank HackerRank is a technology hiring platform that is the standard for assessing developer skills for over 3,000 companies around the world. HackerRank helps companies hire skilled developers and innovate faster by enabling tech recruiters and hiring managers to objectively evaluate talent at every stage of the recruiting process. Download the 2024 Developer Skills Report here

FUTURE OF WORK: TALENT ACQUISITION...NOT INVITED? Talent Acquisition has long fought a battle for a 'seat at the table' when the big decisions are made about the future of an organisation but we really need to come to that table with unique perspective, value and confidence. With the era of Generative AI already upon us, let's do a sense check on where Talent Acquisition is when conversations about the future shape of an organisation takes place. - Do we know what the CEO vision of an AI-enabled company looks like? - Do we know what the CFO vision is? - Do we understand how these visions impact the future of TA? - How do we position so that we lead the change to AI-enablement rather than become victim to it? - What steps do we need to take today to get this moving? All this and more as we dive in to real talk with industry experts Jason Seiden, VP Growth & Innovation (Cielo Talent), Paul Maxin, Founder (MaxinTalent), Madeline Laurano, Founder (Aptitude Research), Jane Curran, Global Head of Talent Acquisition (JLL) and Lavanya VNV, on Friday 15th March, 2.00pm GMT. Follow the channel here (recommended) and register by clicking on Save My Spot Ep249 is sponsored by our buddies Checkr Checkr builds people infrastructure for the future of work. And we believe everyone should have a fair chance to work. That's why we've designed a faster—and fairer—way to screen job seekers. Trusted by companies such as Uber, Warby Parker and monday.com. For more information on our mission and products, visit http://checkr.com.

TALENT TRENDS REPORT: SOURCING IN 2024 Sourcing has returned to being a hot topic in 2024 in light of the recent restrictions on Linkedin data which may be significantly altered the efficacy of previously reliable sourcing techniques. We've had the expert sourcing view - lets now look at what data can tell us as CRM / ATS provider Ashby takes a deep dive on actual recruiter behaviour on their platform . Find out about: - Outreach volume change over time - Candidate response rates to recruiter outreach - segmented regionally, sectionally, chronologically - Ideal message length to response - Frequency of contact per response - CRM activity mapped to ATS data - Difference between top performing recruiters and employers and the rest of the pack - Impact on hiring volume on candidate experience All this and more, we bring in Community & Talent Advisory Lead Willem Wijnans to lead us through the findings of this latest report. Ep248 is sponsored by our buddies Ashby Ashby is what an ATS should be: an integration of sourcing automation, AI-supported outreach sequencing, native interview scheduling, a searchable CRM, and advanced analytics – all in one ATS++ system. That means better data, less context switching, and more streamlined workflows. Chosen by over a thousand companies, including Quora, Docker, Ironclad, and Multiverse, Ashby stands out as the top-rated ATS on G2. It is renowned for its real-time and reliable reporting, the ability to centralize the entire hiring process, and unparalleled customer support. Elevate your recruitment process with Ashby: Subscribe to their Talent Trend Reports for in-depth analysis and industry benchmarks from over 14 million jobs. Tune into the Offer Accepted Podcast for strategic insights from leading industry experts. Join their Live Product Demos, conducted by seasoned TA professionals. As a special offer for Recruiting Brainfood readers, the first 50 demo bookings will receive an exclusive 20% discount for their first year with Ashby. Book your demo here.

The State of Hiring Market Intelligence Report 2024 Continuing with our theme of showcasing companies who are conducting research valuable to the recruiting community, today we focus on the work our friends at Willo have done over the past year, surveying customers on hiring trends from AI, remote work, candidate experience and focus for 2024. Find out what other TA, HR and Senior level execs are saying about: - Headcount growth for 2024 - Role of AI in recruiter enablement - Remote & Flexible working relationship to talent attraction - The balance between recruiting and retention - The framework for moving from commitment to implementation with AI All this and more, as we grab the two founders of Willo - Euan Cameron and Andrew Wood to come on screen to discuss this research, how it impacts their customer base of both 3rd party and in-house recruiters and how this informs the Willo roadmap for 2024. Ep247 is sponsored by our buddies Willo Willo is the virtual interviewing platform trusted by thousands of recruiters worldwide. - Receive video responses to your questions remotely, from anyone, anywhere in the world. 1000's of organisations already use Willo to hear from more people, in less time, and never have to worry about scheduling calls or meetings again. Join them, it is free to get started and we have no setup fees or contracts. Plus our incredible UK-based support team is available 24/7 to help you transform your interviewing process. Schedule a demo with one of our friendly team members today.

The State of Background Screening Compliance 2024 Checkr have released the definitive research piece on the State of Background Screening Compliance and we will use this week's Brainfood Live On Air to interview Su-Han Wang, Managing Litigation & Compliance Counsel at Checkr to better understand: what percentage of US employers are compliant with Federal regulations on background screening which segments / states are most / least compliant what are the potential hazards for employers who are out of compliance how realistic are these scenarios, and what degree of virulence? what steps can employers take today to ensure that they are on the road for compliance in 2024 Ep246 is sponsored by our buddies Checkr Checkr builds people infrastructure for the future of work. And we believe everyone should have a fair chance to work. That's why we've designed a faster—and fairer—way to screen job seekers. Trusted by companies such as Uber, Warby Parker and monday.com. For more information on our mission and products, visit http://checkr.com.

LINKEDIN X-RAY: DEAD OR DYING OR WHAT? Using a search engine to 'X-ray' an ostensibly closed social network is the quintessential activity of a sourcer. You could probably argue that the entire sourcing discipline emerged as a result of recruiters discovering sophisticated ways to interrogate a system to retrieve information about potential candidates. Consequently, the news that LinkedIn had begun to suppress important biographical data from being crawled by search engines (especially Google) brought alarm to the entire recruiting community. We need to come to the bottom of it, so we're bring together expert sources from around the world together to share information on the state of LinkedIn X-Ray - what has changed from the latest update? - what can be seen / can't be seen using the old techniques? - is this search engine specific or are all search engines no longer able to see this information? - what does this mean for people aggregators / data enrichers? - what are the workarounds? - what are the implications for sources? All this and more as we try to figure out the future of sourcing with Marcel van der Meer, Global Sourcing Trainer, (Klikwork), Irina Shamaeva, Partner (Brain Gain Recruiting), Alla Pavlova, Recruiter (Riot Games), Mike Santoro, Talent Sourcing, (AllSearch) & Balazs Paroczay, Founder (The Source Code Agency) Ep245 is sponsored by our buddies Ashby In this week's Recruiting Brainfood, we spotlight Ashby. Ashby is what an ATS should be: an integration of sourcing automation, AI-supported outreach sequencing, native interview scheduling, a searchable CRM, and advanced analytics – all in one ATS++ system. That means better data, less context switching, and more streamlined workflows. Chosen by over a thousand companies, including Quora, Docker, Ironclad, and Multiverse, Ashby stands out as the top-rated ATS on G2. It is renowned for its real-time and reliable reporting, the ability to centralize the entire hiring process, and unparalleled customer support. Elevate your recruitment process with Ashby: Subscribe to their Talent Trend Reports for in-depth analysis and industry benchmarks from over 14 million jobs. Tune into the Offer Accepted Podcast for strategic insights from leading industry experts. Join their Live Product Demos, conducted by seasoned TA professionals. As a special offer for Recruiting Brainfood readers, the first 50 demo bookings will receive an exclusive 20% discount for their first year with Ashby. Book your demo here.

OFFBOARDING: HOW TO AVOID PR DISASTER! We have seem the company wide Zoom call, the recorded 1-2-1 videos, the mass email and even the classic no notice account lock out - it seems that whatever method an employer takes, there is always a risk of PR disaster when making lay offs. Is this a matter of training, tooling or values? How can we create the right sort of process which humanises this hardest of moments within a business? You will learn - Psychology of lay offs - Impact of transparency and forewarning - Most important components for an effective and humane exit - Balance between need to protect the organisation vs need to take care of former colleagues - Role of the manager, CEO, colleagues and People team - Post lay off support We're going to examine this topic from all angles, with the help of Leslie Kivit, CPO (ex-Xapo Bank), Sophie Power, People & Talent Advisor (TA Leader, TTC), Bharath C, Recruiter (Meta), Jean-Marie Caillaud, Founder (WorkMeTender) & Arielle Kilroy, CEO (Dado). Ep244 is sponsored by our buddies Dado On a mission to empower excellent employee experiences at scale. From pre-boarding to promotions to off boarding, Dado has you covered. Test drive Dado today!

Happy New 2024 Everybody! We're back with the series where we get up close and personal with the tech entrepreneurs changing the way we work today. Next up we've got we've got one of the most unique stories to come out of the UK recruitment tech scene in recent years. Richard and Beverly Collins, Co-founders of CVWallet are not only manage to be successful entrepreneurs, coming around for the second time after successfully exciting previous startup ClickIQ to Indeed.com, but also life partners being one of the few married couples building technology businesses. Lets find out what these two have learned about life and business. How to choose the problem the tackle What are the unique challenges of building tech in the TA / HR space? What prompted a return to the startup after ClickIQ exit? Why CVWallet? What are the repeatable components of success in this game? What are the unique conditions, which cannot be repeated? All this and more - join us on Weds Feb 7th 12pm GMT

HOW TO HIRE AI (10 THINGS RECRUITERS HAVE TO KNOW) There is likely no major corporate employer on the planet that isn't interested in becoming more 'AI-enabled'. And traditionally the quickest way to get there is to hire elite AI skills into the our organisation. The demand for the AI at elite level - data engineers, research scientists and the like - is going through the roof and it is high time we recruiters figured out how best to hire for those skills. - What are the roles in AI? - How do they differ? - How is a typical AI department structured? - Where do we source for AI skills? - Which Universities are top ranked? - Are they on LinkedIn, and if not, what / where? - Employer branding - how do we become an attractive employer for AI talent? - What are the key benefits and attractors for these in-demand skills? - Is immigration the answer - if so, how to conduct effective, 'destination branding' - How do we assess for skills? - What does DEI look like in AI? - What type of tenure can we expect? All this and more as we take a deep dive in the segment where there is a genuine 'war for talent' We're with John Rose, Talent Sourcer (Volvo Cars), Christine Ng, Head of Talent & People (Quantum Motion), Leslie Kivit, CPO (ex-Xapo Bank), Yves Greijn, Founder (Maven). Ep243 is sponsored by our buddies Otta Looking for the most efficient, cost-effective and candidate friendly way to build your tech team in 2024? If so, you need to check out Otta today. Otta is the leading tech recruiting platform that helps innovative companies engage and hire the best software engineers, data scientists, UX designers and product managers. Join hundreds of selected companies who have access to our global network of qualified candidates. - 3 x more responsive than LinkedIn - Build a diverse workforce from our global network of candidates - Strengthen your employer brand with the leading professionals in their industry If you're ready to start hiring the best tech talent, contact Otta today.

MEASURING THE QUALITY OF HIRE (IN THE AGE OF AI) My most popular post of 2023 was one I wrote on the How to Measure Quality of Hire. It was certainly not the quality of the writing which made it a hit - it was the obviously more that we hit a sore point for Talent Acquisition leaders and Hiring Managers on how we actually know whether we are doing a good job or not, in terms of raising the the talent density of the organisation. Let's review what we know already about QoH and ask the question: how does AI impact how we measure it? - What is Quality of Hire? - What are the main ways we know this is measured? - What are the main mistakes we make when measuring QoH? - What is the right time frame to measure QofH? - How does AI impact QoH? - Do we need to adjust how we measure performance now that employees are AI-enabled? - Do we need to revise how we map assessment vs job performance in light of AI use in either case? - Can AI be used to calculate QofH? We're bringing the experts: Geraldine Butler-Wright, Founder (RorCas), Tush Wijeratne, Global Talent Acquisition Director (WPP) & Matt Bradburn, Growth & Ecosystem (People Collective). Ep242 is sponsored by our buddies Otta Looking to hire the right talent to meet your next milestone? Hire like a tech unicorn, with Otta. 48% of hires on Otta are senior or expert level candidates. They have experience creating and scaling commercial functions, building scalable tech infrastructures, and developing winning strategies. They have the right mindset to get stuck in, to challenge the way things are done and drive your business forward. Scaling businesses like Octopus Energy Group, JustEat, Cleo, Wise trust Otta to quickly attract the right people across teams and experience levels to fuel their growth. If you’re looking to get in front of senior, highly-engaged talent who wouldn’t normally come to you – Otta helps you hire like a tech unicorn. Hiring for tech in 2024? Get started today with Otta

STATE OF TECH HIRING IN 2024 In 2021 the Brainfood community was 50% self identified as 'tech recruiters' Since that time, we've seen a huge changes in the world - the collapse of VC investment, the end of zero interest rate policy, the advent of generative AI and the shift of focus from intangible to tangible value economy. Where does that leave tech in 2024? I've asked our friends at Otta to dive into their proprietary platform data and share with us their view on the state of tech hiring - Front-end Engineers - Back-end Engineers - Full Stack Engineers - UX / UI - Product Managers - Data Engineers - Data Scientists - DevOps Engineers - Most popular programming languages - Most popular cities / regions - Highest density of tech talent (UK) Deep dive into platform data with Finlay Clark, VP of Commercial of Otta. Ep241 is sponsored by our buddies Otta Finding it hard to engage senior and technical talent? Hire like a tech unicorn, with Otta. Like fintech unicorn Checkout.com, who trust Otta as a one-stop solution for filling critical roles - boosting inbound applications and outbound sourcing. In fact, Otta has helped them hire over 35 senior and technical talent to drive their post-Series D growth. 48% of hires made on Otta are for expert, leadership or technical roles - including software engineering, data, product and design. If you’re looking to get in front of the right talent who wouldn’t normally come to you – Otta helps you hire like a tech unicorn. Hiring for tech talent in 2024? Get started with Otta today

FORECASTING THE YEAR IN RECRUITMENT 2024,Pt2 Part Two of our two-part forecast series, where we look forward to what we think is going to happen in the year ahead. Lets see if we can make some S.M.A.R.T (Specific, Measurable, Achievable, Realistic, Time-bound) predictions on the following topics: - SMB Recruitment Agency Market - D&I, especially Gender and Pay Equity - Labour Market Economics (EMEA/APAC) - Assessments and Career Sites - In-house Recruitment market All this and more with Kalpesh Baxi, Partner (Critical Talent), Laetitia Vitaud, Director (Cadre Noir), Pawel Adrjan, Director Economic Research (Indeed), Bas van de Haterd, Founder (Digitaal-Werven) & Emma Mirrington, Founder (FIRM) & friends on Friday 12th January 2.00pm GMT. Ep240 is sponsored by our buddies Otta Looking for the most efficient, cost-effective and candidate friendly way to build your tech team in 2024? If so, you need to check out Otta today. Otta is the leading tech recruiting platform that helps innovative companies engage and hire the best software engineers, data scientists, UX designers and product managers. Join hundreds of selected companies who have access to our global network of qualified candidates. - 3 x more responsive than LinkedIn - Build a diverse workforce from our global network of candidates - Strengthen your employer brand with the leading professionals in their industry If you're ready to start hiring the best tech talent, contact Otta today.

FORECASTING THE YEAR IN RECRUITMENT 2024,Pt1 Start of the New Year and we are going to collate our thoughts and project forward on what we think is going to happen in 2024. None of us are prophets but can we gather together enough intuition and trends analysis to produce some viable forecasts? Lets try: - Global Economy in 2024 - State of VC / Investment Markets - Tech Hiring will it bounce back? - What is happening in the world of RPO? - Where in the world are we continuing to hire? - Which segments will remain challenging / difficult? - How will recruitment shift in dealing with a variable market? All this and more as we bring back Brainfood Live for the first show in 2024 We're with Amit Taylor, Founder (TrueUp), Sarah White, Founder (Aspect 43), Richard Bradley, OVP of Global RPO (Kelly Services) & Shereen Ghanem, Head of TA (Medtronic) Ep239 is sponsored by our buddies Poetry "This is a blueprint for improving our talent acquisition maturity." TA Leader, Engineering Poetry is a recruiter workspace including solutions for recruitment marketing, recruitment operations, recruiter learning and a launchpad for all the other tools you need to accomplish your daily tasks. We enable recruiters to be better marketers through enhanced collaboration, genAI assistance and automatic recommendations. These are the days of brilliant content. Gone are the days of re-writing InMails, social media posts and email copy. We save you considerable 'toggle tax' by providing so many solutions within the one app. Rapidly locate your job ad templates, competitor intelligence, interview policies and TikTok sourcing tools. Everything's in the one place. Managers, this is for you too. Our workspace analysis and reporting tells you how the team are using the solutions and provides you with automatic coaching, recommendations and ROI. Get started for free at www.poetryhr.com

2023 Year in Review: Labour Market, Jobs, Vacancies, Work Final part of our 4 part series looking back at the year 2023. This time, we are zooming out to the macro and looking at state of the economy, the labour market, the vacancy market and our verdict of the year in the recruitment really has been. - Economy in 2023 - US, UK and elsewhere - Impact of high interest rates - Labour supply - Economic growth - Company formation vs company growth - Job applicant behaviour - Workforce participation - Impact of AI, if any? - Sector specificity - White collar recession? - Market for recruiters....are we good canaries for this coal mine? We're with Emma Mirrington, Founder (The Firm), Neil Carberry, MD (Recruitment and Employers Confederation), Dr Sarah Ali, VP of Economic Forecasting (Indiana Economic Development Corporation) Ep238 is sponsored by our buddies Poetry "This is a blueprint for improving our talent acquisition maturity." TA Leader, Engineering Poetry is a recruiter workspace including solutions for recruitment marketing, recruitment operations, recruiter learning and a launchpad for all the other tools you need to accomplish your daily tasks. We enable recruiters to be better marketers through enhanced collaboration, genAI assistance and automatic recommendations. These are the days of brilliant content. Gone are the days of re-writing InMails, social media posts and email copy. We save you considerable 'toggle tax' by providing so many solutions within the one app. Rapidly locate your job ad templates, competitor intelligence, interview policies and TikTok sourcing tools. Everything's in the one place. Managers, this is for you too. Our workspace analysis and reporting tells you how the team are using the solutions and provides you with automatic coaching, recommendations and ROI. Get started for free at www.poetryhr.com

2023 Year in Review: LinkedIn Content Marketing & LinkedIn Sourcing Part 3 of our 4 part series looking back at the year 2023. This time, we're looking back at our old and necessary friend, LinkedIn! Recruiters No1 most important platform, how did it treat you in 2023? We're going to review the major changes on: - LinkedIn Newsfeed algorithm - Post types - Creator Mode / Livestream / Audio Event - LinkedIn Newsletters - LinkedIn Talent Solutions - LinkedIn Recruiter - Search on LinkedIn - AI features - BTS with LinkedIn Engineering We're with Andy Foote, Founder (LinkedInsights) & Irina Shamaeva, Partner (Braingain Consulting) Ep237 is sponsored by our buddies Pinpoint Be ready for anything with Pinpoint—the fast, flexible applicant tracking software. Talent teams are constantly faced with change. From hypergrowth to evolving policies to hiring managers simply changing their minds, recruiters need to quickly respond to new demands. Your ATS should make that easier to do, not harder. Enter Pinpoint: Our intuitive platform means it will always be easy-to-use for your talent team, hiring managers, and candidates. And under the surface, you’ll find the flexible tools you need to continue evolving. Stay agile as you grow your company, advance your talent strategy, or hire across different markets. Fast, flexible software and unlimited help from our team means you'll attract the right candidates, select the best, and wow your new hires from the moment they say ‘yes.’ Book your demo now.

2023 Year in Review: Recruitment Advertising & Employer Branding Part 2 of our 4 part series looking back at the year 2023. This time, focus is on Recruitment Advertising and Employer Branding. What the heck happened on these two domains this year? - SEO / Changes on Google Jobs - Behavioural ad targeting / retargeting - Impact of Search Generative Experience - CPC vs CPA - State of Job Boards - State of Programmatic Advertising - Employer branding during recession / lay offs - Rise of candidate ghosting as recruiters get overwhelmed - Career site chatBots to deal with FAQ - Candidate portals....did this become a thing? We're with Alex Chukovski, Founder (Crypto Careers), Robin Stander, VP Sales (Appcast), Josh Willows, Head of Programmatic Sales (Veritone), Jeff Dickey-Chasins, (The Job Board Doctor), Steve Ward, Head of Employer Branding Solutions, (Universum) & Vicki Saunders, Founder (EVP) & Charu Malhotra, Head of Global Talent Branding (PA Consulting) Ep236 is sponsored by our buddies Poetry "This is a blueprint for improving our talent acquisition maturity." TA Leader, Engineering Poetry is a recruiter workspace including solutions for recruitment marketing, recruitment operations, recruiter learning and a launchpad for all the other tools you need to accomplish your daily tasks. We enable recruiters to be better marketers through enhanced collaboration, genAI assistance and automatic recommendations. These are the days of brilliant content. Gone are the days of re-writing InMails, social media posts and email copy. We save you considerable 'toggle tax' by providing so many solutions within the one app. Rapidly locate your job ad templates, competitor intelligence, interview policies and TikTok sourcing tools. Everything's in the one place. Managers, this is for you too. Our workspace analysis and reporting tells you how the team are using the solutions and provides you with automatic coaching, recommendations and ROI. Get started for free at www.poetryhr.com

2023 Year in Review: AI, DEIB and Worktech Investment Coming in for the final 4 Brainfood Live sessions of the year and we are going to do a series on 'Review of the Year 2023. We've 12 topics packed into 4 sessions, so make sure you follow the channel in order to be notified of them all when we go live. We being with AI, WorkTech Investment and DEIB - what has happened in 2023 on these three domains? - Timeline of AI events and milestones - Major impact of AI on recruitment industry - AI enablement of candidates - AI roll out across all major consumer apps - AI as a disruptor to the workforce - VC Investment in Work Tech - what is the situation Mr LaRoque? - DEIB - have we taken backward step in 2023? - What has been the DEIB domain of the year? - How do we know where we're at with DEIB? Let's take a look back folks at three critically important domains of the recruiting industry. We're with Martyn Redstone, Founder (PPBOTS), George LaRoque, Founder (WorkTech), Joanne Lockwood, Consultant (SEEChange), Theo Smith, Founder (NeuroDiversity World) & Friends Ep235 is sponsored by our buddies Poetry "This is a blueprint for improving our talent acquisition maturity." TA Leader, Engineering Poetry is a recruiter workspace including solutions for recruitment marketing, recruitment operations, recruiter learning and a launchpad for all the other tools you need to accomplish your daily tasks. We enable recruiters to be better marketers through enhanced collaboration, genAI assistance and automatic recommendations. These are the days of brilliant content. Gone are the days of re-writing InMails, social media posts and email copy. We save you considerable 'toggle tax' by providing so many solutions within the one app. Rapidly locate your job ad templates, competitor intelligence, interview policies and TikTok sourcing tools. Everything's in the one place. Managers, this is for you too. Our workspace analysis and reporting tells you how the team are using the solutions and provides you with automatic coaching, recommendations and ROI. Get started for free at www.poetryhr.com

DOES YOUR COMPANY HAVE A MENOPAUSE PLAN? Worldwide Menopause day went by last month and I - like most men I suspect - totally did not know about it(!). And yet menopause is an inherent and potentially significant moment in women's lives, one which is under discussed in society at large and certainly in the world of work. Does your company have a plan for menopause? If you have women in your workforce, you had better. You will learn: Basics: - What is menopause, who is affected, when does it happen? - What are stages of menopause? - How does menopause manifest? - What can women expect to experience during menopause? - How long does menopause last? - What do we think of the recommended medical advice? - What is the state of menopause in the workplace? - What can employers do to normalise menopause, whilst also helping employees who may need extra help? - How can other employees assist? - What kind of work configurations, work designs should be considered? All this and more as we dive into a critically important yet neglected topic in the workplace. We're with Angela Cripps, MD, (Recruiting Gym), Kellie Millar, Recruitment Manager (Space & Time), Sally Higham, Head of Talent Attraction, (Lonza), Clair Bush, Founder (CareerSix), Lou Furby, Senior Events & Communications Manager (SpecSavers), Marisa Esteves, Manager, Talent Acquisition, (ScribeAmerica) & Jennifer Candee, Global Director of Talent Acquisition (Cargill) Ep234 is sponsored by our buddies Poetry "This is a blueprint for improving our talent acquisition maturity." TA Leader, Engineering Poetry is a recruiter workspace including solutions for recruitment marketing, recruitment operations, recruiter learning and a launchpad for all the other tools you need to accomplish your daily tasks. We enable recruiters to be better marketers through enhanced collaboration, genAI assistance and automatic recommendations. These are the days of brilliant content. Gone are the days of re-writing InMails, social media posts and email copy. We save you considerable 'toggle tax' by providing so many solutions within the one app. Rapidly locate your job ad templates, competitor intelligence, interview policies and TikTok sourcing tools. Everything's in the one place. Managers, this is for you too. Our workspace analysis and reporting tells you how the team are using the solutions and provides you with automatic coaching, recommendations and ROI. Get started for free at www.poetryhr.com

AREF ABEDI, CEO OF JOBLYON We're up and close and personal with the entrepreneurs changing the way in which we work today. Next up is Aref Abedi, CEO of up and coming ATS, Joblyon. Lets hear from Aref on tech startup, leadership during an extraordinary period in the global economy, how Joblyon conquered the Nordic market and what the plans are going forward with expansion into UK, EU and beyond. Ep40 is supported by Jobylon. In today’s talent landscape, change is the only constant. That’s why you need a flexible hiring system. Jobylon is the ATS tailor-made for top employers, adapting seamlessly to your processes and ways of working. Whether you’re hiring 50 or 5,000, Jobylon helps you attract, manage, and hire the best candidates. Learn more at Jobylon.com

AI Enabled Job Seekers - What is the Assessment Plan? We know that job candidates are now extensively using generative AI tools to improve their chances of passing through job assessments. We can expect this number to increase as competition for opportunities continues to be high and innovation in tech becomes ever more sophisticated. Do we recruiters have a plan to deal with this? You will learn: - Candidate usage of GAI - status - Surge of job applicants ...is it from mass apply tech? - GAI for CV, Cover letter, Application form - Teleprompter tech for video interview - Touch up enhancements (visual, audio) for video interview - Available techniques for mitigation - detect, deter, design - Which assessments types are MOST exposed to job seeker use of GAI? - Which assessments types are LEAST exposed? - What does the most future proofed assessment flow look like? All this and more as we dip our toe into a future, where every candidate is a centaur. We're with Christine Ng, Head of People & Talent (Quantum Motion), Robert Newry, CEO (Arctic Shores), Antonia Manoochehri, Founder (Lumenai), Becky Lee, Head of Student Talent Attraction (EY) & Bas van de Haterd, Founder (Digitaal-Werven) Ep233 is sponsored by our buddies Pinpoint Be ready for anything with Pinpoint—the fast, flexible applicant tracking software. Talent teams are constantly faced with change. From hypergrowth to evolving policies to hiring managers simply changing their minds, recruiters need to quickly respond to new demands. Your ATS should make that easier to do, not harder. Enter Pinpoint: Our intuitive platform means it will always be easy-to-use for your talent team, hiring managers, and candidates. And under the surface, you’ll find the flexible tools you need to continue evolving. Stay agile as you grow your company, advance your talent strategy, or hire across different markets. Fast, flexible software and unlimited help from our team means you'll attract the right candidates, select the best, and wow your new hires from the moment they say ‘yes.’ Book your demo now.

STATE OF THE RECRUITER JOB MARKET, PT2 It has been a very challenging market. We did the pt1 of this mini series at the start of the year and we had hoped that things would improve for recruiters looking for work, but I don't think we can say that it has. The market buoyancy that we've experienced over the past decade and half might turn to be entirely a zero interest rate phenomenon, and we need to adjust to changed realties. Let's talk to recruiters who are at different stages of the job search - from recently looking, on the market for a while, to those successfully closed. We need to talk about what we're seeing, so that we can share learnings, connect and figure out how best to optimise for these suboptimal conditions. You will learn: - Market perspective from the job seekers - Germany, UK, USA, Ireland - What trends are discernible? - Salary / compensation - Status of remote - Language requirements - Applicant volume - Inbound opportunities...any at all? - Best practice / recommendations We're with Nikki Tarr, Head of TA (ex-ClearCourse), Tanguy Lacroix, Talent Acquisition Partner (ex-Qonto), Sofia Broberger, Recruitment Trainer (Freelance), Jon Hull, Head of Resourcing (ex-Balfour Beatty), Amanda-Jane Lamont, TA Leader (ex-Zalando) & Caroline Hunter, Recruitment & Talent Director (ex-Cielo) & friends. Ep232 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 experts today.

CREATING A CAREER PATHING FRAMEWORK FOR YOUR TA DEPARTMENT Inspired by a question asked in the online community, we're going to do this conversation on how to build career path & progression framework for Talent Acquisition. A structure of this type is essential for any significant department in business, helping not only create visibility on resourcing gaps but also on how candidates and employees can progress their careers within the business. How many of us have one of these for TA? My guess is, not nearly enough. You will learn: - What is the right size of department to start to build out a career pathing framework? - What models are available and which should you choose? - How to do build the compensation framework? - How do we ensure substantive differentiation between the levels? - How to do keep flat hierarchy? - What is the typical structure which most TA departments use? - Are there any industry standards on this? - How do we implement once a framework has been designed? All this anymore as we learn about How to Create A Career Pathing framework for TA. We're with Annie Jackson, Head of Talent Acquisition (CLEO), Andrea Marston, Senior Director, Global Talent Acquisition (VMWare) & Andreea Lungulescu, Founder (TA Crunch) Ep231 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

HOW TO HIRE IN LATAM As I will be in Colombia this week, it is fitting that I should do a Brainfood Live on the topic of Hiring in LATAM. As the world re-globalises around new supply chains and regional blocs, as well as jobs shifting across those boundaries as companies seek the best available talent at the best available price, we are overdue a visit to Latin America and all the diverse economies of this 1 billion person region. This is a show for every recruiter currently or previously working in or for LATAM, as well as for employers who have a global hiring perspective. You will learn: - What are the core considerations of an external employer hiring LATAM employees? - How great are the regional differences within Latin America? - What degree of English language proficiency can be expected? - Where is the technical / commercial / support talent? - Compensation exceptions - Relocation interest or demand - Competitor employers are local level - Competitor employers are international level - What is the status of remote, D&I, employee mobility? All this anymore as we learn about hiring in LATAM. We're with Juliana Park, Founder (HRX Brasil), Izka Gonzalez, Founder (The Hiring Revolution), Carlos Guillermo Lopez, Founder (IHR Latin America) & Stephan Poweska, Head of Global Talent Acquisition (Lionbridge), with Jonathan Romley, CEO of Lundi in the copilot seat. Ep230 is sponsored by our buddies Lundi Most companies struggle with hiring, especially internationally. Lundi empowers you to recruit talent anywhere in 40 languages and across 65+ countries, fast. Not sure where to start? Lundi will help you identify the best countries for every role, so that you can unlock global hiring at scale and grow your business. Contact us here if you're hiring in a market you're unfamiliarity with - free consultation + direct connection with local staffing experts.

RECRUITER USE CASES FOR CHATGPT - PART 4 It's been nearly 6 months since we last ran Part 3 on Recruiter Use Cases for ChatGPT, and as you know by now, 6 months is a lifetime in the world of AI. What advances have happened in that time, how have recruiters taken advantage of the innovations, what practical use cases can see we illustrate to the audience? We're bringing the best of the best again for this rapid fire on screen demo show where expert recruiters will share their amazing AI recipes, We're with Alexandra Gyetvai, Talent Acquisition Consultant (The Source Code), Alexander Chukovski, AI Advisor (Jobiqo), Dov Zavadskis, Founder (BeFriend AI) & Johannes Sundlo, Senior Human Resource Manager (Avalanche Studios) and friends! Ep229 is sponsored by our buddies KANDIDATE Would You Like 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE? ✅ 100% FREE trial to work with one of our world-class Sourcers ✅ 20 superstar candidates added to your talent pipeline ✅ We will work on ANY role, no matter how challenging ✅ Particularly effective for Engineering and Senior hires To make it even better, there are: 🚫 No charges if you hire 🚫 No hidden fees at all - it’s a 100% free trial Email CEO Alex van Klaveren directly at [email protected] and ask for a trial. Mention you saw it on Brainfood!

HOW TO CONDUCT AN AI BIAS AUDIT If you've been following me on any channel you will know that one of the hot items we're tracking is the state of regulation when it comes to AI. Whether it is the EU AI directive or the New York AEDT or the increasing numbers of cases going through the law courts on AI, automation and bias. Smart TA departments will want to be using GAI to secure efficiency gains but at the same time must be wary of building processes and using technologies which may be non-compliant with near future regulation. What do do know of the rulings so far, can we guess where we need to be in to pre-compliant with AI laws? We're going to have a go at this one with Bob Pulver, Founder (Cognitive Path), Andrew Gadomski, Founder (Aspen Analytics), with Vanessa Raath, Founder (Talent Hunter) in the co-pilot seat Ep228 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

WHAT WORKS FOR WOMEN (IN TECH) As another technology wave crashes over society and forces us to adapt to new realities, we again need to review what the recurring motif of the lack of gender diversity in the world of technology. Despite the decade of effort, goodwill and investment, the ratio of women to men in the tech remains stubbornly fixed. Perhaps it is time to challenge previously held assumptions and think whether we have actually created the environment with allows people of any gender thrive. So...What works for women in tech? We're going to do a deep dive with one of the leading thinker-do-ers in this space, Fionnuala O'Conor, CEO of OpDem Ep227 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

BEING PUT ON BLAST: HOW TO HANDLE NEGATIVE PUBLICITY FROM UNHAPPY JOB CANDIDATES Perhaps one of the most challenging moments in a recruiters career is when an irate candidate takes the socials and puts your business on blast. Dealing with feedback is difficult, but when it is a public call out then the potential damage to employer brand far exceeds any personal pressure that might be felt. How do you handle such a situation? Can it turned around? We're looking at a specific example this week when TestGorilla - themselves a HR Tech business - came under fire when a candidate took to LinkedIn to publicly lambast the company for she felt was a terrible candidate experience. The response from TestGorilla Head of People, Nadia Vatalidis was a lesson on how to take on the criticism directly and publicly. We speak with Nadia in Brainfood Live to discuss how exactly this situation occurred, how the decision was made to go to Loom and what lessons can be learned on how to handle bad PR from unhappy candidates. We're on Friday 6th October 2pm BST with Nadia Vatalidis, Head of People & Culture (TestGorilla) Ep226 is sponsored by our buddies Adway Adway UK Summit on Nov 9th - registrations now open for Talent Acquisition Leaders. Join Adway for a day of learning, market intelligence and a sneak peak of some of the most innovative technology in the recruitment tech space. Limited spaces so RSVP here

THE PSYCHOLOGICAL IMPACT OF CANDIDATE ASSESSMENTS As recruiters our task to build a hiring process which enables our employers and clients to hire the most suitable candidates most efficiently. Whether we use interview, game based assessment, set take home projects, have presentations delivered or even take the candidates out for a meet-the-team exercise, we rarely consider the scenario from the candidate perspective - what are the psychological impacts on the assessments we set? Are they fair? New thoughts as always in this topic on Brainfood Live On Air - Assessing the assessment - What is the least challenging assessment from a psychological perspective? - Why might job assessment by psychologically challenge to candidates? - Are certain assessments inherently more challenging? - In what circumstances would these assessments be fair, regardless of the psychological challenge? - How can better understanding on psychological impact of assessment types information our CX strategy? - Is there any way to mitigate per challenge? - Do we ask the candidate which assessment type would be prefer? - Do demographics matter in assessment? - Should we vary assessments according to gender, ethnicity, age etc? - What tips can be give to organisations who want to be inclusive of all types of people, whilst maintaining a commitment to hire only the most suitable? All this and more, on Brainfood Live On Air We're on Friday 29th September, 2pm BST with Jean-Marie Caillaud, Founder (WorkMeTender), Nikita Mikhailov, Professor of Practice (Hult International), Heloise Thon, Neurodivergent Coach (Freelance), Linnea Bywall, Head of People (Alva Labs) Ep225 is sponsored by our buddies Tribepad Let’s not beat about the bush: these are difficult times. The costs of doing business are soaring, and practically every organisation faces major margin pressure. But that doesn’t stop the fact that today’s biggest recruitment challenges aren’t going away anytime soon. Skills shortages are as big an issue as ever. Turnover is as much a frustration as ever. Great people are as critical to performance as ever. While other organisations are freezing investment and making do with ‘good enough’ technology, there’s space for forward-looking organisations to sweep in and create a competitive edge. Especially now, securing investment for new talent tech can be tough. You need to create a compelling business case to make that investment a no-brainer. Tribepad have created the complete 7 step process to building that critical business case. You can download it here: https://hubs.li/Q02052HZ0

RECRUITER FRAUD: HOW TO SPOT AND STOP 'OVERWORKING' REMOTE RECRUITERS 'Overworking' is one of the most popular subreddits on Reddit, and it's a discussion community of people who share tips on how to get away with (illegally) working more than one job. Once considered a myth promulgated by managers who want to manufacture consent for return to office, a body of evidence is building both from research and from direct experience that overworking is indeed an issue, simply because employers have limited means to mitigate the risk. What is the phenomena of overworking and how significant is it in the recruiting industry? - Overworking, review of the subreddit - How does this happen? - Employer surveillance backlashed - How would you know? - Examples - How to spot a recruiter working more than 1 more employer - How to prove it? - What steps to take if you suspect a recruiter in team is working for more than one employer - Is there a way we can make this legal for recruiters to do? - Has anyone set up a fractional recruitment agency? We're talking about new modes of working, and how transitions can lead to crime. We're on Friday 22nd September, 2pm BST with Lyndsey Taylor, Global Head of Talent Acquisition (Kerry), Katrina Hutchinson-O'Neill, CEO (Join Talent) & Maury Hanigan, CEO (SparcStart) Ep224 is sponsored by our buddies Greenhouse Last month, Greenhouse hosted a webinar focused on Inclusive Hiring in an AI World. Mona Khalil, Manager, Data Sciene- Engineering at Greenhouse and other experts discuss how your team can harness the power of AI correctly to find and retain top talent efficiently- and equitably. In this webinar, you'll learn: How AI is changing the way we hire How to make the most of your hiring tech stack How AI and DE&I can work together to shape the future of hiring. The webinar is available on demand, here.

WHEN POLITICS & EMPLOYER BRANDING COLLIDE The Culture War gripping the United States has culminated a number of legislative changes which have direct impact on the recruiting industry. The landmark Dobbs vs Jackson ruling, which removed the Federal protection of a women's right to choose, has led to a number of states changing their laws which various reduce woman's right to abortion. What impact does this have on employer branding and talent attraction? Indeed collaborated with academic institutions to tackle this very question - and will be sharing insights into this situation, before moving onto the panel discussion on what we can do about it, or even if we should. - Recaps Dobbs vs Jackson - Context: Culture War - Indeed research - what is it, what do we know, how significant is the impact? - Company vs State, examples of measures taken - Distributed workforce, will this accelerate shift to remote? - What is the TA / HR policy, short of relocating HQ - Individual messaging to employees affected - Crafting employer brand for companies HQ in trigger states. We're talking where politics and recruitment collide. We're on Friday 15th September, 3pm BST with Pawel Adrjan, Director of Economics (Indeed), Erin Mathew, Senior Tech Talent Sourcer (PayPal), Brittany King, Senior Manager TA (The Kraft Heinz Co) & Mary Kay Baldino (Head of Talent Acquisition), R1 RCM Ep223 is sponsored by our buddies Red Branch Media If you've been on the fence about getting marketing support from the only pure HRTech Marketing firm out there, it's time to move. Red Branch Media hasn’t changed their pricing since 2020 (yes, since COVID) but come New Year's of 2024...well, it's happening. Lucky listeners can lock in 2023 pricing for the full year, making budgeting for marketing and sales this year a SNAP! Hurry, the clock is ticking. We are mighty, but small, so we can only service 30 clients at a time...that means there are fewer than five spots left! CEO and Founder of Red Branch Media, Maren Hogan, will be attending HRTech and Unleash World this October. Snag an appointment with her to discuss how to lock it in ASAP. Red Branch Media, the sweetest little marketing agency in the world!

GENERATIONAL DIVERSITY: AGE & AGE-ISM We all care about diversity and inclusion, but there seems to be a hierarchy as to which measures of diversity matter more than others, mainly gender and ethnicity. And yet perhaps most egregious form of discrimination is against the older worker - who we will all one day become - who are often stereotyped as stuck in their ways, lacking energy and initiative, overly expensive, a management problem and the rest. Let's also not be afraid of real talk - age is real, and no question as our minds and bodies degrade we may be more or less suitable for or interested in different types of work What is the state of age and ageism in the workplace, and what can in TA / HR do about it? - Egregious examples of age-ism - Job search as an older recruiter - Common reasons why employers discriminate against older workers - Hiring manager vs TA - who is responsible for this? - Techniques job seekers can use to increase / optimise chances of progress - Employer side - who is doing anything about this? - Examples from Saga - Examples from BT - What can TA / HR leaders to today to mitigate ageism and create a generationally diverse workforce. Must attend folks We're on Friday 8th September, 2pm BST with Steve Jewell, Contract Recruiter (CSM Corporation), Cindy Trotta, TA Manager (Sperry Rail), Jo Dalton, Founder (JD & Co), Vicki Leonard, Senior TA Partner (Saga), & Matthew Howe, Head of Volume Recruitment (BT Group) Follow the channel here (recommended) and register by clicking on Save My Spot Ep222 is sponsored by our buddies Greenhouse Last month, Greenhouse hosted a webinar focused on Inclusive Hiring in an AI World. Mona Khalil, Manager, Data Science- Engineering at Greenhouse and other experts discuss how your team can harness the power of AI correctly to find and retain top talent efficiently- and equitably. In this webinar, you'll learn: How AI is changing the way we hire How to make the most of your hiring tech stack How AI and DE&I can work together to shape the future of hiring. The webinar is available on demand, here.

CAREER PROGRESSION TIPS FOR TALENT ACQUISITION LEADERS Back when you were you kid, the advice was always 'keep your head down, don't cause any trouble, work hard' and you will inevitably get your just rewards. Whilst not of this is false, it is certainly not complete and as we get older we have to resist the cynicism which inevitably takes hold as we watch others advance more quickly and further along, despite perhaps not having any excess of capability! The reason is of course, the missing component to career progression - profile. We live in a world where information is both complex and incomplete. In order for us progression on our just merits, we need also to let others know about our work. This is the topic of today's Brainfood Live On Air - What is the PIE framework? - How do we define profile? - What are the differences between internal / external profile? - Can the two help each other? - What the best ways to increase profile in your business? - What mindset / heuristics do you need to develop in order to be consistently high profile? - At what point does this become self-aggrandisement? - Are there cultural differences in how to do profile? - Are there gender differences in how to do profile? - What are the best recommendations for the wannabe TA leader, going for a competitive spot? All this and more folks - important one to do if you are on the career ladder We're on Friday 1st September, 2pm BST with Anais Neumann, Global Head of Executive Recruiting (HelloFresh), Virginia Tirado, HR & TA Leader (ex-Zalando) & Jo Philips, Leadership Development Consultant (RecruitingGym) Ep221 is sponsored by our buddies Symphony Talent Symphony Talent is a recruitment marketing technology and creative services company that helps talent acquisition teams execute strategies that empower innovative candidate interactions. Our recruitment technology and award-winning Employer Value Proposition (EVP) strategy and employer brand campaigns support clients across the globe, including the world's leading brands. Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.

THE BUSINESS CASE FOR BUDGET (WHEN TIMES ARE TOUGH!) It's easy to get budget for your new recruitment toy, or cool event to attend or extra headcount when times are good and the cash is flowing into the business. How to do it when the entire market is retrenching and every penny is being accounted for? We're in a moment right now but rather than give up on the situation, can we reframe the proposition such that we might give ourselves as chance at grabbing some budget for to do what we need? Lets speak to experienced TA leaders who know to put together a business case for budget when times are tough! - When do you know you need budget? - How do you broach the conversation? - How important is pre-building the social capital? - Speaking the language of business - how does TA do this? - Do we think about other departmental heads and coordinate / compete? - Formal vs Informal - when to go through the back door? - Business case design - what is the formula? - How to design the deck - does it matter? - What is the best way to follow up? - Is this like sales? - How to justify the spend? - What is the after care? All this and more friends, lets see if we can get more money for TA, when times are tough! We're with Nick Thompson, Global Talent Marketing & Employer Branding Manager (IBM), Arielle Killroy, Founder (Dado) & friends Ep220 is sponsored by our buddies KANDIDATE Would You Like 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE? ✅ 100% FREE trial to work with one of our world-class Sourcers ✅ 20 superstar candidates added to your talent pipeline ✅ We will work on ANY role, no matter how challenging ✅ Particularly effective for Engineering and Senior hires To make it even better, there are: 🚫 No charges if you hire 🚫 No hidden fees at all - it’s a 100% free trial Email CEO Alex van Klaveren directly at [email protected] and ask for a trial. Mention you saw it on Brainfood!

EXPANDING SCOPE: FROM TA TO TA+ Talent Acquisition is entering into a new era where organisations are prioritising flexible workforces on demand, fluid internal organisational structure to facilitate internal mobility and the continuous upskilling of the employee base in order to create an agile and resilient organisation fit for todays volatile and unpredictable world. TA need to respond by expanding scope - doing more than acquiring external talent, and instead reimagining itself as a function whose aim is to deliver skills to demand, on demand. How can TA do this, what can we learn from TA leaders who are on this journey? - What are the responsibilities of traditional talent acquisition? - What areas have fallen outside that scope? - How do TA leaders expand scope and take on further domains? - Is this a turf battle with other leaders in HR? - How do we make the business case that it should fall to TA? - How do you best prepare to lead domains where you do not have the operational experience? - What are the pitfalls of taking on too much? - What does a future People Ops structure look like? - And...do we need to change our name? Let's talk to TA leaders who are already on this path and learn what we can. We're with Christine Ng, Head of Talent & People (Quantum Motion), Yasar Ahmad, Global VP of Mobility, Talent & Rewards (Hellofresh) & Ebony James, Senior Director Talent Acquisition, EB and People Ops (TIER Mobility) Ep219 is sponsored by our friends Pinpoint Be ready for anything with Pinpoint—the fast, flexible applicant tracking software. Talent teams are constantly faced with change. From hypergrowth to evolving policies to hiring managers simply changing their minds, recruiters need to quickly respond to new demands. Your ATS should make that easier to do, not harder. Enter Pinpoint: Our intuitive platform means it will always be easy-to-use for your talent team, hiring managers, and candidates. And under the surface, you’ll find the flexible tools you need to continue evolving. Stay agile as you grow your company, advance your talent strategy, or hire across different markets. Fast, flexible software and unlimited help from our team means you'll attract the right candidates, select the best, and wow your new hires from the moment they say ‘yes.’ Be ready for anything with Pinpoint—the fast, flexible applicant tracking software. Book your demo now.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today There probably hasn't been a more disruptive and then dominant recruitment technology business than Indeed, a company which somehow manages to be dominant incumbent and disruptive innovator at the same time. We're with VP and GM, Raj Mukherjee on the latest changes at Indeed, and what this means for customers and users in 2023 and beyond - Pay per application - what, why, how and what would you do if we could do it again? - Tough decision: when did you know of the need for reduction in force? - As a leader, how does one repair the hurt from RIF - what techniques did you use? - What do you think you do especially well as a leader? What not so well? - Was it always an ambition to reach a leadership like GM of Indeed? - What lessons have you learned along the way which young Raj might have benefited from? - What is the state of recruitment today, where will be in 12 months time? - How does Indeed decide which moonshots to try, when do you decide to preserve or stop? - What are the marketing challenges for Indeed, a brand which everyone knows already? - How has AI impacted the Indeed product roadmap? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep39 of Founders Focus is supported by Indeed More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world (Comscore, Total Visits, September 2022) and allows job seekers to search millions of jobs in more than 60 countries and 28 languages. Over 3 million employers use Indeed to find and hire new employees. More than 300 million unique visitors use Indeed each month to search for jobs, post resumes, research companies and more. Hiring for talent, you need to check out Indeed

TURNING EMPLOYEES INTO LINKEDIN TALENT INFLUENCERS One of the great case studies which have emerged in recruitment over the past month has been Cisco's remarkable employee advocacy programme, in which 84,000 employees received training on how to be a LinkedIn influencer. We can forget that almost all of us have powerful networks, many of which are plugged into the world's number one professional networking site, but few of us are actively posting on it. Might it be that we have simply never received the training for it? We're going to explore this example and figure out whether it can be replicated for other employers - How many employees are on LinkedIn - How many are daily active users - How many are weekly active, or monthly active - Can we identify those who are already active on platform? - What training is required to activate more? - How can we reward such behaviour? - What are the risks of activating an employee base on LinkedIn? - What direct incentives can we put into place? - How can we track performance over time? Let's see if we can put together an employee advocacy plan for LinkedIn! We're with Vicki Saunders, Employer Brand Lead (Curry's plc), Richard Bradley, VP Strategic Sales & Customer Success (Kelly), Leah Wise, Global Employer Branding (Hellofresh) & Marian Jarzak, Employer Brand Partner and we're on Friday 11th August, 2pm BST - save your spot by clicking on the green button! Ep218 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 hosted by

LINKEDIN ALGORITHM UPDATES Have you noticed a collapse in the effectiveness of your LinkedIn posts? If you have, then it seems that you might not be alone, as LinkedIn have made some significant changes to the newsfeed algorithm which all recruiters need to be aware of. Revealed in an interview with Entrepreneur, it seems that LinkedIn is prioritising content which genuinely adds value (how do they determine this), is resonant with your profile page (we need to pay attention to this) as well as post frequency, media choices and engagement back with engagers. Pretty much essential that we get on top of this, so I'm bringing back one of the best experts in the business to help update us on the state of the LinkedIn algorithm. Andy Foote, flying in solo with this for this one! Ep217 is sponsored by our buddies KANDIDATE Would You Like 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE? ✅ 100% FREE trial to work with one of our world-class Sourcers ✅ 20 superstar candidates added to your talent pipeline ✅ We will work on ANY role, no matter how challenging ✅ Particularly effective for Engineering and Senior hires To make it even better, there are: 🚫 No charges if you hire 🚫 No hidden fees at all - it’s a 100% free trial Email CEO Alex van Klaveren directly at [email protected] and ask for a trial. Mention you saw it on Brainfood!

Fully Autonomous Hiring The promise is there: a recruiting process which runs autonomously without the need for a human recruiter or a human hiring manager, coordinator, background checker or anything else. Lets take a leap forward and see how it might be accomplished! - Identification - Engagement - Assessment - Negotiation - Close How does technology do all of this, WITHOUT just moving a human being through a process which is which demonstrably inhumane? What does candidate experience look like when we have no human contact on the other side. Who will be the first company to try this? All this and more on Brainfood Live On Air. We're on Friday 28th July, 2pm BST, and we will be following a presentation by Stan Wasowicz on this speculative future, and use it as a launching pad for a conversation of the de-humanisation of hiring. Click on the save your spot button to register and follow the channel here (recommended) to be notified when we go live. Ep216 is sponsored by our buddies KANDIDATE Would You Like 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE? ✅ 100% FREE trial to work with one of our world-class Sourcers ✅ 20 superstar candidates added to your talent pipeline ✅ We will work on ANY role, no matter how challenging ✅ Particularly effective for Engineering and Senior hires To make it even better, there are: 🚫 No charges if you hire 🚫 No hidden fees at all - it’s a 100% free trial Email CEO Alex van Klaveren directly at [email protected] and ask for a trial. Mention you saw it on Brainfood!

Tech Hiring Landscape: 2023 Mid Year Review We're well into Q3 and by now we should have a reasonable view as to how the tech hiring landscape is going. It has been an extremely challenge 12 months for the VC backed tech sector, as we've seen a refocus on profitability over growth as investors turn conservative in light of high interest rates, constantly VUCA-ring uncertainty and, perhaps, the prospect of a decade long slow down on economic growth. How does this all affect tech recruiters and tech hiring? - Volume of tech jobs - Regional variance - UK, EU, USA, APAC, LATAM etc - End of super star cities? - Has remote redistributed tech jobs, dispersing them geographically? - If so, which places have been the beneficiaries? - What are candidates saying? - How does this impact KPI's on recruiting for tech roles? - Has the role of the tech recruiter changed? - Advent of AI, has this changed tech candidate behaviour? - What should tech recruiters be doing for the rest of 2023? All this and more on Brainfood Live On Air. We're on Friday 21st July, 2pm BST, with Matt Doyle, Senior Manager Talent Acquisition (Tenable), Sam Berthoud, Director of Account Management (hackajob), Ach Petrosyan, Recruiter (Levelup Ventures) & Bharath C, Recruiter (Meta) Click on the green button on the top right to register and follow the channel here (recommended) to be notified when we go live. Ep215 is sponsored by our buddies hackajob Are you tired of spending endless hours sifting through resumes and struggling to find the perfect candidates for your open positions? Look no further! hackajob is here to revolutionize the way you recruit top talent. Our state-of-the-art recruitment marketplace connects you with qualified candidates in your industry, saving you time and resources in the hiring process. Plus, our advanced matching algorithm ensures that you're only presented with the most relevant candidates for your open roles. But don't just take our word for it - book a demo with our team and see for yourself how hackajob can transform your recruiting efforts. Trust us, you won't be disappointed.

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 [email protected] 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.