The Recruiting Brainfood Podcast

HOW TO ETHICALLY IMPLEMENT AI INTO TALENT ACQUISITION One of the factors slowing down AI Adoption is justifiable concern on the ethics of AI. How do we ensure that we are not exacerbating bias, privileging one demographic over another and treating human beings as lesser than the machines? It's been great to see software vendors take the lead in trying find a path forward. A superb how-to guide from our friends Willo was featured in Recruiting Brainfood Issue 399 (free to download, no gate here) and it covered the practical steps required to move from idea to practice. We all have to get their, so we are using today's Brainfood Live as an opportunity to walk through the guide: - How AI impacts candidate assessment - How to Build Trust with Employees - New TA Infrastructure for the AI-enabled Candidate - Key areas of recruitment optimisation with AI - How AI can benefit candidate experience - How to ensure AI reduces bias rather than exacerbate it - AI as an EB Co-pilot - Key AI policies: what is the regulatory environment? - Privacy, Referencability, Explainability, Humanity - How to get started: Audit / Analytical framework - Research and Communication Strategy - Launch and Implementation It's a fantastic guide and we're roping in Euan Cameron and Andrew Wood (Co-founders), Willo to walk us through it. Friday 19th July, 2pm BST Ep264 is sponsored by our friends 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.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today. Next up is the CEO of one the new wave of AI-native tech startups which are transforming enterprise recruitment, Sam Dhesi - When did you realise you were going to set up a company? - What are the strengths of a founder coming into a new domain? - How did you assemble the founding team? - What protocols do you have when you disagree? - If I could ask a former colleague of yours to describe your management style, what would they say? - Can you describe what your Day in the Life looks like? - What are the main challenges of recruitment tech founders right now? - What do you think will happen to software development if AI continues on current path? - What do you think recruitment will look like in 2030? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Tues 16th July 11am BST Click on the green button to save your spot and follow the channel here (recommended) for further updates Ep48 of Founders Focus is supported by Popp Meet Ellie. She's is a (real) senior talent acquisition leader at one of the world’s biggest technology companies. She's also the Global Recruiter of the Month. Her secret? Popp AI. Every month Ellie uses Popp to screen and manage human-like conversations with thousands of candidates, progressing them rapidly through the hiring funnel. She’s delegating her administrative responsibilities to her AI co-pilot, and focussing on where she adds real value - building meaningful relationships with the candidates that count. She’s embracing new technology to transform into a super-recruiter and accelerate her career. Popp is trusted by some of the most innovative recruiters like Ellie, and some of the most innovative talent teams and staffing organisations, like Zoe and Randstad. Popp plugs into your ATS or CRM to automate administrative tasks across the recruitment funnel, transforming your recruiters into a hyper-lean, AI-enabled team of super-recruiters, who can accelerate candidates through the recruitment funnel at breakneck speed while delivering a world-class candidate experience. Popp is a compliant, audited, ethical partner that you can trust to: Unlock the value of your CRM. Popp will automatically deliver personalized interactions to candidates in your CRM to collect their latest information and keep their profiles enriched and updated. Screen thousands of candidates in seconds: Popp can screen thousands of candidates or new applicants at once. We allow you to dynamically change your scoring criteria to look at candidates in different ways and enable you to automatically shortlist the best candidates with detailed reports from our DE&I-compliant AI co-pilot. Build next-step automations in minutes: With Popp, you can easily set up next-step automations - like personalised feedback or role recommendations for unsuccessful candidates, screening conversations for your shortlist, or booking links and document requests for successful interview candidates. Converse with candidates on autopilot: Popp accelerates candidates through hiring processes using personalized and human-like conversations at scale. It takes the average Popp-enabled recruiter less than 9 minutes to set up a campaign to reach out to 1000s of candidates. 24/7, in any language. Popp answers candidate questions, advertises roles, collects docs, and schedules calls. And via high-response channels like SMS and WhatsApp. Integrations with your existing ATS/CRM: We update every candidate profile automatically based on every interaction. HitL Our human-in-the-loop mechanism ensures that AI decisions and outputs are overseen and, when necessary, taken over by a human supervisor. Our AI recognises its shortcomings and automatically notifies human managers when it needs a hand. ”Popp is a platform every company should have, I can imagine endless possibilities in which you can use Popp and make your work run smoothly. Work smarter and not harder.” Monica - Sourcing Specialist at Philips North America Get your Popp - book a 30 minute demo with our friendly team today

PUBLIC SPEAKING TIPS FOR NEWBIES: HOW TO DELIVER YOUR BEST RECFEST TALK Once upon a time, I too was also a reluctant public speaker. In fact, I did not even see the point of attending industry conferences - after all, what did I have to say, what did I have to learn? I am very glad that I accepted the invitation of one Mr Stephen Donaldson to give a talk at one of his events, Bill Boorman, who set up the first (ur) conference I really attended and Sarah Cooper, who by turning up at the door at the same time persuaded me to 'walk in' rather than walk by. No question: life and career changing - all for the better, as confidence, network, learning and profile have all up levelled. No exaggeration to say that Brainfood would not be here were it not for those early events. I'm keen for others to have the similar opportunity, so hence we're going to do a Brainfood Live on the topic of Public Speaking - in particular, how to get good at it. We're assembling an all star cast of industry professionals who are experienced on stage speakers and trainers. - What do they know about public speaking that others do not? - What are the expected feelings prior to the presentation? - How to build a presentation to enable best delivery? - What is the best method to control nerves? - How can a person who is introverted and hates performance, get better at public speaking? - How body language techniques do we need to know? - Can breathing techniques help? - What makes a memorable talk? - How to make sure you are psychologically level during the presentation? - How do I deliver the best Recfest Talk next week? We're with Akbar Karenga, Founder (Maarusi), Sam Berthoud, VP of Talent Solutions (hackajob), Angela Cripps, MD (Recruitment Gym), Christina Robinson, Founder (Green Umbrella), Bill Boorman, Founder (TRU) & friends Ep263 is sponsored by our buddies The Recruitment Events Co Recruitment Events Company run the No1 Festival for Recruiters - now in Knebworth AND in Nashville, Tennessee. Join thousands of recruiters in a day of learning, celebration, networking and community. Tickets for Knebworth here and for Nashville here. See you there!

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today. Next up is Dina Bay, CEO of PitchMe. I do believe this is the first time we have had a Founders Focus with the fellow Alumni of St Andrews University - a moment to celebrate! - When did you realise you were going to set up a company? - What was the biggest difference between the world's of research, corporate and startup? - What skills do you think you have as CEO? - What areas do you think are not your strongest as CEO? - If I could ask a former colleague of yours to describe your management style, what would they say? - Can you describe what your Day in the Life looks like? - What are the main challenges of recruitment tech founders right now? - Can you describe what PitchMe is? - How did you adapt your product roadmap when you saw ChatGPT? - What do you think will happen to software development if AI continues on current path? - What do you think recruitment will look like in 2030? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep47 of Founders Focus is supported by PitchMe PitchMe is a data intelligence partner for recruiters who want to improve their performance. PitchMe delivers data intelligence for agencies and in-house teams, streamlining talent discovery with efficient tools. Our end-to-end AI-driven automated hiring solutions cut time and effort, empowering recruiters to prioritize strategic tasks. The PitchMe suite of tools centralizes, streamlines, and simplifies the end-to-end hiring process, offering a seamless journey from crafting precise and compelling resumes to sourcing top-tier talent and maintaining an up-to-date talent database. Fully automated. Fully integrated. No need to switch between tools or leave your ATS. That means valuable time can be redirected towards more important tasks, such as building new relationships or enhancing those with existing clients and candidates. Contact one of PitchMe's core team for a personal demo today!

SKILL BASED HIRING: A CONVERSATION WITH JOHNNY CAMPBELL One of the first people to really break down to task and activity level was Johnny Campbell. As CEO of market leading hiring training company SocialTalent, his taxonomy of the skills required by a recruiter to perform in their work remains a canonical artefact in the world of talent acquisition to this day. This is why I was excited to get a DM from Johnny on the topic of Skill Based Hiring - in particular, why we might have cause to pause in our charge to implement a concept which requires greater understanding, definition and modelling before put into the workplace. We are shifting gears in today's Brainfood Live - instead of a panel, we are going to critically but fairly examine Skill Based Hiring in a 1-2-1 conversation. Expect the following topics to be covered: - How to define skills that need to hired? - How to identify those skills pre-assessment - How to effectively and fairly assess for those skills, in a scalable way - What is the expected outcome of SBH hiring done well? Do we have any examples of this? - Is downgrading credentialism risking the downgrading of valuable experience? - Do we expect greater workforce diversity with Skill Based Hiring? What we do not get this result? - Where does Skills Based Hiring need to get to before it becomes viable? Ep262 is sponsored by our buddies Social Talent SocialTalent is the world’s leading e-learning platform dedicated to hiring and talent management. Hire top talent. Lead Hybrid Teams. Engage and Develop your team. Join thousands of talent leaders using SocialTalent, from companies such as Nokia, WilsonHCG, Cisco and many other leading global firms. Start your free trial with SocialTalent 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. I'm delighted to be speaking to the one and only Roderick Smyth - serial entrepreneur with multiple exits and now the founder and CEO of Glyde Talent - the AI powered recruitment platform which enables recruiters to source and screen at scale. - What has changed in product development over the past 20 years? - Can you describe the history of recruitment tech solutions in this time? - As a tech orientated CEO, what advantages do you think you have over non-tech CEO's - What disadvantages? - As a serial founder with multiple exits, to what do you attribute your success? - Do you think success compounds? - What was the most important decision you made as an entrepreneur? - What was one decision you wish you could take back? - Over twenty years, what has changed about your leadership style and what has stayed the same? - How do you get the leadership team right? - What is one question you always ask when interviewing candidates? - Why Glyde Talent? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep46 of Founders Focus is supported by Glyde Talent Glyde is an innovative platform revolutionizing the top of funnel in recruiting using advanced AI. Glyde transforms the candidate experience improving outcomes for candidates and hiring teams at scale. Glyde creates a positive engagement for more talent than any human could, identifies more suitable candidates faster and delivers actionable results to your recruiters. Want to know more? Get a personalised demo today

HOW TO SELECT AND IMPLEMENT AN ATS: A MASTERCLASS There will come a point in every Talent Acquisition professionals career where you will have to make a decision on which ATS to use. Likely to be the most significant technology decision you'll ever make, it is also - outside of payroll - likely to be the biggest ticket investment that you'll ever have responsibility for also. So how exactly are you meant to go about making such a big decision a success? - Top 10 things to consider when choosing an ATS - What is the business requirement - Who are the users? - What are you currently using to manage recruitment? - What are the compliance requirements? - What performance improvement do we expect to gain by upgrading? - Have you calculated switching costs? - Who is impacted by this decision? - Have you developed a communication strategy? - Who is the decision maker? - Where do I source the products? - How can I validate what vendors say? - What is the budget? - How long a contract? - How do we test the vendor relationship? - Will I be around long enough to see it through? All this and more on Brainfood Live on Air. We're with leading industry expert, Patrick Boonstra and on Friday 21st June, 1pm BST Ep261 is sponsored by our friends Greenhouse Greenhouse is your all-together hiring platform – built to deeply solve your hiring needs at every stage with intentional tools that support better hiring decisions and deliver better ROI. Bringing together technology and expertise, scalable workflows from Greenhouse help you connect recruiters, interviewers, hiring managers, and candidates. Use smart sourcing tools to discover and engage top talent, and create organized interview plans that empower your team to make fair hiring decisions. And when new hires start onboarding, you can easily track and manage the process, complete essential to-dos, and orchestrate next steps. At each stage of hiring, you can set goals and get meaningful insights — so your team can make measurable improvements. Greenhouse is not just another hiring tool: We’re a strategic partner that delivers value at every step, helping you hire better and achieve business success. Hire better, all-together... with Greenhouse. Visit Greenhouse to learn more.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today. Next up is Barb Hyman, CEO of Sapia. I had the great pleasure of meeting up with Barb for a coffee in Shoreditch earlier this year and I'm delighted to be able to reconnect with her on her founder story and what exactly made her embark on the journey of recruitment technology entrepreneurship - When did you realise you had to do Sapia? - Were you always thinking about becoming an entrepreneur? - From a UX POV, what are the main differences in being a CEO vs C-level employee? - How did you start in the HR / TA world? - Why do you think so few recruitment tech entrepreneurs actually come from recruitment background? - Do you think this is a problem? - What have you discovered about yourself as a leader? - What decisions would you take back if you had the chance? - Coming from Down Under, what are the main challenges for global breakthrough? - What recommendations and warning signs would you give to people thinking about tech startup? - Brand change - why and...did it make a difference? - What is new with Sapia in 2024? - How do you think recruitment will change in the next 5 years? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep45 of Founders Focus is supported by Sapia Sapia’s automated chat lets you interview everyone. And because it’s low pressure, every candidate will bring you their real and best self. The result? You see the whole person, not just their CV. Welcome to Sapia, the automated interview solution which enables high volume employers to scale up their interviews, whilst giving job candidates a 95% satisfaction score. Intrigued? Book a demo today

FUTURE OF JOB BOARDS & JOB ADVERTISING (PART DEUX) The best Brainfood Lives always leave more to be said. Ep254 set new standards for intellectual horsepower, as we discussed GenAI impact on the future of job boards and job advertising. We had such great feedback that we had to bring the crew back to follow up, this time taking things a step further with an examination of 'agentic AI' - How are job boards responding to AI agents? - What demands are employers making of job boards? - At what point do job boards recognise the risk that employers will no longer advertise jobs? - How do employers identify such risks? - Where is programmatic job advertising in this story? - What are the challenges of having peek-a-boo job ads when the application speed from job candidates increases? - What innovations do we expect to see from candidate side? - Has anyone actually tested 'AI MassApply'? - What assessment load should jobs boards take? - Are agencies and job boards coming together in some sort of digital managed service? All this and more, with Bill Fischer, CTO (VONQ), Louise Triance, Founder (UK Recruiter), Josh Willows, Head of Programmatic Sales (Veritone), Alex Chukowski, Advisor (Jobiqo), Steven Rothberg, Founder (College Recruiter), Chris Russell, Founder (RecTech Media) & friends on Friday 14th June, 2pm BST / 9am ET Ep260 is sponsored by our friends VONQ VONQ simplifies job publishing online, serving over 1,000 top companies, including 25+ Fortune 500 firms. Integrating with over 100 ATS and HCM platforms, we reach 80% of US and EU talent teams. Our network spans +5000 media channels, leveraging automation, data insights, and recruitment marketing to target the right talent efficiently. Recognized by Fosway as a Strategic Leader in Talent Acquisition, VONQ continues to lead in innovative recruitment solutions Need to optimise your job ad spend in 2024 and beyond? Speak to VONQ 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 on is one of brainfood's oldest buddies, Max Armbruster, CEO of Talkpush. If you've ever met Max you'd know about it - a unique, effervescent character whose passion for tech and recruitment is matched only by his vision for the future of recruitment optimisation. Let's find out more about who this guy is and what drives him to do what he does. - What important thing did you have cancel to appear on Founders Focus today? - What does a day in the life look like for the CEO of Talkpush? - Could a different personality do your job? If so, how would their impact differ? - Building a team..what are the main principles you have when hiring for your own department? - Were you always destined to be CEO? - What leadership lessons have you learned in your time as CEO of Talkpush? - What do you think the world of recruitment look like if Talkpush reached its goals? - What exciting things can customers of Talkpush have the rest of this year? - Back in time: if you timewarp back to the start of your journey with Talkpush what things would you change? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Wed 12th June, 10.30am BST Click on the green button to save your spot and follow the channel here (recommended) for further updates Ep44 of Founders Focus is supported by Talkpush Talkpush automates the repetitive parts of sourcing, screening and hiring talent, using various technologies such as chatbots, artificial intelligence, automated workflows, robotic process automation and optical character recognition to do in a fraction of a second what would normally take days or week to do manually. We talk with candidates on any channel their prefer, including SMS and email, as well as messaging platforms like Facebook Messenger, WhatsApp or Telegram, to make candidates more accessible to our customers. Personalised demo with Max on this link today

EXPANDING SCOPE: FROM TALENT ACQUISITION TO TALENT EVERYTHING Talent Acquisition has spent the past two decades attempting to create an identity distinct from HR....was this mistake, and do we now need to discreetly reverse course?? Apologies for the provocation but I suspect this is more or less what we NEED to be doing, especially as the employers everywhere demand more from people teams, forcing us all to expand scope to take on work that was previously someone else's theatre. Additionally, our understanding of the human journey through a company tells us that we need break functional siloes which emerged in a different era of business. What is it like to expand scope beyond TA? Should more of us do it? Let's speak to TA professionals who have already. - How did this journey start? - Was it a strategic decision to expand scope from just TA? - What new functions are most interesting for you? - Which ones are most difficult for a person coming from a TA perspective? - What have you learned ABOUT TA since you expanded scope BEYOND TA? - What skills should professionals develop in order to best position for future expansive roles like this? - What next, what else do you personally need to learn about your current career path? - How do you envisage the future of TA / Talent Everything? All this and more on Brainfood Live On Air, We're with Manjuri Sinha, VP of Talent Success, OLX Group, Yasar Ahmad, VP of People (HelloFresh), Christine Ng, Head of Talent & Communication (Quantum Motion) and on Friday 31st May, 2pm BST / 9am ET Follow the channel here (recommended) and click on the green button to register for this show. Ep259 is sponsored by our buddies Maki People AI powered one stop shop to engage, assess and develop talents across the globe. Allowing to assess 300+ skills from coding to cognitive, langage to soft skills, video interviewing to personality traits etc in real time using speech to text and AI/LLMs module while offering a great immersive experience to candidates. Book a demo with our friendly team today

PROGRAMMATIC JOB ADVERTISING: THE MASTERCLASS I am convinced that programmatic job advertising will become a necessity for the employers hiring at any kind of scale. Applicant overflow will become untenable without automated system which can respond to flow rate by either increasing or decreasing the visibility of the advert. And yet the solutions remain mysterious for the majority of recruiters, most of whom have never used programmatic job advertising tools; market penetration in the UK is <10%. In EU, even less. Why is this and what can done about it? - What is Programmatic Job Adverting? - Can you please show me how it works - What employers does it serve, for whom is this not the right solution - Why? - Where is programmatic for smaller scale job ads? - What jobs are most well served by programmatic? - What jobs are not suitable for this? - What impact does this have on job ad writing...does it become less relevant? - Is there any 'skill' in programmatic job advertising? - What is the minimum order purchase? - Why is it this number? - What integrations do we need to understand? - What examples of success have we seen in employers who have used programmatic? By popular demand, we are bringing back Yaz Dalal, Chief Growth Officer at Joveo, to hand hold us through this on Brainfood Live On Air We're on Friday 24th May, 2pm BST / 9am ET Follow the channel here (recommended) and click on the green button to register for this show. Ep258 is sponsored by our buddies Joveo Transform your talent sourcing with the global leader in programmatic job advertising. Joveo is revolutionizing recruitment for the world’s most prominent employers, staffing firms, RPOs, and media agencies. Our advanced platform ensures you attract, engage, and hire the best candidates efficiently and within budget. Powering millions of jobs daily, Joveo leverages cutting-edge data science and machine learning to optimize your recruitment process across all online channels. Experience unparalleled control and insights, from initial click to final hire, making your talent acquisition seamless and effective. Embrace the future of hiring with Joveo — where precision meets performance. Schedule a demo with one of our friendly experts today here

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today Scotty AI is a technology business where the market has finally caught up with the vision. Their pioneering software provides the sort of automation of workflow which recruiters have been screaming out for, especially in the era of 'do more with less' Let's hear from the man who built the thing - Engineer, CTO and Co-founder Reiner Bruns. - What important thing did you have cancel to appear on Founders Focus today? - What does a day in the life look like for a CTO of Scotty AI? - Could a different personality do your job? If so, how would their impact differ? - Exec team...how do you agree to disagree? - Building a team..what are the main principles you have when hiring for your own department? - Were you always destined to be CTO? - How is founding a business different from being a senior employee? - What do you think the world of recruitment look like if Scotty reached its goals? - Can you explain what value Scotty provides, and to whom? - What expectations can customers of Scotty have the rest of this year? - Back in time: if you timewarp back to the start of your journey with Scotty what advice would you give to younger Reiner? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Tuesday 21st May, 12pm BST / 1pm CEST Click on the green button to save your spot and follow the channel here (recommended) for further updates Ep43 of Founders Focus is supported by Scotty

RECRUITMENT AUTOMATION TIPS YOU CAN DO RIGHT AWAY As the case studies accumulate, we are beginning to see the outline of what an AI-enabled recruiter looks like: it is indeed x10 more productive, perhaps even x100 more productive in certain tasks and functions. It's time to stop watching folks, and time to start doing. - Examples of Recruitment Automation which can be done today - What areas of in the workflow should recruiters be focussing on automating? - What are the impediments to automation beyond the individual recruiter? - Or should the automation always be individuated? - How do recruitment leaders coach their teams to improve using AI? - What the best tools to use today? - Why is Ai-enabling a process so difficult? - How do we get the pay off? - How do we know when to abandon a bad idea? All this and more on Brainfood Live On Air. We're with Martyn Redstone, AI Automation Consultant (PPLBOTS), Bret Feig, VP Talent Acquisition (Zip Co), Mike Wolford, AI Implementation Consultant (Eponymous) and friends, on Friday 17th May, 2pm BST / 9am ET Follow the channel here (recommended) and click on the green button to register for this show. Ep257 is sponsored by our buddies Metaview Still furiously scribbling or typing interview notes? It’s time to leave note-taking in the pre-AI era and join the thousands of recruiters already using Metaview. With the magic of Metaview’s AI-powered recruiting notes you’ll: Cut hours of admin out of your week: Never waste time cleaning up notes or writing candidate reports for hiring managers again. Metaview’s AI records and transcribes your most important recruiting conversations, then crafts perfectly-structured, accurate summaries. All without you having to do anything. Upgrade the candidate experience: Put 100% of your focus on the candidate in the moment. Not worrying about capturing detailed notes. Supercharge your efficiency: Whether it’s automatically generated candidate TL;DRs, auto-filled scorecards, or any of our other AI-assisted features, Metaview makes every step of the interview process delightfully efficient. Make more confident hiring decisions: With perfect, instantly-queryable candidate data at your fingertips, you can be sure you’re making hiring decisions based on what actually happened in interviews. Don’t just take our word for it. Here’s what Hung himself had to say about the power of Metaview in his 2023 recruiting roundup: “For the employers who think seriously about talent acquisition and recruitment efficiency, interview intelligence is no longer any kind of secret.” The secret’s out, so don’t get left behind. Get up and running in minutes & try Metaview for free 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 VONQ has been one of the recruitment technology providers who have undergirded the recruitment advertising eco-system, often in a way unknown to recruiters at the operations side of the business. What a better opportunity to find out more about this company than getting face time with one of the founders, Tycho van Paassen? - Why is VONQ organised the way it is? - What was the plan when the company started - was there a clear vision or a matter of step by step problem solving? - What have you learnt about yourself as an executive in your various roles at the company? - Exec / leadership hiring - how do you select leaders for the company, is there a formula? - VONQ culture...was this something you thought about it or did it emerge through the building the business? - Can you explain to the audience where VONQ sits in the tech eco-system? - What do you think will be the main value for customers of VONQ in 2024 and beyond? - How do you think AI will change jobs advertising? - How do you think AI will change VONQ? - What exciting things can customers expect to see from the company in 2024? - If you could do it all over again, what decision would be stick to, and which one would you change? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep42 of Founders Focus is supported by VONQ VONQ simplifies job publishing online, serving over 1,000 top companies, including 25+ Fortune 500 firms. Integrating with over 100 ATS and HCM platforms, we reach 80% of US and EU talent teams. Our network spans +5000 media channels, leveraging automation, data insights, and recruitment marketing to target the right talent efficiently. Recognized by Fosway as a Strategic Leader in Talent Acquisition, VONQ continues to lead in innovative recruitment solutions

HOW TO SET UP A RECRUITMENT ANALYTICS DASHBOARD Having strong analytics is critical to increasing the degree of your hiring success. Much more challenging is how best to set up a dashboard which works best for your organisation and your needs. We're going to get some expert advice from talent leaders whose speciality is enabling organisations to have access to, and make better quality decisions on, the data from the talent team. - What metrics do elite organisations use? - Are there common analytics themes amongst high vs low performing TA teams? - Give us the metrics that matter - please no context! - How long do you go back in history when you get there? - What method do we have to connecting performance data back to the assessment flow? - Do we need a specialist analytics function to do this? - How does Ai help us identify important metrics - can we now find / use more? - What software works best? - Can we see a few examples here?? All this and more on Brainfood Live On Air. We're with Luke Eaton, Head of Talent Operations (WellTech), Michael Talarek, Senior Analyst (Zalando) & Jeremy Thornton, Senior Project Manager (Citi) on Friday 10th May, 2pm BST / 9am ET Follow the channel here (recommended) and click on the green button to register for the show. Ep256 is sponsored by friends at Greenhouse Greenhouse is your all-together hiring platform — there to meet your company’s needs at every stage with comprehensive solutions that power your hiring process. Bringing together technology and expertise, scalable workflows from Greenhouse help you connect recruiters, interviewers, hiring managers, and candidates. Use smart sourcing tools that help you discover and engage top talent, and create organized interview plans that empower your team to make their best hiring decisions with fairness. And when new hires start onboarding, you can easily track and manage the process, complete essential to-dos, and orchestrate next steps. At each stage of hiring, you can set goals and get meaningful insights — so your team can make measurable improvements. With Greenhouse, hiring is more than a series of tasks — it’s strategic and purposeful, delivering value at every step, helping you connect teams and achieve the best outcomes. Hire better, all-together... with Greenhouse. Visit Greenhouse to learn more.

NO LINKEDIN X-RAY? WHAT NEXT? The sourcing community has been monitoring the changes on LinkedIn, particularly on the availability of public data to search engines. 2 months since the news first broke that 'LinkedIn X Ray is dead', what is the latest from the front lines of the sourcing world. And...if LinkedIn X-Ray IS on its last legs, what does that mean for people aggregators, data enrichers and the like? - Latest on LinkedIn X-Ray - update - Implications for recruiters, more upgrades to LinkedIn Recruiter? - Implications for sourcing for diversity...good or bad? - Implications for the freelance recruiter - Workable workarounds - Shift to alternative models of sourcing / people finding - Present and future of sourcing - Can next generation sourcing solutions provide? All this and more on Brainfood Live On Air. We're with Brian Fink, Talent Acquisition Partner, (McAfee), Erin Mathew, Exec Search (PayPal), Dean da Costa, Senior Staff TA (Lockheed Martin) & friends on Friday 26th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot Ep255 is sponsored by our buddies HireFast Attract, source, engage, and hire the most relevant candidates on time, within their budget.

DATA OR ADS: FUTURE OF JOB BOARD ADVERTISING IN THE ERA OF GENERATIVE AI Job Boards are going through a moment. What had felt like a clear progression of business model towards Pay-Per-Applicant, is now changing in the era of GenAI, especially with the AI-enabled job candidate conducting mass apply. Opportunities and risks have both increased for the job board vendors, and the decisions that these players make will have downstream impact on the sort of services employers and job seekers alike can expect. What is the state of job board advertising in 2024? What do we expect to see in next year, next 5? We're bringing together the top experts in the job board field to talk us through the future of job board advertising. - Macro View: State of Job Boards - Volume of job ads vs Revenue - Programmatic vs non-programmatic - Impact of GenAI for job boards - New GenAI job board features - will internal search change? - Data and LLM, what is the real value of job board data? - What is the impact of job board users - job seekers and employers? All this and more on Brainfood Live On Air. We're with Yazad Dalal, Chief Growth Officer (Joveo), Bill Fischer, CTO (VONQ), Louise Triance, Founder (UK Recruiter) Alexander Chukowski, Senior AI Advisor (Job Boards),Chris Russell, Founder (RecTech Media) & Steven Rothberg, Founder (College Recruiter) on Friday 19th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot Ep254 is sponsored by our buddies Joveo Transform your talent sourcing with the global leader in programmatic job advertising. Joveo is revolutionizing recruitment for the world’s most prominent employers, staffing firms, RPOs, and media agencies. Our advanced platform ensures you attract, engage, and hire the best candidates efficiently and within budget. Powering millions of jobs daily, Joveo leverages cutting-edge data science and machine learning to optimize your recruitment process across all online channels. Experience unparalleled control and insights, from initial click to final hire, making your talent acquisition seamless and effective. Embrace the future of hiring with Joveo—where precision meets performance. Schedule a demo with one of our friendly experts today here

SKILL BASED ORGANISATION: REALITY VS RHETORIC? The consensus in the industry is that Skill Based Hiring and Skill Based Organisation is the way forward for the next generation of future fit organisations, but what does successful implementation actually look like? We're beginning to see the emergence of a debate on the wisdom and practicality of the idea - can it even be done? Join us, as we discuss the issue from different points of view from the TA Leadership community - Definitions: What is Skill Based Hiring? - Isn't this just ignoring credentials on the CV? - Isn't this just ignoring the CV? - What does a Skill Based Organisation look like, after the external recruitment has been through Skill Based Hiring? - What does this mean for jobs - are they being unbundled? - How do we recruiters assess for skills? - What are the problems of Skill Based Hiring? - What are the advantages? We're with Matthias Schmeißer, Global Senior Director, (Emnify), Andrew Grier, Head of TA (Helping Hands Home Care), Dan Logan, Director of Transformation (Advance) & Marija Kose, CPO (Human Edge) and on Friday 12th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot Ep253 is sponsored by our buddies TechWolf Everyone is talking about skills. But what does it mean? Research by Deloitte found that less than 20% of companies have embarked on the transformative journey toward becoming a skill-based organisation (SBO). Taking action requires more than just recognition. Amidst the strategic shift towards skills, many business and HR leaders find themselves navigating through a maze of information, unsure of where to start. This guide demystifies the process with three practical tips to guide you on the path to implementing a skill-based approach: Why go skill-based? - The obstacles to becoming an SBO - Practical tips to get you started with skills Read our latest guide today

HOW TO PULL OFF A GLOBAL TA ORG RESTRUCTURE The post 2021 drive for optimisation has led to a global wave of organisation restructuring, as every department, in every company, probably in every country comes to terms with a world of high interest rates, slowing growth, tougher margins and ever increasing volatility. How have multinational TA teams responded, and reorganised? - What prompted the decision to reorg? - How long a run way do you need to even think about this?? - What are the most important elements of a successful reorganisation? - Bundling and unbundling jobs into tasks create more opportunity to radical moves? - Forex arbitrage - how much does this factor into the thinking? - Any technology solutions that help? - What are the main challenges of making a shift of this type? - How do you keep the car going whilst changing out (all) the tires? All this and more on Brainfood Live On Air. We're with Martin Thomas, Head of Workforce Strategy, Philips, Jennifer Cunningham,VP Global Talent Acquisition (Pearson) & Christine Ng, Head of Talent, (Quantum Motion) on Friday 5th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot Ep252 is sponsored by our buddies Metaview Still furiously scribbling or typing interview notes? It’s time to leave note-taking in the pre-AI era and join the thousands of recruiters already using Metaview. With the magic of Metaview’s AI-powered recruiting notes you’ll: Cut hours of admin out of your week: Never waste time cleaning up notes or writing candidate reports for hiring managers again. Metaview’s AI records and transcribes your most important recruiting conversations, then crafts perfectly-structured, accurate summaries. All without you having to do anything. Upgrade the candidate experience: Put 100% of your focus on the candidate in the moment. Not worrying about capturing detailed notes. Supercharge your efficiency: Whether it’s automatically generated candidate TL;DRs, auto-filled scorecards, or any of our other AI-assisted features, Metaview makes every step of the interview process delightfully efficient. Make more confident hiring decisions: With perfect, instantly-queryable candidate data at your fingertips, you can be sure you’re making hiring decisions based on what actually happened in interviews. Don’t just take our word for it. Here’s what Hung himself had to say about the power of Metaview in his 2023 recruiting roundup: “For the employers who think seriously about talent acquisition and recruitment efficiency, interview intelligence is no longer any kind of secret.” The secret’s out, so don’t get left behind. Get up and running in minutes & try Metaview for free today.

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.