The Recruiting Brainfood Podcast

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

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

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

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

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

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

TURNING EMPLOYEES INTO LINKEDIN TALENT INFLUENCERS One of the great case studies which have emerged in recruitment over the past month has been Cisco's remarkable employee advocacy programme, in which 84,000 employees received training on how to be a LinkedIn influencer. We can forget that almost all of us have powerful networks, many of which are plugged into the world's number one professional networking site, but few of us are actively posting on it. Might it be that we have simply never received the training for it? We're going to explore this example and figure out whether it can be replicated for other employers - How many employees are on LinkedIn - How many are daily active users - How many are weekly active, or monthly active - Can we identify those who are already active on platform? - What training is required to activate more? - How can we reward such behaviour? - What are the risks of activating an employee base on LinkedIn? - What direct incentives can we put into place? - How can we track performance over time? Let's see if we can put together an employee advocacy plan for LinkedIn! We're with Vicki Saunders, Employer Brand Lead (Curry's plc), Richard Bradley, VP Strategic Sales & Customer Success (Kelly), Leah Wise, Global Employer Branding (Hellofresh) & Marian Jarzak, Employer Brand Partner and we're on Friday 11th August, 2pm BST - save your spot by clicking on the green button! Ep218 is sponsored by our buddies Greenhouse In today’s competitive talent landscape, being people-first is business-first. Greenhouse helps companies adopt a flexible, fair, and efficient approach to hiring. Empower everyone from recruiters to hiring managers to make confident decisions that strengthen your business. Get measurably better at hiring with a data-driven approach. Discover how Greenhouse can help you hire for the kind of business you want to build. Learn more at Greenhouse.com/hire hosted by

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

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

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

WTF is Fractional Working? Do a search on LinkedIn for 'Fractional' and you find increasingly large number of results for experienced professionals - sometimes C-level pro's - calling themselves 'fractional'. A very recent phenomenon, this is the belated recognition that sometimes you may not need a key resource 100% of the time, all of the time, and in fact you only really need that person a percentage of the time. This is the fractional working and it's the topic of today's Brainfood Live On Air. - How does Fractional Working differ from Contracting or Freelancing? - What does the taxonomy of working styles look like? - What kind of contractual relationship do fractional workers have with employers - Are they employers? - And if so, how are benefits handled? - How do companies handle confidentiality and conflict of interest issues? - What are the benefits of working in fractional way, for worker and employer? - How does this differ from 'overworking'? - What roles are most suited to be fractionalised? - How do I find fractional work? All this and more on Brainfood Live On Air. We're on Friday 14th July, 2pm BST, with Barry Flack, Fractional HR Exec (BF Consultancy), Leah Sharma, Head of TA (various), Clair Bush, Fraction CMO (Thrive) & Alan Walker, Founder (Udder) Ep214 is sponsored by our buddies Symphony Talent Symphony Talent combines CRM, career site, programmatic advertising and creative services for the most complete recruitment marketing and campaigning capabilities you'll find in one platform. Increase applicant flow, reduce hiring time and build a world class employer-of-choice employer brand with Symphony Talent's unique technology and services suite. Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today Next up are two business leaders who have come together to bring some mega brands together - it's Ryan Steelberg, President at Veritone with Alex Fourlis, CEO of Broadbean - who are going to talk to us about leadership, vision, M&A and the future of recruitment technology and how it applies to the changing behaviours of job seekers and employers alike - How did the deal happen? - When was the moment when it was clear it was going to happen? - As business leaders, who do you separate from the rational from the emotional? - Do you think everyone should do it or are there certain traits and circumstances which would make entrepreneurship a better or worse idea? - Have you done any personality assessment and if so, what did it say about your leadership style? - How does transitioning to senior leadership feel like after being sole leader? - What are the main market drivers which are impacting product makers right now? - With the rise of technologies like low code no code and GAI, how would entrepreneurship change in future? - How do exogenous factors influence the thinking of a CEO? - Has AI changed the Veritone / Broadbean roadmap - What does the recruiting world look like once AI becomes ubiquitous? - What can customers of the Veritone family of products expect for the rest of 2023 All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep38 of Founders Focus is supported by Veritone Veritone, a leading provider of enterprise AI solutions, has acquired Broadbean, a global recruitment SaaS technology company, from CareerBuilder. This acquisition significantly bolsters Veritone's AI-driven Human Resources portfolio, building on their previous acquisition of PandoLogic in 2021. With Broadbean’s job distribution software and extensive job board network paired with PandoLogic’s programmatic AI technology, Veritone’s HR Solutions will bring the full benefits of the latest recruitment marketing technologies to companies worldwide

Recruiters Moving On Up: Overcoming Imposter Syndrome: Fresh from seeing tons of recruiters make their speaking debuts on Recfest, we're going to speak to as many of them as we can to chat about the mental aspect of doing things which give us anxiety, especially the sense that 'you might not be good enough'. - What is imposter syndrome and do we all experience it? - How prevalent is it for recruiters / HR, do we feel it more than professionals in other departments? - What techniques do we have to combat it? - How does identity interact with imposter syndrome? - Is it matter of in-group vs out-group? - How do we help others ameliorate the feeling? - What can TA Leaders do to help direct reports overcome it? - Does it get better with age? We're on Friday 7th July, 2pm BST, with Lauren Harrop, Talent Acquisition Partner, (D2L), Becca Collis, Senior Manager Talent Acquisition (AMS), Anna Pokrzywka-Szklarska, Sourcing Manager (RTS People) & Alex Geht, Talent Sourcing Lead, Added Value Ep213 is sponsored by our buddies Greenhouse In today’s competitive talent landscape, being people-first is business-first. Greenhouse helps companies adopt a flexible, fair, and efficient approach to hiring. Empower everyone from recruiters to hiring managers to make confident decisions that strengthen your business. Get measurably better at hiring with a data-driven approach. Discover how Greenhouse can help you hire for the kind of business you want to build. Learn more at Greenhouse.com/hire

Demographic Crisis, AI, Immigration & the Future of Work Do you have the feeling that there are big changes happening in the world? The reason why we haven't have a 'new normal' for a little while now is because there are a number of critically important macro trends which are forcing factors to decisions government, businesses and individuals have to make. The candidate shortage, the rise of AI, the need for, yet hostility to, immigration and some very real questions on the relationship between economy, society and technology. - What contribution does the demographic crisis make to candidate shortage? - How effective will extending the pension age increase the workforce? - Do we need immigration, if so, why are we seeming so against it? - Has any society reversed population decline without immigration? - Will AI / Automation be the 'solution' for organisations who can't hire enough people? - How does AI disintermediation impact the government tax base? - What are the techniques we can use to balance the need for workers, the need for rest, the need for pay and the need for tax? - How does all this impact the work we humans should be doing, and will be paid for doing? It's big talk folks, so we have big hitters leading the conversation. We're on Friday 30th June, 2pm BST, with Kevin Wheeler, Founder (Future of Talent Institute), Laetitia Vitaud, Director (Cadre Noir) & Mariano Mamertino, Economist, (The Burning Glass Institute) Ep212 is sponsored by our buddies Kandidate Get 20 Top Candidates Added to Your Hardest-to-fill Talent Pipeline, For FREE! With Kandidate For a limited time only Kandidate are offering a 100% free trial to work with one of their world-class Sourcers to build a talent pipeline for you, for free. Their sourcing team were trained by Alla Pavlova and Vanessa Raath - two of the top coaches in the industry. Sourcing is particularly effective for Engineering and Senior hires, and they will source for any role, until you have 20+ candidates in the pipeline. Click the link, complete the short form, and a member of the Kandidate team will be in touch. Or reach out to Alex at [email protected] to find out more.

AI is changing Software Engineering: What Tech Recruiters Have Got To Know It should come as no surprise that the sector that is most exposed to the implications of generative artificial intelligence is the sector that built it. Software engineers were amongst the first to see a mainstreaming of this new class of technologies (GitHub Copilot) and were amongst the first to realise the Janus-like future we have before us: extraordinary gains in productivity vs existential risk of disintermediation! One thing that software engineers realise is that GAI is going to change software engineering work. With that change will come a re-prioritisation of skills, and with that, a reorientation of what the most in-demand skills to hire might be. Today's topic of Brainfood Live on Air is going to be tech intensive review of what's going to change, and from the developers voice themselves, what tech recruiters have GOT TO KNOW. - What is the sentiment in Software engineering about Generative AI? - What percentage of software engineers currently use GAI? - How does Copilot help individual software engineers? - How does it impact the thinking of software engineering leaders? - When we visualise the future engineering team in a GAI world, what does that look like? - How do the required skills change? - What do engineering managers look for when they next think about hiring for skills? - How do we assess for them? - How do developers think tech recruiting will change? - How are tech recruiters going to win in this new future? All this and more folks - essential one for anyone hiring for tech We're on Friday 23rd June, 2pm BST, with Joshua Hoffman, VP of Engineering (Sharpist), Alla Pavlova, Recruiter (Riot Games), Iwan Gulenko, Founder (CoderFit) & Serban Constantinescu, (Random Tech Guy) Ep211 is sponsored by our buddies CodeSignal CodeSignal is how companies can identify the right candidates with the right skills – even if they don’t have the “right” profile. We provide everything from initial assessments to technical screens and onsite interviews. For too long companies have spent too much time sifting through all the noise produced by traditional resumes, inconsistent interviews, and homegrown assessments when all they really want to know is how well this person can do the job. Want to learn more about going beyond the noise in technical hiring? Learn how to go beyond the noise.

How TA Leaders Use ChatGPT and Generative Artificial Intelligence? My observations on ChatGPT / Generative AI is that the most advanced users in our industry have been individual contributors operating on their own initiative in to get more efficiency in their personal work. This has been amazing to see, but something is clearly missing - where are the strategic initiatives, what are TA leaders, Heads of function doing to make sure their teams are 'AI enabled'? We might be looking at the situation where the leadership tier are the last to know about this incredibly significant technological change - not good when exactly those same leaders will be charged within making decisions on the use of AI. - Use cases for TA Leadership on Generative AI - What are the challenges for leadership in AI adoption? - How do you get your team AI enabled? - Where can Generative AI be most valuable for TA leaders, not only delivering efficiency gains for their own work, but also in performance improvement for their team? - How are C-suite interacting with TA / HR leadership on AI issues? - What do they expect from us? - What are hiring managers thinking when talking AI with TA? All this and more, as we try and crystallise the thinking about AI for TA Leaders. We're on Friday 16th June, 2pm BST, with Yasar Ahmad, Global VP of Talent, Rewards & People (HelloFresh), Ben Gledhill, Talent Acquisition Director (Manchester Airports), Rachael Leinster, Recruitment Manager (Field Energy) & Jan Tegze, Director of Talent Acquisition (Tricentis) & friends Ep210 is sponsored by our friends Greenhouse In today’s competitive talent landscape, being people-first is business-first. Greenhouse helps companies adopt a flexible, fair, and efficient approach to hiring. Empower everyone from recruiters to hiring managers to make confident decisions that strengthen your business. Get measurably better at hiring with a data-driven approach. Discover how Greenhouse can help you hire for the kind of business you want to build. Learn more at Greenhouse.com/hire

How Google's AI Search Changes Recruitment Marketing Google's response to the gauntlet thrown own by Open AI has been belated, but increasingly impressive. AI Search promises to be as big if not bigger than semantic search, with Google generating content from a user prompt a la ChatGPT rather than just presenting a list of blue links for the user to further investigate. The implications of this change - from candidate sourcing to employer branding is profound. - What happens to site traffic once Google stops being a sign post to end destinations? - Does this mean career pages are over? - What can content marketers do, has the final bell tolled for SEO? - Do we even care about SERPS? - How are ads going to be work in this new Google? - How are job ads going to work in this new Google? All this and more - we're with Steven Rothberg, Founder (College Recruiter), Louise Triance, Founder (UK Recruiters), Viktor Nord, CEO (Adway) and Matt Burney, Strategic Talent Advisor (Indeed) Ep208 is sponsored by our buddies Adway 👉 5 x relevant applicants per tech vacancy 👉 200% increase in fill rate 👉 Zero time spent sourcing 👉Half the recruitment marketing costs 👉When hiring senior tech talent? That’s what tech consulting firm, ELITS were able to achieve using Adway’s Automated Social Recruitment Marketing platform! Adway provides ambitious talent acquisition teams with a fully automated platform to ensure more, relevant candidates at scale whilst simultaneously getting your employer branding to market. Want to know how they did it? Check out the case study here: https://lp.adway.ai/case-elits-adway-tech-talent-sourcing

Life & Times of a Portfolio Recruiter in VC One of the most promising developments of the tech scale up era has been the recognition by Venture Capital firms that Talent is one of the critical components for success of the companies they invest in. The formation of the 'recruiter in residence' or 'Head of People' who work across the portfolio is one of the most interesting developments of the recruiter career path and one which brings unique challenges - neither fully in-house, nor exactly 3rd party, but something in between. It's the topic of today's Brainfood Live, where we talk to Portfolio recruiters on the why this role is different, how to get good at it, and how to get on this career track if you are looking for it. - What are the main differences between in-house, agency and portfolio recruiting? - What things would you do differently if you could have the chance the do it again? - How do you decide what projects to work on? - Any tips for dealing with headstrong founders? - What is the expectations from the partners? - How do you measure success as a Portfolio recruiter? - What are the skills required to be good at this type of recruitment? - How do I get a job as a portfolio recruiter? All this and more - we're with Catherine Allan, Head of Talent (OMERS Ventures), Adriana Hurduc, Strategic Talent Acquisition Manager (Calvary Ventures) & & Nico Blier-Silvestre, Partner, Platform (Dreamcraft VC) Ep207 is sponsored by our buddies Starred Starred is a Candidate Experience analytics platform that helps recruitment teams collect, analyze, benchmark, and act on candidate feedback at every stage of the recruitment process. Say goodbye to guesswork and hello to data-driven hiring. With actionable insights, you'll have a deeper understanding of your candidates' experiences so you can improve the recruitment process. We combine insights from your candidates with hiring manager and recruiter feedback allowing you to get a 360 view of your recruitment operations. By pulling fields from your ATS, you can segment your insights on whatever level you want, think recruiter, hiring manager, department, job role, country, and many more. Curious how leading names like Diageo, HelloFresh, Dropbox, Twilio, and Deloitte are leveraging Starred insights to make better hiring decisions? Have a look at our website, or book a demo with our team.

How to Measure the Impact of Employer Brand? Few people in recruiting would doubt the importance of Employer Brand, especially when hiring for the highly skilled, in-demand. In the world where the candidate retains high level expectations and has the research skills to unearth information about an employers reputation, it is more important than ever to make sure that companies have EB at the forefront of their attraction strategies. But how do we measure the impact of it? - What is Employer Brand? - Why is it important to measure the impact of EB? - What information should we trust? - What information is dangerous to trust too much? - What are expected to be the collectors or source of this data? - How do we do attribution? - What are the quick and dirty solutions to getting some numbers in this? All this and more on Brainfood Live On Air. We're with Modiara Kamps, Head of Employer Branding (Boston Consulting Group), Lindsey Sanford, Director of Business Operations (Patreon), Ben Philips, Marketing & Brand Global Lead (IBM) & Andy Curlewis, Managing Director (Cielo Talent) Ep206 is sponsored by our buddies Red Branch Media At Red Branch Media, we prioritize our clients above all else. We recognize every business has individual marketing strategies and campaign requirements, so we work closely with you to create top-tier outcomes and revolutionize your marketing game. Our comprehensive memberships range from digital services to website development, laser-targeted digital ads, and more. No matter the type of campaign you require, you can trust we'll deliver. Visit redbranchmedia.com to get started.

Moving to Skills Based Hiring (SBH) We've heard a great deal about Skills Based Hiring but what is it and what does it actually look like in practice? The movement away from hiring on bio / experience is welcome, as we know correlation is very weak before prior experience and job performance, but how exactly are we meant to identify people who can / want to do the job? - What is SBH? - Are certain job roles more suited to it than others? - How do you understand what skills are required to do a job? - Are we talking about personality traits? - What kind of assessments are suitable for the task? - What kind of business case can be made for SBH? - Do recruiter skills change, in the context of SBH? - What benefits can we expect, what challenges? All this and more on Brainfood Live On Air. We're with Andrea Marston, Senior Director Global Talent Acquisition (VMWare), Luke Davis, Founder (Diversify.io), Chantelle Jones, Talent Strategy Director, (Nash Squared) & Richard Bradley, VP, (Kelly Services) We're on Friday 12th May, 2pm BST Ep205 is sponsored by our buddies Symphony Talent Symphony Talent combines CRM, career site, programmatic advertising and creative services for the most complete recruitment marketing and campaigning capabilities you'll find in one platform. Increase applicant flow, reduce hiring time and build a world class employer-of-choice employer brand with Symphony Talent's unique technology and services suite. Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.

How To Measure Quality of Hire Quality of Hire is without doubt the most important metric that CEO's care about. They want to hire the best people for the business and make sure that they are quickly up to productivity and adding competitive value to the business. And yet, Quality of Hire remains the metric is which least monitored by TA - why is this? We're going to explore the context behind this measurement, why we think QofH is under utilised, and how it may be possible to implement if we want to change. - What is Quality of Hire? - Why do we think it is not measured by TA? - Does HR own this metric as part of the responsibilities for Talent Management and Development? - What role do Hiring Managers play in this measurement? - If TA does connect QoH with hiring measures, what benefits can we expect? - Are there any examples of TA being able to implement QoH? - Do we think AI will help us solve these problems? - How do we go about implementing QofH if we have not done it before? All this and more on Brainfood Live On Air. We're with proponents and opponents this week with Rob McIntosh, VP of Recruiting Solutions (PSG Global Solutions), Chloe Morrison, Recruiting Operations Programme Manager (Datadog), Chantelle Jones, Talent Strategy Director (Nash Squared) & Andrew Gadomski, Operations Research Senior Analyst within CISA (US Dept of Homeland Security Ep204 is sponsored by our buddies Greenhouse In today’s hiring landscape, everything worth doing is worth measuring. Whether you’re planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process. To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment. Register for the Greenhouse Goals webinar to hear from top TA leaders how to set your team up for success in any hiring climate.

How to set up an Elite Talent Analytics Function We can't have a workable recruitment strategy if we don't have access to accurate, current and relevant information. Talent intelligence (external labour market) and Talent analytics (internal people analytics) are two halves of one of the most important functions leading recruitment teams are building in order to make data driven decisions on hiring. But how do you start? This is topic of Brainfood Live On Air - Talent Intelligence vs Talent Analytics - what's the difference? - What talent information is relevant to the business? - How universal or contextual is this information? - Where does the information sit, how do we access this? - What value do you (as leader) and the business (as customer) expect from Talent Analytics? - Does this pertain to recruiting only, or to Talent management also? - What tools can I use / should I use? - What size organisation is ideal / mandatory for a Talent Analytics function? - Can you give examples of where Talent Analytics has changed a decision for the better? - For the worse? - How does GAI impact the future of Talent analytics? All this and more as we dive into the an importance niche in the Talent Acquisition. With Piret Luts, Global Head of Talent Analytics (Nortal), Facundo Tripodi, People Analytics Senior Manager (Medallia) & Allie Bleier, People Analytics Consulting Lead Ep203 is sponsored by our buddies Greenhouse In today’s hiring landscape, everything worth doing is worth measuring. Whether you’re planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process. To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment. Register for the Greenhouse Goals webinarto hear from top TA leaders how to set your team up for success in any hiring climate.

Recruitment Leadership in a Mega Scale Organisation Most of us have had experience of SME and Corp size organisations, but few of us might have had the chance to work at truly mega scale organisations. What is it like to be working for an organisation with tens of thousands of employees? How do you do TA leadership in an environment like this - what are the things you have to do which differ from leadership at smaller scale? We're delighted to host the recruiting legend that is Andy Headworth and interview him on his experience at as Deputy Director of TA at HMRC - What do outsiders need to know about recruiting at HMRC? - How does it differ from other government departments? - What does a person transitioning from private sector most need to know? - What are the most important constraints? - What are the competitive advantages? - Personal skills - how would you prioritise the skills required to lead a department in this organisation? - What are the main reasons why a recruiter should look at mega scale organisations for a career? Ep202 is sponsored by our buddies Willo Speaking to candidates on Zoom, Teams or Skype and It’s a great way to meet people, but it can also exhausting, inefficient and inconvenient Willo has taken the interviewing process and brought it into the 21st century. They looked at all the negatives of traditional interviews like scheduling, fatigue, anxiety and travel, and created a virtual interview process that candidates actually love - and they have an NPS score to prove it... They also have native integrations with Workable, Greenhouse and Zapier, so you can automate your selection process, cast a wider net, and really scale things up. Get 10% off when you signup at willo.video, that's W-i-l-l-o dot video with coupon 'brainfood'.

Prompt Engineering for Sourcing We can already predict that 'prompt' is going to be the Word of the Year 2023. The idea that we can get good at asking and contextualising questions has probably never come up before, but now that the outputs we want from generative AI is dependent on how skilfully we communicate what we want to the LLM that powers the AI, it has become a skill that we must develop. Already, "Prompt Engineer" has become a job, and so we have got to ask, is this the Sourcing, and if so how can we get good at it? - History of Sourcing - What is different between Sourcing vs Prompt Engineering? - Can't I just ask the AI what the best prompt is? - What kind of elements make a good prompt? - Have we developed a 'golden set' of prompts which universally improve the outputs? - Do prompts differ according to application (like sourcing does across search engines) - What recruiter specific prompts are working best - Compare Bing / Bard / ChatGPT / Other - What are the best resources for Prompt Engineering online All this and more as we bring together the leading sourcers who are also becoming leading prompt engineers for recruitment - Denys Dinkevych, Global Talent Sourcer, Irina Shamaeva, Partner (Brain Gain Recruiting) & Greg Hawkes, Principal Sourcing Leader M&T Bank. We're on Friday 14th April, 2pm BST Ep201 is supported by PitchMe PitchMe helps recruiters hire faster and cut costs by automatically sourcing, updating and shortlisting candidates in their ATS. Their data-driven technology automates sourcing, updating and shortlisting to enable recruiters to spend more time getting to know their talent, rather than updating databases. PitchMe’s smart solution draws data from 30+ digital sources to build accurate, in-depth and up-to-date profiles of candidates, and uses objective and unbiased skills assessment to rank the best candidates for every role.

Supercharge your Recruitment Marketing with AI Recruiters have been going crazy about the AI revolution but most of what we have been doing has been focused on direct candidate acquisition. What are other adjacent disciplines doing with Generative AI? I'm finding that recruitment marketers are doing some crazy things with AI, short circuiting processes which in usual case would take days and weeks. Whether it is image creation, video generation, lead research or process optimisation, we're going to take a deep dive with industry heroes who have taken a hands on approach to supercharging their recruitment marketing - What gains have you made with Generative AI? - How have you used this for content? - How have you used it for relationship management? - How has AI helped with distribution, or has it not? - Has AI helped close customers? In what way? - What are the most useful tools today? - Lets have a look at some recipes - Into the future - where do we go from here? We're with Sara Dalsfelt, Head of Brand & Community (Adway), Martyn Redstone, Founder (BotJobs), Bobby Leonard, MD (The Recruitment Events Co), Sam Berthoud, Director of Account Management (hackajob) & friends Ep200 is sponsored by our buddies Adway 👉 5 x relevant applicants per tech vacancy 👉 200% increase in fill rate 👉 Zero time spent sourcing 👉Half the recruitment marketing costs 👉When hiring senior tech talent? That’s what tech consulting firm, ELITS were able to achieve using Adway’s Automated Social Recruitment Marketing platform! Adway provides ambitious talent acquisition teams with a fully automated platform to ensure more, relevant candidates at scale whilst simultaneously getting your employer branding to market. Want to know how they did it? Check out the case study here: https://lp.adway.ai/case-elits-adway-tech-talent-sourcing

Tech Layoffs & the Tech Job Market: From the Developers POV There's probably no bigger story in the world of recruitment that the Big Tech Winter - led by VC backed scale ups who started make big staffing cuts, followed by the FAANG who have all made unprecedented cuts to staffing. What does this mean for the tech labour market? What indeed, do the engineers themselves think of the situation? We are going to learn directly from the software engineering community and platform them to tell us what they think the market looks like. As tech recruiters you will learn - Developer mindset to new opportunity - Most important reasons to move - Value of Flexible working - Value of equity / stock options - What has the compensation rate been? - What industries are most attractive for software engineers - What industries are engineers avoiding? - What technologies / tools / frameworks does it matter? - What about GAI - how does this impact job discovery as a software engineer? - Where the places developers go to look for jobs? We're with Ollie Glass, Data Engineer, Tancredi Trugenberger, Senior Front End Engineer, Alla Pavlova, Recruiter (Riot Games), Iwan Gulenko, Founder (CoderFit), Fabrizio Moscon, CTO (Ninety Nine) on Friday 31st March, 2pm BST Ep199 is sponsored by our buddies CodeSignal CodeSignal is how companies can identify the right candidates with the right skills – even if they don’t have the “right” profile. We provide everything from initial assessments to technical screens and onsite interviews. For too long companies have spent too much time sifting through all the noise produced by traditional resumes, inconsistent interviews, and homegrown assessments when all they really want to know is how well this person can do the job. Want to learn more about going beyond the noise in technical hiring? Learn how to go beyond the noise.

Mental Challenge of the Neurodiverse: Real Talk from Recruiter Heroes Important change of pace to Brainfood Live today. I was approached by Balazs, Michael and Vanessa to do a show on the topic of neurodiversity within our OWN community, and especially on the value from confessionals which can help others understand the different types of neurodiversity, how they can be manifested and expressed, what challenges this can mean for the individual and what challenges it can mean for others around them! This is real talk folks from friends who are prepared to care and share. Nobody is going to be an expert here, we are all just going to talk about what we know and how simply doing that may be step 1 in creating a healthier environment for human relations. We're with Vanessa Raath, Founder (Talent Hunter), Michael 'Batman' Cohen, Founder (Wayne Technologies), Balazs Paroczay, Founder, (The Source Code Agency) Ep198 is sponsored by our buddies Symphony Talent Symphony Talent combines CRM, career site, programmatic advertising and creative services for the most complete recruitment marketing and campaigning capabilities you'll find in one platform. Increase applicant flow, reduce hiring time and build a world class employer-of-choice employer brand with Symphony Talent's unique technology and services suite. Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.

Hiring in South Africa in 2023 Brainfood World Tour continues and this time we go to one of my favourite countries, who have one of my favourite recruiting communities - South Africa. There are challenges and problems with every country and region of the world, but I think fair to say that Africa in general and perhaps South Africa in particular, were early examples of what we can now see as 'disaster pron' where media coverage could only be negative. One of the missions of brainfood is to platform local people and local recruiters and learn more from them directly, rather than through our own distorted media lens. Tons of stuff happening in South Africa, so lets find out what they are! We will discuss: - Labour market economics - Skills dispersal in South Africa - Shift to remote / global shift of jobs - DEIB - what does this mean in SA? - Core challenges to overcome - who needs to know what? - Why hire in South Africa? - How to hire in South Africa? We're with Vanessa Raath, Founder (Talent Hunter), Lerato Mopeli Dibodu, Talent Acquisition Partner (Bash), Megan Petty, Senior Marketplace Specialist (NTT) & Nkosinomqhele Zulu, Talent Acquisition Specialist (Kindred) Ep197 is sponsored by our buddies Join Talent Have you heard about Join Talent's amazing Talent Acquisition Insights project? They are a series of how-to guides on topics such as Using Assessments in Talent Acquisition, Market Mapping, Benchmarking, Building KPI's and Using Data and more. It's some of the most pragmatic recruiter centric guides I've seen - and all freely downloadable in the Join Talent Resources Hub. All free to download,so get to it!

Impact of Generative AI on Equity, Diversity and Inclusion One of the most telling things about output from Generative AI is the inevitable stereotyping that is produced. Go to Mid Journey and ask it to generate images of doctors, and guess what type of images come up? Now try the same with nurses. Or hunter gatherers. Or Fireman. Or Jesus for that matter. The point is that GAI is trained on historical data that is already out there, and will l We will discuss: - AI Hallucinations - Dangerous knowledge made more accessible - Lack of equivocation - everything is plausibly true - Death of the Internet (we stop searching) - Copy right / Copy wrong - Inevitable rise of spam - End of trust And what is the ethical AND practical the way forward for recruiters in the post ChatGPT world? We're with Devoreaux Walton, Diversity Sourcing Consultant (IBM), Bas van de Haterd, Founder (Digitaal-Werven) & Daniela Felletti, Founder (Talents Connection) Ep196 is sponsored by our buddies Metaview Use the power of AI to make onerous interview note-taking a thing of the past. Get automatic, AI-generated interview notes from Metaview, saving you hours of time and allowing you to focus on high-quality interactions with candidates. AI Notes are already having a transformative effect on recruiting teams who no longer have to spend time relentlessly typing away. Here’s just some of what we’ve heard from early users: ”Just WOW!” ”This feature has been life changing. It definitely allows me to focus more on the conversation and candidate, plus I take less time to fill in my report after the fact.” “I not only found AI Notes helpful, but I was blown away by how refined the information is.” Request access here to try it for yourself.

Recruiter Use Cases for ChatGPT - Part 3 - Ethics & Concerns We have to keep going with ChatGPT, because whilst we are getting the hang of how it works for us, we are also beginning to see the outline of the challenges ahead of us. From AI hallucinations, overly authoritative single answers, political ideology baked into responses, crazy outputs from jailbreaks, as well as a host of legal and ethical issues stemming from the use of training data by human hand. Let's go through the major areas of ethical concern in the use of ChatGPT for Recruiting. We will discuss: - AI Hallucinations - Dangerous knowledge made more accessible - Lack of equivocation - everything is plausibly true - Death of the Internet (we stop searching) - Copy right / Copy wrong - Inevitable rise of spam - End of trust And what the way forward for recruiters will be in the post ChatGPT world! We're with Irina Shamaeva, Founder (Brain Gain), Mark Deubel, Recruiter (GitLab), Matt Burney, VP (Indeed), Tony Fish, Lecturer AI & Ethics (London School of Economics) & friends Ep195 is sponsored by our buddies Greenhouse Despite big tech layoffs dominating the headlines, many companies continue to hire. In fact, a reported 94% of employers plan to add headcount in 2023 in a newly released report from WorkTech (principal analyst George LaRocque) in partnership with Greenhouse:New Technology Shaping the Future of Work. This new research also shows 71% of companies plan to increase or maintain Hiring Work Tech budgets in 2023. Is your company prioritizing the right Work Tech to help your team connect better and be more effective? Dive into the research here.

State of the Recruiter Job Market 2023 Let's face it head on folks - this is turning out to the a tough year for recruiters! We all know that the big tech winter is going to impact us in recruiting and it's essential we have a good gauge as to how far and deep the winter is going to be. We've got some numbers and analysis to get through this week, as we go in real time on Horsefly Analytics proprietary dataset to find out where the recruiter jobs are and who is posting them. We will discuss: - Big tech winter, what are the theories? - Will other sectors follow the downsizing? - Which sectors might prove resilient? - What does it look like globally? - Recruiters on the market - what are they finding on the job search? - Do we know how long a recruiter job stays vacant for? - Do we know applicant rate per job? - What advice to give to recruiters on the market right now? All this and more in Brainfood Live Emma Mirrington, Founder (The FIRM), Mike Basnett Sandiford, Head of Partnerships (Horsefly), Mariano Mamertino, Labour Economist (Amazon) & friends Ep194 is sponsored by our buddies Horsefly Analytics Horsefly's web based platform provides the most accurate and comprehensive labour market data available. Horsefly gathers labor market data from around the globe to quickly paint a real time picture of the talent market. Accurately view labour supply & demand, find hidden talent pools, view gender and diversity data for any position or skill set your business needs - with just a few clicks. Horsefly's customer success team is available to assist every step of the way to ensure our clients meet their KPIs and derive clear ROI from our platform. Get a demo today to see how our labour market insights can power your talent acquisition, business and workforce planning initiatives.

Hiring in Saudi Arabia & the Gulf States Brainfood World Tour is restarting, with a visit to a region where countries are in the middle of vast transformation. We hear a great deal about Saudi Arabia and the Gulf States, but always from the Western lens. What do local recruiters and HR people say and do, on the ground? We're going to learn from locals, ex-pats and partners alike in this week's episode of Brainfood Live On Air. We will discuss: - How does hiring differ in Saudi / Gulf vs outside - What do recruiters new to the region must know first? - Tactical level...what recruiting techniques are most effective for entry, individual contributor, senior manager, leadership hiring? - What are the latest regulations with regards to gender, religion, ethnicity? - Are there hiring quotas for employers in the region? - What are the language requirements for candidates? - What are the most important challenged Recruiters / HR need to overcome to succeed in Saudi Arabia / Gulf? - What is going on with these mega infrastructure projects?? All this and more in Brainfood Live Please note: in line with Friday day of prayer, we are moving this week's Brainfood Live to Thursday. We're with Katrina Hutchinson-O'Neill, CEO (Join Talent), Ahmed Alqahtani, Human Resources Director (Seera Group), Hicham Wifaq, VP Global Talent Acquisition (Property Finder), Majed Alshehri, HR Director (SVTS) & friends Ep193 is sponsored by our buddies Join Talent Have you heard about Join Talent's amazing Talent Acquisition Insights project? They are a series of how-to guides on topics such as Using Assessments in Talent Acquisition, Market Mapping, Benchmarking, Building KPI's and Using Data and more. It's some of the most pragmatic recruiter centric guides I've seen - and all freely downloadable in the Join Talent Resources Hub. All free to download, so get to it!

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 an old friend of Brainfood - the one and only Mark Chaffey, CEO of hackajob - What is the original story of hackajob? - As an unusually young CEO, what challenges have you found growing the business? - Were you always going to go on the entrepreneur track? - Do you think everyone should do it or are there certain traits and circumstances which would make entrepreneurship a better or worse idea? - Have you done any personality assessment and if so, what did it say about your leadership style? - What keeps you going? Is there an end state at hackajob where you can say, we've done it? - When was the last time you achieved a long cherished goal? Can you tell us what that was? - With the rise of technologies like low code no code and GAI, how would entrepreneurship change in future? - What is next for hackajob in 2023? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep36 of Founders Focus is supported by hackajob Are you tired of spending endless hours sifting through resumes and struggling to find the perfect candidates for your open positions? Look no further! hackajob is here to revolutionize the way you recruit top talent. Our state-of-the-art recruitment marketplace connects you with qualified candidates in your industry, saving you time and resources in the hiring process. Plus, our advanced matching algorithm ensures that you're only presented with the most relevant candidates for your open roles. But don't just take our word for it - book a demo with our team and see for yourself how hackajob can transform your recruiting efforts. Trust us, you won't be disappointed.

Recruiter Use Cases for ChatGPT, Part 2! Alright folks, we are going to have to do this again - after an amazing first event where we had 1000+ people attending, the demand for more was overwhelming, so here it is! We are going to repeat the format - so expect recruiter use cases presented by practitioners, followed by product demo's from founders and concluding with some wise takes from industry vets who are going to forecast what all this means for recruitment technology. We're with Martyn Redstone, Founder (BotJobs), Marcel van der Meer, Sourcing Trainer (Klikwork), Christine Ng, Head of Talent & Media (Quantum Motion), Alla Pavlova, Recruiter (Riot Games), Alan Walker, CEO (Udder) and friends! Ep192 is sponsored by our buddies Metaview Use the power of AI to make onerous interview note-taking a thing of the past. Get automatic, AI-generated interview notes from Metaview, saving you hours of time and allowing you to focus on high-quality interactions with candidates. AI Notes are already having a transformative effect on recruiting teams who no longer have to spend time relentlessly typing away. Here’s just some of what we’ve heard from early users: ”Just WOW!” ”This feature has been life changing. It definitely allows me to focus more on the conversation and candidate, plus I take less time to fill in my report after the fact.” “I not only found AI Notes helpful, but I was blown away by how refined the information is.” Request access here to try it for yourself.

Personalised or Standardised? What is the base philosophy for Candidate Experience - do you attempt to give everyone the same branded experience, or do you vary it according to the individual and the individual circumstance? And if we do 'both' (I know you will say this!), then what are the circumstances when one approach makes sense and not the other? We will discuss - Types of Candidate - are all candidates the same? - Costs of CX, how do we measure the effort and the effect? - What are the benefits of improving CX? - Do we have any evidence of this, other than 'right thing to do'? - Why are recruiters reporting bad CX when they are looking for jobs - how much of a factor is how in-demand certain candidates are? - Do we need specialists in TA to run this? - How do we incentivise recruiters and managers to improve CX? - Do we know what candidates want? We're with Heidi Wassini, InHouse Consultant (CopenHagen Airports), Christine Ng, Head of Talent & Media (Quantum Motion), Sian Sidaway, Global Talent Experience Manager (GoCardless) & Gem Parker, Candidate Engagement Lead (EY) Ep191 is sponsored by our buddies Starred Starred is a Candidate Experience analytics platform that helps recruitment teams collect, analyze, benchmark, and act on candidate feedback at every stage of the recruitment process. Say goodbye to guesswork and hello to data-driven hiring. With actionable insights, you'll have a deeper understanding of your candidates' experiences so you can improve the recruitment process. We combine insights from your candidates with hiring manager and recruiter feedback allowing you to get a 360 view of your recruitment operations. By pulling fields from your ATS, you can segment your insights on whatever level you want, think recruiter, hiring manager, department, job role, country, and many more. Curious how leading names like Diageo, HelloFresh, Dropbox, Twilio, and Deloitte are leveraging Starred insights to make better hiring decisions? Have a look at our website, or book a demo with our team.

State of Global Mobility in 2023 Does anyone here have a plan for hiring globally this year? Candidate shortages are persistent in many sectors, in many countries (see the UK and the NHS...) and for many employers there is no option other than to hire from overseas and relocate. - What are the challenges of doing this at scale? - Where do you even start? - What territories have got an excess of labour? - How do we tap into that market? - Do we have to do 'destination branding'? - How much of the process is performed in candidates home country? - What about family, when do we start this conversation? - How employers present an inclusive culture? - What support is needed for relocation? We're with Richard Bradley, VP, (Kelly Services), Ruben Tieken, Squad Lead (Immersive), Toby Culshaw, Talent Intelligence Lead (Amazon) & Federica Cei, Global Talent Acquisition Manager (SITA) Ep190 is sponsored by our buddies Localyze Localyze is the all-in-one platform that makes it easy to manage your global mobility needs in one simple place. We can guide you through your global mobility challenges, from relocating new hires to visa changes, postings and transfers between offices. By combining the power of our platform with our team’s and partners’ experience with global mobility, we can support you in successfully managing an international team. Hiring globally for the best talent? Localyze it - free demo with one of our friendly team today

We have not seen a technology breakthrough like ChatGPT for a long time. Only released last December, it has already racked up millions of users attracted to its almost magical outputs to queries made by human users. The application for business has been obvious - and every day we are seeing new ideas to produce outputs which can be immediately put into production, saving workers hundreds of hours of work. It's a game changer folks, and if we recruiters don't get good at, we are going to regret missing out on the opportunity. Already massively oversubscribed, this show is going to focus on how recruiters can use ChatGPT, bringing together expert users as well as technologists who are integrating ChatGPT into their product roadmaps. The future is folks - register and see for yourself what it is going to look like! We're with Martyn Redstone, Founder (BotJobs), Glen Cathey, SVP Head of Digital Strategy (Randstad), Bill Fischer, CTO (VONQ), Sajithkumar Swaminathan, Corporate Recruiter (Replicon) & Friends Ep189 is sponsored by our buddies Join Talent Have you heard about Join Talent's amazing Talent Acquisition Insights project? They are a series of how-to guides on topics such as Using Assessments in Talent Acquisition, Market Mapping, Benchmarking, Building KPI's and Using Data and more. It's some of the most pragmatic recruiter centric guides I've seen - and all freely downloadable in the Join Talent Resources Hub. All free to download, so get to it!

I don't know about you but I've been consuming TikTok videos like a billion other people on the planet and been amazed at the creativity, community and controversy that you find on there. It's also been pretty clear that the opportunity for potentially massive reach is there to be explored! Conspicuously missing though, has been any sense of how recruiters can use TikTok. 2022 was the year when I first started noticing recruiter accounts build an audience, and after seeing a few familiar faces from different domains also build a crowd, the time is right to get them on screen and find out what they've learned! This is the topic of Brainfood Live ON Air - How to be a Recruiter on TikTok! You are going to learn: - What is TikTok? - How does it work? - Where are my friends? - What is the content that works best? - Content cadence - Employer branding on TikTok? - Can you source on the app? - How do ads work? All this and more - essential viewing if you to figure out what how the hottest app over the past 3 years actually works. We're with Joel Lalgee, BDM (Hirewell), Sara Dalsfelt, Community Manager (Adway) & Mike Manzi, Fractional VP Sales (Official Sales) Ep188 is sponsored by our buddies Adway Adway - Automated Social Recruitment Marketing Way simpler. Way smarter. Way more talent. Curious about the next gen solution for recruitment marketing? Adway provides ambitious talent acquisition teams with a fully automated platform to unleash their recruitment marketing and ensure more, better candidates at scale.

Welcome back to Brainfood Live 2023! I hope everyone has had a great holiday break and are refreshed for the challenges and opportunities of the year ahead. So what exactly IS ahead for us in 2023? We're going to talk to industry experts from recruiting agency, recruiting tech investment, in-house recruiter, LinkedIn, Sourcing, Web3 and everything else we care about in this wonderful industry of ours! Lets figure out where we are and make some predictions on: - Economy - Recruitment industry - Sectors of growth / retrenchment - Priority challenges in hiring - DEIB - Recruitment technology investment - Hot HR tech trends - Bersin's predictions - ChatGPT in Recruitment & more. We're with Kate Shoesmith, Deputy CEO (Recruitment & Employers Confederation), Madeline Laurano, Founder (Aptitude Research), George LaRoque, Founder (WorkTech), Andy Spence, Founder (Glassbead), Andy Foote, Founder (LinkedInsights), Jo Avent, CPO (CrosscHQ) & friends. Ep187 is sponsored by our buddies Greenhouse Greenhouse is the hiring software company. We help businesses become great at hiring through our powerful hiring approach, complete suite of software and services, Hiring MaturityTM methodology and large partner ecosystem with some of the best-in-class point solutions in the market. Optimize every phase of your hiring with our sourcing automation, multi-site job posting, interview scheduling, end-to-end candidate management, and new hire onboarding tools. Thousands of top class employers use Greenhouse to power their hiring, including Hubspot, Wise, Wayfair, Graphcore, Squarespace and many more. Need to upgrade your ATS in 2023?

The State of Recruitment: 2022 Year in Review Final show of the year folks, so perfect moment to celebrate ANOTHER 50 episodes of Brainfood Live On Air, review the best moments from each show and talk about what we've learned in our year of conversation on air. It will also be a great opportunity to invite back some of favourite guests and co-hosts each with a message of advice for the year 2023 ahead. One thing to do for 2023 in.... - Recruitment Marketing - Sourcing - DEIB - CX - Company Culture - Compensation - Employer branding - Talent intelligence - Recruitment automation - & more We're with guests and co-hosts from all the year, including YOU if you put your hand up and want to come on screen

Recruiter Job Search & Promotion as a Mother-to Be Continuing our series of 'true inclusion', we are turning our attention to the subterranean biases which occur in recruitment. Perhaps the most invidious is the challenge women in particular have - how to manage career and future motherhood. For men, this is substantively different - we never get asked whether we are about to become a parent, nor is parenthood any sort of impediment toward getting a job or promotion; but it is for women. What can we do about it? This is the topic of Brainfood Live On Air We are going to explore: - How to create a safe environment to be transparent with family and career goals - How to signal such support in hiring process - What approaches are recommended from candidate POV? - How to recognise an opportunity is unwelcoming? - What commitments can employers make to ensure mothers-to-be feel welcome as candidates? - What is the role of men here? We're with Rebecca Collis, Talent Acquisition Manager (AMS), Carly Poulson, People + Culture Partner (Hazy) & Sara Dalsfelt, Head of Community (Adway) Ep185 is sponsored by our buddies Metaview With the recent hiring slow down, quality of hire is the top priority for high-performing companies. Metaview gives you visibility into your interviews so you can identify and fix problems, and make more confident hiring decisions. With Metaview's recording and transcription, you can capture and replay what actually happened in interviews. Get unprecedented insight into metrics around rigor and consistency to ensure you’re keeping quality of interviews—and quality of hire—high. As a Brainfood Live listener, you can get started on Metaview with up to 5 of your team members without paying anything. Book a demo with one of our friendly experts and reference "Brainfood" in the form.

The Hidden Bias in Recruiting: Class & Accent How we speak are signifiers of our social class - formerly known as 'social standing' - information which still determines our life journeys much more than it should. How many people with regional accents end up as CEO of a business? How many as Prime Minister or President? Class and Accent bias is a the hidden bias in recruiting and one which is woefully under discussed. That's why we're the ones doing it in this week's topic of Brainfood Live On Air. We are going to explore: - How have you personally been impacted by class bias? - How do you know? - What to do when your hiring manager exhibits this bias? - What techniques are available to change behaviours? - Is there any tooling which can help with this? This is a conversation we're going to have with recruiters and business leaders who themselves have directly experienced this hidden bias. We're with We're with John Rose, Talent Sourcer (Volvo), Ashley Wallace, Tech Talent Lead (Papercup), Mel Hayes, CPO (Nash Squared) & Nick Court, Director (The People Experience Hub)

Founders Focus is the show where we get up close and personal with the leaders of the recruitment businesses changing the way we work today Next up is Christian Payne, CEO of Talentiir - What is the main idea behind Talentiir? - What do you think is going to be your biggest learning curve? - What assumptions have you had to let go, which ones are you now gambling to be true? - What are the main decisions that need to be made for 2023? - What leadership lessons have you learned that you would like to pass onto yourself if you could? - What is the roadmap for Talentiir in 2023? - What counts as success if you were to look back at the end of next year? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Wednesday 7th December, 12.00pm GMT / 1pm CET Click on the green button to register and follow the channel here (recommended) for further updates Ep35 Founders Focus is supported by Talentiir Talentiir enables scale-up and growth-stage companies to hire the best talent. They offer 3 tiir levels of service, and modular plug and play services - talent searching, in-house recruiter and recruitment RPO. Need to hire at scale? Contact Talentiir for the best solution for your business.

The Psychology of Redundancy: Mental Health Tips for Recruiters Affected Big Tech Winter + Economies close to recession....means redundancies for many members of our community. It's incredible that we are back here again, after the first wave of layoffs in 2019/2020, but here we are. What has been missing from the discourse is the psychological impact of redundancy, especially on the suddenness it has been happening! We are going to explore: - Loss of identity - Loss of relationships & social network - Change of pattern of behaviours - Lack of closure - Dangers of negativity as basis of forward relationships - Survivor bias for those who stay - Appropriate distance with former colleagues, bosses and reports. It's going to the fascinating conversation, with recruiters who have psychology backgrounds, have experienced redundancy before in the past, and are currently in the middle of redundancy today. We're with Linnea Bywall, Head of People, (Alva Labs), Kristian Bright, Recruitment Lead (Rooser), Octav Buzoianu, Lead Tech Recruiter (Snyk) & Katrina Zlateva-Bowles, Founder (PeopleHealers) Ep182 is sponsored by our buddies Metaview With the recent hiring slow down, quality of hire is the top priority for high-performing companies. Metaview gives you visibility into your interviews so you can identify and fix problems, and make more confident hiring decisions. With Metaview's recording and transcription, you can capture and replay what actually happened in interviews. Get unprecedented insight into metrics around rigor and consistency to ensure you’re keeping quality of interviews—and quality of hire—high. Join us for a live 30-minute demo on Tuesday, December 6th where our Co-founder & CEO, Siadhal Magos, will share how Metaview's latest features enable you to supercharge quality of hire. Reserve your spot here! (And as a thank you for attending, lunch is on us with an UberEats gift card.)

Welcome to Ep34 of Founder's Focus - the show where we get up close and personal with the founder's of recruitment technology businesses - who are the people behind the product? Next up is David Rivel, Co-founder of PathMotion and now Head of Clinch Europe, the online discussion platform which enables candidates to talk directly with existing employees of the organisation. - What is the Day in the Life of a Recruitment Tech Founder? - Having done the job for several years, which parts of leading do you enjoy? Which parts do you dislike? - What is the most important lesson you have learned in your time as Cofounder of the business? - What was the one decision you would take back if you could? - How would you describe yourself as a leader to a person who did not know you? - Why online discussion - what was the origin story behind PathMotion? - What have you learned about the industry since starting this business? - What exciting things can customers expect in 2023?

True Inclusion: Hiring the Formerly Institutionalised We talk a a good DEIB game in TA / HR but it's pretty clear that there are certain groups which are always excluded from the conversation of inclusion. When the last time your company hired someone who had been institutionalised? Chances are, never - as gaps in work history is knock out criteria, experience in prison or mental institution considered entirely discounted and moral judgements become the only signal we pay attention to. We need to change this folks, not only because of the ethical imperative but also because there is an untapped talent pool which can really help solve some of the toughest hiring challenges we have today. I'm going to be joined by Christine Ng in the co-pilot seat, as we interview James Fellowes, Founder, (Bridge of Hope) and Chance Bleu-Montgomery, Partner Support Manager (Bridge of Hope), hear their stories and try and learn from them how we can unlock human potential by adopting a new mindset and providing the kind of environment in which the human spirit can thrive. Ep182 is sponsored by our buddies Metaview With the recent hiring slow down, quality of hire is the top priority for high-performing companies. Metaview gives you visibility into your interviews so you can identify and fix problems, and make more confident hiring decisions. With Metaview's recording and transcription, you can capture and replay what actually happened in interviews. Get unprecedented insight into metrics around rigor and consistency to ensure you’re keeping quality of interviews—and quality of hire—high. As a Brainfood Live listener, you can get started on Metaview with up to 5 of your team members without paying anything. Book a demo with one of our friendly experts and reference "Brainfood" in the form, or get started now.

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today Next up are Arielle Kilroy, CEO of Dado! - What is the original story of Dado? - What was the most important decision you got right in Year 1 of the business? - How clear was the vision from the beginning - was it always there or did it emerge for contact with the market? - How do you feel being a woman CEO has helped and hindered you as an entrepreneur? - Were you always going to be an entrepreneur? - As CEO, what is your approach when handling conflict between leaders in your management team? - What's the hardest decision you've made this year? - What advice would you give to a person thinking about launching a business for the first time? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep33 of Founders Focus is supported by Dado Are you confident about your Employee Experience? Getting it wrong means lower morale, higher risk of attrition and a ton of extra problems you didn't need to have. Dado provides an all-in-one employee experience platform from new hire onboarding, employee career progression to future alumni off boarding, all from one dashboard. Create meaningful experiences for your employees through Dado. Book a demo with one of our friendly staff today

Must Have Recruitment Automation Hacks for 2023 Ok so this is going to be a fun one. We all know that in recruitment there is never enough time to get your work done - there is always another email to send, another candidate to call, another search to try. Wouldn't it be handy if we were able to get some help in the form of automated programs which can be configured to do the work for you? That's right folks, the topic of today's Brainfood Live is going to be a the Recruitment Automation Hacks you HAVE to know for 2023. - What is recruitment automation? - What are the most common tasks that can be automated? - How does a recruiter figure out what tasks can be automated? - Can you automate at scale? - Lets see some example some what are the top 3 recruitment automation hacks recruiters need to implement by 2023? All this and more folks - it is going to be a demystifier and a practical how-to We're with Sofia Broberger, Recruitment Manager (Toca boca), Ivan Stojanovic, Talent Acquisition Manager (Odyssey VC) & Greg Hawkes, Principal Sourcing Lead (M&T Bank) on Friday 18th November, 2pm GMT / 6am PDT. Click on the green button on the top right to register and follow the channel here (recommended) to be notified when we go live. Ep181 is sponsored by our buddies Talentiir Talentiir is the Talent Partner for Companies in Scandinavia and enables growth stage scale-ups to hire the best talent in the most efficient way. We offer 3 Tiir levels of service, and modular plug and play services. Talent Search, In-house Talent or Talent RPO, contact one of our friendly team today and we will work with you to find the best option to support your growing organisation.

Is Boolean Broken? Latest update from Google It's been 10 years since the sourcing community really started to separate itself as being distinct from 'recruiter'. In that time, the sub discipline has been a place of investigation, discovery, enhancement and close-to-magical tricks to get outcomes beyond those available to 'normal recruiters' Nobody has been a more significant populariser of sourcing than Irina Shamaeva - whose blog Boolean Strings has been regularly featured in Recruiting Brainfood, and has by conservative estimate personally trained hundreds of sourcers around the world. So when Irina has a problem with how Boolean search works on Google, even the Google product team pay attention! - What is Boolean search and why is it important for recruiters? - How has this changed on Search engines? - Why are google changing how search works? - What techniques can be used to gather results which Google now hides or misses? - What practices should recruiters adopt if Google continues down this path? - How does Boolean compare with other search engines? Essential to watch this one folks - 99% of online sourcing is done first via Google. We're with Alla Pavlova, Recruiter (Riot Games) and Irina Shamaeava, Partner, (Brain Gain Recruiting) . Ep180 is sponsored by our buddies HiPeople HiPeople keeps your hiring data-driven, on point, and on time. Unlock your team’s best hiring capabilities and improve your quality of hire with rich talent insights on your candidates. Know who to hire before you hire, discover how they work, and build the foundations for long-term success. With a focus on assessments, reference checks, candidate experience, and quality of hire, HiPeople makes it fast and delightful for teams to make better hiring decisions. Book a demo and learn how HiPeople can help your organization hire the right people faster.

Employer Branding in a Recession Economy As the world looks down into economic slowdown and maybe worse, it behooves us to consider how this impacts many of the recruiting concepts that emerged during more bullish times. Employer Branding was certainly one of those, which arose as a key way in which to beat the competition for the best talent. How does all this change when the market turns bearish? - How to work with positive messaging in a negative atmosphere - Dealing with authenticity crisis - How to do EB when making redundancies - How to change tone whilst maintaining brand - Is the brand message recession proof? - Different techniques / cases for EB in downturn - How to maintain morale of EB team We're with the awesome Clair Bush, VP of Marketing (Adway), Susan Strayer LaMotte, CEO (Exaqueo) & Paul Bhangoo, Global Employer Brand & Attraction Manager (BT) We're on at Friday 4th November, 2pm GMT. Click on the green button on the top right, and follow the channel here for updates (recommended) Ep179 is sponsored by our buddies Adway Adway - Automated Social Recruitment Marketing Way simpler. Way smarter. Way more talent. Curious about the next gen solution for recruitment marketing? Adway provides ambitious talent acquisition teams with a fully automated platform to unleash their recruitment marketing and ensure more, better candidates at scale.