The Recruiting Brainfood Podcast

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

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

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

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

How To Hire for a Brand No One Knows I mean no offence! But lets face it, there are some brands which are too new, too niche or simply too back in the supply chain to be well know to the masses. I suspect hiring for these companies may well be different prospect to hiring for well known B2C players, especially in tech. How do you go about marketing job opportunities for an employer no one knows? - What the challenges of hiring for a brand that is less well known? - Is it harder than hiring for a well known company? - What strategies work / don't work? - What is the best outreach strategy when name recognition is zero? - How to overcome common objections? All this and more with Iwan Gulenko, Founder (CoderFit), Alla Pavlova, Recruiter (Riot Games) & Wim Dammans, Recruiter (TenneT) - experienced recruiters who have all worked for employers no one knows. Ep161 is sponsored by our buddies Talentiir Talentiir is the Talent Partner for Companies in Scandinavia and enables growth stage scale-ups to hire the best talent in the most efficient way. We offer 3 Tiir levels of service, and modular plug and play services. Talent Search, In-house Talent or Talent RPO, contact one of our friendly team today and we will work with you to find the best option to support your growing organisation.

Sourcing without LinkedIn....A 7 Day Challenge We all b1tch about LinkedIn, but how many of us can actually recruit without it? I suspect it will be fewer than we would like to think! Hence, when Balazs and Ildiko posted about their 7 day experiment, it immediately grabbed my attention. What would we learn if we tried to live without unquestionably the most important service recruiters are using today? You will learn: - How much dependency do we actually have on LinkedIn? - What percentage of recruiters are on what plans? - What are the standard activities recruiters perform on LinkedIn? - Without LinkedIn, what are the options? - Alternative sites - Scraping tools - Community spaces - Events data All this and more with Ildikó Jakab, Senior IT Researcher & Onboarding Consultant (Qualysoft), Balazs Paroczay, Global Sourcing Strategist (Cielo Talent) & Alla Pavlova, Tech & Art Talent Sourcer (Riot Games)

How to know if a Recruiter is any good? I have been thinking about this question ever since Tim Sackett published his post on an experienced recruiter candidate who had an aberrantly small LinkedIn network. Got me thinking - how small is too small? Lets face it, it WOULD arouse suspicion to see a recruiter candidate without a LinkedIn profile (they do exist!) so it got me thinking about how do we background check when hiring for other recruiters - is there a best way to do it? - Relevance of LinkedIn - How valid is social media behaviour? - Can presence / or lack thereof, say something about the style of recruiter you are getting? - What other signals can we use, as we obviously cannot trust self reporting? - Would you conduct your own back-channel references? Is this even legal to do? - What sorts of questions would you ask a referee, in order to get a good idea as what kind of colleague you are getting? - Can we create a list of questions to ask referees? All this and more with Tim Sackett, President (HRU Technical Resources), Ed Han, Senior Recruiter (Cenlar FSB) & Erin Mathew, Senior Sourcer Ep159 is sponsored by our buddies HiPeople HiPeople keeps your hiring data-driven, on point, and on time. Unlock your team’s best hiring capabilities and improve your quality of hire with rich talent insights on your candidates. Know who to hire before you hire, discover how they work, and build the foundations for long-term success. With a focus on assessments, reference checks, candidate experience, and quality of hire, HiPeople makes it fast and delightful for teams to make better hiring decisions. Book a demo and learn how HiPeople can help your organization hire the right people faster.

Recession Proofing Your Recruitment Career If you've been following the market, the news is looking increasingly grim - record inflation, energy prices, increase taxation, tech hiring freezes, stock market collapse and the possible end of crypto - its looking like the good times have ended already. As recruiters, we are often the first to feel the effects of the economy, and we each need to take action before the sh1t hits the fan. So, lets forget these past amazing 12 months, what actions do we need to take to future proof our recruitment careers? - State of the Economy - Growth sectors of the economy - What happens to recruiters in recession - past experience - Actions for 3rd party, in-house and RPO recruiters - What happens to the freelance market during downturn? - How do technological change since last downturn change the dynamic? - Is remote a help or a hindrance for recruiters looking for work? - Will wages decline in real terms if we are in global competition/ - What practical things should a recruiter be doing, right now? All this and more with Vanessa Raath, Founder (Talent Hunter), Neil Carberry, CEO (Recruitment & Employment Confederation) & Dorothy Dalton, Exec Career Coach (3Plus International) Ep158 is sponsored by our buddies iCIMS In the last few years how we work has changed. So too has how we connect and build relationships with talent. In this guide provided by iCIMS - recruiting software platform that helps accelerate and streamline the entire recruitment process, you can explore 4 ways to engage top talent. Download the guide to get started! > ‘The definite guide to engaging top talent’

Founders Focus is the show where we get up close and personal with the leaders of the businesses changing the way we work today Next up is Virgile Raingeard, CEO of Figures - When did you realise that Figures was going to be a thing? - What are the key differences between being a CEO of a Startup vs Senior Exec of a People function? - How has a career in HR / Recruitment prepared you to be a CEO? - In what way has a career in TA / HR been a disadvantage for you? - In building your startup now, what kind of leaders are you looking for? - Why is compensation intelligence becoming relevant now? - What impact will compensation transparency have on company structure? - How do you think it will impact recruiting strategy? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep31 Founders Focus is supported by Figures Figures aggregates and anonymised compensation data from thousands of employers so that you can accurately benchmark how you pay your staff. Explore compensation data, review the gender pay index and find out how fairly you are paying your employees. Book a demo here

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 Stephen Anderson, MD of Crooton - Why do you think innovation is so rare in recruitment? - What do you think have been the main technology disruptors in recruiting in your career? - What do you think is going to be next big thing? - What parts of being a business leader do you do well? Which do you do poorly? - Were you always going to run your own business? - Can you tell us what has been your worst decision as MD of Crooton? - If you could rewind the clock, what would you do differently? - What advice do you have for recruiters listening to this and thinking about starting up? - What can customers of Crooton expect in 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep30 of Founders Focus is supported byCrooton Crooton provide a smart option for employers to outsource the management of the candidate funnel. Give us the brief and we will take it off your hands from multi-channel marketing for candidate acquisition, candidate engagement, assessment and management, delivering to you only qualified and motivated candidates. Want to control costs? Choose our fixed fee recruitment option and hire as many candidates as you need. Contact one of Crooton's friendly staff for a free consultation today

How to Organise A Sourcing Jam! The true mission of a great recruiter is to get EVERYONE in the business operating as a recruiter; after all they are they ones with the strongest networks of relevant talent! One of the ways to activate the company 'recruiting muscle' is to organise a Sourcing Jam - a half or full day session where a department works with the TA team to dive into our professional networks, collate relevant candidate details and set about contacting them! If you want to surge your hiring for a particular department, a sourcing jam is the way to do it. You will learn: - How to do you plan a sourcing jam - How to communicate the plan with the departmental head - How to encourage the shy - How to moderate the not shy(!) - What about bias? - Tools and techniques on the day - How to collect the data - What do you drive the campaign towards? - How to create a repeatable process. All this and more with Vanessa Raath, Founder (Talent Hunter), Tereza Machackova, Head of People, Deepnote, Joey NK Koksal, Lead Tech Talent Acquisition Partner at PVH & Matthias Schmeißer, Global Director of Talent (Beamery) Ep157 is sponsored by our buddies Bryq The workforce is changing at an exponential rate. Are you keeping up? Bryq is an award-winning Talent Intelligence solution that will transform and future-proof the way you manage your talent. Whether your goal is to eliminate bias and uncover hidden talent from the hiring process, promote internal mobility for your employees through career pathing, or to grow and cultivate your company culture through culture mapping, Bryq is able to help you create and manage teams that are more than just the sum of their parts. Book a demo with Bryq's Customer Success Team today to see just how much their science can accomplish for your organization.

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 Viktor Nord, Co-founder and Adrian MacDonald, CEO of Recruitment Marketing Automation firm, Adway - What is the original story of Adway? - 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? - What do C-level leaders coordinate and align? - What method do you have of handling disagreements? - As the company matures, how do you stay on top of the changing challenges? - As CEO what are the things that you delegate, what are the things that you want to own? - What has been the most difficult challenge so far? What do you anticipate being the most difficult challenge in the next 12 months? - Were you always going to be entrepreneurs? - What advice would you give to a person thinking about launching a business for the first time? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today.

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 Ilya Brotzky, CEO of VanHack - What's the story with Brazil? - What did you learn about business when you were there? - What did you learn about yourself? - As an entrepreneur, what are things you do well? - As a CEO what are the things you don't do well? - When did you realise that VanHack was going to be a thing? - What leadership qualities do you look for in your management team? - How has remote impacted the idea of relocating staff? - Do you see geopolitical tension / de-globalisation to be an accelerant or decelerant for immigration? - What exciting things can customers expect from VanHack in 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep28 of Founders Focus is supported by VanHack Simply put, VanHack is the fastest way to hire tech talent. Connect over a community of over 200,000 qualified developers from over 100+ countries through out the world. Sign up for an employer account and start hiring tech talent today.

Mega Scale Hiring (10,000+!) We talk about scale, then we talk about 'hyper scale', I'm going to go one further and talk about 'mega scale' - this is a hiring of tens of thousands of workers in short time frame. Pretty certain this is the sort of recruiting challenge that existing systems, processes and even people are not designed to do. So how do you do it? You will learn: - Under what circumstances does mega scale hiring happen - What are the first 3 things to get right before you start - How do we calculate the capacity required to hire the volume we need? - What tooling is available to support acquisition, assessment and management? - How do you think about candidate experience at this type of scale? - How does the relationship between hiring manager and recruiter change? - What makes a good mega scale project vs a bad one? - What recruiter skills are needed to succeed at mega scale? All this and more with Thomas Waldman, Director of Workforce Growth (Getir) and Kirsten Tolfree-Dart, Contingent Worker Programme Manager (Kantar) Ep156 is sponsored by 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'.

Moving to Salary Transparency It's becoming cool - and in a growing number of regions, it's also becoming law. Publishing how much you pay for a certain role has a number of strong arguments for: more equitable income, remove bias, upgrade employer brand / reputation, perhaps even improve recruitment efficiency by providing a mechanism for self selection by candidates. So, what do you do when you want to move to salary transparency? We are talking to recruitment managers who have overseen this move and figure out what they know having seen it and done it. - Was there resistance? - How bad was the attrition? - What happened to legacy salaries which were now out of level? - What is the impact on hiring for candidates, especially in this hyper competitive market? - Who was most for / against the idea in your business? - How has salary transparency changed recruiting? All this and more with Annie Jackson, Head of Talent Acquisition (CLEO), Mick Griffin, Chief Growth Officer (TRAFFIT), Raluca Jamault-Otelea, Talent Acquisition Director (360Learning), Matt Bradburn, Founder (People Collective) & Jessica Zwaan, COO (Whereby) Thursday 19th May, 12pm BST Click on the green button on the top right to register for the show, and follow the channel here (recommended) for updates Ep155 is sponsored by Daxtra Daxtra is on a mission to make data more useful for recruiters. Transform your dormant and disorganised database into your primary source for making actual hires. Need to clean, enrich and activate dormant applicant data? Contact us for a demo 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 Will Laufer, CEO of Prelude - When was the moment when you realised Prelude would be a thing? - Were you always planning to be an entrepreneur? - How is being a CEO different from being a senior exec? - What things do you not do well as a CEO? - What do you look for when hiring for leaders in your team? - How do you see the shift to remote / shift back to office playing out for CX? - What exciting things can existing customers of Prelude expect in 2022? - If you could give yourself once piece of advice as a entrepreneur what would that be? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep27 Founders Focus is supported byPrelude Prelude’s candidate experience platform supercharges recruiting operations and simplifies the most manual parts of scheduling interviews. The Prelude scheduling engine can help recruiting teams schedule everything from screens to complex onsite interviews in seconds while leading with their brand and values. Manage your interviewers’ preferences, competencies, and ongoing training in one place folded seamlessly into intuitive scheduling. Integrate with existing systems and workflows to remove friction from recruiting logistics. Supercharge Your Hiring Process & Remove Friction From Scheduling - sign up for a free demo today here

Solving Recruitment: Strategic Workforce Planning Don't you feel that recruitment is generally moving from one crisis to another? It seems there is NEVER a moment when recruitment is steady, under control, low stress, high confidence project. Instead, it's a fire that we need to put out yesterday. Why is this - why can we not plan our hiring in more strategic way? You will learn - What is strategic workforce planning - Why does it not happen enough? - Key blockers to implementing strategic workforce planning - What is the role of TA vs HR in planning hiring? - How to build better relationships with stakeholders in hiring - What technologies support SWP? - How can ATS / HRIS data be used to support better planning - How do we know it is working, if we feel we have implemented SWP? All this and more as we tackle the lack of planning in hiring. With Perry Timms, Founder (People & Transformational HR), CJ Green, Founder (Brave Goose) & Danny Hodgson, CEO (Foresight) Ep154 is sponsored by Tribepad The current approach to ED&I isn't working. In fact, not only is their scepticism and levels of mistrust from candidates around data collection, but 80% feel processes would be fairer if recruitment simply remained anonymous. And they might be right. It's time that we stopped seeing ED&I as a tick box exercise, and start putting vital data to good use. Download the latest 'Stop the Bias' report today. Understand why candidates believe that their prospects are being harmed, and their data isn't being used to benefit their applications.

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 Markellos Diorinos, CEO of Bryq - Is Product the best training for being a CEO of Product based business? - What do you learn in being a PM that you is useful as a CEO? - What is missing from a PM career path? - When did you realise you wanted to run a company? - When did you realise that Bryq was going to be a thing? - What do you do well as a business leader? - Can you remember a moment when you thought, this isn't happening? How did you cope? - What mental health regime do you practice? - Do you feel a CEO has to lead on values? - What are your theories on balancing diversity of views with group cohesion? - What exciting things can customers expect from Bryq this year? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep26 of Founders Focus is supported by Bryq Looking to uncover hidden talent in the hiring process? Trying to help your current employees optimize their performance? Wanting to counter the "Great Resignation" and retain your talent? The Bryq Talent Intelligence platform has your answers to these questions and many others. Book a meeting with Bryq's Customer Success Team today to see just how much their science can accomplish

Programmatic Job Advertising, for Dummies Are you struggling to find high quality candidates for your open roles within your budget? Programmatic recruitment advertising can help. Programmatic is the use of software and data to ensure your online job ads are in front of the right people, at the right time, at the best possible price. Hiring organizations that use programmatic often see a reduced cost per hire and time to fill and an increase in qualified and diverse candidates. The best part? You don’t have to be a tech expert to leverage programmatic. We're going to do a Brainfood special, a 1-2-1 with Robin Stander, VP of Sales at Appcast, who is basically going to teach us what programmatic advertising is You will learn - What is programmatic advertising? - How does it work? - How do we know the ads are shown to the right audience? - How is ad performance tracked? - What is an ad exchange? - Is this ad retargeting? - What are the privacy issues? - How does the cookie less future impact programmatic? - How do we implement programmatic solutions? All this and more - at the end of this hour, we are going to know what programmatic job advertising is and how to implement it. Don't miss this one folks Ep153 is sponsored by Appcast In a competitive hiring market, it’s essential to craft job ads that tell would-be employees what they want to know about the job and your organization to attract qualified candidates. When creating job ads, think like a job seeker. Share details about your company and your culture; optimize your job titles, location, and requirements; highlight your compensation, benefits and career development, using straightforward language that leaves little or no room for interpretation. The Appcast guide “Best Practices in Job Ad Content” will provide what best practices should be followed to optimize your job advertising strategy and highlight the key areas you should focus on. Download your free copy 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 is Alex van Klaveren, CEO of KANDIDATE - What are the benefits of being a non-recruiter, getting into the recruitment business? - Were you always going to start a business or did it just happen? - When did you know it was going to happen? - What are the key differences from being a CEO vs senior manager? - What are the toughest challenges of the role today? - What role does technology play in solving the talent acquisition problem? - What exciting things can customers expect from KANDIDATE in 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep25 Founders Focus is supported by KANDIDATE “I Love Spending Money on Head Hunters” - said no one, ever… The Embedded Sourcer model will get you results by finding new candidates for hard to fill roles. This is not just operating Linkedin Recruiter - this is advanced Boolean Search, X Ray Search, Social Search, and AI based diversity sourcing to find you new, quality candidates that you hadn’t found before. We build talent pipelines of 150+ per role, find candidate email addresses, and write engaging reach out copy. We offer a flat fee monthly pricing model-contact [email protected] to find out more

The Career Ladder to CPO! Chief People Officer or 'CPO' is pretty much the top job in the internal side of the recruiter industry. I'm delighted to say that several people I knew when they were individual contributors have progressed their careers so that they now hold this position. How did they get there? We're bringing in a squad of recently minted CPO's to let us know what we need to know if we ever want to get to this spot. You will learn - How is CPO different from the other roles in the function? - What are the knowledge gaps which are most important to fill in this role? - How do CPO positions emerge? - What is the optimal career trajectory to be considered for role? - How important is domain experience for this role? - Is it better that the person comes from HR, TA or something else? - What was the interview process like, what do you have to prepare for? All this and more in this week's Brainfood Live On Air. w/ Layla Kidwai, VP People, (Funding Circle), Antonio Arias Lopez, CPO (QuoIntelligence) & Leslie Kivit, Founder, (The People Lab) Ep152 is sponsored by Zinc Zinc is an automated reference and background checking toolkit, with a difference. Onboard employees faster. Zinc saves talent teams an average of 90 minutes per candidate checked, reducing turnaround times from weeks to days. Their all-in-one global solution offers checks including; criminal record, ID, credit, financial, media, identity, and education checks—perfect for regulated businesses. On top of this, Zinc transforms your candidate’s experiences through radical transparency, keeping candidates informed and allowing them to keep their checking data. With direct ATS integrations with Greenhouse, Workable, Teamtailor, SmartRecruiters, LinkedIn Talent Hub, Comeet and Lever and most recently, Hibob, you only need to click a button to stay compliant. See it in action today. Book a free trial with Zinc here

The State of Agency Recruitment in 2022 (Down Under!) Universal challenges + local conditions = unique solutions. There are no doubts that the ANZ market, and the APAC region in general has unique characteristics which influence the behaviour of clients, colleagues and candidates alike. We're going to use the opportunity in my last week in Australia to speak to recruiters and recruitment agency owners and learn how they have tackled the challenges of this year: You will learn - Candidate shortage, how real, which sectors, how to deal? - Candidate drop out rate, how to mitigate? - Increasing process efficiency, how to advise clients on moving more quickly for in-demand candidates - Automation and tooling, how are recruiters adopting tech, what works best today - Shift to remote / WFH - how do we persuade employers to flex? All this and more in this Brainfood Live with Jo McCatty, Founder (Protoscience), Ez Khan, MD (Spencer Lane), Dani Tamati, MD (The Resources Hub) & Ross Clennett, Director (Ross Clennett) Ep151 is sponsored by 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'.

Leadership Fitness (For a Remote First World) A cynical take on why execs vs employees are divided in their attitude to WFH is that managers don't know how to do their job when they are not 'overseeing' their team and hence insist on 'back to the office'. And yet the logic of the remote or at least hybrid working is irresistible and perhaps a significant percentage of leaders trained in the on premise style may struggle to be effective in this new future we find ourselves in. What do leaders need to do be 'future fit' for a remote first world? This is topic of Brainfood Live On Air You will learn - Differences between Leadership vs Management - Key skills needed for leadership in the remote teams - Why these are important - How to develop these skills, whilst in the role - How can institutions help develop the leadership skills of the future - What the implications are of this new style of leadership, in terms of demographics, DEIB, and rising to the top All this and more in this Brainfood Live special, where we are live with a 1-2-1 conversation with the amazing Dr Richard Claydon, Chief Cognitive Officer, EQLAbs Episode 150 is supported by our buddies Daxtra Daxtra is on a mission to make data more useful for recruiters. Transform your dormant and disorganised database into your primary source for making actual hires. Need to clean, enrich and activate dormant applicant data? Contact us for a demo 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 Martin Herbst, CEO of JobAdder - How is recruitment technology different from e-commerce? - What do you think e-commerce could learn from recruitment, and vice versa? - What are the qualities which make you a good leader? - Did you develop these or were they crib born skills? - What do you look for when hiring for your leadership team? - How do you think a CEO impacts company culture? - What is the first important thing you did when you took the job at JobAdder? - Over your career, which is the one decision you could take back? - What exciting things can clients expect at JobAdder for the rest of 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Click on the green button to register and follow the channel here (recommended) for further updates Ep24 of Founders Focus is supported by JobAdder This week’s brainfood is supported by our buddies at JobAdder, the software for recruitment companies and HR departments worldwide. Speak to one of JobAdder’s reps for a demo here

How to Build Social Capital (In A Remote First World) Everyone in recruitment agrees that building your network is one of the key components of sustainable success in this business. There is no doubt that in-person connection helped deepen relationships with clients, colleagues and candidates alike. So what does it mean now that we are mainly doing our work in a remote first way? Are our networks going to be smaller, less effective? And are there any ways in which networking can be done more effectively in the remote world? This is topic of Brainfood Live On Air You will learn - Challenges of networking from a low base - Accelerating relationship development from remote - Scaling relationship development from remote - Getting to know people on Slack.... - Team building exercise in remote only - Rituals managers can implement to build social capital All this and more..... With w/ Alla Pavlova, Tech & Art Talent Sourcing, (Riot Games), Samantha Topuzes, Talent Acquisition Team Lead (Urban Sports Club), Senia Williams (Account Manager), Google & Fiona Halkyard, Talent Marketing Lead, Randstad SourceRight

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 Siadhal Magos, CEO of Metaview - When did you realise there was an opportunity to create a new category in recruitment technology? - How has your background in Product helped and hindered you as a CEO? - What have been the biggest differences between senior exec vs CEO? - What are the things you can't / won't let go? - If you could improve your skills as a CEO, which domain would you want to get better at most? - What has been your worst decision in your time as CEO of Metaview? - How do you see the future of this category of 'talent intelligence'? - What exciting things can customers of Metaview expect in 2022? - When hiring for leaders for your business, what do you assess for most? - What would be one word of advice you would give to a young entrepreneur, starting their journey? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep23 Founders Focus is supported by Metaview Metaview is a Talent Science company. When scaling your teams, it's impossible to keep interviews consistent and high quality with a scientific data driven approach. Metaview provides unique interview analytics to help your recruiters and hiring managers improve. The result is happier candidates, less bias, a more efficient hiring process and better hires for your business. Interested in knowing more? Request a demo with one of our friendly team today

DDR - or Data Driven Recruitment, what is this, why do we need it and how do we get there? I don't think any one topic has achieved wide spread consensus as quickly as being 'data driven'. What does this really mean and why is it better than the other thing? How are recruiting teams which operate in a data driven way, different from those that do not? You will learn - Difference between Data Driven / not Data Driven (pst - it's a sliding scale) - Data maturity model - how to analyse the state of TA function in relation to DDR - Where is data most important in the recruitment process? - How do we collect this data / manage this data? - How does data translate into insight into decision making? - What is the ultimate goal of DDR? All this and more..... With w/ Christine Ng, Head of Talent & Media (Quantum Motion), Andrew Gadomski, Managing Director (Aspen Analytics), Chris Brady, NA Talent Acquisition Leader (Sage) & Mary Kay Baldino, Head of Talent Acquisition at R1 RCM

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 Ammon Bartram, CEO of Triplebyte - When did you know Triplebyte was going to happen? - What were the good things about Y Combinator? - In what ways do you think Y Comb might be damaging? - Engineering led startups - strengths, weaknesses - What did you learn from Justin? - What product innovations can we expect from Triplebyte in 2022? - How much will the changes in coding, change the skills that need to be assessed? - What would your advice be to young entrepreneurs starting today? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep22 Founders Focus is supported by Triplebyte Hiring for technical talent takes hundreds of hours across your team. Triplebyte Screen reduces interview lift by up to 66% by quickly surfacing the best engineers, cutting the time it takes to interview and hire by 2/3rds. Get started with Triplebyte Screen in as little as 5 minutes, 100% free. Sign up today.

We all know job ads are under performing - with crashing applicant rates as talent shortage persists throughout 2022. It's timely we have expert opinion from recruitment marketers, recruitment ad professionals and algorithmic job posting vendors to help us get better value from our posts We are going to find out: - What day of the week is best for applicant rate - What time of the day is best for applicant rate - What week of the month is best for applicant rate - How long should your job title be? - How many words in your job ad? - What do job seekers look for when they read job ad copy? All this and more, essential training on how to create and post job adverts. With Jelmer Koppelmans, Co-founder, (Roadtrip), Jelmer Zuidema, Co-founder (Roadtrip), Robin Stander, VP of Sales (Appcast) & Modiara Kamps, Head of Employer Branding, (Boston Consulting Group Ep147 is sponsored by Appcast Appcast is a global provider of recruitment advertising technology and enterprise managed services for talent acquisition. We are a pioneer of programmatic job advertising, which uses complex algorithms to help employers increase engagement with qualified candidates by showing people the right job ads, at the right time, in the right place. We annually manage more than a billion dollars of job advertising for more than 1,500 employers who save time and money on their job advertising through Appcast. Find out more at appcast.io or request a demo 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 Ryan McCabe, CEO of Odro - How did this happen Ryan - When did you know Odro was happening - What lessons did you bring from mechanical engineering to recruiting then recruiting to CEO-ing - If you do it again, what would you do exactly the same way? - What would you do differently? - From idea to business, what do most first time entrepreneurs miss? - Recruiters as customers - what's the good, bad and ugly? - What is happening in the product for 2022? - What does success look like for Odro end of 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep20 Founders Focus is supported by Odro Odro is the No#1 Video Technology for recruitment agencies. - White label the platform to take to market as your own. - Win more retained business by being more valuable to your clients. - Makes your sales calls easier for your consultants by having a clear differentiator on the first call. - Record video interviews and send them to your clients. - Record sales messages and send them to potential clients to increase your response rates to avg. 92% - Record messages for passive candidates to stand out from the other recruiters sending them job specs. - Video shortlist your best candidates to spec to potential clients. Receive notifications when clients watch each video. Get in touch with our team on LinkedIn, or through our website odro.co.uk to arrange a 15 minute online demo.

How has Candidate Experience changed from 2021 to 2022? We all know that the market has rebalanced in favour of the job seeker in the past 12 months, elevating expectations on compensation and work flexibility - and likely reducing job seeker tolerance for poor and inefficient recruitment processes. What are candidates saying to us today and how are we to adapt? We are going to find out: - CX minimum hygiene standards in 2022 - Universal standard or Customised CX based on candidate source? - How does CRM improve CX? - What process inefficiencies are most problematic for UX - Has anyone solved the feedback problem? - How significant is 'candidate self serve'? - Job seeker agency, how do we shift the balance of power - Key steps to improve CX today All this and more..... With Chuck Solomon, Director of Employer Branding (LifeStance Health), Kevin Grossman, President (The Talent Board) & Christine Ng, Head of Talent & Media (Quantum Motion) Ep147 is sponsored by Cronofy Cronofy offer an enterprise-ready suite of interview scheduling tools and ATS integrations. Using real-time availability they improve the candidate experience and speed up time-to-hire by arranging interviews in minutes. For candidates, it’s just two clicks to select a time. Recruiters can now coordinate interviews on behalf of hiring managers, to keep the hiring process moving, save even more time and deliver a slicker candidate experience. Save your team hundreds of recruiter hours every year using Cronofy - check it out and get more information here or contact one of their friendly product team and ask for a demo

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today Next up is Troy Sultan, CEO of Guide - What is the difference between being C-level and Senior Exec? - Why does it seem rare for talent pro's to become successful HR tech entrepreneurs - Decisions as CEO: toughest, best and the one you would like to take back! - Were you always going to do startup? - What have you learned about yourself, after becoming CEO of Guide? - How do you hire leaders for your team? What traits do you look for? - Why Guide? - What is the roadmap for customers in 2022? - 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. Ep19 Founders Focus is supported by Guide Guide is the first candidate experience platform that helps companies win more talent with a personalized interview experience from application to decision. With Guide, talent teams invite their candidates into a single hub where they can find everything they need during their hiring process, from interview details to timelines, prep materials and more. Unlike messy email threads, links and documents, Guide acts as the candidate’s centralized home base for real-time updates and information and unlocks rich insights for recruiters to understand which candidates are most engaged or need attention. By improving candidate engagement, Guide increases passthrough rates by over 200%, leading to more offer accepts for leading companies like Glossier, Reddit, Gitlab and One Medical. Interested in learning more? Get a free walkthrough of the Guide platform 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 Next up is Pedro Torrecillas, CEO of Circular - What is the original story of Circular? - What are the CEO things that you don't do well? - How do you hire your leadership team? - Your background in product - how is this a strength and weakness for a CEO? - How are the buyer markets different, in different countries? - What would you do differently if you could start the journey again? - What was the No1 best decision you've made so far as CEO of Circular? - What advice would you give to young Pedro if he was to consider entrepreneurship for the first time? - What exciting things can customers expect of Circular in 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep18 Founders Focus is supported by Circular Circular is the network for hiring tech talent recommended by in-house recruiters. Hire up to 10 times faster by harnessing the network of 6,000 in-house recruiters, who are recruiting from, and recommending, peer approved talent, at scale. Circular lets you go straight to a great shortlist for tech talent hiring in London and Europe.

We all love the word 'strategic'. We probably all think we are strategic. But it means something different from at the customer perspective, if you're considered a strategic partner or asset. It means that they factor in your service and availability when they are designing their own strategies. - What is being a 'strategic partner'? - Is this even possible to achieve for an agency supplier? - What needs to happen, for this to happen? - How to build and deepen trust relationships - How to add value services - How to be the consigliere to the key stakeholders With Louise Triance, Founder (UK Recruiter), James Osborn, Founder (The Recruitment Network) & Ben Browning, MD (Resonant Recruitment Development) Ep145 is sponsored by 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.

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 Nico Blier-Silvestri, CEO of Platypus - What are the benefits of being a recruiter before becoming CEO of a rectech business? - What are the handicaps? - What blind spots did you have when become a first time founder / CEO? - When did you know Platypus was going to happen? - Can you remember the first big decision you made? - What lessons would you give to yourself if you could time machine back to the start? - What does the product roadmap look like for customers in 2022 - As CEO, what do you need to more / less of in order for the business to grow? - What busy CEO things do you need to do after this show? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep17 Founders Focus is supported by Platypus With systematic data on team culture and candidate values, Platypus allows you to track alignment, build stronger teams, and improve quality of hire. Check out Platypus Connect, a new recruiting platform where candidates match directly with teams based on shared values. Create your own profile and be among the first to try it out. It’s next-generation stuff folks, so book a demo with a friendly member of the Platypus team, or try their candidate flow.

There is status gap between departments in business. Finance is the treasury. Sales bring the money. Product / Engineering might make the things we sell. Legal creates the contracts we are all bound by. Where does TA / HR sit in this order? Why do recruiters / TA consistently seem to be a department that has fight extra hard to be heard? Perhaps, we lack 'institutional confidence' - What is 'institutional confidence' - How do we know this is a problem - What do we need to do on departmental level to level the playing field? - Is this even possible, or desirable thing to do? - What is the role of evidence / data in producing better relationships - How can we become more central to decision making - Can a department build confidence? w/ Lesa Molinari, Global Branding & Talent Acquisition Director (Colt), Juliette Rouquet, DITA SME (Danaher Corporation), Raj Gill, Talent Acquisition Manager (British Telecom) & Jon Hull, Head of Resourcing (Balfour Beatty) Ep144 is sponsored by Oyster Oyster is on a mission to create a more equal world by making it possible for companies everywhere to hire people anywhere. Their end-to-end distributed HR platform enables companies to deliver locally compliant payroll and benefits, as well as a smooth onboarding experience to team members and contractors regardless of their location.

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 Jonathan Romley, CEO of Lundi - Why are you always the boss of your businesses? - What are the CEO things that you don't do well? - How do you hire your leadership team? - What is the original story of Lundi? - What is does the final outcome for Lundi look like? - What exciting things can the market expect from Lundi in 2022? - If you were to teleport back in time to when you first started entrepreneurship, what 3 lessons would you impart to younger Jonathan? - What are the most common mistakes you see inexperienced CEO's make? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Wednesday 23rd Feb, 12.00pm GMT / 2pm EET Click on the green button to register and follow the channel here (recommended) for further updates Ep16 Founders Focus is supported by Lundi Recruit the right talent—no matter where they're located. Lundi is a marketplace which connects global employers with local recruiters, helping you access talent from over 65+ countries. Struggling to fill your international vacancies? Post the job up on Lundi and have expert local recruiters bid to submit candidates for the role. Access the global talent pool, reduce your time to hire. Lundi is the talent solution for the world. Request a personal demo today

How long has the argument been that TA should be in a separate department from HR, either a stand alone reporting into the CEO or part of Marketing or part of Operations - anything but HR! Where is the state of this argument and does it still stand? What might the benefits be of moving closer to HR rather than away? - Isn't TA really about marketing these days? - What has been the influence of covid 19 onto this conversation? - Should it even matter which reporting line? - Why TA benefits from being closer / further away from HR - How to make the HR relationship work - Do different organisations require different functional structures? Lets talk about organisational design folks. With Kevin Green, Chief People Officer (FirstGroup), Jo Weech, Global Head of People & Talent (Clements Worldwide) & Geraldine Butler-Wright, Chief People & Culture Officer (Healthily) Friday 18th February, 2.00pm GMT Click on the green button on the top right to register for the show, and follow the channel here (recommended) for updates Ep143 is sponsored by Oyster Oyster is on a mission to create a more equal world by making it possible for companies everywhere to hire people anywhere. Their end-to-end distributed HR platform enables companies to deliver locally compliant payroll and benefits, as well as a smooth onboarding experience to team members and contractors regardless of their location.

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today Next up is Pedro Oliveira, CEO of Talent Protocol - What is the difference between being CEO of a web2 vs a web3 organisation? - What have you learned in your career as a leader of tech business? - What assumptions have you had to let go, which ones are you now gambling to be true? - Decisions as CEO: toughest, best and the one you would like to take back! - How do you find the co-founding team? How was this group assembled? - What is Talent Protocol, how does it work? - What is the roadmap for TP in 2022? - 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. Ep15 Founders Focus is supported by Talent Protocol Talent Protocol is a web3 platform where talent can easily launch a token for their career, and where users can back people they believe in. Support undiscovered talent and be rewarded as they grow. Join the waitlist here

How To Know A Good Recruiter? Everybody is hiring for recruiters these days and - in moments of candidate shortage for recruiters - we may be tempted to say to anybody with a pulse! However, how can we tell a good recruiter apart from the others? Is there a way to do it before we actually get to see them in action? - Red flags on candidates - Key assessment criteria - How important is prior experience (really) - How important are the recruiting stages? - How important is domain knowledge? - Junior recruiter from remote? Lets talk about how to assess recruiters folks! With Mark Deubels, Senior Technical Recruiter (Gitlab), Katrina Hutchinson-O'Neill, Founder (Join Talent) & Farah Kanji, Chief People Officer (Founder's Factory) Ep142 is sponsored by Bryq Looking to uncover hidden talent in the hiring process? Trying to help your current employees optimize their performance? Wanting to counter the "Great Resignation" and retain your talent? The Bryq Talent Intelligence platform has your answers to these questions and many others. Book a meeting with Bryq's Customer Success Team today to see just how much their science can accomplish

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 Tony Jamous, CEO of Oyster - What's the Oyster original story? - When did you realise it would be a billion dollar opportunity? - How much bigger did Covid / Shift to remote make the market, make the business? - What's the difference in leading a Unicorn business, going for all the marbles vs just another great business? - What is the hardest part of the job today? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep14 Founders Focus is supported by Oyster Oyster is on a mission to create a more equal world by making it possible for companies everywhere to hire people anywhere. Their end-to-end distributed HR platform enables companies to deliver locally compliant payroll and benefits, as well as a smooth onboarding experience to team members and contractors regardless of their location.

Recruiter Enablement - How to set up an effective Recaps function We heard a lot of recruitment operations or 'RecOps' in recent years but it is still an uncommon specialist function in TA teams. What is RecOps, why is not just plain old recruiting and why do some people think it is the key to hyper scaling? - Definitions - what is recruitment operations? - What are the key tasks and objectives involved in RecOPs? - How do we know Recaps is performing well? - What kind of KPI's do RecOps most care about? - Do you need to be an ex-recruiter to be a good recops person? - When would be a good time to set up this function? All this and more, as we take a deep dive into an emerging function in highly effective recruiting organisations. With Stephanie Baysinger, Director of Recruiting Operations (Marqeta) & Dani Martos, Recruiting Operations Lead (Preply) & Chloe Morrison, Recruitment Ops (Datadog) Friday 28th January, 3.00pm GMT / 4.00pm CET / 7.00am PT Click on the green button on the top right to register for the show, and follow the channel here (recommended) for updates Ep141 is sponsored by Oyster Oyster is on a mission to remove barriers to cross-border employment and enable companies to tap into the global talent pool. Our end-to-end distributed HR platform streamlines global employment across the full remote employee lifecycle, enabling companies to hire, pay, and care for talented teammates regardless of location.

Setting Salaries for Remotely Distributed Teams As candidate shortage continues to bite in 2022, employers will increasingly look to shift jobs to location agnostic setting. However as one problem may be solved others rise up to take their place - how do we handle the compensation for our newly remote workforce? This is topic of Brainfood Live On Air - Ep140 - Shifting to remote....what is the framework to use? - What are the common objections and challenges when setting compensation for remote? - What caveats pertain to hybrid mode of work? - Are there or should there be different compensation packages for different types of remote? - How do we deal with increasing demands for pay transparency? - How tenable is to pay a global minimum / maximum? - How do we handle salary review? - What are the back office options available? - For employers looking to shift to remote from on premise, what challenges can they anticipate? With Rachel Gibbs, Global Compensation & Benefits Advisor (Independent), Megan O'Malley, Senior Director Global Recruitment, International Rescue Committee & Andrew Gadomski, Founder (Aspen Analytics) Ep140 is sponsored by Oyster Oyster is on a mission to remove barriers to cross-border employment and enable companies to tap into the global talent pool. Our end-to-end distributed HR platform streamlines global employment across the full remote employee lifecycle, enabling companies to hire, pay, and care for talented teammates regardless of location.

Selling Talent Acquisition Transformation to the Business As recruitment leaders we are brought on board to make step change improvements in how talent acquisition is conducted at our employers. Yet translating the objectives into actual change on the ground is one of the recurring challenges for TA today. Why is it so difficult? Why did they even hire you if they don't listen to your ideas? This is the topic for Brainfood Live On Air - Ep139 - Hard hitting chat and advice on how to sell change to the business. - What are the typical objectives for the TA / HR leader? - What does the business expect? - What predictable obstacles can YOU expect as a new leader in TA? - How do we secure early wins? - How do we build relationships in a remote setting? - What tools, techniques, frameworks can we use? w/ Maury Hanigan, CEO (SparcStart), Ben Gledhill, VP Global Talent Acquisition (WorldRemit), Paul Maxin, VP Talent Acquisition, (Publicis Sapient) & Allyn Bailey, Founder (Transformation Tapas) Ep139 is sponsored by Sparcstart When employers provide interesting and useful information, candidates make well-informed decisions and better hires are made. SparcStart is the award winning video platform that powers employers' Talent Acquisition and Employer Branding video. Our two products, Sparc - which adds hiring manager video to job descriptions, and Amplify VMS - which manages the creation and sharing of employee generated content enables employers to easily engage candidates with content that is credible and authentic. Employers need to use video in 2022 - contact one of our friendly product team today

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today. Next up are Dan Kirkland & Dean Sadler, Co-founders of Tribepad - What is the difference between being C-level vs Senior Exec? - How did a career in engineering prepare you for being a founder of a recruitment tech business? - Were you always going to be doing startup? - What areas of being a CEO do you feel you need support? - What do you look for when hiring for leadership potential? - How did the idea for Tribepad emerge? - What was your biggest doubt before you both agreed to do this? - What does the product roadmap look like for 2022? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep13 Founders Focus is supported by Tribepad Tribepad TA Platform is the easiest-to-use and most configurable enterprise-grade talent acquisition software you’ll see. Seamlessly integrating ATS, CRM, onboarding and video interviewing functionality, Tribepad gives you everything you need to transform your end-to-end recruitment from one powerfully straightforward platform. Book a demo with our product team today.

What is going to happen in Recruiting for 2022? Its going to be another crazy year in our game, as candidate shortages continue to drive up demand for recruiters, organisations contort and reshape to better access different types of worker and new technologies bring big ramifications for how we do our work. Questions to consider How does employer branding look like at a time when workers have the upper hand? What is the upper limit to the increase in comp & ben? When do organisations begin to actively offshore unfillable jobs? What HR tech unicorns will be the big stories of 2022? Will the hybrid hype finally burst? All this and more as we discuss and forecast what is going to happen in 2022. With Madeline Laurano, Founder (Aptitude Research), George Laroque, Founder, (Worktech), Neil Carberry, CEO (Recruitment & Employment Confederation), Sue Marks, CEO (Cielo) and Mervyn Dinnen, Founder (TwoHeads) We're on Friday 7th January, 10.00am ET / 2.00pm GMT - register by clicking on the green button and follow the channel here (recommended) Episode 138 is supported by our buddies Join Talent Join Talent is EMEA's fastest growing embedded talent solution provider. We deliver a market-leading and super-agile boutique Project RPO solution for scaling businesses - supporting with hiring demand in tech, product, digital, design, commercial/GTM & corporate vacancies. If you're a recruiter looking to join a rocketship - you should Join Talent

RECRUITMENT REVIEW OF THE YEAR 2021 We're finally here folks - the last Brainfood Live of the year! I know that it's only the 17th December but it's Christmas Eve next Friday and I suspect everybody will either by with friends and family for the holidays, or zoning out on Netflix and whiskey on their own, so this is the day we're going to close the year on. As such, lets talk about this year - what was the biggest thing to happen in recruiting in 2021 and why? How about - The Great Resignation - did it happen, and if so, where? - The Hybrid Hype - are we over it yet? - Apple kills Facebook with ad opt in - Facebook pivots the Metaverse (and becomes Meta) - Big blockchain revival, have we seen the already the next dominant players for Web3? - New HR Tech stack - Deal, Oyster, Remote - What else? Lets talk about it in a rolling two hour special, as we talk with the great and the good in the community, including but not restricted to Louise Triance, Founder (UK Recruiter), Neil Carberry, MD, (REC), James Osborne, Founder (The Recruitment Network), Heidi Wassini, Global Talent Acquisition Manager (Vivo) & Colin Donnery, CEO, (FRS) & Wolfgang Brickwedde, Founder (ICR) All this and more in Brainfood Live on Air - it promises to be a fascinating show! Ep137 is sponsored by Platypus. With systematic data on team culture and candidate values, Platypus allows you to track alignment, build stronger teams, and improve quality of hire. They’ve just launched Platypus Connect (Beta), a new add-on to help you discover and connect with culturally aligned talent. Read more here. It’s next-generation stuff folks, so book a demo with a friendly member of the Platypus team, or try out their candidate flow.

EMPLOYER BRANDING FOR CONTROVERSIAL BRANDS One of the most interesting challenges in employer branding and talent attraction is to build and execute strategy for a company whose brand which might usually draw prejudgement and high emotion. How do you go about your work as a recruiter or talent attraction strategist in this circumstance? - How to refute the claims and challenge the brand perception - How to tell a different story - How to respond to the charges, public and private - Using the perception as a filter for values fit - Embrace the position and present the challenge All this and more in Brainfood Live on Air - it promises to be a fascinating show. We're with Sam Newell, Founder (Alvarium Talent), Katrina Fox Founder, (Peters-Fox) & Noel Thomas, Director (CA3) Ep136 is sponsored by our buddies CA3 CA3 is an award-winning employer brand agency that helps organisations attract, onboard and engage with talent through compelling creative comms. Great work, great relationships is their raison d'être, the reason their clients (the likes of Expedia Group, Johnson Matthey, Smartest Energy, Audley Group, Aviva, GE Healthcare and NatWest Group) love working with them, and their people come to work smiling (even on Mondays apparently). Perhaps that’s also why they picked the Grand Prix award at the RMAs last November. If your EVP or employer brand is in need of a little love and attention after a tough 2021 why not check out their website today or email [email protected]

SWITCHING INDUSTRIES: A GUIDE FOR RECRUITERS The agility of recruiters is one of the main reasons why we are resilient during times of change. Switching industry focus is one of those skills which makes most sense in the present moment as industries rise and fall with the shift to remote, the change in work habits, the change in people's priorities. Is there a technique or system for doing this? What is the best way to switch an industry? Can we develop a framework? - What industries are rising, which are falling? - How to make the switch - Big Bang or by increments? - How to accelerate through the change - What are some common errors of those who make the switch? - What are the problems with NOT making a switch? All this and more in Brainfood Live on Air. We are with senior recruiters who are experts in employer branding and candidate UX - Alla Pavlova, Recruiter (Riot Games), Christine Ng, Head of Talent & Media (Quantum Motion), Vanessa Raath, Founder (Talent Hunter) & Katrina Hutchinson-O'Neill, CEO (Join Talent) Episode 135 is supported by our buddies Join Talent Join Talent is EMEA's fastest growing embedded talent solution provider. We deliver a market-leading and super-agile boutique Project RPO solution for scaling businesses - supporting with hiring demand in tech, product, digital, design, commercial/GTM & corporate vacancies. If you're a recruiter looking to join a rocketship - you should Join Talent

CANDIDATE JOURNEYS: THE GOOD, THE BAD & THE UGLY Finding candidates is one problem, making sure that they stick with you throughout the recruiting process is another! The white hot market of 2021 has shown us that our current neglect of candidate experience is no long tenable and is manifestly hampering our ability to recruit for our businesses. - How do we rethink the candidate journey? - What are the experience design principles we have to implement to elevate the recruiting experience? - What are the classic errors that damage candidate experience that most organisations continue to make? - How important is it to vary the candidate journey based on source of first contact? - Can we create a personalised experience, at scale? - Should we create a personalised experience at all? - What makes a candidate journey good, bad or ugly? All this and more in Brainfood Live on Air. We are with senior recruiters who are experts in employer branding and candidate UX - Tim Sanchez, Global Head of Talent, (Tigo), Susan Strayer LaMotte, Founder, (exaqueo) & Koos Wurzer, Global Head of Employer Branding & Candidate Experience (Danone) Episode 134 is supported by our buddies Guide Guide is a new way to win candidates over competitors. Guide lets you create shared workspaces for your candidates that transform their experience from sourcing to interview to offer. Give your candidates one personalized destination where they can find everything they need from interview schedules, links and PDFs to interviewer bios, deliverables and more. Learn more and uplevel your candidate experience for free here.