The Recruiting Brainfood Podcast

WHAT DO RECRUITERS WANT? It's a question whose time has come, as employers everywhere attempt to staff up their recruiting teams in order to be competitive in this candidate short post pandemic economy. I've been dealing with this my own way of late - launching the Brainfood Jobs Job Board to help employers and now the What Do Recruiters Want survey, which hundreds of you have contributed to already. In this show, we want to answer the question from people who actively recruit recruiters and hear from them, what they are discovering in today's marketplace - What is the avg salary for an experienced non-manager recruiter? - Do agency recruiters differ from In-house recruiters in their interest in remote work? - How important is corporate band to attract recruiters - Are recruiters interested in social equity? - What ATS's do recruiters really hate?? All this and more in Brainfood Live on Air. We've got recruiters of recruiters from rec2rec, agency side, Embedded and more. We're with Iulia Crai, Senior Manager Talent Acquisition (Wayfair), Robert Nunn, Head of Internal Talent Acquisition (Elements) & Charlotte Doherty, Co-founder, (Doherty & Partners) Episode 132 is supported by our buddies Gem Gem’s modern recruiting solution empowers talent acquisition teams to optimize & expand their sourcing efforts while simultaneously driving value through reporting that informs an organization’s talent attraction & engagement strategy. Trusted by over 800 talent teams at companies like McDonald's, Slack, Instacart, and Dropbox, Gem's operating system is equipped with tools that allow you to manage your entire network of talent, automate talent engagement, derive insights on your hiring speed, quality, and diversity, and more! Request a demo today to see Gem in action!

EMPLOYEE GENERATED CONTENT: A CASE STUDY FROM IBM There is no better form of content than EGC - Employee Generated Content. Today's job seeker does not want to see slick corporate videos, over produced marketing lit or sermon delivered by the CEO. What they want is to see people who are doing the jobs they are doing telling them how it is to work at the employer. But knowing is not the same as doing! How do we get from the idea to the execution? Today's special will look at one of the best exemplars of unlocking EGC and enabling the employees to tell the story - IBM, via the Talent Marketing team led by Nick Thompson. You will learn: - How to have to conversation with marketing(!) - How to get business endorsement - How to activate socially influential employees - Define what kind of stories you want to tell - What channels, what format, what length, what tone, style and the rest - How does this convert to applications? Or is this the wrong question? - Who you need in your team to make this happen - How to track and manage EGC Essential stuff for any employer branding / talent attraction focused recruiters out there. Episode 132 is supported by our buddies iCIMS Did you know iCIMS Video Studiowas voted ‘Top HR Products of 2021’ at this year’s annual HR Tech Conference. iCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce. Interested in learning more? Join our upcoming Panel discussion on 24th November with Recruiting Brainfood, iCIMS and Fosway where we will explore how to ‘Humanise your brand and transform your hiring.’ Register via the link here

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today. Next up are Rick Mare & Nicole Clarke, Co-founders of Shazamme. - What is the difference between being C-level vs Senior Exec? - How did a career in recruitment 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 SHAZAMME emerge? - What was your biggest doubt before you both agreed to do this? - What problem does SHAZAMME solve for the market? - Who stands to benefit from this most? - What does the product roadmap look like for 2021/2022? - All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep12 Founders Focus is supported by SHAZAMME It's Nicole's birthday on the 3rd November, so to help Nicole celebrate the big day share this birthday card on your socials. Can you guess Nicole's age? All correct guesses will get a 30% discount offer a SHAZAMME powered website. If you're a recruiter looking to revamp your digital presence with the best, future fit, no hassle, no-code solution, SHAZAMME is the only option you're going to need. Happy Birthday Nicole!

FUTURE FIT TALENT ACQUISITION LEADERS Talent Acquisition is a function no stranger to change, but perhaps there has never been a moment quite like this that is confronting our industry; radical decentralisation of organisation structure, diversification of employee contracts, shift from one to maybe multi-modal ways of operating, the blurring the divide between 'company' and 'market', the rise of social imperatives as a business priority and the loosening of organisational structure to facilitate internal mobility. And that's not including dramatic developments in technology with advances in AI, talent intelligence, people analytics and workforce automation. How do we - as talent acquisition leaders - ensure that our departments are adequately staffed, skilled and organised for future fit? There is no better analyst to ask than the legendary Kevin Wheeler - founder of the Future Talent Institute and world renowned workforce analyst, Kevin Wheeler. You will learn: - What are the underlying macro trends which TA leaders need to be aware of? - What skills are TA departments going to require to be fit for purpose in the next decade? - How does the shift to remote / distributed working change the work of TA? - What is the impact of diversification of employee types under management? - How we force rank the key tasks of a current TA team vs future TA team? - How do TA get better today and stay on the right path for the next decade? - What do TA leaders need to do to future proof the function? Episode 131 is supported by our buddies Personio Personio is the People Operating System for small and medium-sized companies with the mission to make HR processes as transparent and efficient as possible so HR can focus on what matters most: people. Personio does that by offering an all-in-one HR software that includes human resources, recruiting and payroll, enabling HR to go beyond HR. Thanks to People Workflow Automation technology Personio helps more than 5,000 customers across Europe to remove delays and realize opportunities. In October 2021, Personio received Series E funding, giving the company a valuation of $6.3 billion. This not only makes Personio Europe's most valuable HR tech company but catapulted it into the top 10 of Europe's most valuable startups. Schedule a demo today with one of Personio’s friendly reps and they’ll be happy to help.

RECRUITING IN INDIA IN 2021 / 2022 Brainfood virtual roadshow is taking a long overdue visit one of the most important recruitment markets on the planet - India. Home to over 1 billion people, India's working population size, distinct regional diversity, leading edge technology companies and world famous off shoring / services companies combine to make this market one of the most dynamic to review. I also suspect, for folks on the outside, it is profoundly misunderstood. Questions to debate: - How has Covid-19 impacted recruitment in India? - What is the status of remote work in India? - What is the labour supply / demand split in India? - What are the main challenges for recruiters in India? - What do we mean when we talk about DE&I in India? - Do people travel and relocate for work? - Which sectors are the most popular for graduates - How do you get good at hiring for the India market? We’re with Mitasha Singh, People & Culture (Unifynd), Sarang Brahme, Programme Manager - Employee Experience, Engagement and Employer Branding (Capgemini), Bharath C, Tech Sourcer (Facebook), Savita Hortikar, Head of Talent Acquisition (ThoughtWorks) and Achyut "AK" Menon, Founder, Options Exec Search and friends. Sergei Mak, MD APAC (Daxtra) is in the co-pilot seat Ep130 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. Download the Data Nexus Search guide here

As Recruiters and HR professionals we care more than most about company culture. Hiring new people into the organisation is probably the quickest way to change company culture. So how do we make sure that change happens for the better, and not for the worse? - How do we talk about company culture? - Do we share an understanding on what it is? - How do we capture the dynamism of organisational culture? - How do we use our understanding of company culture in assessing candidates? - What is the line between hiring for people who we think add to the company culture vs discriminating against people because they behave differently from us? - What measurements can we use to better understand 'culture fit'? All this and more, in Brainfood Live On Air. We're with Nims Dhawan, Organisation Design (UK Ministry of Defence), Stanislaw Wasowicz, Regional Director Alliances (SmartRecruiters) and friends. Ep129 is sponsored by our buddies Platypus Platypus makes company culture easy to understand, measurable and actionable, so that you can make smarter decisions on hiring and growing your team.

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 Euan Cameron and Andrew Wood, Co-founders of Willo, the one-way video interviews that is the fastest way to discover and develop talent for your growing business - What is the difference between being C-level vs Senior Exec? - Why recruitment, why recruitment tech? - Were you always going to be doing startup? - What skills are top CEO skills? What areas of being a founders do you feel you need support? - What do you look for when hiring for leadership potential? - 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. Ep11 Founders Focus is supported by Willo With Willo, simply write the questions you want candidates to answer, then share a link with them. Candidates answer in their own time, on any kind of device or browser of their choosing. Our focus is to create the most candidate friendly video interview experience possible, whilst providing employers with the fastest way to hire great candidates. Sign up for free at willo.video, that's W-i-l-l-o dot video.

Unconscious (or perhaps more accurately, subconscious) Bias is a familiar yet widely misunderstood phenomena. In recruitment, it's critical we improve our understanding if we are to mitigate against the worst affects often inadvertent bias. - what is unconscious bias? - how do we acquire bias? - how do our bias's change? - where does is it occur the recruiting process? - how can we mitigate against the worst effects of UB? - what is the value of training? - can we do more on process design? - can tooling support us? This is the focus of this week's Brainfood Live On Air We're with an awesome selection of guests and panelists for this show - with Charlotte Mutsaerts, Head of Talent (Lendable), Dr Stephen Smith, Chief Neuroscientist (Sports Psychology), & Evi Antoniou, I/O Psychologist (Bryq) Ep 128 is sponsored by our buddies Bryq Bryq blindly screens your candidates, resulting in more diverse and equitable hires – and less hiring mistakes. DE&I is crucial to a productive and profitable workplace.

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 Caroline Gleeson, CEO of up and coming ATS provider Occupop. - What is the difference between being C-level vs Senior Exec? - How did a career in recruitment prepare you for being a founder of a recruitment tech business? - Were you always going to be doing startup? - What skills are top CEO skills? What areas of being a CEO do you feel you need support? - What do you look for when hiring for leadership potential? - What does the product roadmap look like for 2021? - All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep10 Founders Focus is supported by Occupop Attract, manage and hire the right people for your business with software designed for in-house recruiters in mind. Looking to upgrade from spreadsheets or swap out your legacy ATS? Check out Occupop, start with a free 14 day trial here

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

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

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

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

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

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

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

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

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

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

HOW TO BE A BETTER TALENT ACQUISITION LEADER We often complain that managers get 'over promoted' and yet how many of us had adequate training before we suddenly became 'Head of Talent'? The reality is that when employers made the push to develop direct recruiting capacity, many operational recruiters who zero management or even team lead responsibility where thrust into departmental head roles without any support. It's still happening today - as the worldwide demand for talent acquisition talent, leads to candidates being over recruited; great for career acceleration but it means gaps in knowledge for many of the first time Heads of TA now learning on the job. What advice can experienced TA leaders give to first timers starting off as departmental heads? - What is the most important difference between management vs operator? - How to position TA as equal footing to other departments? - What is the difference between adequate leader and exceptional leader? - What is the one piece of advice you would give to yourself if you could do it over again? - What is the biggest mistake you made when you became Head of department for the first time? - What are the most important tools for head of department? - What are the most important skills for the job? All this and more as we set aside time to help TA Leaders become better leaders. With Jane Reddin, Director of TA (AlbionVC), Elaine Atkinson, Director of TA (Sabbatical) and Paul Maxin, Founder (MaxinTalent) Ep 118 is sponsored by our buddies at Hourly, by AMS When you have high-volumes of applicants, sifting through them to find qualified candidates can feel impossible. Hourly harnesses the power of artificial intelligence and scientifically-proven assessment insight to help you identify the very best-fit applicants for every role. Want to get control over your way too high applicant flow? Self schedule a demo here.

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today Next up are Benjamin Sesser and Teddy Chestnut, Co-founders of Brighthire, the interview analytics company which gives employers the edge in making smarter decisions at job interview. - Who are Benjamin and Teddy? - What are their leadership values? - What is the difference between being C-level vs Senior Exec? - What happens when you two disagree? - Were you always going to be doing startup, leading a business? - What skills are you guys lacking as C-level execs? How do you fill it? - What do you look for when hiring for leadership potential - What are you doing to do with all that Series A money? - What does the product roadmap look like for 2021? All this and more as we take a deep dive into the business leaders building the technology changing the way we work today. Ep8 of Founder's Focus is sponsored by Brighthire BrightHire’s interview intelligence platform helps business leaders make better, faster and more equitable hiring decisions. Built seamlessly on top of the tools teams already use, our platform automatically records and transcribes interviews, unlocks speed and collaboration across hiring teams, and brings evidence and insight into every hiring decision. BrightHire is advised by renowned organizational psychologist Adam Grant, and backed by Laszlo Bock, Jeff Weiner, Rosanna Durruthy, and the investors behind Figma, MongoDB, Instacart and DataDog. Want to learn more? Schedule a demo with the BrightHire team today.

STARTING & SCALING A SUCCESSFUL RECRUITMENT BUSINESS It has never been easier to start a recruitment business - in the networked era, anyone with some industry knowledge, decent number of connections and maybe a few early customers already onboard, can leave their employer, set up and start trading. But starting is not the same as succeeding; and succeeding is not the same as scaling. What can we learn from recruitment entrepreneurs who have taken the plunge and grown their businesses to success? That is the topic of this episode of Brainfood Live On Air - What's the biggest challenge for recruitment entrepreneurs? - What is the most important piece to advice you would give to yourself if you could do it again? - What mistakes did you make when you first started? - What is the biggest risk you took in your business? - What will cause your business to fail? - How to did you finance your business? - How does Covid-19 impact the future of starting up in recruitment? All this and more as we talk to the folks who have done it, and are planning to do it. We’re with Katrina Hutchinson-O’Neill, MD (Join Talent), James Osborne, Founder (The Recruitment Network), Adam Gordon, CEO (Candidate-ID) & Alex van Klaveren, CEO (KANDIDATE) Louise Triance in the co-pilot seat Ep117 Brainfood Live is supported by Greenhouse Looking for practical insights on how to attract talent and build a competitive hiring strategy? Look no further than Amazon’s #1 Hot New Release in HR: Talent Makers: How the Best Organizations Win through Structured and Inclusive Hiring by Greenhouse Software’s Daniel Chait and Jon Stross. Order your copy today. Interested in becoming a Talent Maker? Join the Talent Maker Community and connect with other leaders who are transforming the way their companies use hiring to drive business growth.

RECRUITMENT IN CHINA IN 2021 Brainfood virtual roadshow is taking a long overdue visit one of the most important, maligned yet misunderstood recruitment markets on the planet - China. Home to over 1.4 billion people, millions of job seekers and hundreds of thousands of employers, there is a great deal of recruiting going on in the Middle Kingdom that I’m guessing few of us have the even the faintest idea about. Despite growing fragmentation, de-globalisation and geopolitical tension, anyone with even a passing interest in how the world works should want to improve our China know-how. Questions to debate: - How has Covid-19 impacted recruitment in China? - What is the status of remote work in China? - How is labour allocated - market, state or both? - What is the Hukou system and how does it work? - What do we mean when we talk about DE&I in China? - What is the role of AI for assessment or not? - What are the Hiring & HR priorities for employers? - How do you get good at hiring for the China market? We’re with Anne-Marie McCaughan, Greater China Recruitment Lead (GSK), Janet Lui, MD (Asian Carbon Search), Beecher Ashley-Brown, CEO (AJINGA.COM), James Morley-Kirk, Founder (China Select) and Brian Su, Career Coach (Workforce Singapre). Sergei Mak, MD APAC (Daxtra) is in the co-pilot seat Ep116 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. Download the Data Nexus Search guide here

HEADCOUNT PLANNING FOR HYPERGROWTH When you are working TA in a rapidly scaling business, business as usual won’t suffice because nothing at all is usual about the circumstances you’re in. As the recruiter / Head of TA (guess what, at early stage chances are, you are both!) the founding team is going to look at you to make it happen for the business. - What roles to hire first at Seed, Serie A, Serie B? - How to prioritise, based on need for business or difficulty in hiring? - How to ensure diversity & inclusion when the pressure is to hire today and yesterday? - How to keep track of all of this, what are tools we can use to manage & report? - What are the essential tools TA needs to use? - When do we expand the TA team? - How do we structure it? We’re with Matthias Schmeißer, Director of Talent (Beamery), Robert Krzyzaniak, Head of Talent (Taxfix) and Sanne Goslinga, Director of Talent (Marathon VC) Ep115 is sponsored by our buddies Charthop. ChartHop delivers a fresh take on People Analytics, bringing disparate sources of people data together in a dynamic platform that’s visual and actionable. Unlike legacy People Analytics solutions, ChartHop is designed to be used by the whole organization. This helps companies improve organizational health, drive alignment and accountability, and save time and money. ChartHop plays well with dozens of platforms through robust integrations across the HR tech stack, and serves companies like BetterCloud, Lightspeed, Starburst and InVision. Head to the ChartHop website to learn more!

THE ETHICS OF AI IN HIRING OK I think we ‘get it’ - Artificial Intelligence or ‘AI’ is no silver bullet for the removal of bias in recruiting. In fact, we’ve seen no shortage of reports over the past few years that illustrate that perhaps AI powered solutions might inadvertently make the situation worse. And yet we are faced with the unavoidable reality that a hiring process involved only human beings is already bias and in desperate need of improvement. How can we use AI to help us recruit in a less bias way? - what do we need to know about forms of bias? - where does technology need to applied / withdrawn? - what role should the candidate have in deciding this? - what is the ideal relationship between human intelligence vs artificial intelligence? We’re with renowned industry expert John Sumser, founder of HR Examiner, and Rob McCargow, Director of AI at PwC amongst others to talk through how AI can be ethnically used in recruiting. We’re on: Friday 25th June, 3.00pm BST / 7.00am PDT Click on the green button on the top right to register for the show, and follow the channel here (recommended) for updates Ep 114 is sponsored by our buddies Bryq Bryq blindly screens your candidates, resulting in more diverse and equitable hires – and less hiring mistakes. DE&I is crucial to a productive and profitable workplace. Ready to get started? Sign up for free no obligation 14 day trial now

HOW TO HIRE MORE WOMEN ENGINEERS? If you’re in tech recruiting, diversifying the composition of your engineering team must be one of your top priorities - and most persistent challenges. We’re gathering together an elite panel of guests - tech recruiters, tech vendors and CTO’s to try and figure out what the best options are for recruiters who want to hire more women into tech roles. - Is it just better sourcing? - do we need to differentiate outreach? - how significant is hiring manager buy in? - do we need to reexamine who we know what good looks like? - what is the impact of credentialism and tenure when it comes to gender diversity? We’re with Alla Pavlova, Tech Recruiter (Miro), Joshua Hoffman, CTO (ex-Blendle, Soundcloud) and Oana Iordachescu, Head of Tech TA (Wayfair) on the panel, Markellos Diorinos, (CEO Bryq) steps into the co-pilot. Ep 113 is sponsored by our buddies Bryq Bryq blindly screens your candidates, resulting in more diverse and equitable hires – and less hiring mistakes. DE&I is crucial to a productive and profitable workplace. Ready to get started? Sign up for free no obligation 14 day trial here

PROBLEMS WITH HYBRID? As we begin to think about the bounce back from the pandemic, the growing consensus is that the ‘hybrid’ model of working - flexibility for staff to work either from home, with an office provided - is going to be the default setting for the majority of businesses. Candidates and employees seem to want this flexibility…..but does it really work? Are there any trade offs with hybrid? What are we losing if we work this way? What worries business owners, managers, CEO’s - key executives with a responsibility for the health of the business - about this modus operandi? This is the topic of Brainfood Live On Air We’re with Alex DePledge, MBE, CEO of Resi, Neil Carberry, CEO of Recruitment & Employers Confederations and Nims Dhawan, Organisational Design at the UK Ministry of Defence. We’ve heard from the employees; now we have to hear from the bosses 👇 Ep 112 is sponsored by our buddies ESIX Executive Search Information Exchange or ESIX is the world's leading membership network exclusively for Corporate Talent Officers involved in Executive hiring. Featuring members from around 100 of the leading employers in the world, it is the one stop shop for networking amongst peers, information exchange, personal and career development. Buy their book ‘Leadership Recruiting’ or find out more about membership here

How To Become A Better Story Teller - Top Tips for Recruiters If you conduct a keyword search on 'storytelling' on LinkedIn, you'll find that it is one of the fastest growing skills on the platform. There's probably not an employer branding profile which doesn't contain the term! And yet, what exactly IS storytelling? Isn't this just a new / old term for marketing? How do you get better at it? - story telling techniques - best mediums for your style of storytelling - psychology of story telling - why it works - how can you do it Ep111 is sponsored by our buddies CA3 CA3 is an award-winning employer brand agency that helps organisations attract, onboard and engage with talent through compelling creative comms. Great work, great relationships is their raison d'être, the reason their clients (the likes of Expedia Group, Johnson Matthey, Smartest Energy, Audley Group, Aviva, GE Healthcare and NatWest Group) love working with them, and their people come to work smiling (even on Mondays apparently). Perhaps that’s also why they picked the Grand Prix award at the RMAs last November. If your EVP or employer brand is in need of a little love and attention after a tough 2020 why not check out their website today or email [email protected]

RECRUITING IN THE MIDDLE EAST & NORTH AFRICA IN 2021 Brainfood virtual roadshow is taking a long overdue visit to the Middle East & North Africa! There are recruiting challenges unique to every region on earth, that is under served by universalistic approaches, so it is vital that we connect with recruiters & HR community members from everywhere on the globe. There are so many brainfooders in the Middle East, especially based in UAE, so we are taking this week to speak to professionals in the region and learn about their challenges and solutions for 2021 - How has Covid-19 impacted recruitment? - What is the status of remote work in MENA? - What do we mean when we talk about DE&I? - Are into AI for assessment or not? Ep110 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. Download the Data Nexus Search guide here

FROM AGENCY TO INHOUSE - TOP TIPS I've been fielding a lot of questions lately from recruiters agency side who are keen to explore the challenges of the working in-house, so this is a show dedicated to those folks who are thinking about making this move! Almost all in-house recruiters worked formerly agency side and the rise of direct hiring by employers has led to explosive growth of the in-house recruiter business. What are the differences, what are the similarities? How does a recruiter move from 3rd party to in-house - and for that matter, vice versa? Ep109 is sponsored by our buddies Occupop Attract, manage and hire the right people for your business with software designed for in-house recruiters in mind. Looking to upgrade from spreadsheets or swap out your legacy ATS? Check out Occupop, start with a free extended 30 day trial here

LINKEDIN UPDATES; WHAT'S NEW for Q2? We use LinkedIn everyday - weirdo's that we are - and we simply must keep on top of what is happening on the platform. Turns out, there is huge amount going - LinkedIn audio? LinkedIn newsletter? LinkedIn magic sourcing tools? All stuff that we need to know but few of us do. Good job we have brainfood favourite's LinkedIn expert - Andy Foote himself - to come on down and talk with us every quarter to keep us regulated on LinkedIn updates. Can't miss this one folks - if you're into Recruiting Brainfood, you're going to be into this Ep108 is sponsored by our buddies Occupop Attract, manage and hire the right people for your business with software designed for in-house recruiters in mind. Looking to upgrade from spreadsheets or swap out your legacy ATS? Check out Occupop, start with a free extended 30 day trial here

Is there going to be a wave of resignations post pandemic? This is a concern for many in our industry as the return to the office clashes with elevated expectations of flexibility from the employee population used to setting their own schedules, their own mode of work, their own rules..... It makes sense for any HR / TA / People Ops professional to anticipate the challenge and mitigate for it. - how to improve retention rate (and is it too late?) - how much accommodation is too much? - how clear are our communications? - has compensation changed, should it change - how we redesign career paths which encourage retention? All this and more as we talk about the next major challenge in the world of HR / TA. Ep107 of Brainfood Live On Air is supported by our buddies Kelly Services. Kelly Services are a global specialty talent solutions provider, connecting great people with great companies in fields including Science, Engineering, Office, Light Industrial, Education, and more. Whether you’re a job seeker or an employer, we’ll help you ditch the script on old ways of thinking, so you can meet your goals and reach your potential. Find out more about our services here

Founders Focus is the show where we get up close and personal with the leaders of the recruitment technology businesses changing the way we work today Next up is Jerry Collier, MD of Product Innovation at AMS, leading a new tech startup within AMS. Hourly is the first solution built by AMS from the ground up, targeting the growing demand for an improved experience in high-volume hiring. - Who is Jerry Collier? - What are his leadership values? - How do you lead in an enterprise size business like AMS? - What do you exactly run a startup within AMS? - What are the leadership lessons that he's learned during his time leading this new business unit? - What is the future for recruitment technology, especially in relation to the rise of alternative work? All this and more, as we take a deep dive into getting to know the people behind the technology. Ep7 of Founder's Focus is sponsored by Hourly, by AMS When you have high-volumes of applicants, sifting through them to find qualified candidates can feel impossible. Hourly harnesses the power of artificial intelligence and scientifically-proven assessment insight to help you identify the very best-fit applicants for every role. Want to get control over your way too high applicant flow? Self schedule a demo here

ON HIRING SENIOR LEADERS Have you had this experience? CEO comes to you and asks you to begin a confidential search for a replacement for an incumbent C-level leaders. Search is going to take 6 months, so you need to get started now as there is a predicted need to upgrade the department - what do you do? I have no idea, as no one (rightly) has ever trusted me to hire for their senior executive team, but it may be one of the most critical recruitment events to happen to a business. - How to hire C-suite? - How to hire confidentially? - What are the qualities required to lead? - Can these be quantified or is really just chemistry with the CEO? - What techniques, approaches work best when hiring at this level? - What are the differences between in-house vs 3rd party search? All this and more in Brainfood Live On Air. Ep 106 is sponsored by our buddies ESIX Executive Search Information Exchange or ESIX is the world's leading membership network exclusively for Corporate Talent Officers operating at Executive hiring. Featuring members from over 100 of the leading employers in the world, it is the one stop shop for networking amongst peers, information exchange, personal and career development. Find out more about membership here

QUANTIFYING COMPANY CULTURE - WHY & HOW? There isn't a TA, HR Manage or CEO who doesn't think their company culture is the most important thing about their business.....but is there a way to actually measure it? In a world increasingly driven by metrics, company culture is one where we are consistently lagging, relying at best on periodic pulse surveys, at worst on - you guessed it - gut feel. Is there a better way? Can we actually measure company culture? And if so, what do we measure? Are there any patterns to see in how the most effective companies operate? These are the questions we are going to try and answer in this week's Brainfood Live On Air. We're with Social Psychologist and Talent Intelligence lead Leila Mortet (Philips), Skill Scout CEO Elena Valentine and People Analytics Consultant, Natasha Oulis (NeoConsulting) and Brian Evje, Head of People (Uncapped) Nico Blier-Silvestri in the co-pilot seat. Ep105 is sponsored by our buddies Platypus Platypus makes company culture easy to understand, measurable and actionable, so that you can make smarter decisions on hiring and growing your team.

WORKING WITH RPO - BEST PRACTICE & TOP TIPS There comes a moment, in every recruiters life, when the right decision is to work with a Recruiting Outsourcing Partner. RPO's have traditionally been a model uses for super large scale enterprise projects but increasingly have found markets in rapid scale up environments, especially in technology. Partnered in the right way, RPO's can provide an essential component in hitting your hiring targets, But how? - When is the moment right to outsource? - What do you outsource - a segment, or everything? - How do you select a provider? - How do we create a relationship which is win / win? - How much does it / should it cost? - What to do to make sure it goes right? All this and more in Brainfood Live On Air! Ep104 of Brainfood Live On Air is supported by our buddies Kelly Services. Kelly Services are a global specialty talent solutions provider, connecting great people with great companies in fields including Science, Engineering, Office, Light Industrial, Education, and more. Whether you’re a job seeker or an employer, we’ll help you ditch the script on old ways of thinking, so you can meet your goals and reach your potential. Find out more about our services here

Ep6 of 'Founders Focus' - Josh Brenner, CEO of Hired It's the Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Josh Brenner, CEO of Hired, the tech talent marketplace which matches employers with the highly skilled, in-demand tech talent. - Who is Josh Brenner? - What is his leadership philosophy? - What has he learned from being CEO? - What were the challenges in taking over the leadership role from the founding team? - What made the Hired acquisition happen? - What is the future of talent marketplaces? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Click on the green button on the top right to register, and follow the channel here (recommended) for more Founder Focus stories Ep6 of Founders Focus is sponsored by Hired Game-changing features queuing up in your product roadmap? We understand the urgency of hiring top talent. In fact, we've helped our fair share of companies around the world build their tech and sales teams while saving over 45+ hours per hire on average. Our curated pool of pre-screened and experienced job-seekers are waiting to hear from you - try Hired for free here! Interested in learning how Hired can help promote DEI in your hiring processes? Register for our upcoming webinar on “Awareness, Action, & Accountability; Embedding Technology into DEI Hiring Strategies” on April 27th here.

HOW & WHEN TO MEASURE CANDIDATE EXPERIENCE? The key to making improvement on any aspect of recruiting is to first measure it. We have to understand where we are first, before we are able to get to where we want to be going. How and when do you measure candidate experience? At the beginning of the hiring process? After first interaction? Continuously as they progress we together develop a relationship with them? We are going to narrow the lens on this Brainfood Live folks and take a deep dive into this specialist topic, which really, should be a generalist one for all recruiters. Friday 9th April, 2021 - 12.00pm UTC Click on the green button on the top right to register and follow the channel here (recommended) for more updates Ep103 is sponsored by our buddies Starred. Starred is the candidate feedback solution for the innovative employers who really care about delivering a world-class Candidate Experience at scale. Measure each step of your hiring process through customisable surveys, fully integrated with your ATS, and gather valuable insights you can act on. Get a demo with our team here

Ep5 of 'Founders Focus' - the Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Adam Bird, CEO of Cronofy, the enterprise ready scheduling platform - Who is Adam Bird? - What is his leadership philosophy? - What has he learned from being CEO? - Does he still know how to code? - Do engineers make good CEO's? - What is the future for workforce automation - what else is going to get 'scheduled' away? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep5 of Founders Focus is sponsored by Cronofy There is no better time than now to rework your hiring process and help your team be more efficient. Our buddies at Cronofy have launched an enterprise-ready interview scheduling tool, which works using real-time availability to improve the candidate experience and speed up time to hire. Save hundreds of recruiter hours using Cronofy - check out the free trial and get more information here.

TALENT INTELLIGENCE - WHAT, WHY, HOW Do you know what 'talent intelligence' is? You'd be forgiven if you didn't, because it's a concept which has stubbornly stayed on the fringes of the TA, mainly due to strategic neglect by businesses who had long under estimated the impact acquiring top talent had on the bottom line. But as businesses better understand the importance of the talent they have a their disposal, Talent Intelligence is becoming a function distinct with the TA function, sitting in between traditional recruiter and analytics. They are there to tell you where the best talent is in the market - where best to put the jobs, where best to put the recruiter hiring for those jobs. We're going to be talking about Talent Intelligence in Ep102 of Brainfood Live On Air, with some of the leading brains in the industry - Leila Mortet, Talent Intelligence at Philips, Toby Culshaw, Talent Intelligence Lead at Amazon and Allison Ettridge, Founder at Talent Intuition. Ep102 of Brainfood Live On Air is supported by our buddies Kelly Services. Kelly Services are a global specialty talent solutions provider, connecting great people with great companies in fields including Science, Engineering, Office, Light Industrial, Education, and more. Whether you’re a job seeker or an employer, we’ll help you ditch the script on old ways of thinking, so you can meet your goals and reach your potential. Find out more about our services here

Ep4 of 'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Vivek Ravisankar, CEO of market leading tech assessment platform HackerRank - Who is Vivek Ravisankar? - What is his leadership philosophy? - What has he learned from being CEO? - Does he still know how to code? - Do engineers make good CEO's? - How is digital collaboration going to change in a remote first world? - What does work from anywhere do to labour migration? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Click on the green button on the top right to register, and follow the channel (here) for more Founder Focus stories Ep4 of Founders Focus is sponsored by HackerRank Build great tech teams end-to-end, fully remote and from anywhere in the world. Take the 2 min.HackerRank Hiring Maturity assessment to find out how your hiring process stacks up against the most innovative companies in the world Sign up for a 14 day free trial here

HOW TO HIRE (WHEN YOUR OVERLOADED WITH JOB APPLICATIONS?) Over the past 12 months we've observed the phenomenon of surging applicant volume, with numbers from 100-1000% more than the same moment the year before. For many industries, especially ones which are absorbing workers from industries made dormant by lockdown, handing excess volume of job applications has become THE hiring challenge to tackle. The shift to remote - and the 'hire from anywhere' approach - suggests that this pattern of high volume job applications can be expected for many types of job role. - How to structure your TA team to handle it? - How do you maintain / improve candidate experience? - Does your relationship with the hiring managers change? - What tech stack do you need to handle the volume? - How do you ensure the TA team - the recruiter experience - remains intact? All this and more in Ep101 of Brainfood Live On Air. We're with Clair Bush, VP of Marketing at ph.creative, Jelmer Koppelmans Founder at Roadtrip and Ben Gledhill, Head of Resourcing at Thames Water Ep101 is sponsored by our buddies Occupop Attract, manage and hire the right people for your business with software designed for in-house recruiters in mind. Looking to upgrade from spreadsheets or swap out your legacy ATS? Check out Occupop, start with a free 14 day trial here

Ep3 of 'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Mickael Cabrol, MD, EMEA of iCIMS, after the successful acquisition with EASYRECRUE where he was the CEO. - Who is Mickael Cabrol ? - What is his leadership philosophy? - What has he learned from being CEO? - How was the EASYRECRUE / iCIMS deal sealed? - What can EASYRECRUE/iCIMS customers expect in 2021? - What is it like to transition to being a leader vs the leader? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep2 of Founders Focus is sponsored by iCIMS Create your winning workforce with iCIMS’ industry-leading service and platform, backed by today’s top analysts and independent researchers. Book a demo here

Rejecting candidates is one of the hard parts of the job of any recruiter. None of us like to do it, but we not only have to do it, but have to get better at it. - What makes a good rejection message? - Phone call or email? - How much feedback can you / do you give? - What to do if the rejection or the feedback is disputed by the candidate? - Does they stage of the application process influence rejection handling?Is it actually an opportunity to create an employer brand advocate? We're going to examine this question and more, as we discuss one of the most neglected aspects of the recruiting process - how to reject candidates, better Ep100 is sponsored by our buddies Occupop Attract, manage and hire the right people for your business with software designed for in-house recruiters in mind. Looking to upgrade from spreadsheets or swap out your legacy ATS? Check out Occupop, start with a free 14 day trial here

LETS FACE IT: Pre-covid, a great deal of Employer branding was focused on the physical space of the office building and the on premise experience that new employees could expect to have upon joining.. This was the reason for the huge investment employers made in commercial real estate, opening up space for WeWork (remember them?) to create a category which promised the experience without the fixed costs. NOW THIS, - we're all at home, working remote - we don't care about the conditions of the office - we're beginning to not care about the location of the office WHAT DOES ALL THIS MEAN FOR EMPLOYER BRANDING? How do companies communicate their EB when the physical environment isn't going to change for the employee? Some top tips on how to do this from our guests this week - Steve Ward (Universum) Heidi Wassini, Global Talent Acquisition. Helen Durkin EB Program Lead, Indeed.com & Employer Branding Partner, Vivino & Akbar Karenga Head of Talent (Storyblok) Ep99 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 Rolls-Royce) love working with them, and their people come to work smiling (even on Mondays apparently). If your EVP or employer brand is in need of a little love and attention after a tough 2020 why not check out their website today.

'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Hanno Renner, CEO of Personio, the HR operating system for your growing business - Who is Hanno Renner? - What is his leadership philosophy? - How do you CEO a rocketship? - What is it like building a European company vs a US company? -How does technology change behaviour? - What can Personio customers expect in 2021? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep2 of Founders Focus is sponsored by Personio HR, Recruiting and Payroll, Personio supports all of the core HR processes in one easy-to-implement system. More than 3000 satisfied customers including Premier Inn, Spendesk, Statista and Clevershuttle use Personio. Schedule a demo today with one of Personio’s friendly reps and they’ll be happy to help. Or try it for free here

THE DARK SIDE OF LINKEDIN: DEALING WITH BULLIES, STALKERS & TROLLS If you're a follower of this channel chances are you use LinkedIn every day as part of your essential toolkit as a professional in the people business. We don't expect to encounter trouble here do we? And yet, there is a price to be paid when you are a user of the platform where anyone can sign up, anyone can post, anyone can comment or message. Some of us - by dint of gender, ethnicity, professional role or something else, can be a target more than others. This week's brainfood is a change of pace - lets have a think about how other people experience LinkedIn and how best to deal with troublesome or malevolent interactions we might encounter there. Friday 26th February, 2.00pm UTC Ep98 of Brainfood Live On Air is supported by our buddies Kelly Services. Kelly Services are a global specialty talent solutions provider, connecting great people with great companies in fields including Science, Engineering, Office, Light Industrial, Education, and more. Whether you’re a job seeker or an employer, we’ll help you ditch the script on old ways of thinking, so you can meet your goals and reach your potential. Find out more about our services here

Introducing 'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. First up is Steve Lucas, CEO of iCIMS, the market leading cloud recruitment platform provider. - Who is Steve Lucas? - What is his leadership philosophy? - What has he learned from being CEO? - What can iCIMS customers expect in 2021? - What movie villain does Steve have most sympathy with? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep1 of Founders Focus is sponsored by iCIMS Create your winning workforce with iCIMS’ industry-leading service and platform, backed by today’s top analysts and independent researchers. Book a demo here

A big problem with DE&I is that it is considered a topic 'for HR'. And HR can often by at fault, taking 'ownership' of DE&I initiatives and inadvertently preventing the ideas from really embedding into the rest of business. Its time for change folks - and that change has to be on how we get DE&I out of HR and into the rest of the business! We're going to be joined by an ensemble guest lists including Vessy Tasheva (inclusion specialist & consultant), Rocki Howard (Head of Diversity), non-HR managers who have taken leadership roles in DE&I - Garry Turner (IMCD Group), Jessy Halison (ecosia), African Munoz (LinkedIn), as well as by recruiters who are responsible to top of funnel acquisition of candidates (Katy Peichert). Kind of a can't miss folks Ep97 is sponsored by our buddies Applied Applied is blind recruitment software for unbiased hiring. Make hiring decisions based on data, not background or bias. Employers like ASOS.com, Centrica, GroupM and many others use Applied. Not convinced? Request a demo here and a friendly member of our team will get in touch!

The shift to remote has had the effect of digitising previously analogue processes. This is lead to a bloom of workforce data which we previously could not collate or make use of. We are now swimming in data which can used to better understand employee sentiment and productivity, skill distribution across the company, how time is spent doing what. There is a conundrum though - at what point does the burgeoning new discipline of 'People Analytics' become 'Bossware' or workforce surveillance? What is the difference between caring about employees mental health vs intrusion onto people's personal lives? This is the topic of Ep96 of Brainfood Live On Air. If you care about what to do with the data your employees are now producing - and how to use this effectively AND ethically Ep96 is sponsored by our buddies Charthop. ChartHop is the world's first org management platform, empowering leaders to see their organization's past while designing its future. It automatically builds fluid views of a company through real-time updated org charts, custom reporting & analytics, and headcount planning that boosts efficiency across teams. ChartHop integrates with 20+ HR tech & data platforms, and companies like Peloton, MongoDB, Starburst, Postman and InVision rely on the company to plan, organize and visualize their orgs. Find out more here or click here to request a demo.