The Recruiting Brainfood Podcast

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.

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