The Recruiting Brainfood Podcast

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.

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]

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 .

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.

Personalised or Standardised?

What is the base philosophy for Candidate Experience - do you attempt to give everyone the same branded experience, or do you vary it according to the individual and the individual circumstance? And if we do 'both' (I know you will say this!), then what are the circumstances when one approach makes sense and not the other?

We will discuss

Types of Candidate - are all candidates the same?

Costs of CX, how do we measure the effort and the effect?

What are the benefits of improving CX?

Do we have any evidence of this, other than 'right thing to do'?

Why are recruiters reporting bad CX when they are looking for jobs - how much of a factor is how in-demand certain candidates are?

Do we need specialists in TA to run this?

How do we incentivise recruiters and managers to improve CX?

Do we know what candidates want?

We're with Heidi Wassini, InHouse Consultant (CopenHagen Airports), Christine Ng, Head of Talent & Media (Quantum Motion), Sian Sidaway, Global Talent Experience Manager (GoCardless) & Gem Parker, Candidate Engagement Lead (EY)

Ep191 is sponsored by our buddies Starred

Starred is a Candidate Experience analytics platform that helps recruitment teams collect, analyze, benchmark, and act on candidate feedback at every stage of the recruitment process. Say goodbye to guesswork and hello to data-driven hiring. With actionable insights, you'll have a deeper understanding of your candidates' experiences so you can improve the recruitment process.

We combine insights from your candidates with hiring manager and recruiter feedback allowing you to get a 360 view of your recruitment operations. By pulling fields from your ATS, you can segment your insights on whatever level you want, think recruiter, hiring manager, department, job role, country, and many more.

Curious how leading names like Diageo, HelloFresh, Dropbox, Twilio, and Deloitte are leveraging Starred insights to make better hiring decisions? Have a look at our website, or book a demo with our team.