Talent Savvy

In this case study narrator Bas van de Haterd tells you the case of hiring air traffic controllers and how they got to 160% increase in quality of hire, while lowering their requirements on education.

By using technology to test all applicants they were able to better select candidates and they learned that educational success had very limited correlation with the qualities you needed to have to become a great air traffic controller.

In this case study Bas van de Haterd tells you about an old award winning case from the Airport of Schiphol. It's about a recruitment marketing campaign actually from some years ago, but that still holds it's place.

The excellence of this campaign was that is started with persona's, and really did what you are supposed to do with persona's, personalise the campaign based on them. So different ads, with different photo's, different motivators to want the job and different landing pages that corresponded with the ads.

Talent Savvy presents case studies, short description of cases that we think are too good not to share.

In this case study one where narrator Bas van de Haterd was personally involved, hiring in (very) niche communities.

How do you know about them? (Spoiler: the people doing the job)

How do you get involved with them? (Spoiler: you don't, others do)

And how do you get your non recruitment staff to help you identify them?

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Smeißer discuss the most important developments in the European Talent Acquisition market for July. These monthly wrap ups will look back at the most important developments around Europe that influence TA.

In this episode we talk about

- The new immigration laws in Germany, especially focussed on filling skills gaps

- The increasing interview cycles and times to hire.

- The bankruptcy of HR tech firm Brandchart

- The HR tech funding market in general

- New funding for several HR tech firms like Propel, Settly and StellerUp

You co hosts this week are Bas van de Haterd, Marlies Farril and sofia Broberger.

This week we talk review sites, like Glassdoor. How do we deal with it as recruiter?

The article we reference is: https://www.careerfair.io/company-reviews

We of course will not promote fake reviews, but how and who do you as to do a review?

Hoe do you use it as a review tool? Can you point to certain departments that are not giving the candidate a great experience.

And we disagree on the future of reviews and review sites in the age of ChatGPT. Not just in writing reviews, but also in analysing worker sentiment.

In this episode Oana and the new co host Martin Dangerfield review the year so far. What's going on in the world of talent acquisition? Is it doom and gloom? When do we expect things to change and how will they change?

In this weeks episode Bas van de Haterd, Kelly Robinson and Marlies Farril talk about several things.

Kelly starts with a few Linkedin tips he learned from a report by pager. Download the entire report here:

https://paiger.co/linkedin-algorithm/

The topic we talk about is fixing staffing shortages and we talk about the award winning case by Schiphol. Where they basically fixed the problem in a way most companies can if they want to. Be decent to candidates: Call them in a day, or two, and they also used a very smart, again candidate centric, advertising strategy.

We dissect the case and see how Schiphol managed to go from hours of waiting for security and canceling flights to a fully staffed airport in just 6 months.

The Dutch article on Schiphol's winning the Werf& award.

https://www.werf-en.nl/schiphol-eiffel-partou-en-dji-winnen-werf-awards-2023/

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Schmeisser talk about generative AI and ChatGPT in particular and the expectations we have on new products that suppliers will come up with in the next 6 to 12 months.

We'll be talking about what we expect from AI to change for TA. An episode that might actually be inspirational for many providers.

We talk how Generative AI can leapfrog the companies with technical debt to the front of the pack and how it can help companies that don't have all their data in order yet.

We talk about where generative AI can help us become better, what we hope our providers of the current tech stack will add and, to use the words of Oana, how we can get promoted faster (if that is our goal).

The newsletter we mention on the 4 stages of the use of generative AI in recruitment by Hung Lee:

https://www.linkedin.com/pulse/week-recruiting-issue-111-hung-lee/

The HBR Ideacast podcast: https://hbr.org/podcast/2023/05/how-generative-ai-changes-productivity

In this weeks podcast Kelly Robinson talks with Alex Churchill

They talk about why internal recruiters are better than external one

Why Employer branding is essential

What AI will and will not do for recruiting

The base for this weeks discussion is the Linkedin Talent Insights report 2023.

The Linkedin talent insights report that's being discussed:

https://business.linkedin.com/talent-solutions/resources/future-of-recruiting

In this episode Oana, Sofia and Michael talk about quality of hire

The article Oana references

https://directionallycorrectnews.substack.com/p/people-analytics-primer-quality-of

Since there is still lot of talk about a recession looming, we thought we'd reply an episode recorded last year in June when there was lots of talk about a recession as well and how should you as a recruiter handle this.

In this weeks episode Bas is joined by Kelly and Sofia to talk about recruiting in a recession or downturn. 

First we'll talk about the question is a recession is imminent. The short answer is: it seems that way but it won't be as bad as we've seen before because there are still so many jobs. 

Then we talk about what to do in these times if you are still hiring. Do you hunt people in companies in turmoil? What can you expect from people on the 'let go lists' and how has this world changed over the past years. 

The short answers are: it's changed a lot and Sofia has, as always, good insights from a practitioners stands. 

News items that come up are: 

Elon Musks's return to the office: https://www.bbc.com/news/business-61666339

Layoffs at so many companies: 

Klarna: https://www.bloomberg.com/news/articles/2022-06-01/klarna-ceo-s-linkedin-post-hailing-fired-staff-divides-opinion

Getir: https://www.freightwaves.com/news/getir-laying-off-thousands-of-workers-cutting-expansion-plans

TomTom: https://www.businessinsider.com/tomtom-gps-navigation-tech-layoffs-employees-maps-unit-2022-6?international=true&r=US&IR=T

Layoff tracker by Techcrunch: https://techcrunch.com/tag/layoffs/?guccounter=1

This week we have a rerun from an earlier episode from august 2022.

In this episode Bas, Olga and Matthias discuss strategic TA metrics. 

Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24. 

The article that's the basis of our discussion is: 

https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/

We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world. 

Items we'll be talking about are among others:

+ Measuring is more important to understand what's wrong instead of who to blame
+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?
+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding) 
+ Set more culture-driven metrics (diversify company culture) 
+ Projection of skill gaps to the fill the gaps in the future
+ Employee Engagement to connect with why people leave or on how long to onboard

Scenario planning are answering the big 'what if' questions. It's not just the likely scenario, the most common what if's, but also highly unlikely. Only one company in the 1970's had scenario's on 'what if OPEC limits oil severely'. That was Shell, that profited from the crisis and became the worlds largest oil company.

In TA we don't do enough scenario planning and most people don't even know what it means. So in this episode we try to do in 30 minutes what normally takes half a day to a full day. And we only look at one option, while a good scenario plan has several.

In this episode we answer the question:

We work at a large retailer in Germany.

What if hourly work is outlawed?

The reason we chose this is that on the one had, it seems far fetched and outrages, on the other had, the Dutch have just initiated a law basically doing just that. What are the option a large retailer than has? We discuss them, see pro's and con's and come to a conclusion.

Again, this is all in a pressure cooker style, while a good scenario planning exercise usually lasts between half a day and a day and has several people with different backgrounds in the teams.

In this weeks episode we try something new. Kelly interviews Jim Durbin, aka the Indeed whisperer.

Jim trains people on using software, basically Linkedin and Indeed. Understanding Indeed saves you a lot of money in advertising.

This episode is full packed with advise from a trainer on using Indeed, Linkedin and other 'recruiting software'.

Connect with Jim via: https://www.linkedin.com/in/jimdurbin/

This week we talk Strategic Recruitment and becoming a strategic department.

The base for todays conversation is the newsletter by Kevin Wheeler: https://fotnews.futureoftalent.org/p/why-has-recruiting-been-hit-so-hard

The podcast where Matt Alder with Kevin Wheeler we mention: https://recruitingfuture.com/2023/03/ep-505-accelerating-change/

We talk about how you can get the respect from the board.

We talk about system integrations, not technically, but mentally. Should learning and development be part of TA or at least be our best friends?

We talk about total talent acquisition and embracing the gig economy.

We talk about scenario planning. Why do we not have scenario's ready and know how to act on outside influences. Why was there no scenario ready for raising interest rates? Or dropping interest rates. Or a bird flu pandemic? Or whatever event might happen.

Four steps to take to become more strategic.

In this podcast Olga, Michael and Sofia talk about hybrid, remote and back to the office policies.

Sofia works for a full office organisation and wouldn't want it any other way.

Olga works full remote and wouldn't want it any other way.

Michael works hybrid with 2 days a week in the office.

The article mentioned in the podcast by Michael: https://hbr.org/2022/11/revitalizing-culture-in-the-world-of-hybrid-work?registration=success

In this episode Bas, Olga and Dez talk about bias in algorithms. 

We talk about ChatGPT and the research about bias in their job descriptions. 

The Danish article we reference on bias in ChatGPT: https://bootstrapping.dk/ny-forskning-drop-chatgpt-hvis-i-bekymrer-jer-om-inklusion/?fbclid=IwAR3HGFVikzo1daoykxOLIippwmrCp7P5GWL-fZiEoGw4OS--gQXtlRrfi6I

The Textio article on bias in ChatGPT: https://textio.com/blog/chatgpt-for-hr-4-questions-to-ask-before-you-buy-a-new-ai-tool/103481698366

We talk about bias in programmatic advertising and Facebook advertising.

Also we talk about bias in selection. And we reference workday being sued on a bias in their algorithm. 

The article on workday being sued: https://www.theregister.com/2023/02/23/workday_discrimination_lawsuit

In this episode Matthias, Akbar and Sofia talk about Bias in hiring. They go through the entire proces from Intake meetings, sourcing of candidates, to selection and the hiring decision and talk how bias can creep in and what role there is for TA to combat this. 

The show is full of advice on how to combat bias on every stage of the recruitment process. 

In this episode Dez, Matthias and Bas talk about two CEO reports. Both mention talent and talent acquisition as top priorities for the C suite. 

We talk about the global leadership report

https://www.dropbox.com/s/536o80740ss51fm/Global%20Leadership%20Forecast%202023.pdf

and Forresters CEO report.

https://www.forrester.com/bold/navigating-the-downturn/

Why you should know these reports, what you should know about them and how a TA manager can better speak to their C suite when they do.

In this episode Oana Iordachescu, Chantelle Jones and Marlies Farril talk about how layoffs are impacting overall recruitment practices. 

The base for the conversation is an article in Forbes:

https://www.forbes.com/sites/rodberger/2023/01/24/layoffs-at-tech-giants-impacting-recruiting-practices/?sh=482e8be51f03

Are the current lay offs a result of bad workforce planning? And is it the time for Talent Acquisition to start engaging with this capacity. Can and should Talent Acquisition take a more strategic role, to not just look at bums in seats, but also help make choices between contingent and staff decisions? 

The current lay offs in the tech sector, also the TA professionals that are let go, means also losing organizational knowledge and external networks. We will also see people leaving the industry, either leaving the sector or leaving the TA business completely. 

Marlies and Chantelle see the current lay offs effecting RPO like structures in a positive way. More and more start-ups and scale ups lost knowledge and manpower they still needed, but maybe not on a full time basis. The question is, will this fractional recruitment stay or will we start hiring full time as soon as the threat of a recession is over?

Is job rotation, or rotational work, especially in times like these when there are lay offs glooming perhaps a good solution? A good recruiter should have some sales skills, so doing some time in the sales department if they are looking might be a good idea. 

In this episode of Talent Savvy Bas van de Haterd talks with Kelly Robinson and Matthias Schmeisser about what jobseekers really want and what companies can do about this, without having to involve lots of management or C suite executives. 

What jobseekers wish the employers knew is a massive research by Boston Consultancy Group. Over 90.000 people from 160 countries were interviewed and the results are staggering. Read the entire report here:

https://web-assets.bcg.com/6e/76/609c8245499c8047a48c82588ecf/what-job-seekers-wish-employers-knew.pdf

Important fact 1: 52% would reject an attractive offer if they had a negative experience in the process. And actually saying a decent process a reason for accepting the offer is putting the bar really low. 

Another important fact: 40% of the candidates like assessments. But nobody really likes one way video interviews. 

Another fact: 75% is still looking for a full-time job, but that does means the 15% of gig workers and freelancers is really rising. And most still want to work for bigger companies. 

And we talk about money... salaries. Number one reason to reject an offer is salary, number one thing they look for in a job description is salary. 

If you want to know what your future employees want and why they reject you as an employer, you want to listen to this podcast. 

This week we talk about outreach messages. How do you reach out to candidates yo are sourcing? 

Bas van de Haterd is joined today by two expert sourcers, Sofia Broberger and Dez. S. Papp. 

We talk about what you should do, and shouldn't to. We talk about basing outreach messages on data, on how ChatGPT might effect the outreach messages. 

Sofia says a message should be personalised in two ways, both personalise to the recipient, but also your own personal way of speaking. 

And we shouldn't overthink our outreach messages. Engagement is essential. Trigging the recipient curiosity is another essential thing. 

Today Bas, Sofia and Dez talk about Boomerang hires. 

In these times it might be a good idea to re-hire people that left. 

Bas has some examples of boomerang processes, alumni BBQ's and calling the regrettable hires within their probation period. 

And Sofia explains the law in Sweden is that if you fire some for 'not enough work' and you are hiring someone again for that job, you need to offer the person you fired the job first. 

The Korn Ferry report we are talking about: 

https://www.kornferry.com/insights/featured-topics/talent-recruitment/talent-acquisition-trends-2023

Bas van de Haterd today is joined by Olga Smelova and Michael Delaney on referral hiring. 

It seems so many organisations are revamping their referral programs, so in this episode we share all our experiences with referral. 

We talk about the tools and processes you need to have in place before you can really support the referral proces. 

We talked about the bonus. Do you need to pay cash? How much does the amount matter? Do you do raffles? Do you do non cash incentives? 

When do you pay the bonus? 

What can you do 'event wise', like with lunches, drinks and during the onboarding? 

We share all our experiences from all the different companies we've worked for, from start-ups to big corporates and governments. 

In todays episode we're talking about Chat GPT. 

If you haven't tried it yet: play with it. 

https://chat.openai.com/auth/login

What are our experiences? What can you use it for right now? 

Bas wrote a blog about it on Employer Branding in Dutch, without editing, Marco read it and says it's very human written. 

The blog: https://digitaal-werven.nl/employer-branding-binnen-je-recruitmentsite/

Chantelle has used it for training purposes. 

Marco is looking at it for content creation and copy writing on behalf of Employer Branding. 

In this episode we discuss what's possible now, where we might be going and how we would use it to augment us as recruitment. 

We look at different scenario's of how it might be used, like in giving feedback to applicants, creating employer branding content and personalised messages in sourcing. 

In this episode Bas van de Haterd, Marco Dalmeijer and Marlies Farril will talk about two of the most important aspects for developers: working with great colleagues and development oppertunities. 

The episode is based on research by Otta that shows us that two of the three most important aspects for developers are working with great colleagues and development and growth oppertunities. 

We talk about the best chances we have seen or done in exposing people to great colleagues, how do you embed it in your recruitment marketing strategies? Where do you show it? What have we seen work? 

The research from Otta can be found here: https://employers.otta.com/blog/candidates-job-preferences?

The first show of 2023 is the second round of predictions for 2023. 

In this episode Steve Jacobs, Dez Papp and Matthias Schmeisser will predict 2023. 

Matthias predicts what technology will be the biggest hype to implement in the year. 

Steve predicts that tech candidates are becoming more risk averse, so traditional companies will have a better chance of hiring top talent. 

Dez predicts that hiring managers will ignore all the information about the labor market and still feel recruiters aren't doing their job well. 

Finally Matthias will also predict we have not seen the last of the lay offs in start-ups and scale-ups and Steve predicts a lot of mergers and technology mergers. Giving lots of unrest and chances to recruit great candidates. 

In this episode Bas van de Haterd, Akbar Karenga and Giles Symonds talk about apprenticeships and how they might be used to close the skills gap. We talk about the differences in government support for them, the UK has a paid scheme where companies get reimbursed for some of the costs, and how this actually seems to sometimes lead to bad outcomes for the quality of the apprenticeship. Some companies use them as cheap labor, something that it's not meant for of course. 

The great thing about the UK form of apprenticeships is that the qualifications are credentialed, so apprentices can show they had official training that is at an equal level with the formal training. 

It's clear that apprenticeships have a much bigger and formal history in the UK than in most other countries. So many TA professional not from the UK can learn from it and see the potential pitfalls and potential oppertunities. 

The article we reference in the podcast is: https://www.bbc.com/news/business-63762317?fbclid=IwAR3U82fuOlZBNB9NZA2CIRIWe8bU6FZMcZ53xbI9fXshYEJUQkLmAvjPPFg

In this episode Akbar Karenga, Marlies Farril, Giles Symonds and Bas van de Haterd give their predictions for 2023. 

We'll be predicting and talking investment in tech and how that will influence the hiring market.

We'll be predicting and talking salaries, and mainly salaries in tech and other sectors.

We'll be predicting and talking the change of talent acquisition to talent management. 

We'll be predicting changes in ageism and early to late retirement. 

In this episode Bas van de Haterd, Dez. S. Papp and Akbar Karenga look back at 2022. 

What did we see happening in the market?

We saw people getting closer, the profession seems to be up skilling and coming closer. 

We talk about the actual rise of AI and becoming useful products for TA. AI creation tools have become useful for recruiters and that's something we'll remember 2022 about.

We talk about using AI for selection and the problems that have and might arise there. 

Another thing we'll remember 2022 about is buying the wrong technology and blaming the technology.

And we'll remember 2022 as the year where ATS's, especially those for the mid market, have added a lot of really useful functions. 

Illness hit the Talent Savvy team this week, so no recording. Hence a rerun of an episode from almost a year ago that is still as relevant as ever: writing a good job ad. 

Bas, Sofia and Kelly discuss three statements concerning the Job advert.

1. It's an advert, not a description. What's the difference and what makes a great job ad?

2. Your job advert should not be the same on your corporate careers website as it is on external media. Or should it be?

3. You should change the content of your job at at least every six weeks if you are recruiting regularly or permanently for the same job.

With specific examples from both sides of the Atlantic to inspire you on writing better job ads.

The co hosts can be contacted at

https://www.linkedin.com/in/kellyjrobinson/

https://www.linkedin.com/in/sofiabroberger/

https://www.linkedin.com/in/basvandehaterd/

In todays show Bas van de Haterd, Kelly Robinson and Oana Iordachescu talk about the great retirement and how this effects the labor market and how we as recruiters could, or should, deal with this. 

The research this episode references is by the phoenix group:

https://www.thephoenixgroup.com/sites/phoenix-group/files/2022-11/Phoenix-Insights-The-Great-Retirement.pdf

We try to answer the question why people in the UK are so much less happy with their work? And do people in for example Germany, another country in this research, have a more common sense of what work is for? 

Kelly, being a dual citizen from both the UK and the USA and having lived and worked there, was surprised with the little number of days off in the USA when he first came there, but still sees the satisfaction is higher than the UK. 

We talk extensively on ageism and hiring the fifty plus. And bringing your whole self to work and how that influences you willingness to keep working despite your age. 

In this special 50th episode the team of Talent Savvy shares the best advice we got and how it impacted our careers in Talent Acquisition. 

You'll be hearing the best career advice as a recruiter they've got from:

Michael Delaney: https://www.linkedin.com/in/michaeldelaney1/

Sofia Broberger: https://www.linkedin.com/in/sofiabroberger/

Giles Symonds: https://www.linkedin.com/in/pharmaceuticalrecruitment/

Marlies Farril: https://www.linkedin.com/in/marliesfarrill/

Bas van de Haterd: https://www.linkedin.com/in/basvandehaterd/

Oana Iordachescu: https://www.linkedin.com/in/equalopportunity/

Matthias Schmeisser: https://www.linkedin.com/in/matthiasschmeisser/

Olga Smelova: https://www.linkedin.com/in/osmelova/

Kelly Robinson: https://www.linkedin.com/in/kellyjrobinson/

Steve Jabons: https://www.linkedin.com/in/stevedjacobs/

Enjoy the show. 

Bas van de Haterd, Dez Papp and Sofia Broberger talk about hiring entire teams at once. 

The recent lay offs might have great chances not just hiring a single good candidate, but an entire team. The reason for this podcast is a recent event Bas visited about hiring Polish IT people and one thing that the experts there said was that many Polish developers are such close friends with their colleagues that they would not leave without their team.  

Should you do hire entire teams? What's the upside and what's the downside? 

Sofia has actually had candidates rejected the offer as they wanted and Bas once changed jobs with a team mate. 

We think about the possible upsides and downsides and the way you might go about this. 

In this episode Bas van de Haterd, Matthias Schmeisser and Akbar Karenga are talking about the tech layoffs and hiring freezes in tech. It's not just the venture backed firms that are letting people go, it's also the hiring freezes at big tech that are influencing the market. 

The article we talk about in this episode is this piece on pragmatic engineer: 

https://blog.pragmaticengineer.com/big-tech-hiring-slowdown/

We ask ourselves the question: is this the moment for big corporates and governments to start hiring tech talent? Matthias and Akbar don't seem to think they really have a chance. But we will give them tips on how to try. We'll also give specific tips to start-ups and scale ups on what the emphasise when approaching tech talent in this market. 

In this episode Bas van de Haterd, Kelly Robinson and Michael Delaney talk about what TA can learn from professional sports. For once there isn't an article to share as we discuss this based on talks we saw at conferences. Bas saw the Sport scientist of Soccer team PSV at Digitaal-Werven this year and Kelly remembered an inspiring talk by coach K from Duke university and the American Olympic Team on a Career builder event a few years ago. 

Kelly says he was fascinated by the fact that this coach had people learning to tie their show laces. The best in the world, learning the most basic of things and he wonders, do we in TA still coach enough about the most basic elements of recruitment: the job intake? Shouldn't we spend more time and effort on coaching basics next to innovating?

Michael's daughter was a college level distance runner and what he took from seeing her train is that they train her the same thing every time. This way it becomes muscle memory, doing something right 1000 times, makes you not use any cognitive load doing it. And as a team player himself, rugby league, he is always taking the team strengths and weaknesses into the equation when making a hiring decision. 

We talk about accepting being average or even below average on something if you excel at other things. 

We also talk about training the basics, coaching the basics, helping our TA team to become better. Although we might not frame it as improving the basics, as that might sound boring and framing it different. And we should probably also focus much more in small improvement. 

If you love sports, different spots, you'll love this episode and see the things we can learn from sports as TA professionals.

In todays episode episode Bas, Marlies and Steve talk about leveraging niche networks for recruitment. How niche can you get (the scientific forum for salt water membrane technology)? can you be part of a recruitment network and help other networks? What are do's and don't? What are successes we've had in leveraging niche network.

The reason for this discussion is the article in BBC:

https://www.bbc.com/worklife/article/20220912-the-whisper-networks-helping-workers-get-jobs

Small note: Steve's connection was lost in the beginning of the recording, so it takes a while before he gets going.

Bas van de Haterd talks with Steve Jacobs and Oana Iordachescu on the talents and skills that a recruiter needs to stay good at their job.

The article this podcast is based on is from the Kevin Wheeler's newsletter (that we highly recommend):

https://fotnews.futureoftalent.org/p/the-six-recruiting-skills-you-need

Oana actually asked her team even what they thought about the 6 skills Kevin wrote and she thinks he's missing one important one, project management. It's so important to have those skills as a recruiter than ever. 

We all agree that no recruiter needs to be, or can be, excellent at each skill. But you might need a minimal level of these skills and be aware of your strengths to be able to compensate.

There is also a great discussion on data and understanding data and using it. It's one of the most important skills of a recruiter, not writing an algorithm, but understanding the outcome.

We also talk on the skills that Kevin doesn't matter. Project management, mentorship and creativity.

This week Bas van de Haterd, Matthias Schmeißer and Dez s. Papp talk about how to become a talent advisor. 

The podcast is based on this article by John Vlastelica on becoming a talent advisor. 

https://www.linkedin.com/business/talent/blog/talent-strategy/be-seen-as-talent-advisor-by-hiring-managers

A talent advisor is a more strategic recruiter, someone who doesn't just take orders from line management, but is seen as a consultant, an expert when it comes to filling the roles the line might have. 

We talk about stop calling intake meetings, intake meetings. Is the name important or is it how you do the meeting? Opinions differ on this, but all agree that we need to behave different in the meetings. 

We talk about surveying recruiters about hiring managers and having data on hiring managers and who should be giving the feedback to the hiring managers. 

We also talk about how to do good intake meetings to get to the 'hire better quality', what should we be asking in the intake meeting, or whatever we'll be calling them. 

We also give many suggestions on how to be a talent advisor, examples what we should be doing to be seen as a talent advisor. How do you stand your ground as an expert, what can you do to show your expertise and get the respect from the hiring managers?

In todays episode we have a unique cross over podcast with the Recruiting Future Podcast with podcasting legend Matt Alder. We talk about a topic that's close to our hearts for ever, the candidate experience. 

The episode is based on this excellent article by kevin Grossman on ERE, that nothing really changed. 

https://www.ere.net/whats-new-and-fresh-in-the-candidate-experience-absolutely-nothing/

We discuss what has changed and what hasn't changed, but also we give great examples of organisations that really did improve the candidate experience. Examples of frequent communications, improved onboarding experiences, great job ads and additions on the job ads and great feedback examples based on modern (assessment) technology. 

In the candidate experience, nothing fundamental has changed, but the technology to deliver to those fundamental candidate desires has changed and it's a lot better to be able to do this at scale. 

The episode in the recruiting future podcast we mentioned where Matt interviewed the author of the article Kevin Grossman:

https://recruitingfuture.com/2021/03/ep-340-changing-candidate-experience/

If you haven't signed up yet to recruiting future, you should. On Apple podcasts: 

https://itunes.apple.com/podcast/recruiting-future-podcast/id963756980?mt=2&ls=1

In this episode Marlies, Chantelle and Matthias talk about the artikel in the NY times: Boy Bossed of Sillicon Valley are on their way out and how this impacts TA. 

https://www.nytimes.com/2022/08/10/business/silicon-valley-boy-boss.html

We're going from peace time CEO's to war time CEO's. We going from unlimited growth back by VC money to a proces mindset that fosters sustainability and long term planning. What does this mean for the start-up recruitment and TA teams? 

How do we add value as a TA organisation now what we need less bums in seats and what can we do on a more strategic level to add to the organisation?

Do the KPI's change? And if so, what should you start reporting on? 

What other activities do we start to develop as a TA team?

And how do we show the value we as a TA team offer to the organisation. 

The Recfest talk by Bill Boorman can be watched at: https://recfest.co.uk/recfest-on-demand-ta-tv/

Bills article: https://blog.horseflyanalytics.com/2023-hiring-storm-warning

Today Bas van de Haterd talks with Dez Papp and Kelly Robinson on the topic of the TA tech stack. 

How important is your TA tech stack for hiring the right recruiters? A recent poll said that the majority of recruiters and TA professionals, or at least the great ones that are a member of Recruiting Brainfood would reject a job at your organisation if they did not get the tools they believe they need to do a good job. 

The conversation is based on the article from Tick Sackett in SHRM. 

https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/building-a-recruitment-tech-stack-shrm-talent-22-tim-sackett.aspx

In the episode we answer questions like: 

How important is the ATS?
How do we look at point solutions?
What are the best solutions? 

We talk about what's the best way to implement new tools and what's the best tools you should be looking at?

We give examples of great technology helping your recruiters do their work better, making them happier and more efficient. 

In today's episode Bas van de Haterd talks with Oana Iordachescu and Giles Symonds on the subject of company culture and talent philosophy. 

The base for this episode is a newsletter by Recruitment legend Kevin Wheeler on this topic. 

https://fotnews.futureoftalent.org/p/whats-your-firms-culture-and-talent

He talks about that your company culture needs to be reflected in your talent philosophy. How does your organisation deal with poor performing employees? Who get promoted? What is our bonus based on?

Can we influence a talent philosophy? And how do we influence it? We give examples on how to do it right and how to do it wrong. 

Can we design a talent philosophy to do 'tours of duties' elsewhere for example? Or do we have a train graduates? 

In this episode Bas van de Haterd (https://www.linkedin.com/in/basvandehaterd/), Michael Delaney (https://www.linkedin.com/in/michaeldelaney1/) and new co host Giles Symonds (https://www.linkedin.com/in/pharmaceuticalrecruitment/) talk about candidates who want to switch industries. 

In a McKinsey report it's mentioned that much of the great resignation is caused by candidates that are switching industries. As 'industry experience' is still a hot topic with hiring managers, how do we as TA deal with this? And should we target specific industries to recruit if we know selling a switch is easy for them? And is there a difference between the openness of hiring managers for people without industry experiences between corporates and start-ups? 

The report mentioned in the podcast: 

https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools

Another report mentioned in the podcast: 

https://blog.radancy.com/2022/07/21/july-2022-labor-market-update/

In todays episode Bas talks to Olga and Steve on expanding your talent pool by hiring on aptitude in stead of resumes and previous experience. 

The discussion is based on the article in Inc magazine on Google's project manager training program that then puts them in work experience programs at Google as project managers. 

https://www.inc.com/kelly-main/hiring-google-experience-aptitude.html

We'll share a lot of examples in this episode of other organisations doing similar things, but differently. As Google lets people go through a free online training, others are looking at trainee programs. Olga shares an example of her old employer Pepsico using a business case in stead of a cv selecting trainees and where it does work, both in sectors as well as geographically. Bas shares a case from the City or Rotterdam where they used a case study to select social workers without even looking at a cv. Steve and Bas share experiences with trainee programs for IT staff, with or without any IT degree and hiring recruiters using aptitude tests in stead of a resume. 

One of the hardest parts is of course convincing the hiring managers. Olga shares an example of how they got some managers to look beyond the resume. Bas shares some examples of how sharing data with hiring managers can help as well. 

If you are looking for inspiration to broaden your talent pool, this is the podcast to listen to.

In todays episode Bas, Sofia and Marlies talk about compensation and benefits. Not complaining about it as TA usually does, but talking about the things we can influence as TA professionals. 

The article that led to this podcast is a Substack newsletter bij Andre Nader who explains how equity compensation has fallen for the Faang / Maang companies and how that makes hiring more difficult. 

https://andrenader.substack.com/p/tech-salary-crash?fbclid=IwAR32jUR-zBoKAaX57YwEyMUyDP54-eiI-7WY5HIUITc1OHiztOeIN_Fe5po

First thing we realise is that compensation in equity is very different from where you are located and the fiscal regime that comes with it. 

Also the national attitudes to bonuses and equity is very different and that needs to be taken into account and as a TA professional you need to understand the attitude to flexible compensation and adjust your sell on it. 

Great examples from Marlies is that at one of her former employers they gave the choice to the recruit. The recruit was able to choose between how much fixed and how much equity an employee would get. 

Marlies also gives great examples that part of the selling is explaining the total comp and make it very visible. Especially with international hires you need to explain everything, not just the money. 

 An episode full of examples of selling the compensation in a way of story telling to candidates.