Coffee with a Recruiter is a podcast that explores self-development through a recruitment lens. We're dedicated to helping recruiters and HR with top insights for them to work effectively and hire the best people.
Our content includes discussions about how we can improve our processes, 121 discussions with talented recruiters, productivity tips and much more.
My name is Jose Marchena. I'm a London-based recruiter with experience recruiting for startups, enterprise and a passion for spreading great ideas.
"Chloe" is a lead recruiter at a big tech company.
Her company is one of the most dominant players in the IT industry
How do you set hiring strategies in big tech companies?
What’s the best way of managing a team of 10 recruiters?
How do you analyse recruitment metrics in order to improve processes?
We’ll discuss this and much more, on the Coffee with a Recruiter podcast
(13:00) creating hiring strategies
(20:30) leading (remote) sourcing teams
(32:00) coaching recruiters
(39:40) engaging with stakeholders, using data
Our guest this week is Peter Miller from Hawkwood.
Peter recruits HR and internal recruiters into media and tech companies in London.
The internal recruitment market has undergone quite a shakeup over the last few months, and I wanted to bring you some clarity as to the status of the market we work in. Peter's domain experience is unmatched, and he’s here to tell us all we need to know to make the right career move.
(1:40) intro to Peter, Hawkwood
(5:30) status of the internal recruitment market
(16:20) top skills that employers look for
(33:15) tips on improving your job search
(43:20) salary expectations
(49:10) future of the market, roles Pete is working on
It’s essential to build good relationships with candidates, but should we do that by asking them what their hobbies are? Or what their weaknesses are, or why they want to join our company?
I don’t think we should; some discussions that aim to build relationships in our social lives bring unexpected problems to our interview processes. What are these problems, and what should we say if we still want to build rapport with a candidate?
We'll look at why some questions cause harm, the power of mirroring, showing curiosity and simplicity in writing.
Here I draw insights from the following articles/books:
Tomas Chamorro Premuzic - Why do so many incompetent men become leaders?;
Chris Voss - Never split the difference;
William Zinsser - On writing well;
Intrro is a London-based HR startup. Their referral platform uses machine learning to help companies scan employees' professional networks to identify talented contacts and get more referrals.
Nasser Oudjidane is the co-founder and CEO of Intrro. He is an expert in referrals, and I sat down with him to get his perspective on what the ideal referral programme looks like.
(1:20) What Intrro does, using data science
(6:30) What does a good referral programme look like? / Referral cultures
(12:00) What types of incentives should you offer?
(17:15) Optimizing for outreach, getting buy-in
(25:30) Candidate experience
(28:40) Creating records
(30:30) Keeping referrals diverse
(35:20) Common mistakes when creating referral programmes
(42:00) What's next for Intrro?
Mark Hothi (Deliveroo, Publicis Sapient) is a design recruiter with over 15 years’ experience. He’s here to share with us the basics of recruiting designers. How do you work best with a hiring manager? What are the basic principles of design? What are the different types of design roles out there? We’ll discuss this and much more on Coffee with a Recruiter.
(1:25) Intro to Mark, agency to in-house. (11:05) The basics of design recruitment. (22:10) Understanding portfolios. (29:40) Contractors, product designer deep dive. (40:00) Similarities between design and recruitment, recent movies we've watched.
Hello everyone, and welcome to the coffee with a Recruiter podcast.
Today I discuss tips on staying motivated professionally.
I draw most of these insights from the book Drive: the surprising truth about what motivates us, written by Daniel Pink.
I'll look at intrinsic vs external motivations, and how you can develop your own intrinsic motivations.
Also, I launched a website! https://coffeewitharecruiter.com/
I'll be publishing weekly blogs there and I'm thinking of launching a weekly newsletter, perhaps in October/November.
Paul Abercrombie is the Global Head of Talent at Bazaarvoice.
Paul discusses his approach to recruitment, managing teams and much more on Coffee with a Recruiter (apologies for the muffled sound in the first 3 minutes).
(5:03) Career history
(16:16) Joining BazaarVoice, advice to agency recs
(26:45) Managing teams and goal-setting
(34:45) Referral programmes, staying motivated
(47:15) company values and employer branding
Russell is a former recruiter (Asos, General Pants), job search coach and HR professional. He helps candidates improve their CV, LinkedIn, Telephone / Video / and In Person Interview. He's an industry veteran with 15 years' experience in the creative, digital and retail space.
Today we focused on how recruiters can better improve their job search, but the tips are also applicable to any jobseeker. Topics include the current state of the job market, how to best set up your CV, prepare for interviews, the #opentowork LinkedIn ribbon, ATS system myths and much more.
April Georgia Williams is an ex-recruiter, HR professional, podcaster, and events specialist. She focuses on Diversity and Inclusion, Employer Branding and Training/Workshops. Her podcast, "Candid Conversations", brings HR experts together in order for them to talk transparently about trending topics in our society. In this episode she discusses her podcast, how companies can communicate properly during a redundancy process, and how she overcame tricky managers and rejected offers when filling her toughest role - a Head of People.
Welcome to our first episode of “My Toughest Placement”, a Coffee with a Recruiter series where I ask recruiters “what’s the toughest role you’ve had to fill?”
Our first guest is Marie Therese Nissen, the founder of NOTICE. She is a former colleague, and one of the best executive search headhunters I’ve ever met.
NOTICE is a fast-paced and boutique international search company. She focuses on the SME space, C-level roles, digitalisation and technology.
We sit down and discuss her toughest assignment yet - a Chief Sales Officer role in London for a tech-startup. What were the challenges? How did she overcome them? Let’s find out!
Marie Therese Nissen - NOTICE https://www.linkedin.com/company/noticemeio/ https://www.linkedin.com/in/marietheresenissen/
Tempo is a hiring platform that helps companies hire for non-tech, high-volume roles such as sales, PAs, customer support, admin and much more.
What are the recruitment problems that Tempo is solving? How does it make the recruitment process better for both candidates and recruiters? I had the chance to speak with Rikke Mikkelsen, Tempo’s head of marketing, to find out more.
(02:10) How Tempo started and how it works
(11:50) Types of candidates on Tempo, improving candidate experience
(19:00) Tempo compared to other recruitment platforms
(24:00) Hiring managers and recruitment
(33:00) balancing fast processes with quality hires
When Dominic Joyce is not leading recruitment efforts in the banking sector, he’s running https://cvupgrade.com/ - a career coaching service that helps candidates with improving their CVs, cover letters, LinkedIn profiles and interview skills.
Dom has run CVupgrade for over 2 years, has helped more than 300 clients, and gathered tons of positive feedback.
How did CVupgrade start? How can candidates improve their CVs and LinkedIn? What are the do’s and don’ts of CV writing?
Dom breaks all of this down and more utilising tons of funny examples in this episode of Coffee with a Recruiter
(5:20) Dom intro
(9:10) switching from agency to inhouse
(13:20) starting CVupgrade, how hiring managers read CVs
(20:50) guidelines when writing a good CV
(34:50) difference between LinkedIn and a CV
(40:40) most memorable candidate he's helped!
(48:30) preparing for interviews
Gareth Pratten is a Talent Acquisition Lead at Checkout.com, but a better way of describing him is as a Talent "Business Partner": Gareth's key skills lie in truly partnering with hiring managers in order to understand their needs, strategising with his team and hiring the best people.
What's Gareth's approach to engaging stakeholders? How did his transition go from agency to inhouse? And what's it like being a team lead? Find out about this and more in this episode of Coffee with a Recruiter.
(1:45) Gareth intro
(6:30) difference between in-house and agency
(18:00) key discussion - how to truly partner up with hiring managers
(32:50) being a team lead, giving feedback
(43:40) being data-driven
Kim Goddard is a former Facebook recruiter who has worked as a contractor for the past 3 years.
What's life like as a recruitment contractor? What are the differences between contracting and a permanent role? What are the challenges and lessons of being a contractor? We’ll answer this and more with Kim on Coffee with a Recruiter.
Kim’s profile: https://www.linkedin.com/in/kimagoddard/
(3:20) Joining Facebook, travelling Asia
(8:50) how to recruit tech and product managers, becoming a contractor
(16:35) difference between being a contractor vs permanent
(21:50) biggest challenge and win as a contractor
(33:20) Using different recruitment tools
(43:55) writing the “perfect” reach out to candidates
(47:45) what would make you go perm?
We're back with another productivity episode here on Coffee with a Recruiter.
We'll be looking at 3 productivity tips: what single-tasking is and why you should avoid multitasking, how to prioritise better with the Eisenhower Matrix, and how to write down SMART goals.
If you're enjoying these episodes then please subscribe / follow. Thanks again!
New episode format! Here I discuss recent recruitment news and general thoughts on recruitment-related topics.
(1:17) Status of the podcast (5:30) Tempo UK - the recruitment platform (9:25) Getting "hate" and love on Reddit (18:07) Brewdog's comments on recruitment (27:00) Rebel Ideas and the sports documentary "The Last Dance" (34:55) How recruiting Dennis Rodman improved the Bulls
Hope you enjoy!
The role of recruiters is changing!
It's not enough anymore to just send CVs and book in interviews.
We need to be “hiring advisors” to stakeholders.
Bringing in not just candidates, but also important recruitment insights in order for hiring managers to make informed hiring decisions (competitor analysis, salary benchmarks, employer brand comparisons for example).
In this podcast episode, I discuss what this professional change is, the use of market mapping, along with 3 guidelines to follow and 3 challenges to watch out for when advising hiring managers.
Time stamps: (1:11) three guidelines (9:00) three challenges to watch out for
Hope you enjoy!
Employer branding is one of the key aspects of recruitment that companies most often need in order to attract the right talent and lower their cost per hire.
But what exactly is employer branding?
Here with us is Megan Newberry - https://www.linkedin.com/in/megannewberry/
She's a talented internal recruiter with experience in employer branding (corporate, construction, medical sectors).
(1:30) - intro to Megan (8:00) defining employer branding (16:48) what tools to use (28:00) starting in employer branding (39:00) long term EB investments
Hope you enjoy!
In our current job-hunting landscape, being prepared for interviews is essential.
Andrew Mischefski, a talented internal recruiter, joins me in discussing how candidates and recruiters can best prepare in order to be successful when interviewing.
We discussed various areas such as techniques to best answer interview questions, dealing with interview pressure, what documents we should send candidates, and how to answer the dreaded “salary expectations” question.
Andrew’s LinkedIn: https://www.linkedin.com/in/andrew-mischefski-173b17a1/
Hope you enjoy and don’t forget to like / subscribe / follow!
I think most of us have had a few agency managers telling us to just dial more numbers and stay longer on the phone in order to hit your recruitment targets and be more productive.
I feel this approach is not the best because I've seen it cause more harm than good to recruitment processes, and it ignores some of the more complex aspects of recruitment (for example stakeholder management, employer branding and much more).
Instead of telling you to dial more numbers, I wanted to outline 3 very flexible methods that (internal) recruiters can use boost their productivity in this episode of Coffee with a Recruiter. We'll also mention some cool resources you can use near the end if you're interested in this topic. Hope you enjoy!
What can you do outside of just sending more CVs to your hiring manager?
In this episode, we take a look at how internal recruiters can improve their recruitment processes in a number of ways. We'll take a look at how to cover "the basics", how we can improve our recruitment process, our sources of hire and we'll take a quick look at "market mapping".
Hope you enjoy this episode!
Coffee with a Recruiter is a podcast dedicated to helping hiring managers and (internal) recruiters with top insights in order for them to hire the best people.
Our content will include 121 discussions with talented recruiters, discussions about what skills we can learn to improve our recruitment processes, how to attract top talent and much more.
My name is Jose Marchena. I'm a London-based recruiter with experience recruiting for tech startups, enterprise and a passion for spreading ideas. Feel free to drop me a line at https://www.linkedin.com/in/josemarchena/