The Content Recruiter

What would happen if you had to cut off all cold outbound sourcing tomorrow?

In this episode we're intentionally trying to break recruitment convention. We spend 40 minutes just talking about hypotheticals. 

How could new ideas work?

What if we took this approach to creating talent demand?

The intention here is to get TA teams out of their reactive bubbles, in front of the team and sharing new ideas that they can test quickly.

We're joined by Matthias Schmeißer, Director, Talent at Beamery to talk about what TA teams should be measuring in 2022. 

There's so much change happening in recruitment, and it's giving recruiters a huge competitive advantage if they can just take it.

People are discovering opportunities in different, and so you really should start questioning whether conventional job board platforms should be sucking up huge budgets to drive candidate discovery.

EB? They're set up to fail. It's not realistic to expect 1 or 2 people to create diverse talent demand across a host of business functions when most needs come from a reactive place. They need more help.

The answer? That's a resounding yes. Over the last 12 months we took the decision to stop posting jobs on job boards and to stop going cold outbound to attract tech talent. It was way too much of a time sync for us to compete against so many other competitors. We didn't want to play the volume game. It became the intention game. Our intention was very clear: serve the people that you want to hire with valuable content that can showcase what it's really like to work in a business.

Thanks, as always, for all of your support. We love creating this for you and sharing the journey.

Sourcing is a useful tool in the recruiter's box of tricks, but some have become way too dependent. We spend so much time dropping cold outbound messages to people who don't care. The model is optimised for quantity. To amplify the challenge, vendors are creating more software to automate the broken process. So what should recruiters strive for?

Spoiler: Sourcing + Brand.

Hey recruiters, this is episode 2. Welcome! 

This week we're talking about a topic that could be pretty divisive. Quality v quantity. Why we think recruitment teams are tipping the scales too far in support of a quantity mindset and how they should bring it back to focus on driving more quality-based interactions with niche audiences.

In short: there's way too much cold sourcing going on without any brand activity.

Thanks for listening.

Time to hire, cost per hire and quality of hire. Most recruiters will have these metrics printed into their minds. Us? Well, we hate them. We think they're tough to measure, they drive the wrong behaviours and they can be pretty damaging to the people you're trying to hire. 

What's the alternative?