Some useful bits in this Future of Recruiting piece from LinkedIn Talent Solutions. I found this chart most interesting - are you getting involved in working with other departments on how AI will reshape their job roles / dept organisations? Seems like we should be doing this. Bonus: I have an embarrassing quote in this see if you can spot it đ€Ł
Wonderful resource from our friends Joveo - a free library of How-To Guides on topics ranging from Facebook Job Ads, High Volume Hiring, Candidate Experience, ATS selection, Diversity Hiring and the rest. H/T to brainfooder Heather van Werkhooven for the sharing these with us and outside of any email registration wall!
I wrote about how âAI is eating Recruitingâ in Open Kitchen a couple weeks ago, which prompted brainfooder Ivan Harrison to share this excellent overview piece from Phenom on the what AI means for recruiting - a very good guide in accessible language on how AI will change the focus of our work - graphic above is a great visual of this.
Recruiter Time & Motion study from our friends The Talent Labs has some fascinating insights, especially when we get to segmentation by role. Key takeaway is the areas where we currently spend most time, are also those areas which are most exposed to AI / Automation, a confirmation of the claims ChatGPT itself made in an experiment I ran a year and a half a go. Thatâs good and bad news for us - opportunity is there to become hyper productive via AI-enablement, but it is essential we take control over the time saved so that we can expand scope beyond our current remit of work. H/T to brainfooder Adam Gordon for the share.
Lenny Rachitsky runs one of the most successful domain specific industry newsletter. He is now probably the most connected person in the Product Manager space, consequently easy for him to knock up a bare bones Google sheet like this and have it go viral. Useful for all PM recruiters; also good nurture content to send to your PM candidates. H/T to brainfooder Mitasha Singh for the share.
âWhat ATS are you using?âProbably the most often asked question in any recruiter community that youâre in. What we need a reasonable score card to evaluate from the thousands (no exaggeration) options out there. Got a look at this ATS evaluation tool from our friends at Screenloop and I think it is more than pretty good. Free to use and copy, no registration wall - have at it here
Loving what our friends at Willo have been doing atm - committing resources to producing research & guidebooks which are freely accessible to the community, un-gated. This ebook outlines the opportunity and risk of AI in recruitment, and comes with a useful template on how move from idea to action. Good read for anyone who is currently a little stuck with operationalising AI.
I like it particularly when entrepreneurs talk hiring. Lessons from real experience trump all the theory that we in TA / HR can often overly consumed with. Larry Shurtz led billion dollar revenue sales at Salesforce and has some hiring lessons to share. Excellent brainfood. H/T to brainfooder Pedro Oliveira for the share.
Great to see Josh Bersin in action this past week at HR Tech Europe - here he is talking about the need for Talent Acquisition to reinvent. Companies are on a global âsearch for productivityâ, which means talent optimisation rather talent acquisition. Can recruiters adapt and expand scope? We had better.
To save you time, these are: Offer Acceptance Rate, Time to Hire, Pass-through Rate, Pass-through Rate by Demographic and Job non-compliance rate. Decent primer for our âhow to build a recruitment analytics dashboardâ show next month (sign up for this here). H/T to brainfooder Michael Talarek
The Secret CFO reminds me of the great anonymous blogs once written in HR - unfiltered tell alls which disclose the inner workings of the profession. The form has now migrated to X, which despite the increase of toxicity, trolls and bots, remains a place in which you can find gold. Someone should do one of these for recruiting.
Brainfooder Adriano Herdman again with a one page cheat sheet presented in such a way which makes you want to mouse over the three dots and right click âsaveâ. Like we said previously, fiddle about with the content for your own needs, as the value is in the template.
Nice video how-to on Microsoft Copilot use cases for recruiting. We kind of know these already, but excellent to see job description generation, candidate ranking, interview generation and the rest effectively demoâd on screen. H/T to brainfooder Colin McNicol for sharing in the online community. Iâm no reclassifying this type of content from âAIâ to âRecOpsâ because itâs become table stakes.
When brainfooder Lars Schmidt shared this resource into the online community last week, I knew before I clicked that it would be a great resource. Produced by Index Ventures, it is a collection of knowledge and insight from 1000âs of successful venture backed businesses. Refreshingly free from HR-speak, this is banging content - great resource to have and share, especially if you are in startup / scaleup.
Matt Alder with brainfooders Kevin Wheeler and Bas van de Haterd talking about the latter twoâs new book, Talent Acquisition Excellence. My copy is lost in post so I will paid particular attention to this episode - really good to hear smart people knock around a few important ideas. Have a listen here.
Love this BTS stuff from brainfooder Michael Blakely. Whatâs it like hiring for Frontend Developer in 2023? Detailed breakdown of process, application sources, conversion metrics in Part One, and now a review of the assessment methods, pro vs cons of blind assessment, tech testing and interview in Part Two. Great reading - be a great exercise if everyone did similar public retrosâs like this.
Brainfooder Adriano Herdmanâs one page visuals are fast becoming a regular feature in this newsletter. This is clarity of communication at its finest. Feel free to dispute the content within the cells, but consider how impactful this type of format is compared to a long email or word document. The key is lowering the cognitive effort for the reader. If you can do that, there is a good chance your message will get through. H/T to brainfooder Chris Haslam for the share.
Ethan Mollick has been a pioneer in the use of GenAI, integrating it into his own work as a University lecturer whilst also writing about the best methodology to follow when rebuilding a process with AI-enablement baked into the flow. He describes the task with characteristically evocative terms: âhow to cut down the organisational tree, and regrow itâ. Important long read.
TA / HR is far behind the conversation on how AI will transform work, and the entire function is at existential risk if we donât collectively step up to how C-level demands. Itâs tough love from brainfooder Jason Seiden but this is an essay which needed to be written - it is concise, advanced and persuasive. Important read, please do so herePS: the question of what to do about it is open to comments - how do we elevate our thinking / doing on AI-enabled for TA/HR?
So two things have been happening here. Adriano Herdman has been regularly producing outstanding one pagers, which are diagrammatic explanations of common challenges faced by recruiters. And brainfooder Darren Bush has been tagging me in these posts to get my attention to them đ€Ł. I appreciate both and look for them to continue, because this is add-value snackable content for the community. Well done guys.
Beautifully presented interactive website on the State of UX, which not only reviews the trends in design but also projects the impact of AI on the size and significance of UX teams. Pulls no punches here - UX teams will get smaller, and with that, shrink in power and influence. A likely future for everybody regardless of role so have a readâŠ
By far the most popular show on Brainfood Live this year will be no surprise to anyone - recruiters and tech vendors coming on screen to demo what they have been doing with ChatGPT. We did this in Jan 20th and never had a chance of beating the attendance record for any other show. Enthusiasm was high and it remains a really watchable show. Be great to get some of these folks back early 2024 and see how / if they / we have progressed. Have a watch here.
How cool is this? Another example of pro-level content quality being produced by members of the community. Of course you can tailor all the bits to your own tastes but the discipline of forcing all the parameters into a one pager is something we could all learn if we want to create frameworks that we are actually going to use.
Practically everything that brainfooder John Vlastelica writes makes it into this newsletter so you might as well just follow him on LinkedIn. Here he is underlining an obvious-in-hindsight point - hiring managers need to be rewarded for being great hiring managers - and includes a mechanism on how to do it.
Love this post from brainfooder Michael Blakely - itâs precisely what I mean by âexternalising operational dataâ - it always makes the best recruiting content. This is Michaelâs account of hiring a Front-end Developer for his interview intelligence tech firm Equitas. It provides fascinating insight on founder / hiring manager mentality, tech market conditions and job candidate behaviour, especially in the use of GAI. Canât wait for Part 2
Very interesting study by brainfooder Jon Brooks on how recruitment agency owners think about pricing. Key insights: lack of differentiation is the No1 factor for agencies having a weaker negotiating position on recruitment fees. Points the arrow towards increased specialisation and innovation on service delivery. This is also an excellent example of how anyone can conduct valuable small sample research. Have a read here. btw: get in touch with Jon if you want support on your pricing strategy.
Brainfooder Denys Dinkevych doing his bit in formalising the work that sourcers do. Is this the first maturity model for the sourcing discipline? I have seen one for generalist TA but not one tuned for sourcers. Check it out.
Brainfooder John Vlastelica is one of the smartest thinker-doers in the business today. I hope he continues to produce and publish observations like this - always makes you think about the hidden or under discussed problems with recruitment. Are you measuring Time-To-Alignmnet (TTA)? Maybe we should.
Are you trying put some structure into your TA career pathing? If you have a TA department of any size then you probably should be. A community member (I forgot who - sorry!) shared Cleoâs framework in the online community and I thought it was a very decent resource. If you are a TA leader and donât have anything, this is a good starter for ten.
Most of us are going to recoil at this suggestion but having thought about it some more, I do wonder whether it has merit. We all know Mondayâs are a sh1tshow - by far the least productive day of the week - and itâs mainly because weâre spending too much time preparing, updating, interrupting, contesting and delegating rather than any doing. What if Exec did their meetings on Sunday - high incentive to secure consensus when it is your time rather than company time. Reminds me a little of the Bezos meeting memo idea - prepare before you talk. What do you think, do you think this would improve operating efficiency in your business, or say, your TA department?
What is the difference between Principal vs Senior? Brainfooder Andreea Lungulescu draws the distinction and argues for the formalisation of a non-managerial career track for expert recruiters in a series which looks worthy a follow
Nice piece of work from TA Guru and PoetryHR. What is recruiter enablement? Pretty straight forward framework from the sales world - are you, as an organisation, providing your recruiters with the tools and techniques to succeed? Figure out where you stand with this downloadable maturity model.
Brainfooder Kevin Wheelerâs independence of thought has been of huge value to the industry for the past 3 decades. He continues to be on top of his game, with this contrarian yet realist position on the corporate or in-house recruiter. Bottom line: TA cannot defend against lay offs when all we do is hiring. Must expand scope or embrace the flexibility of contract / interim / fractional work. Love to know your thoughts on this
Given that LinkedIn Recruiter licenses are likely to be the most expensive line item in your recruitment tech budget, itâs probably a good to understand how your team is utilising it. This brilliantly insightful post from brainfooder Michael Talarek is just what you need if you wanted to put together utilisation measures which might be more useful than those provided natively by LinkedIn.
Talking about measuring productivity, can you do the same for developers? McKinsey say you can, which triggered engineers enough to produce this response, which basically says âyou canât reallyâ. Itâs a debate which is tangential to our work - though recruiters are cited in this as a job function where productivity can be measured - but the ideas shared here apply across disciplines. Is a recruiter productivity even if they have not made the hire? Maybe the hire was exceeding hard, or the HM never intended to make a decision or the company had a hidden EB problem. Productivity - may actually be unmeasurable.
Why donât more ATSâs produce content like this? Another example of the vendor nailing content marketing by the rather simple expedient of externalising anonymised, aggregated data from their platform. Some really interesting insights: application volume negatively correlates to rate-of-hire (employers with abundance mindset?), as well as important benchmark data on time-to-hire across business and technical. More of this please
Brainfooder Kevin Wheeler is unafraid of taking shots at convention, and his two post salvo in recent weeks in his excellent newsletter Future of Talent (subscribe to this), outlines the rational case against Quality of Hire as a metric. Part One is the argument, Part Two is on what recruiters should be measuring otherwise.
Nice use case here for ChatGPT Code Interpreter from brainfooder Marcel van der Meer, who demonstrates how you can use it as a performance management tool for recruiters. The data analytics capabilities of Code Interpreter should not be underestimated and it could quickly become a critical tool for all TA / HR leaders. Encouraging that this is only Part 1 - a series on this would be super useful.
So basically 200 organisations submitted their org charts to this report, to reveal some fascinating insight on how they are structuring their HR / People departments. Quick findings: HR is indeed at âtop tableâ with 86% of organisations with CHRO position (sample bias thoâŠ), Talent Acquisition only existing as a separate function in 66%. Itâs an interesting study, read here, download PDF here
Do you use âno-hireâ job requisitions in your KPIâs? Fascinating angle of analysis from our friends datapeople who researched 120,000 job posts from 2021 and 2022 and found that 31% of them were never filled. How much recruiter time is spent on jobs like this is probably an important question to ask if youâre interested in recruitment operational efficiency. H/T to brainfooder Michael Talarek for the share.
13,000 CEOâs, HR leaders and Managers surveyed in this Mercer 2023 report, again data collected from 2022, so again it feels already a little dated. Itâs useful for project ideas though, as it matches its analysis with recommendations for action, supported by plenty of visually appealing diagrams, as above. Worth a browse - download it here.
Design around 12 use cases (with examples), this type of how-to is an invaluable document for anyone struggling to get started with ChatGPT (or similar GPTâs) or has indeed started and stopped. The more you use it, the more uses for it will emerge. Accessible essay from brainfooder Andy Headworth.
Brainfooder Michael Talarek is one of those rare writers who infrequently posts, but when he does, it is the sort of deep dive which is fully deserving of setting aside specific time to read. His âHow to Scale Your Sourcing Strategyâ from last year remains of my favourite reads. This time, Michael is tackling productivity and techniques for always getting thing done - have a read.
Super interesting report from our friends at Ashby, who have analysed the number of offers created and accepted on their ATS, and have come up with a few essential benchmarks. Offer Acceptance Rate is consistently 70-75% range (regardless of offer volume), with tech roles being rejected by candidates at a higher rate than others (OAR 65%). This is the sort of content which I encourage recruitment tech vendors to produce, benchmark reports from proprietary data - itâs essential insight.
The fun thing about predictions posts is that they can be used to gauge the pace of change; this recently released collection from LinkedIn already feels dated in places, even though the information was likely collected only 3-6 months prior. The first prediction is quite jarring - ârecruiters being strategicâ - a socially popular assertion that is difficult to maintain when we still seem to be the first out of the door when the hiring stops. Donât let that put you off the rest of the it though - there is some good stuff here, including valuable thinking on Skills Based Hiring, Internal Mobility and Employee Upskilling.
Very fine snapshot from Dr John Sullivan on the anticipated impact of AI on recruiting. The call to action is clear - we recruiters need to adopt AI in every aspect of our work, not only to secure productivity and outcome gains, but because C-level might now reasonably expect it. It will be interesting to hear from any community members who have taken the plunge on âAI transformation of their TA functionâ. Drop me a line if youâve got a plan on this. H/T to brainfooder Jacob Sten Madsen for the share in the online community
Superb piece of industry research from our friends at Gem - who incidentally, have made a habit of producing fantastic research like this. 700 TA professionals surveyed for where they are at, and where they plan to be for 2023. Incidentally, ATS penetration is only 84% - surprisingly low, which means there are brothers and sisters out there still doing it with what - Outlook folders? Must read, download it here
What is your decision making process? Itâs probably something youâve learned over time, relying on pattern recognition, but it might not work so well at times of great risk or opportunity. Essential listening
Some nice work from brainfooder Gareth Flynn and team at TQ Solutions. Iterating on the Talent Maturity Model on this regular cadence is super valuable for the community. Check it out here, and see how your organisation measures up. Radar chart visualisation of course a major bonus đ
So brainfooder Marcel van der Meer excited everybody with his ChatGPT / Zapier message automation workflow in Brainfood Live a couple weeks ago, so here he is with the blog post outlining the process. Iâm telling you now, recruiters who are able to master AI + Automation will outcompete recruiters who canât.
Josh Bersin has a conventional hypothesis - it was all about risk free capital and culture of âhiring before revenueâ. Always a great synthesiser, this is one of Joshâs best essays - diving deep into past economic history, recent big tech over hiring and the inside knowledge that rings true - companies being pressured to hire by investors seeking a x20 return on the bet. Bersin also includes a recommendation - a shift for TA toward internal mobility and L&D. Must read folks. H/T to brainfooder Heidi Wassini for the share in the online community.
Iâm skeptical of listicles as a general rule but was more than pleasantly surprised with this crowdsourced effort from HBR, which takes the challenge of how employers can improve their appeal to candidates and delivers long list of do-able ideas . Have a read of this folks, youâre going to get something out of it.
With Big Tech Winter showing no sign of coming to an end, it feels weird to include a post like this. I mean, how many of us are scaling engineer teams right now? Iâm going to restart the monthly LinkedIn polls on this, see if we can get a gauge from the community as to where weâre at. Still, this post is a decent resource from the engineering managerâs POV on one of the most challenging parts of scaling fast - keeping the velocity high as you grow.
Straight talk from brainfooder Greg Savage on what agency recruiters and owners need to be doing in 2032. Some bullets in this post, including my personal favourites the need for leaders to âre-recruitâ your staff, for consultants to âbrickwallâ existing clients and for everyone to re-engage the silver medal candidates who came close but did not get the job. All great advice, delivered in the inimical savage style - have a read folks. H/T to brainfooder Sajithkumar Swaminathan for the share.
Written in a refreshingly vernacular style, this post from Diff lays out some critical concepts from the business POV on cost cutting. It would be an interesting experiment to layering on some of the ideas here to some of the high profile individual cases weâve been hearing about, and identifying which approach those companies are adopting. One of those posts where you read, then re-read again.
Ambitious report from HR.com, which tries to measure the efficacy of different recruitment technology categories as cited by users of those technologies. Not a massive data sample (327 âusableâ responses) but an interesting presentation nonetheless, with a very important call to action - utilisation rate is the most important metric - invest in recruitment technology that actually gets used by recruiters.
My friend and general cool cat Brainfooder Jo Avent wrote this exceptional predictions post last month. I particularly like the winners / losers formulation so often missing from forecasts, which usually err on the side of over optimism and become things that you would like to see, rather than what you think will happen. Jo will be joining us on Brainfood Live this week, make sure you register.
More on LinkedIn, because lets face it, its still the most important website for the recruiting profession. LinkedIn have been rolling out a huge number of features this year, so many in fact that this list of notable ones comes in handy to make sure you havenât missed any you need to know about. Check it out here.
Yeah I know, hardly the most appealing podcast title đ€Ł. But as workforce populations dramatically change, finding a way to future proof your payroll is no easy task. Good job we have some experts at hand to help, including brainfooder Anita Lettink who dispenses sound wisdom in this 25 minute pod
Has anyone here ever been 'pipped'? One of the most annoying aspects of corporate culture is false purpose of performance improvement plans, which in too many cases are really just procedural protection for the employer who has already made the decision to fire you. This post is for the non-cynical however, because it provides a decent framework if you actually want to retain your direct report through improvement of performance. Obviously of no use to Elon Musk but probably will be for some of us here.
Let's look ahead to 2023: Presuming the tech winter continues to bite hard through next year, what does this mean for us People People? This is the question Kleiner Perkins is trying to answer with this Coda - compensation, trends, DEIB, team structure, tools and more. Everyone will get some value from this outstanding resource - read it and bookmark it folks. H/T to brainfooder Matt Bradburn for the share
You got to respect a founder who âeats his own dog foodâ. Brainfooder Siadhal Magos, CEO of our friends at Metaview, is certainly one of those. This post is his reflections on a component of the recruiting process which is often neglected - what happens immediately after the interview? Some good advice here on why you should do it in a structured way and how critical it is to explain the thinking behind the decision, rather than just deliver the outcome. Must read folks.
One for our UK readers, this is a digestible summary from our friends at Zinc onz what employers need to do before hiring a person in the UK. Love the simplicity, love the concision and the checklist. Now wouldnât it be great to have a global per country library of theseâŠ.?
Probably the most useful thing Iâve read for a long while - 8 HR / TA dashboards and why you need to have them. Great explanations, great illustrations, just great in general. TA leaders, especially, need to read this.
Useful post on an under-covered subject - the cost of employee turnover. The direct costs are approx 1/3 of salary, but the indirect costs - to team productivity, morale, cohesion - maybe as much as x 4 salary. There are no formulas in this but there is a very useful chart (see image) which is worth the click alone.
Iâve been doing a cool compensation focused webinar series with our friends at Figures, and this levelling framework was shared in the last event. Its Figures own internal notion page, freely available for us by anyone else. Useful, especially if you have not yet levelled your business yetâŠ.
You know what? I think management is hard and getting harder, with the elevated employee expectations, increased emotional labour and new skills required for management remote or hybrid teams. FirstRound with a no nonsense this-is-how-you-do-it how to. Must read for recruitment leaders
The best recruitment content often comes from non-recruiters who reflect on their direct experience of recruiting. This post is great example - the ex COO of Instacart, talking about hyper scaling, and why hiring less can often make for better business. You wonât agree with all of this (especially the reliance of profiling of A-players etc), but you will on some of it - have a read
So congratulations for brainfooder Bas van de Haterd for hitting 40 episodes of his still new podcast series, Talent Savvy. These are smart conversations with smart people, as evidenced by this chat on the shift of recruitment mindset from growth to process.
This is actually an interview with me as the subject, which is usually not a mega interesting story, but might be useful to those who are interested in entrepreneurship, business failure, revenue generation as a solo operator and the link. Enjoyed the chat - have a listen here
You have to respect the boldness of this post, which is prepared benchmark recruitment KPIâs against clear dollar amounts. By all means dive deeper into the methodology but we have to be brave enough to say things without the constant caveats and appeals for context. H/T brainfooder Ivan Harrison for the share
Brainfooder Kevin Wheeler is always worth a read (subscribe to his newsletter if you donât already) and his speculations on the future of recruiting might occasionally feel dystopic, they are nevertheless a reminder to keep our skills future aligned if want to avoid obsolescence. Great visual too, worth the open alone. H/T to brainfooder Clair Bush for the share.
The âgrey rhinoâ is a high impact, high probability exogenous event with an unknown time frame. We know itâs going to happen but we donât know when, so we donât do anything to prepare. From the villagers of Pompeii to all of us citizens of the world in Covid-19, its a pattern of behaviour which we need to break. 4 tips on how to do it, in the context of the firm. Excellent framework, which might help you, some day.
You donât have to look too deep into the internet to find a critic of Agile, but you wonât find many that are as clear sighted as the author of this post. What I like most is each mistake is countered by the thing you could be doing instead. Useful if you run agile in your TA Ops, or indeed if you have any kind of methodology which is in danger of taking over the point.
This post is about product management but really you could apply a great deal of OPâs 20 lessons to recruitment, process re-engineering, change management, technology implementation and the rest. The insight is often novel, free from cliche and you feel the lessons were hard earned. Excellent read, gonna say it is a must read.
Now belatedly recognised as one of the most important roles to hire, getting the right person in for your Head of Talent role might be decisive in determining the success / failure of the business. This excellent checklist post suggestR some attributes to identify doing it - complete with good explanations why - and crucially - with questions to test out those attributes. Have a read here
Somewhat challenging listening as two engineers deep dive into organisational structure and change. The challenge is the use of engineering terminology (which we do not know natively) to topics which we may consider ourselves expert. As ever though, it is thought provoking to pay attention when outsiders talk about organisational change. Give it a shot.
So I shared some thoughts on this guide book last week on LinkedIn, and I found it a revelation mainly because it underlined to me what a mediocre recruiter I would be if I were ever to return to the field! Outstanding guidebook from our buddies BrightHire, using the trail guide metaphor to outline all things you need to do to be the optimal recruiter. Must read.
Great post from brainfooder Jessica Zwaan on her own journey from recruiter to COO, a atypical outcome for someone in a TA / HR role. Analysis from Jess on why this should make more sense to organisations and advice to those who may wish to pursue this path. Great insight and great writing.
Some great cross disciplinary thinking from brainfooder Kevin Wheeler who applies Goldrattâs Theory of Constraints to the world of recruiting. Itâs essentially the idea that incremental efficiency gains per-stage are not likely to produce significant change, because without refactoring the process, the critical bottlenecks remain. H/T to brainfooder Caroline Hunter for the share
I suspect this is going to be most popular post in this weekâs newsletter - essentially, how to hire when youâre skint. Quality writing on recruitment, again coming from a non-specialist in the field, in this case, No4 hire at HubSpot, who therefore ended up doing a ton of hiring as that company grew. Essential reading folks. H/T to brainfooder Petar Vujosevic for the share.
One of the most frequently asked questions in brainfood online community is âwhat KPIâs are we usingâ? Good to see old metrics like TTF / CPH getting supplemented / displaced by more useful measures such as those found in this post, which is not specific to recruitment but nevertheless closely adjacent to most of the work we do.
Legacy recruitment KPIâs that âtime-to-hireâ and âcost-per-hireâ are not only being recognised as crude and counterproductive, but potentially discrediting to TA. How about some metrics C-level really wants to know about? Essential reading for everyone here, especially those who are in TA leadership roles or aspire to it at some point.
Some great content being created by vendors at the moment - I think the content teams are really finding the âcontent / audience fitâ. Even better that most of them seem to be friends of Brainfood! This includes Charthop, the organisation analytics company who have produced a useful (and fair) guide on how to buy HR tech. Check it out here and download the PDF here
Always interesting to hear from the insiders view on what famed employers look for in candidates. Step-by-step review from a candidate turned recruiter McKinsey & Co. Worth a listen to anyone who wants to apply to the company of course but also relevant to anyone who wants to understand how a consistent hiring process works. Have a listen here
Are traditional recruiting processes becoming unviable? For those of us slaving away on job ads, sourcing and cold outreach it may seem increasingly to be the case. Powerful call to action here from Gartner for HR, which pulls no punches: i.e hiring managers need to go. Essential read.
Marcus Edwardes - the most melodious voice in recruitment - on mindset and methodology around metrics and KPIs. Itâs a monologue - the toughest type of podcast to do - and Marcus executes it superbly well. Have a listen here
When was the last time Josh Bersin wrote something that wasnât urgent? đ€Ł. Another great call to action from one of the great synthesisers of our business. Top ideas in this include: over hiring, being âtop of the licenseâ and a cool Organisation Design Maturity Model. Must read folks.
My friend and long time brainfooder Andrew Stetsenko đșđŠ is not only doing amazing humanitarian work for his country men and women (donations to the Stetsenko fund still open here) but also finding time to put together superb posts like this - essential read for anyone hiring for tech and rethinking how remote and relo might in fact be complimentary approaches.
Chris Russell is a good person to follow for recruitment technology, chatting here with brainfooder Gordon Stoddart on the state of recruitment technology.
For readers of TWIR, you will know that I am a proponent of âopen kitchenâ style of working - openly share your operational thinking / working, ideally whilst youâre doing it. You crystallise thinking by writing about âitâ, lose inhibitions which stop you from talking about it and usually create some interesting content for others to read. Hat tip Zinc for following through and sharing their experience in using market data to help create a startup headcount plan.
Iâm always going to have time for brainfooder Kevin Wheeler, one of the few visionaries in our business, whose forecasting has generally be on or at least adjacent to the mark. What about this image for the future of recruiting? NB: I think Kevin is wrong about recruiting moving to marketing, we need to move back into HR. Talking about this on Brainfood Live later this month, so sign up here if you want to talk about it.
The backlash against best practice continues apace, and I think we might all be better for it. The main theme is that every business is different, and that strategy / approach needs to be emergent from your context, not imported in from outside. Hard to disagree.
Important question, especially as it seems that the type of ATS your business is using has an impact on the relative attractiveness of your job. 2571 recruiters completed responses to this question, hundreds each in most of the core territories where brainfood is regularly consumed. Take a look, see what your compatriots are using and if youâre a ATS vendor, check out which territories you are performing well in. Bookmark the too - as I get through your responses to other questions, weâll graph it out on this insights page.
Including this post principally for the idea of âproactively de-prioritisingâ job requisitions, a concept with the assertiveness which I feel us recruiters sometimes lack. H/T to brainfooders John Vlastelica with the timely wise words, Adrian Holtham with the share in the fb group.
What is our relationship with recruitment technology? Love the focus of this report from brainfooder Madeline Laurano, whose work I recommend people in this community pay close attention to (follow, basically đ€Ł).
Particularly interesting was what category of technology recruiters care about most (sourcing), which is another way to describe the activities upon which we are being measured.
Of course vendors are going to produce forecasts which mirror their product roadmap - wouldnât be much of a roadmap if they didnât believe in it. Our buddies at Lever go heavy on âautomated candidate nurturing (agree) and data driven recruitment (also agree). Worth a read.
This was the report caused me to ditch my policy of only including content with â2022â in the headline. McKinsey Global Surveys is a review of the year just gone but nevertheless has more than an eye towards what employees and employers have to do in 2022. Valuable report and a great benchmark for any TA / HR / L&D strategy you have this year - download it here
How many new recruiters entered the industry last year? Not enough clearly, but for those who did and are reading this newsletter, these tips brainfooder Greg Savage is timeless advice. Good refresher for all of us too - have a read.
David Green with his review of 2021 and predictions for 2022. This week and next weekâs newsletters will have a mix of these collections, Iâm going to do my best to select the ones which are particularly insightful, useful or true. David is pretty reliable on all three - have a read here
Josh Bersin with his predictions post for 2022. Main themes are continued candidate shortage, adoption of next gen HR tooling, revamped conversation on company culture, and repositioning of HR. Itâs not all science fiction. Download the report too, here
Straightforward how-to on launching a CSR, but I think the framework is portable to any project launch. Surprisingly missing the most important element IMO - building in public and therefore inviting contribution and buy-in from the entire workforce population.
Another cool report, this time super focused on Internal Recruiting Managers, in the UK. From the FIRM, this is a members survey and provides useful benchmarks on all the things we are meant to care about. Download here. H/T to brainfooder and FIRM founder, Emma Mirrington for freely sharing this members report.
Itâs all about being SMART folks - setting specific, measurable, achievable, relevant and time-bound objectives. This is a just good management, but in non-office environment, the requirement to be crystal clear on SMART has become decisively important. Good reminder of eternal management best practice.
It is Amdahlâs Law on parallel processing, why it might explain why productivity does not scale with team size. The writing in this post could be more readable I think, but its is worth persevering for the value of the idea at root - that as the team grows, so do the co-ordination / communication challenges between team members. Give it a shot, here
At a moment where every requisition is a hiring challenge, it might be time to âmix and matchâ your strategy based on the skills you need to acquire. Accessible how-to guide outlining the resourcing options ahead of us, along with a framework for deciding which one to go for. Must read folks
Pretty decent question, one of those which is not often asked âbecause we should know alreadyâ. Bravo to Ongig for deciding to tell us anyway and for providing great examples, as well as a downloadable âJob Family Matrixâ
Cool interview with brainfooder Anna Brandt on what you need to do to scale, especially on what you need to do when youâve just raised a massive round. Itâs an action packed 25 minutes, have a listen here.
Are we still running performance reviews? Out of fashion in public discourse, they remain essential tools for improving employee well being, reducing employee attrition and retaining institutional knowledge. Lenny Rachitsky with the framework and the template. Must read
In the middle of a labor shortage, a man in Florida applied to 60 jobs only to receive one interview.
So begins this fascinating story on broken recruiting systems which progressively degrade when there is less resources around to maintain them. If youâre familiar with cascade theory of system collapse, or want to ruminate on why process is so important in our work, then this post is for you.
Outstanding post from FirstRound, which manages to combine framework level abstractions with real world illustrations which you can immediately apply. Must read for anyone hiring for tech, especially for tech leadership roles.
One of the reasons why it is fantastic to hear recruitment commentary from non-specialists, is that they are often unencumbered with groupthink. More than one interesting tip here from Papaya CEO Eynat Guez, including using hiring sprints vs always on recruiting. Excellent transcript too so if you prefer to read you can do it here, or listen to the conversation here
In line with our own survey above, the shortage of candidates has generated a widespread interest in trying to figure out what âquality jobsâ really are. This post zooms out to look at what metrics to use as a baseline for quality. The bar is low - a living wage - but a decent exercise for us to figure out how many of jobs at this level are created in our organisations.
Value packed 17 minute conversation on how to be successful when youâre in hyper growth. Promising video series, great quality production and smart people, great questions. Have a watch. PS: shouldâve mentioned, this is about Spotify.
Brainfooder Greg Savage with a lesson on how to do teaser content for paywalled material; thereâs enough value in this nugget to make you want more. 11 things to think about when youâre setting up a recruiter commission scheme. Must read for any agency owner, or indeed, anybody setting incentives for any type of recruiter.
Great to to see brainfooder Glen Cathey getting back into this writing - we have missed this voice. Here he is with a thought provoking post on why it is mindset not metrics which determine whether a recruiter is âtransactionalâ. Itâs really a defence on activity focused work. Most top billers, I think, would agree. Have a read
Brainfooder Kevin Wheeler is one of most consistent and insightful commentators on the impact of technology to process. This short essay outlines a future where the key actors in hiring is no longer the recruiter, but hiring manager and applicant. H/T brainfooder Christopher Platts for the share.
PS: make sure to catch Kevin in Brainfood Live next month, as I sit down with the great man to talk âfuture fit TAâ - register here
Outstanding post from Kapwing CEO Julia Enthoven who shares learnings on how to better close candidates after having seen 16 job offers turned down. Some of the best writing on recruiting is coming from the people who are non-specialists at it - this one is a must read folks. H/T to brainfooder Denys Dinkevych for the share.
Thanks to everybody who contributed to this post - all the commentators on the LinkedIn thread and the guests on the Brainfood Live. Iâm going to start doing these threads more regularly to follow up the conversational content - hopefully they will become useful resource documents or quick and dirty âhow toâ guides for the community. Take a look here
Fascinating perspective of viewing the work of CPO as âproduct manager for people systemsâ. Covers compensation, rewards and recognition, performance management, and internal comms - long read, but like most things from FirstRound, 100% worth it.
Brainfooder Anh Tran has produced some of the most popular posts in this newsletter - intelligent essays packed full of resources. Any TA person reviewing their recruiting process can benefit from reading his posts, this one on talent pipelining, being no exception. Must read
There are not many people who think as well as they do. Brainfooder John Vlastelica is one of the few and his contributions are always worth paying attention to. Outstanding how-to for TA teams, especially ones who are scaling up. H/T to brainfooder Vidhya Sivaramakrishnan for the share.
Youâve raised a new funding round. You need to staff up. Hereâs what that looks like.
Another rough and ready how-to, this time from David Sacks, founder of Yammer / COO of PayPal. Hiring priorities mapped to successive funding rounds. Useful for any recruiter working in SaaS
What do you do in your first 90 days? Useful sketch note on 10 things you got to do, especially No1 (promote yourself), No4 (secure early wins) and No8 (creating coalitions). Btw, we are doing a Brainfood Live on exactly this topic for recruiters starting a new job - register here if you want to take part
Rough, ready, incredibly useful, this how-to guide from Snyk VP of People, Dipti Salopek is essential reading for any of us here working in rapid growth environments. The writing is the essence of telling it as it is. Google doc, make sure you make a copy and download it
Thereâs a been a lot of mobility in the labour market in 2021 - especially for TA / HR proâs where the market seems to be white hot. Few of us actually write about the off-board though, and how to do this properly. Good job brainfooder Clive Smart has. Excellent post on what to do when youâve decided to leave.
We all need to get better at automation - there is no greater joy than getting rid of repetitive tasks which soak of up too much time. This post from MatchHR on how to use Zapier and Integromat to increase your operating efficiency might give you some inspiration. Must read folks
To celebrate unfashionable Brentford FCâs promotion to the English Premier League, this thread on the revolutionary philosophy brought by owner, professional sports gambler and moneyball enthusiast, Matthew Benham, is well worth a read. Big lessons here?
Donât do what everyone else is doing
Scoop up and develop someone elseâs talent
Challenge & change legacy KPIâs
Itâs a brilliant story, highly relevant to us here. Must read
Like it when non-recruiters write about recruitment. We can see how other people see the topics, without unnecessary refinement or overly cautious fence sitting. Redpoint Ventures MD Tomasz Tunguz here with a short, accessible post on the cost-of-a-bad-hire at exec level. Note also the inclusion of a candidateâs ânetwork valueâ as an integral consideration to the quality of hire.
As a rule of thumb using the above chart, we can assume that if youâre on a path to raising $50m in your first 4 years of business, youâd want to be hiring roughly 4â5 people a quarter every quarter for the first 18 monthsâŠ.
Great piece of research from brainfooder Maddy Cross, on what type of team youâre going to need if you want to go from startup to scale up. Complete with role / function / seniority breakdown. Kind of a must read for tech recruiters. H/T brainfooder Sushobhan Mukherjee for the share in the fb group
Brainfooder John Vlastelica with a scintillating post on the challenges to culture whilst hiring at break neck speed. New people hiring new people? Yeah, that is a potential problem. This is brilliant - as all of Johnâs stuff is - so have a read here.
Mapping out career paths seems a popular sub topic in this community, so Iâm going to try and share some more examples as I find them. This one here from Envato is on Engineering career paths is quite good (full screen the embedded slide deck)
Brilliant, no frills, how to guide from brainfooder Jon Hull, the Head of Resource Delivery at Nationwide, on how to work with Recruitment Process Outsourcers (RPO)âs. We missed Jonâs contribution on Brainfood Live on this topic, so amazing to see him document what he was going to contribute in this way. Have a read if you are, or plan to, work with a RPO
Some meta curation for you - this list of HR benchmarks by brainfooder Anh Tran is well researched, referenced and organised. Of value regardless of the stage of hiring maturity - take a look, here
Nice post from our friends at (Transfer)Wise. We need to see more of these public retroâs on how TA teams have done X or Y. This one is on how Wise have developed their approach to career mapping. Have a read here, and a deeper dive into how it looks like from the employee side.
NFX get their portfolio to produce some really great blogs. They are fascinating because they are generally written by non-specialists who have had to think about recruitment, bringing concepts and language from other disciplines into our field. No rocket science in this post, but the perspective on trade offs is useful. H/T to brainfooder Denys Dinkevych for the share
Company case studies on recruitment operating procedure have proven to be popular in brainfood, so this transcript of a workshop by Greenhouse Co-founder and long time brainfooder Jon Stross with Alison dela Cruz (trivago) and Matthias SchmeiĂer (Scout24) should be valuable to us here. Good read for anyone who cares about recruitment efficiency / quality - check it out here.
Three things to admire with this; 1) Transparency of the retrospective 2) clear process which others can replicate or draw inspiration from 3) That Typeform actually have a Head of Content producing stuff like this. Which, incidentally, also serves effectively serves as a recruitment ad. Have a read here H/T to brainfooder Simon McSorley in the fb group
Lots to like about this post - the transparency of the reporting, the focus on the âproblemâ as much as the âsolutionâ, introducing (to me at least) the idea of scoring the efficiency of the recruiting process. Fascinating to see non-specialist managers bring their systems / methods to hiring. Must read folks. H/T to brainfooder Denys Dinkevych for the share.
Weâve talked about internal mobility many times on Brainfood Live. It is clear that one of the main ways to make it happen is to have a team dedicated to it - internal recruiters, in the true sense of the term. This, amongst, several other cultural innovations, has been the key to success in Salesforceâs program. Great case study, accessibly written, must read for everyone here.
âWhen a measure becomes a target, it ceases to be a good measureâ
Do you make data driven hiring decisions? We should try to (I think) but we always need to remember what data is - flawed measurements of some activities and events, not all activities and events. This excellent post is about running a business based on metrics and perils of âdoing what you measureâ. Relevant whenever we think about recruiting KPIâsâŠ..have a read.
Imagine that on the second day of your new jobâŠ..you get told to âfocusâ the team - code for downsizing. How do you decide who loses their jobs? Tough situation relayed by OP, a CTO in this case, struggling with the challenge of making this decision. His framework for doing so, is well thought out and well worth a read.
Great bit of crowdsourcing from LinkedIn; you could do worse than simply make note of each of these themes to use as a checklist for things you got to cover in 2021. My faves? Focus on hiring flexible work - we recruiters need new hiring models, tools, processes for this, and Internal mobility - TA have got to take ownership of the âtalent marketplaceâ. Have a read here
Is Dr John Sullivan suddenly now more prolific? I hope so, as he always has something interesting, useful or contentious to say. This falls into the middle category - pretty much you can copy this scorecard if youâre not already doing it. H/T to brainfooder Martin Poole for the share
Dr. John Sullivan is not as prolific as he once was, but when he does produce commentary it is always worth paying attention to. This short prediction piece starts off with a firework, HRâs paternalistic overreach. Definitely brainfood for us - have a read. H/T to brainfooder Martin Poole for the share
Optimistic notes for 2021 from one of the big inspirations for our community last year, brainfooder Lars Schmidt. Have a read of these 7 points here, and make sure to contrast with Dr Jâs more pessimistic look further below. Also watch out for Larsâ fireside chat series - looks like a fantastic virtue tour to follow this year.
The shift to remote really underlined how inefficient on premise recruiting was, especially on the interviewing logistics. This recruiter survey from Yello presents some amazing statistics, such as 2/3rds of overall hiring time being spent on scheduling tasks. Weâll do better in 2021, surely. H/T brainfooder Laura Green for the share.
Any one of FirstRoundâs posts could probably have made this list Best of compilation but this post - part interview / part case study with Patreonâs Head of People Lucia Guillory is an exemplar of the form which manages to relay practical how-to information through the medium of a human story.
Short but (bitter)sweet excerpt from LinkedIn Global Talent Report on the state of the recruiting budget. Going to decrease obviously, as employers play a cautious game and TA, turns inward. Worth a scan, but do compare with the Firmâs members survey below, which strikes a more optimistic note.
The company has added 427,300 employees in 10 months, bringing its global work force to more than 1.2 million. The closest comparisons are the hiring that entire industries carried out in wartime, such as shipbuilding during the early years of World War II or home building after soldiers returned, economists and corporate historians said.
Incredible post on Amazonâs pandemic inducing hiring spree, with several good ideas emerging in the report, including having a dedicated group whose job was a nurture relationships with other companies, in order to be in position to support anticipated furlough / redundancy. No one is doing recruiting like Amazon. H/T brainfooder Chris Raw for the share in the fb group
Weâre talking about Recruitment Process Automation in Brainfood Live this Friday (sign up) so this list of use cases for one of the most accessible and popular automation tools - PhantomBuster - is pretty handy. Obviously a bit of marketing literature, but some decent checklist breaking down the repeat activities we recruiters tend to do a lot of. Have a read.
Brainfooder Kevin Wheeler is doing a huge amount of the intellectual heavy lifting when it forecasting the future of the talent acquisition department. Reaching back a couple decades to revive the Shamrock model for the post pandemic era is a testament to the breadth of knowledge from different eras he can bring to bear on the topic. Essential reading for anyone in TA
Great value add content from Juggle Jobs. Particularly brave in naming vendors and describing what they may be best for (glad to see several sponsors of brainfood mentioned in there btw). Youâre not going to like everything in this how-to but there is enough of it to be practically useful to a lot of recruiters, so download here. H/T brainfooder Denys Dinkevych for the share
The move to substack has really freed up Kevin Wheeler to expand on his writing. We all benefit from this, as we can see from this excellent post speculating on what a future structure of TA might look like. The challenge remains that organisations are designed with two often competing purposes in mind 1) for optimising performance the depart vs 2) provide career development for the individual. Those two things donât align. H/T Bas van de Haterd for share in the fb group
No DE&I measures in this compilation? Disappointing but debate for another moment. As it is, this remains a useful primer / reminder for those who are reviewing how to measure recruitment performance in your business. HT to Denys Dinkevych for the share
âI want to know how competitively we pay in the market for all our rolesâ.
Have you ever been asked this questionđ? If you havenât, its only a matter of time, so this post from Alistair Fraser is a super useful overview of the challenges, mistakes-to-avoid, tools you can use - if you ever have to answer the question. Have a read here
One of the main roles the HR Generalist currently serves is as a human switchboard for the maze of HR services.
Hard to argue with eloquence like this đ. Brilliant essay by the brilliant John Sumser. Have a read if youâre interested in digital transformation and the necessary emergence of a new role.
âŠprobably going to be the next big job in recruiting too. Using âno codeâ (max 1 year before we lose the air quotes) applications to replace human labour is probably close to tipping point if software developers themselves are thinking about it. Have a read here - a pathway for some of us, for sure.
Its fashionable to knock recruiting KPIâs but that doesnât mean you wonât read this post, because it is rather good on the all the recruiting metrics we do really still need to use. Free template too, as a bonus. H/T brainfooder Denys Dinkevych for the share.
Some classic - and now fashionable to malign - Recruiting & HR KPIâs here, including yield ratio, retention ratio, and ROI. Great overview post, particularly useful if you are in the process of creating / renewing a balanced scorecard. H/T to brainfooder Denys Dinkevych for the share
The body of knowledge on recruitment operations is growing, and this post from brainfooder Jessica Hayes is a great addition. Are there parallels between RecOps & Product? Not obviously, but having this read this post, maybeâŠ.
âHolistic People Opsâ? Cynics going to cynic but I really like the base idea of expanding scope; it is critical that HR / TA functions do this, especially in the light of shrinking FTE as a percentage of the workforce population. This is a great read, as you can expect from First Round.
Outstanding thinking from brainfooder John Vlastelica whose suggestion of focusing on the work rather than the âideal candidate profileâ may be a critical step to not only diversifying your talent pool, but also elevating the role of recruiter from provider to advisor. Must read
Fascinating story coming out of Berlin of a team of laid off engineers who pitched and got hired as a team. Particularly interesting to see how standard recruitment artefacts emerge organically from the process - role allocation, record keeping protocols, kind of a reversed hiring funnel, and even a proto-ATS.
Excellent overview of âTalent Intelligenceâ by brainfooder Marie Herlihy. There is a healthy mixture of research, theory and call-to-action in this post on the competitor talent pools.
The co-author of the Spotify model2Â and multiple agile coaches who worked at Spotify have been telling people to not copy it for years. Unfortunately, truth doesnât spread as quickly or as widely as an idea people want to believe in.
This post is less about Spotify, and more about us wanting to believe in miracle frameworks to solve complex challenges. Which - if weâre honest - may always be with us as a basic condition of collaborating with others. Extraordinary insiders diagnostic on Spotifyâs Squads
Elon Musk lost some serious brown points over his approach to Covid-19, but that should not take away from this excellent guide his company has put together for inevitable return to the factory. H/T brainfooder Denys Dinkevych for the share
Is hiring more people always the answer? Of course, we know it isnât, but perhaps have never seen the reason why so well described as in this superb 5 minute lesson to the wise. Not sure what category this should go under, other than âmust watchâ
Nice piece of work from brainfooder Simon McSorley, whose team at Crew has created âthe Recruitment Codexâ - a visualisation of the skills, activities & tools recruiters use. Cool and useful, I think
Whilst Hire by Google is heading for the sunset, we might as well grab the great content theyâve pulled together in the short time theyâve been around. This post is typical - easy to understand, high value, do-it-today advice. Have a read here
Really interesting insight from brainfooder John Vlastelica - how curiosity underpins knowledge acquisition and thereforefore adaptability, and therefore might be the most important attribute to look for when hiring for a recruiter. Is there a way to foster/cultivate curiosity? More bandwidth would be a start. Great read.
Did I tell you that Hire by Google have a great recruiting blog? They have a great recruiting blog. Another accessible gem here, a how-to post on creating a decent recruitment flow chart. Itâs easy, high value reading so have at it here
Iâve come across this post quite late, which is disappointing, because it is really rather good. Agree or disagree as you wish, but someone needed to put it down in writing as to when and how you should grow your recruiting team. Harver have done it, so take a look here.
Itâs a sign of the times that disaster planning for actual disasters is becoming a necessary part of the role of HR. As Hurricane Irma barrels in Florida, itâs up to HR leaders like brainfooder Robin Schooling to outline how best to prepare the workforce for it.
Have you heard of âSelf Service Hiringâ? The recruiter is not the operator but the facilitator, and hiring is best done âŠby the hiring managers. Superb post from brainfooder Deborah Caulet on the unique process thatâs been developed at Blinkist
Itâs pretty clear that Yello are going for it when it comes to dominating the conversation around Recruitment Operations. Theyâve got yet another fantastic post on the topic, this time leveraging survey data in order to provide a benchmark for us in 2020. Must read folks, so do it here.
Most of us donât get past cost-per-hire / time-to-hire, so hereâs a handy list of 20 of the most useful recruiting metrics - and how to calculate them - courtesy of one of the best vendor side blogs around, Hire by Google. Check it out here
Who wants an operating guide for hiring success? This is what our buddies at SmartRecruiters have produced with this superb guidebook for Talent Acquisition leaders. Itâs packed with data and actionable insight, available as an interactive website and downloadable PDF. No email registration, just go ahead and grab it.
I had the pleasure of seeing John Vlastelica from the front row at the Brainfood tent at RecFest19 earlier this year. No question it was one of the best deliveries Iâve ever seen on stage. This is the transcript of the same talk - 9 steps you can take that allow you to show up as a talent advisor to your hiring managers - must read.
When should you hire a recruiter? As soon as possible, we would all say, but somehow the message doesnât always get through to the business. This great post by Amy Moody Knapp not only makes this case but also shows founders what to look for in a recruiter and how to assess for it. Accessible and valuable read - one you might like to share to your non-recruiter colleagues also.
This post is basically all about the Talent Advisor Diagnostic Tool - a downloadable one pager you can use to benchmark the status you and your recruitment team has in relation to your hiring managers. Itâs from brainfooder John Vlastetica so you know itâs going to be good.
Excellent overview of the strategy employed by IBM to change TA - by first changing the TA function. Some worthy ideas baked in the the strategy - differentiated candidate experience, deep specialisations and new roles in the TA function and helping candidates self select out. Must read folks.
Signature report from our buddies at Lever, this 2019 Talent Benchmarks report is a must read for anyone who cares about measuring hiring efficiency. H/T to âfoodie Deborah Caulet for the share. View or download the report here
More quality content from our buddies at Google Hire - one of the most consistent vendor blogs out there. Most important takeaway fo me is the use visual support - this post itself providing the example - and the establishment a consistent reporting cadence.
âRecruitment Operationsâ âŠbecoming a favourite for us brainfooders, so it makes sense to listen to what actual practitioners make of the term. Great timing on this post from our buddies at Zinc.Work. Have a read here
Sad I didnât get the chance to meet with Jeff Moore when I was in the Bay Area last week. He is one of the few to combine operational work as a high end recruiter with consistently highly quality content output. This, along with his other posts, is another must read.
Itâs the function-within-a-function which is finally getting the corporate recognition it needs. Dedicated resource focussing on process improvements, tech and tools, business alignment and the rest. Great summary post from Yello here on what RecOps really is. Also check out the Larder for more posts on the topic.
Top take away for me on this recent report from LinkedIn Talent Solutions was the entry of non-recruiters into senior roles in the talent function - a phenomena which we should welcome. Have a read of the other 6 points here.Â
What makes a great sourcer? Could be GoodCall might know as theyâve gone and built the largest sourcing centre in Central & Eastern Europe. Great breakdown from brainfooder Jose Kadlec on their internal hiring process for the best sourcers.
âRecruitment operationsâ is making a late run for being the buzzword of the year. Yelloâs post on this topic was a hit in brainfood Issue 157, and this expanded ultimate guide from the same authors is sure to be as popular. Youâre going to read this at some point, so you might as well do it now.
Never underestimate the power of a well designed spreadsheet. LinkedInâs Product team came up with an Interviewer Scorecard to develop and recognize their star interviewers. Here it is, and this is the write up about it.
What are the top recruiting challenges of CEOs? A question raised by our buddies at Workable, who asked me to input on the responses the surveyed CEO gave. Weâre talking confidence, replication, delegation and culture. Have a read
Do you think about your intake meeting or just show up and take notes? Itâs a process recruiters have to pay more attention to explains âfoodie Brendan Browne, LinkedInâs head of recruiting. Hereâs his checklist he and his team use at every intake meeting - worth a regular re-read.
Been meaning to share this post by Aline Learner for a while; itâs an outstanding example of thinking about âassessment loadâ - the pressure we recruiter place on HM and technical assessors when we design our recruiting processes. Complete with handy spreadsheet
Typically useful post by the Hire by Google content team. Cost-per-hire is a metric that isnât going to go away any time soon, so we might as well get better at calculating it. Great starter post for folks whoâve never done this, a great refresher for those that have. Have a read here
âObjectives and Key ResultsââŠ..OKRâs are an acronym that none of us can get away from these days. Iâll be first the confess that I donât really know the whys and hows, so this post from Happier was handy for me. Might also be handy for you.
Given the popularity of 20 Metrics post in Issue 137, Iâm doubling down with this listicle from on HR Metrics. Donât expect fireworks from this post, but do expect some excellent value.
LinkedIn were kind enough to send me this PDF on how to use their ad targeting platform. Iâm going to do it - are you? Have a read here before you do and we can compare notes.