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?

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.