InnerView

In this episode of our podcast, we look at how AI is being used and tailored for the recruitment industry. Learn how recruiters can use AI to increase their reach and efficiency. Find out if AI is a threat to the industry in the long term or is it something we should embrace as early as possible.

• Show Notes:
• 00:58 - Using AI to screen and rate resumes
• 07:58 - Keyword searching flaws and much-needed improvements
• 13:40 - Company data input and system management
• 14:08 - “Most AI systems are as powerful as the data you throw at them” - Debarshi Chaudhury
• 16:42 - Automated resume outreach calls
• 19:04 - “I’m also the guy who’s the first person to hang up on an automated call” - Mark Bassett
• 23:15 - Evaluating candidates from a skilled perspective
• 32:44 - Matching the applicant's personality to team culture
• 36:29 - The outlook on artificial intelligence for recruitment
• 39:45 - Recruitment Tool: Pandorabots

This episode of our podcast focuses on the issue of Counter offers. Recruiters hate it when their candidate gets a counter offer so what are the best ways to deal with it? How do you prepare your client for the possibility of counter offers? What are the best strategies to negotiate with the candidate who gets one?

Show Notes:

• 00:46 - What are the best ways to deal with a counter offer?
• 05:49 - “80% of people who accept counter offers were not in their jobs within the following six months” - Mark Bassett
• 16:48 - Protecting your client and losing trust in your employee
• 19:30 - “I’ve never given them a counter offer with the intention of replacing them” - Debarshi Chaudhury
• 23:01 - Building a relationship with a candidate as a new and old employer
• 23:29 - “It’s really about building that relationship with the candidate” - John Jeltema
• 35:00 - Leveraging the candidate needs to encourage the offer
• 39:47 - Wrap up and key takeaways
• 41:48 - Recruitment Tool of the week: Recruitin.net

In this episode, we will cover Reference checks - Find out how thoroughly you should check candidate references, and learn about the benefits of using background checks to grow your business. We will also cover some of the obstacles that you may run into while doing background checks and how technology can help overcome that. Expect to hear some practices that you may want to avoid during this process.

Time Stamps:

• What does it mean to use reference checks as a business development tool? How does that work? [00:42]
• How do you elicit the negative things about the candidate as somebody who is doing the reference check? [13:03]
• What kind of automation can you put around background or reference checks? [17:23]
• Is it possible to identify the fraudulent or fake candidates at the beginning of the process so you don’t waste your time checking on them? [29:13]
• Recruitment Tool: Appliqant Facial Recognition [36:03]
• Key takeaways, insight, and caution [39:26]

Discussed:

• 1: Preparing Your Candidates and Hiring Managers for Interviews

In this episode, we will cover the hot button topic of immigration - specifically as it relates to the technology industry. We will focus on the ramifications of sponsoring work visas, like H1Bs, for companies, the impact of recent policy changes, and the broader question of what is the optimal model for getting skilled technologists into the country without reducing opportunities for Americans.

Time Stamps:

• Should companies looking for tech talent consider sponsoring H1B visas? [00:51]
• Discuss the abuse of H1B visas, and declining wages because of company practices around hiring H1B immigrants. [14:41]
• What would be a policy recommendation you would make to the US government to improve the situation? [22:25]
• Recruitment tool of the week: Body language with Janine Driver [27:56]

We will cover the essential tasks of actually taking the job order from clients and qualifying the legitimacy of doing the search. We have seen numerous experienced recruiters slip up on the basics. So, in this episode, we will cover the must-dos and the not-to-dos when getting the requirement from the hiring manager.

Specifically, we will focus on the steps that are important but often overlooked in the process. Expect to hear what must-haves in job descriptions really must-haves and if there wiggle room. Find out how personality traits of candidate affect the hiring process.

• What line items are essential for the recruiter to get at the beginning? [02:09]
• Do you try to find out how long a position has been open? How many offers have been made and turned down? What are the potential problems? [09:19]
• What information do you need to decide whether the jobs is worth working on as a recruiter? [14:21]
• Are must-haves in job descriptions really must-haves? Is there wiggle room? How flexible is the hiring process? Especially for passive job seekers. [21:30]
• How about personality traits and personality fit of candidates with the hiring company? Do you speak to the hiring manager about that? [30:04]
• Is it important to find out who the interviewers will be? How are the interviewers' needs different? [33:49]
• How important is it to understand the key initiatives and tasks that the person will work on? What is the impact to the company if no one is hired? What happens if the wrong person is hired? [37:08]
• Our Recruiters’ Favorite Tools: Crystal Knows [41:15]

Link:

• Crystalknows.com

We will cover the very controversial and pertinent issue of salary and compensation negotiations. We have spoken about how candidates, recruiters and hiring managers should avoid the subject through the interview process, but obviously, once both parties are interested in proceeding we have to negotiate numbers.

In today's session, we will talk about how to navigate this potentially tricky part of the hiring process. Learn ways to calculate compensation and how to handle a candidate with unrealistic expectations. Understand when to end the negotiation and how far should you be re-negotiating.

Link:

• Recruitment Edge

Time Stamps:

• How involved should the recruiter be in the compensation negotiation? What are the candidate's job, recruiter's job, and the hiring manager's job in the compensation negotiation process? [02:08]
• What do you cover upfront in your discussion with the hiring manager? Target budgets, maximums, benefits, bonuses, esops, etc.? [07:39]
• How do you determine what the priorities for the candidate are - money, role benefits, etc.? What are the possible trade-offs for the candidate? Can a benefit (e.g. work from home) make up for compensation numbers? [14:44]
• How do you handle a candidate with unrealistic expectations? Same for hiring managers? [18:07]
• When do you end negotiation? When is it done? Does re-negotiation work or is it recommended? [24:36]
• How seriously should you take published data on compensation numbers? How do you calculate compensation? How do you value and quantify benefits? [32:04]
• Our Recruiters’ Favorite Tools: Recruitment Edge [38:12]

Welcome to InnerView, a podcast for recruiters who are interested in thoughtful and practical discussions on issues, strategies and disruptive technologies impacting the staffing and recruitment industry.

Our experts on the subject matter are:

• John Jeltema – our recruitment guru with over 20 years of experience representing high-level job seekers in their job search and negotiations. John brings the candidates and interviewees perspective to our discussions.
• Mark Bassett – our executive search guru, with over 25 years of experience hiring employees and contractors at various levels for companies ranging from startups to Fortune-100. Mark represents the clients in the hiring process and brings the employer’s perspective to our discussions.
• Debarshi Chaudhury – our technology guru, with extensive experience building, reviewing, implementing recruitment tech, and hiring hundreds of people to do it. Debarshi brings the tech employer’s perspective to the discussions.

In this episode, we will cover the preparation of candidates and hiring managers for interviews. This is essentially the recruiter’s job from the point where the candidate has been vetted and an interview with the hiring manager has been set. So as a recruiter, how do you prep the candidate and the client for the interview?

Links:

• Appliqant.com
• Microsoft Teams

Time Stamps:

• What should be the approach to the interview for the candidate and the interviewer? How do you organize the interview? [02:13]
• Red flags – or concerns that the hiring manager might have about a specific candidate? [09:05]
• Can a candidate be over-prepared for interviews? How little (or too much) do you prepare? [11:30]
• An active vs. passive job seeker? How do you prep the hiring manager that the recruit must be ‘sold’ on the role? [17:18]
• How do you instruct both parties for having “The Money” conversation? [25:28]
• Our Recruiters’ Favorite Tool: Microsoft Teams [35:32]
• Key Takeaways + Wrap Up [39:14]