In this must-watch episode of the Recruitment Hackers Podcast, Max Armbruster welcomes Tim Sackett, President of HRU Technical Resources and the mastermind behind the Tim Sackett Project newsletter. But this isn't your typical interview—Tim goes head-to-head with Sam, Talkpush's cutting-edge AI voice recruiter, in a hilarious and insightful mock job interview for none other than the LA Lakers head coach position.

🎙️ What’s in Store:

• Experience Sam in action: Watch as our AI voice recruiter asks Tim a series of questions to assess his qualifications for a high-stakes NBA coaching role.
• AI meets reality: Explore the fascinating intersection of technology and recruitment, and see how AI can screen and interview candidates in real-time.
• Expert insights: Tim shares his thoughts on the future of voice AI in recruitment and why embracing this technology is crucial for staying ahead in the talent game.

👥 About the Guest: Tim Sackett is a powerhouse in the HR world, leading HRU Technical Resources and curating one of the industry’s most respected newsletters. With over a decade of experience, Tim is a trusted voice on the future of recruitment and HR tech.

🎧 Don’t miss this unique episode—see how AI is revolutionizing the hiring process, one interview at a time. 
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This episode of "The Recruitment Hackers" features Hilke Schellmann, an award-winning journalist and recent author of "The Algorithm." The discussion delves into AI's impact on talent acquisition, addressing critical concerns about the scientific validity of AI tools, biases in algorithms, and the overall effectiveness and fairness of AI in high-stakes employment decisions. Key points include the need for more stringent validation, transparency in AI-driven recruitment, and the necessity of establishing industry standards and regulations in light of AI's growing role in human resources.

https://www.hachettebookgroup.com/titles/hilke-schellmann/the-algorithm/9780306827341/?lens=hachette-books)

Interview of Maya Huber from Tatio.io , an expert in recruiting and staffing with a PhD in the future of work and job analysis, discusses the changes in the workforce. She emphasizes the importance of light industrial workers and their role in driving the workforce. Maya explains that while robots may change certain aspects of these jobs, new approaches should be implemented to improve efficiency. Max Armbruster asks Maya about her predictions regarding job changes due to technological advancements, to which she responds that everything happened faster than expected. She mentions that career paths are becoming less linear and more project-based, particularly in light industrial spaces where people switch between jobs frequently.
Maya highlights that companies with high automation levels still require human operators for certain tasks. The demand for positions within the light industrial space is changing as well. TaTiO's solution replaces traditional selection processes for job candidates with visual job simulations, creating a more engaging experience and improving hiring decisions. Maya explains how this approach helps candidates understand what a job requires within minutes instead of reading multiple similar job descriptions.
They further discuss why "gamification" is not a suitable design mantra when building a job application process, as applying for a job is serious business rather than playful or easy.
Maya suggests going back to a more personalized and hands-on approach in the hiring process. She emphasizes the importance of making meaningful connections with candidates and avoiding solely relying on technology. Maya also shares her hiring mistake of trusting her gut instinct without proper assessment, highlighting the need for simulations to evaluate skills before hiring.

Graham Thornton, the founder and CEO of ChangeState, joins Max Armbruster on the Recruitment Hackers podcast. They discuss how to adapt recruitment marketing and career websites to high volume recruitment, particularly for early career individuals. Graham emphasizes the importance of making the application process easy and straightforward for candidates in different roles. He suggests creating content pages that provide relevant information about the organization and allow for quick data capture to screen potential applicants effectively.

Graham Thornton emphasizes the importance of creating content pages that are relevant to the target audience and drive traffic to increase conversions. He explains that advertising outlets prefer ads that lead to clear and relevant landing pages, rather than individual job listings in an ATS. Graham also discusses the flexibility of job feeds and suggests creative ways to showcase job opportunities on career sites. Max Armbruster expresses his newfound understanding of content pages as a more effective form of marketing compared to traditional career sites. They discuss the challenges faced by enterprise buyers who already have existing systems in place and how demonstrating improved conversions can justify investing in new solutions. The conversation concludes with Graham sharing his hiring mistake, highlighting the value of seeking diverse skill sets within a team.

Graham Thornton discusses the importance of building a broad team and learning from hiring mistakes. He emphasizes the need to move quickly on candidates and the potential bottleneck caused by lengthy interview processes. Max Armbruster mentions that Talkpush has reduced time to fill positions through aggressive recruiting efforts. They also discuss the dominance of Google for job searches and the increasing importance of paid ads in search engine traffic. Graham mentions that TikTok is an area they need to explore further as many customers are interested in using it for advertising purposes.

In this episode, Cristina Junio, Head of Sales and Operations at Resource Solutions, gives an overview of the talent crunch in the Philippines,  with the rising demand driven by the BPO industry and the availability of gig work online. A new generation of talent has arrived, more autonomous, tech-savvy, and flexible than its predecessors. Employers must rewrite their playbooks and hire talent straight out of university to meet the rising demand.

Matt Lerner is the CEO of a consulting business named SYSTM, which helps early-stage startups grow. In this episode, we explore how fast-paced environments like startups can find the right talent and what pitfalls to avoid. 

Max Armbruster, the host of the Recruitment Hackers podcast, interviews Matt Lerner. Matt previously supported Max and his company Talkpush through an investment with 500 startups. Matt has since transitioned to be the CEO of a consulting business named SYSTM, which helps early-stage startups grow. Matt's recent activity on LinkedIn has centered around recruiting for fast-paced environments and startups.

In their discussion, Max is keen to explore how startups can find the right talent and what pitfalls to avoid. One particular focus is on "defensive candidates." Matt emphasizes that defensiveness in a startup environment can be detrimental. He mentions that he has seen teams become unproductive due to individuals who are not open to feedback or reconsidering their strategies.

Matt also speaks about the difference between hiring from big-name brands versus hiring based on skillsets and fit for the startup environment. He advises caution when hiring based solely on the prestige of a company listed on a candidate's resume. Matt believes that while individuals might excel in a corporate environment, they may not necessarily thrive or bring value in a startup setting.

Toward the end, Matt shares his favorite interview question which centers around understanding a candidate's mindset, openness to feedback, and willingness to admit and learn from mistakes.

In this special episode of the Recruitment Hackers Podcast, our host Max conducts an insightful conversation with his sister, Rafaela Armbruster, who works as an Admissions Coordinator at UCL. The unique angle of this episode revolves around the parallels drawn between job recruitment and student admissions, both involving evaluating young talents.

The discussion extends to personal growth, bias checks during recruitment, and the impact of AI on the admission process. A memorable story narrates an unusual applicant’s experience, highlighting the importance of personal bias checks in admissions or recruitment. Finally, the episode emphasizes the need to understand young talents beyond their brief resumes, demonstrating the intersectionality of both fields. This heartening family affair episode presents unique perspectives, making it a must-listen.

In this episode, Max Armbruster, CEO of Talkpush, interviews Sudeepta Parasar, CEO and Co-founder of Refersecout, a platform that simplifies and gamifies employee referral programs. They discuss the benefits of employee referrals, the challenges of managing a referral program, and the various stages of program sophistication. Sudeepta shares his insights on using gamification to engage employees, reward participation, and increase the success rate of referrals. They also explore the role of technology in streamlining referral processes and improving employee engagement. Tune in to learn about how Refersecout is transforming the way companies approach referral programs and the value of incorporating gamification in your hiring process.

Here are 7 actionable insights from the interview: 

1. Importance of employee engagement: For a successful referral program, it is crucial to keep employees engaged and motivated to participate. Ensuring that employees are invested in the process will lead to better referrals and increased hiring success rates.
2. Reward participation: Even if a referral doesn't result in a hire, consider rewarding employees for their participation to encourage continuous involvement. Offering incentives can drive employees to actively participate in the referral program.
3. Gamification of the referral process: Introducing a point-based system or leaderboard can make the referral program more engaging and fun. Employees can earn points for participating and for their referrals' progress in the hiring process, which can later be redeemed for rewards.
4. Use technology to streamline the process: Utilizing technology like Refersecout can help automate and manage referral programs more efficiently. This can free up time for HR professionals and improve the overall experience for employees participating in the program.
5. Offer both monetary and non-monetary rewards: Combining monetary rewards with non-monetary incentives like vacation time or giveaways can create a more attractive and motivating referral program for employees.
6. Continuously update and refine your referral program: Regularly evaluate your referral program's performance and make adjustments as needed. This will help you maintain a well-defined program that yields the best results.
7. Monitor referral quality: Be mindful of the quality of referrals, and consider awarding more points for higher-quality candidates who progress further in the hiring process. This encourages employees to submit well-suited referrals, increasing the likelihood of successful hires.

In this riveting episode, Max Armbruster, the host of Talkpush Podcast, engages in a deep conversation with Dror Gurevich, the CEO of Velocity Network Foundation, a non-profit building the Internet of Careers™. The discussion delves into the transformative potential of blockchain in the world of recruitment, career verification, and how this new technology can shape the future of work.

Dror introduces the Velocity Network Foundation, an organization that aspires to democratize and decentralize career credential verification, enabling individuals to have complete ownership of their career records. He elaborates on the network's commitment to privacy, user control, and transparency, discussing the importance of having a shared, trusted infrastructure for both individuals and organizations.

Gurevich discusses the inherent issues in the traditional methods of career verification, including the time-consuming process of background checks and the challenge of obtaining accurate information. Blockchain, as he argues, offers a solution by allowing immediate, verifiable access to employment records, educational certificates, and other crucial career credentials.

The conversation also explores the promising concept of a Career Wallet, where people can store, manage and share their professional credentials, giving them control over their own data. This would eliminate the need for third-party verification, making hiring processes more efficient and reliable.

Max and Dror also touch on the potential of this technology in developing regions and emerging markets, such as Africa, where formal employment records might not exist. The ability to formally record and verify employment history can potentially uplift these economies by enhancing employability and job security.

In the latter part of the podcast, Gurevich opens up about a past hiring mistake he made due to inadequate data and verification, reinforcing the need for the solutions that Velocity Network Foundation aims to offer. He emphasizes the emotional and energy cost of hiring the wrong person, highlighting the potential of blockchain technology to minimize these errors.

This episode underscores the potential of blockchain technology to revolutionize the recruitment industry by enabling secure, efficient, and self-sovereign verification of career credentials. Listen in to learn how Velocity Network Foundation is leading this change, and how it might redefine the future of careers.

In this podcast episode, Max and Daniel Callaghan of Veremark explore the world of background screening for employment and how blockchain is making the process more secure and cost-effective for both job seekers and employers. They also highlight the problems facing the background screening industry and why background checks are important for employment in various sectors.