In this episode Bas, Matthias and Oana discuss the month of August in the European TA landscape. We start talking about the weather and how that is changing the preferred location to work. The European North has discovered... heath... And we talk about adapting to a warmer world based on this article: https://laetitiaatwork.substack.com/p/what-future-of-work-in-a-warmer-world We talk about leadership and growing to leadership positions in Talent Acquisition based on Linkedin data: https://www.linkedin.com/business/talent/blog/learning-and-development/want-to-be-a-talent-leader-heres-how-600000-others-got-there We talk about the European Start up scene based on research by Marq: https://pubsecure.marq.com/adc1b9f6-c29c-4ab4-aed2-a3c8f11bd10b/document.pdf We talk about Skills hiring, TikTok's investment in this, Coors Miller's sort of move to this https://www.rte.ie/news/business/2023/0809/1398756-tiktok-sets-up-digital-upskilling-fund-for-young-people/ https://www.ere.net/articles/parent-company-of-coors-and-miller-abolishes-the-cv-sort-of And we talk about an exit for an assessment company that was expected and unexpected and why that was the case. https://www.recruitmenttech.nl/2023/08/24/main-capital-verkoopt-meerderheidsbelang-assessio-aan-britse-investeringsgroep/

In this case study narrator Bas van de Haterd tells you the case of hiring air traffic controllers and how they got to 160% increase in quality of hire, while lowering their requirements on education. By using technology to test all applicants they were able to better select candidates and they learned that educational success had very limited correlation with the qualities you needed to have to become a great air traffic controller.

In this case study Bas van de Haterd tells you about an old award winning case from the Airport of Schiphol. It's about a recruitment marketing campaign actually from some years ago, but that still holds it's place. The excellence of this campaign was that is started with persona's, and really did what you are supposed to do with persona's, personalise the campaign based on them. So different ads, with different photo's, different motivators to want the job and different landing pages that corresponded with the ads.

Talent Savvy presents case studies, short description of cases that we think are too good not to share. In this case study one where narrator Bas van de Haterd was personally involved, hiring in (very) niche communities. How do you know about them? (Spoiler: the people doing the job) How do you get involved with them? (Spoiler: you don't, others do) And how do you get your non recruitment staff to help you identify them?

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Smeißer discuss the most important developments in the European Talent Acquisition market for July. These monthly wrap ups will look back at the most important developments around Europe that influence TA. In this episode we talk about - The new immigration laws in Germany, especially focussed on filling skills gaps - The increasing interview cycles and times to hire. - The bankruptcy of HR tech firm Brandchart - The HR tech funding market in general - New funding for several HR tech firms like Propel, Settly and StellerUp

You co hosts this week are Bas van de Haterd, Marlies Farril and sofia Broberger. This week we talk review sites, like Glassdoor. How do we deal with it as recruiter? The article we reference is: https://www.careerfair.io/company-reviews We of course will not promote fake reviews, but how and who do you as to do a review? Hoe do you use it as a review tool? Can you point to certain departments that are not giving the candidate a great experience. And we disagree on the future of reviews and review sites in the age of ChatGPT. Not just in writing reviews, but also in analysing worker sentiment.

In this episode Oana and the new co host Martin Dangerfield review the year so far. What's going on in the world of talent acquisition? Is it doom and gloom? When do we expect things to change and how will they change?

In this episode Matthias and Alexa talk setting up TA teams when scaling up your company. What type of roles do you prioritize at what point? How many people do you need for jow many reqs? How do you report to senior management?

In this weeks episode Bas van de Haterd, Kelly Robinson and Marlies Farril talk about several things. Kelly starts with a few Linkedin tips he learned from a report by pager. Download the entire report here: https://paiger.co/linkedin-algorithm/ The topic we talk about is fixing staffing shortages and we talk about the award winning case by Schiphol. Where they basically fixed the problem in a way most companies can if they want to. Be decent to candidates: Call them in a day, or two, and they also used a very smart, again candidate centric, advertising strategy. We dissect the case and see how Schiphol managed to go from hours of waiting for security and canceling flights to a fully staffed airport in just 6 months. The Dutch article on Schiphol's winning the Werf& award. https://www.werf-en.nl/schiphol-eiffel-partou-en-dji-winnen-werf-awards-2023/

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Schmeisser talk about generative AI and ChatGPT in particular and the expectations we have on new products that suppliers will come up with in the next 6 to 12 months. We'll be talking about what we expect from AI to change for TA. An episode that might actually be inspirational for many providers. We talk how Generative AI can leapfrog the companies with technical debt to the front of the pack and how it can help companies that don't have all their data in order yet. We talk about where generative AI can help us become better, what we hope our providers of the current tech stack will add and, to use the words of Oana, how we can get promoted faster (if that is our goal). The newsletter we mention on the 4 stages of the use of generative AI in recruitment by Hung Lee: https://www.linkedin.com/pulse/week-recruiting-issue-111-hung-lee/ The HBR Ideacast podcast: https://hbr.org/podcast/2023/05/how-generative-ai-changes-productivity

In this weeks podcast Kelly Robinson talks with Alex Churchill They talk about why internal recruiters are better than external one Why Employer branding is essential What AI will and will not do for recruiting The base for this weeks discussion is the Linkedin Talent Insights report 2023. The Linkedin talent insights report that's being discussed: https://business.linkedin.com/talent-solutions/resources/future-of-recruiting

In this episode Oana, Sofia and Michael talk about quality of hire The article Oana references https://directionallycorrectnews.substack.com/p/people-analytics-primer-quality-of

Since there is still lot of talk about a recession looming, we thought we'd reply an episode recorded last year in June when there was lots of talk about a recession as well and how should you as a recruiter handle this. In this weeks episode Bas is joined by Kelly and Sofia to talk about recruiting in a recession or downturn.  First we'll talk about the question is a recession is imminent. The short answer is: it seems that way but it won't be as bad as we've seen before because there are still so many jobs.  Then we talk about what to do in these times if you are still hiring. Do you hunt people in companies in turmoil? What can you expect from people on the 'let go lists' and how has this world changed over the past years.  The short answers are: it's changed a lot and Sofia has, as always, good insights from a practitioners stands.  News items that come up are:  Elon Musks's return to the office: https://www.bbc.com/news/business-61666339 Layoffs at so many companies:  Klarna: https://www.bloomberg.com/news/articles/2022-06-01/klarna-ceo-s-linkedin-post-hailing-fired-staff-divides-opinion Getir: https://www.freightwaves.com/news/getir-laying-off-thousands-of-workers-cutting-expansion-plans TomTom: https://www.businessinsider.com/tomtom-gps-navigation-tech-layoffs-employees-maps-unit-2022-6?international=true&r=US&IR=T Layoff tracker by Techcrunch: https://techcrunch.com/tag/layoffs/?guccounter=1

This week we have a rerun from an earlier episode from august 2022. In this episode Bas, Olga and Matthias discuss strategic TA metrics.  Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24.  The article that's the basis of our discussion is:  https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/ We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world.  Items we'll be talking about are among others: + Measuring is more important to understand what's wrong instead of who to blame+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding) + Set more culture-driven metrics (diversify company culture) + Projection of skill gaps to the fill the gaps in the future+ Employee Engagement to connect with why people leave or on how long to onboard

Scenario planning are answering the big 'what if' questions. It's not just the likely scenario, the most common what if's, but also highly unlikely. Only one company in the 1970's had scenario's on 'what if OPEC limits oil severely'. That was Shell, that profited from the crisis and became the worlds largest oil company. In TA we don't do enough scenario planning and most people don't even know what it means. So in this episode we try to do in 30 minutes what normally takes half a day to a full day. And we only look at one option, while a good scenario plan has several. In this episode we answer the question: We work at a large retailer in Germany. What if hourly work is outlawed? The reason we chose this is that on the one had, it seems far fetched and outrages, on the other had, the Dutch have just initiated a law basically doing just that. What are the option a large retailer than has? We discuss them, see pro's and con's and come to a conclusion. Again, this is all in a pressure cooker style, while a good scenario planning exercise usually lasts between half a day and a day and has several people with different backgrounds in the teams.

In this weeks episode we try something new. Kelly interviews Jim Durbin, aka the Indeed whisperer. Jim trains people on using software, basically Linkedin and Indeed. Understanding Indeed saves you a lot of money in advertising. This episode is full packed with advise from a trainer on using Indeed, Linkedin and other 'recruiting software'. Connect with Jim via: https://www.linkedin.com/in/jimdurbin/

This week we talk Strategic Recruitment and becoming a strategic department. The base for todays conversation is the newsletter by Kevin Wheeler: https://fotnews.futureoftalent.org/p/why-has-recruiting-been-hit-so-hard The podcast where Matt Alder with Kevin Wheeler we mention: https://recruitingfuture.com/2023/03/ep-505-accelerating-change/ We talk about how you can get the respect from the board. We talk about system integrations, not technically, but mentally. Should learning and development be part of TA or at least be our best friends? We talk about total talent acquisition and embracing the gig economy. We talk about scenario planning. Why do we not have scenario's ready and know how to act on outside influences. Why was there no scenario ready for raising interest rates? Or dropping interest rates. Or a bird flu pandemic? Or whatever event might happen. Four steps to take to become more strategic.

In this podcast Olga, Michael and Sofia talk about hybrid, remote and back to the office policies. Sofia works for a full office organisation and wouldn't want it any other way. Olga works full remote and wouldn't want it any other way. Michael works hybrid with 2 days a week in the office. The article mentioned in the podcast by Michael: https://hbr.org/2022/11/revitalizing-culture-in-the-world-of-hybrid-work?registration=success

In this episode Bas, Olga and Dez talk about bias in algorithms.  We talk about ChatGPT and the research about bias in their job descriptions.  The Danish article we reference on bias in ChatGPT: https://bootstrapping.dk/ny-forskning-drop-chatgpt-hvis-i-bekymrer-jer-om-inklusion/?fbclid=IwAR3HGFVikzo1daoykxOLIippwmrCp7P5GWL-fZiEoGw4OS--gQXtlRrfi6I The Textio article on bias in ChatGPT: https://textio.com/blog/chatgpt-for-hr-4-questions-to-ask-before-you-buy-a-new-ai-tool/103481698366 We talk about bias in programmatic advertising and Facebook advertising. Also we talk about bias in selection. And we reference workday being sued on a bias in their algorithm.  The article on workday being sued: https://www.theregister.com/2023/02/23/workday_discrimination_lawsuit

In this episode Matthias, Akbar and Sofia talk about Bias in hiring. They go through the entire proces from Intake meetings, sourcing of candidates, to selection and the hiring decision and talk how bias can creep in and what role there is for TA to combat this.  The show is full of advice on how to combat bias on every stage of the recruitment process.