Whooooosh, what a show. Sofia Fahlman and Benja Kesler brought energy and some real tactical insights to help recruiters become more successful. There's a few lightbulb moments on this episodes, like sourcing with content, which makes a lot of sense, and is probably something you should test today.
I had an interesting call before Christmas about intake meetings with hiring managers. It felt like an opportunity to talk about what goes on in the intake meetings that I have, why it's important to get the broader team involved and how insights are way more valuable than some of the generic stuff.
The surprise cost of launching a podcast. In this episode, podcast professional, Agnes Bilik , talks about the three fundamentals of podcast production: recording, editing & promo. This episode talks exclusively about the tools that you can use to kick your podcast off in the early days, the actual cost attached to testing this channel and why it's crazy to sleep on the opportunity. Get all of the insight you need to make your podcasting adventure for talent attraction as simple as possible....
Hosted by: Nathan Jefferson, Freelance Recruiter // Connect on LinkedIn. Guest: Agnes Bilik, Podcast & Brand Professional // Connect on LinkedIn . --- Podcasts as an attraction channel are largely avoided by recruitment teams. Agnes Bilik talks about the real mistakes teams make, unrealistic expectations and the huge benefits. We also talk about why this untapped channel isn't taken more seriously. Honestly, the answer and the potential will astound you. There are 3 really clear use cases fo...
Start - 7:50: It all got a bit philosophical. 8:00 - 12:10: Just ship it. 12:15 - 15:40 Is candidate experience really an attraction lever? 15:45 - 16:45 The existence of perception. 17:20 - The EB chat is too soon for most companies. 18:25 - 20:10 All in on candidate experience driving results. 20:15 - 22:10 The art of beautiful copy. 27:11 - 29:15 Aim for shares. 30:00 - 32:45 Subject experts could unlock a candidate experience network effect. 34:10 - 35:55 The causes of an interview process f...
Small talk: 00:30 - 4:00 What is EB there to do: 6:26 You don't control the narrative when 'the product' has emotions: 9:16 Is EB really just a surface-level exercise in its current format: 11:10 Signals from a business perspective: 14:35 The in-house EB person who thinks EB is done: 15:45 New role in recruiting: 17:55 Recruiters should be learning the fundamentals of content marketing: 21:30 One opportunity for EB people: 29:30
Employee referrals comfortably represent one of the most successful levers that you can pull today to help sort attraction. We're breaking down with we should go into a referral programme with a new mindset. And, ironically, whether this thing should even be a referral programme given how much people inside/outside of the business can influence people to join with varying degrees of success. Referrals have always been about the people you know. The influenced model brings into question the oppor...
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This is the latest episode of The Content Recruiter. Want us to cover a specific topic? Message me: nathan@peoplepipe.io
This is episode 9 - yikes - nearly double figures. Thanks for sticking with us. We chatted about a recent survey which shows that a significant amount of LinkedIn users think the platform is too spammy, why the riches exist in ideal candidate feedback and what future recruiter skills could look like (it ain't cold sourcing!).
Why are recruiters obsessed with fighting against industry perception versus improving things? Should HR get out of the way from the top of funnel/attraction activity? Why Dominic McGregor was right(ish).
What would happen if you had to cut off all cold outbound sourcing tomorrow? In this episode we're intentionally trying to break recruitment convention. We spend 40 minutes just talking about hypotheticals. How could new ideas work? What if we took this approach to creating talent demand? The intention here is to get TA teams out of their reactive bubbles, in front of the team and sharing new ideas that they can test quickly.
We're joined by Matthias Schmeißer, Director, Talent at Beamery to talk about what TA teams should be measuring in 2022.
There's so much change happening in recruitment, and it's giving recruiters a huge competitive advantage if they can just take it. People are discovering opportunities in different, and so you really should start questioning whether conventional job board platforms should be sucking up huge budgets to drive candidate discovery. EB? They're set up to fail. It's not realistic to expect 1 or 2 people to create diverse talent demand across a host of business functions when most needs come from a rea...
The answer? That's a resounding yes. Over the last 12 months we took the decision to stop posting jobs on job boards and to stop going cold outbound to attract tech talent. It was way too much of a time sync for us to compete against so many other competitors. We didn't want to play the volume game. It became the intention game. Our intention was very clear: serve the people that you want to hire with valuable content that can showcase what it's really like to work in a business. Thanks, as alwa...
Sourcing is a useful tool in the recruiter's box of tricks, but some have become way too dependent. We spend so much time dropping cold outbound messages to people who don't care. The model is optimised for quantity. To amplify the challenge, vendors are creating more software to automate the broken process. So what should recruiters strive for? Spoiler: Sourcing + Brand.
Hey recruiters, this is episode 2. Welcome! This week we're talking about a topic that could be pretty divisive. Quality v quantity. Why we think recruitment teams are tipping the scales too far in support of a quantity mindset and how they should bring it back to focus on driving more quality-based interactions with niche audiences. In short: there's way too much cold sourcing going on without any brand activity. Thanks for listening.
Time to hire, cost per hire and quality of hire. Most recruiters will have these metrics printed into their minds. Us? Well, we hate them. We think they're tough to measure, they drive the wrong behaviours and they can be pretty damaging to the people you're trying to hire. What's the alternative?
