Podcasts about recruiting brainfood

Sourcing Automation: What can be done in 2025?   Finding and engaging candidates more efficiently remains the No1 concern of recruiters the world over - nothing gets more clicks on the Recruiting Brainfood newsletter than cool new ways! And in 2025, there are so many things we can do - perhaps no time since the beginning of the web era have we seen such an opportunity to massively scale up our sourcing efforts.   Let's see what leading experts in the European sourcing scene have to say about the Sourcing Automation in 2025. What can we do - and are we actually doing it?   - Finding candidates - Enriching candidate data - Pulling email / phone data - Automated, personalised outreach - Automated, multi-channel drip campaign - DIY vs Vendor integrated - How much time saved? - Sourcing outcomes....does it bring results? - GDPR: are we breaching all over the place?? - Candidate experience....what are we seeing? - How long before automation scales outreach to far too noisy levels? - Best targets to apply sourcing automation techniques - Won't your ATS do this all anyway?   All this and more with with Alexey Geht, Talent Sourcing Lead (Added Value), Alla Pavlova, Recruiter (Riot Games), Kanwar Singh Kohli, Global Talent Leader (Booking.com) & friends     We are on Friday 11th April, 1pm BST   Register by clicking the green button and follow the channel here (recommended)     Ep301 is sponsored by our friends at Metaview   Run an intake meeting for a new role and automatically get a perfectly-tailored, on-brand, and compliant job post based on the conversation.

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro? ApplyPro will read your CVs and provide a shortlist of relevant applications. Give it a try for FREE at ⁠⁠⁠applypro.co.uk/contact/⁠⁠⁠ and put talentandgrowth in the Message. ------------------------------------------------------------------- It's here. Episode 250. We are joined by the legend Hung Lee. Takeaways The emotional state of talent acquisition professionals is influenced by their sense of agency. Technology presents both opportunities and challenges in recruitment efficiency. AI is advancing rapidly, outpacing current responses to its impact on jobs. Political changes can have significant effects on the talent acquisition landscape. The number of recruiters may decrease as AI takes over traditional tasks. In-person connections remain valuable in a world increasingly dominated by AI. Candidates will continue to seek flexibility in their work arrangements. Companies that offer a balance of remote and in-office work will attract talent. Building a strong network is crucial for recruiters in the AI era. Personal branding will become increasingly important as AI-generated content saturates communication.

This week on TaPod we report directly from SmartRecruiters Hiring Success APAC in sunny Melbourne. And we have a couple of BIG Guests… Rebecca Carr – Global CEO of SmartRecruiters and the Tay Tay of TA - Hung Lee from Recruiting Brainfood. We talk the evolution of the ATS, the proliferation of AI and a helluva lot more. This is one of those episodes that demands you skip your weekly dose of The Joe Rogan Experience, or Mummamia and find some time for your friends at TaPod. We promise you'll walk away smarter! Thanks to SmartRecruiters for your continued support.

Hung Lee is a recruitment leader and the Editor of Recruiting Brainfood, the industry's leading newsletter, as well as the founder of the award-winning online recruiting platform WorkShape. With over 15 years of experience, Hung has focused on AI, blockchain, the future of work, employer branding, tech hiring, and diversity & inclusion. In this episode, we explore his insights on how AI is reshaping the recruitment process and discuss what it could mean for the future of hiring. Special thanks to our sponsors:Alderson James https://aldersonjames.com/Metaview https://www.metaview.ai/

Editor of leading industry newsletter Recruiting Brainfood.Hung is a recruitment industry professional with over 15 years experience as an agency recruiter, Recruitment manager, Internal Head of Talent, recruitment trainer, founder of award winning online recruiting platform WorkShape and now Editor and Community builder at Recruiting Brainfood - the best weekly newsletter in recruitment.Shownotes00:00 - Intro & Context12:30 - Recruiters' Key Skill: Adaptability.20:45 - Yearly Predictions in Recruitment.45:10 - Growth of the "Recruiting Brain Food" Newsletter.LinksGuest Linkedin: https://www.linkedin.com/in/hunglee/Recruiting Brainfood: https://www.recruitingbrainfood.com/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

TALENT TRENDS REPORT: SOURCING IN 2024   Sourcing has returned to being a hot topic in 2024 in light of the recent restrictions on Linkedin data which may be significantly altered the efficacy of previously reliable sourcing techniques. We've had the expert sourcing view - lets now look at what data can tell us as CRM / ATS provider Ashby takes a deep dive on actual recruiter behaviour on their platform .   Find out about:   - Outreach volume change over time - Candidate response rates to recruiter outreach - segmented regionally, sectionally, chronologically - Ideal message length to response - Frequency of contact per response - CRM activity mapped to ATS data - Difference between top performing recruiters and employers and the rest of the pack - Impact on hiring volume on candidate experience   All this and more, we bring in Community & Talent Advisory Lead Willem Wijnans to lead us through the findings of this latest report.         Ep248 is sponsored by our buddies Ashby     Ashby is what an ATS should be: an integration of sourcing automation, AI-supported outreach sequencing, native interview scheduling, a searchable CRM, and advanced analytics – all in one ATS++ system. That means better data, less context switching, and more streamlined workflows.   Chosen by over a thousand companies, including Quora, Docker, Ironclad, and Multiverse, Ashby stands out as the top-rated ATS on G2. It is renowned for its real-time and reliable reporting, the ability to centralize the entire hiring process, and unparalleled customer support.   Elevate your recruitment process with Ashby:   Subscribe to their Talent Trend Reports for in-depth analysis and industry benchmarks from over 14 million jobs. Tune into the Offer Accepted Podcast for strategic insights from leading industry experts. Join their Live Product Demos, conducted by seasoned TA professionals.   As a special offer for Recruiting Brainfood readers, the first 50 demo bookings will receive an exclusive 20% discount for their first year with Ashby. Book your demo here.

LINKEDIN X-RAY: DEAD OR DYING OR WHAT?   Using a search engine to 'X-ray' an ostensibly closed social network is the quintessential activity of a sourcer. You could probably argue that the entire sourcing discipline emerged as a result of recruiters discovering sophisticated ways to interrogate a system to retrieve information about potential candidates.   Consequently, the news that LinkedIn had begun to suppress important biographical data from being crawled by search engines (especially Google) brought alarm to the entire recruiting community.   We need to come to the bottom of it, so we're bring together expert sources from around the world together to share information on the state of LinkedIn X-Ray   - what has changed from the latest update? - what can be seen / can't be seen using the old techniques? - is this search engine specific or are all search engines no longer able to see this information? - what does this mean for people aggregators / data enrichers? - what are the workarounds? - what are the implications for sources?   All this and more as we try to figure out the future of sourcing with Marcel van der Meer, Global Sourcing Trainer, (Klikwork), Irina Shamaeva, Partner (Brain Gain Recruiting), Alla Pavlova, Recruiter (Riot Games), Mike Santoro, Talent Sourcing, (AllSearch) & Balazs Paroczay, Founder (The Source Code Agency)         Ep245 is sponsored by our buddies Ashby     In this week's Recruiting Brainfood, we spotlight Ashby. Ashby is what an ATS should be: an integration of sourcing automation, AI-supported outreach sequencing, native interview scheduling, a searchable CRM, and advanced analytics – all in one ATS++ system. That means better data, less context switching, and more streamlined workflows.   Chosen by over a thousand companies, including Quora, Docker, Ironclad, and Multiverse, Ashby stands out as the top-rated ATS on G2. It is renowned for its real-time and reliable reporting, the ability to centralize the entire hiring process, and unparalleled customer support.   Elevate your recruitment process with Ashby: Subscribe to their Talent Trend Reports for in-depth analysis and industry benchmarks from over 14 million jobs. Tune into the Offer Accepted Podcast for strategic insights from leading industry experts. Join their Live Product Demos, conducted by seasoned TA professionals. As a special offer for Recruiting Brainfood readers, the first 50 demo bookings will receive an exclusive 20% discount for their first year with Ashby. Book your demo here.

We're starting 2024 with a bang, as we dive head-on into some of the most controversial questions TA teams must find an answer to this year with Recruiting Brainfood's Hung Lee. Before you switch off, this is not another 2024 trends report. Instead, it's a thoughtful, deeply considered, scarily accurate deep dive into the reality facing TA teams this January… with some uncomfortable truths that the less disruptive among us might not want to hear. With a community of more than 60,000 recruiters at his fingertips, if anyone has their finger on the pulse of the reality for TA teams… it's Hung. Here are the big questions that put TA teams into very uncomfortable ground…

Enjoy this thought-provoking conversation with Hung Lee, founder of Workshape.io and the popular Recruiting Brainfood newsletter. In this insightful podcast episode, we delve into various aspects of the recruiting landscape, including the state of the market, the impact of generative AI on talent acquisition, and the future of recruiting in the face of technological advancements. Hung Lee shares his expertise and predictions, discussing topics such as the hesitancy in adopting AI due to the lack of policies, the potential productization of recruiters, the role of AI in skills assessments, and the challenges posed by bias in the age of AI-enabled job seekers. The conversation also touches on the evolving nature of the hiring process, the legal implications surrounding AI in recruiting, and the need for policies to navigate the ethical dimensions of technology. Amidst the uncertainties, Hung Lee highlights opportunities for recruiters to thrive by leveraging relationships, adapting to communication transformations, and tapping into crowd intelligence. The episode offers a dynamic exploration of the future of recruiting and the critical role recruiters play in this rapidly evolving landscape.GUESTLinkedIn: https://www.linkedin.com/in/hunglee/Recruiting Brainfood: https://recruitingbrainfood.substack.com/SPONSORCrosschq: https://www.crosschq.com/OUTLINEIntroduction (0:00 - 1:43)Recruiting Landscape in 2022 (1:43 - 3:40)State of the Market and AI Trends (3:40 - 14:49)AI Adoption and Experimentation (14:49 - 17:40)Operationalizing AI in Talent Acquisition (17:40 - 18:10)Productizing Recruiters (18:10 - 19:45)AI Skills Assessments for Candidates (19:45 - 21:58)Interviewing Candidates and AI Tools (22:11 - 23:54)AI-Enabled Job Seekers (23:54 - 25:30)Rehabilitating Bias in Recruiting (25:30 - 34:07)Policy and Guardrails for AI in Recruiting (34:07 - 38:54)Challenges for HR Tech Companies (38:54 - 41:19)Closing Thoughts on the Future of Recruiting (41:19 - 44:11)PODCASTHost: Jake Paul, https://www.linkedin.com/in/jacobgpaul/ Co-host: Will Ducey, https://www.linkedin.com/in/willducey/ Website: https://www.timetohire.xyz/

This series, I'm sharing insights from my book Work/Life Flywheel.In this episode, I explain why the only way to grow is by making many small experimentsChapter Summary:Imposter syndrome can breed humility, help you appreciate how others support your ambitions, and spur you on to succeed.Innovating requires frequent failure as you push the boundaries of what's possible.Learning fast is crucial as you develop a culture of experimentation in your work/life.Use testable hypotheses to help you measure the effectiveness of your experiments.Instead of obsessing about outcomes, concentrate on guiding principles and what you can control.Starting new projects often depends on doing new things and learning on the job, but always keep your ‘north star' in mind.A determination to learn quickly will give you the knowledge and inspiration to create bigger and better things.LINKS:Book Ollie to speak with your teamOllie's LinkedInFuture Work/Life NewsletterWork/Life Flywheel: Harness the work revolution and reimagine your career without fear, is out now. You can order your copy HERE (UK) or HERE (US).Here's what Hung Lee, Curator of Recruiting Brainfood, has said about it:"There isn't a person out there that hasn't thought about radically reinventing work and life. What's been missing is an accessible guidebook to transform desire-to-action and action-to-outcome. Ollie Henderson's Work/Life Flywheel sketches out a framework for thinking about transformation, bringing the lessons to life with his own personal journey, along with expert insight from industry figures who have themselves gone on idiosyncratic paths to successful unconventional futures. Fantastic read, and essential for anyone thinking about career change." Hosted on Acast. See acast.com/privacy for more information.

Dans un environnement professionnel en constante mutation, la convergence entre la technologie, le bien-être au travail et l'innovation est devenue un enjeu crucial. Et comment l'intelligence artificielle redéfinit la manière dont nous envisageons nos carrières et notre équilibre de vie ?  Selon notre invité, la question fondamentale que pose l'IA, c'est : quelle est la valeur que je crée ? Contrairement aux idées reçues, l'IA menacerait plutôt les “cols blancs” que les métiers du care qui souffrent d'une pénurie de main-d'œuvre. On pourrait alors réorienter la valeur différemment au sein de son organisation..  L'invité : Samuel Durand est auteur, réalisateur, entrepreneur et consultant sur le futur du travail. Lui qui n'a jamais été salarié, au fil des rencontres, il est devenu LA référence : tous les ouvrages francophones consacrés au sujet renvoient vers ses travaux. Du moins, tous les ouvrages qu'il n'aurait pas signés lui-même… Les time codes : 3''10 : L'actualité de l'invité 5''00 : Comment tout faire ? 11''40 : Son année en 30 secondes 14''20 : La genèse de la série documentaire 19''40 : IA et bullshit jobs 25''50 : Que faire des gains de productivité ? 34''20 : Une responsabilité partagée 42''20 : L'éthique de l'IA au travail 47''00 : Laisser l'IA décider ?  52''50 : Les itv du docu 58''00 : La BD 1''05''20 : L'anecdote de l'invité  1''08''20 : Les recos de l'invité Pour aller plus loin : Épisode  #02 - Explorer le monde du travail, avec Samuel Durand Films # Work in progress, documentaire de Samuel Durand # Why do we even work ?, documentaire de Samuel Durand # Time to Work, documentaire de Samuel Durand Livres # Work in progress : Et si on travaillait autrement ?, bande dessinée de Samuel Durand et Sophie Streichenberger # Work in progress : Mais pourquoi j'irais travailler ?, bande dessinée de Samuel Durand et Sophie Streichenberger  Autres # Billet du futur (newsletter) # Recruiting Brainfood (newsletter) # Notion (outil pour l'organisation) Pour découvrir tous nos épisodes, c'est par ici si vous préférez Apple Podcasts, par là si vous préférez Deezer, ici si vous préférez Google Podcasts, ou encore là si vous préférez Spotify. Et n'oubliez pas de laisser 5 étoiles et un commentaire sympa sur Apple Podcasts si l'épisode vous a plu. Lundi au soleil est un podcast produit par Orlane Tonani Guéguen. 

Alla Pavlova, is an Interim IT Recruiter based in Amsterdam. Passionate about technology, Python programming, computer games, and space exploration. She has shared her insights through talks and interviews on platforms like YouTube and Recruiting Brainfood. Currently, focused on sourcing top talents for Riot Games, coaching sourcing teams, crafting exceptional candidate experiences, building the Slack Community in Amsterdam, and hosting WAN-party sessions for sourcers across different countries. Proudly recruited for Riot Games and spoken at various conferences like Sourcing Summit, SOSU Tech, SourceCon, VanHackCon, and HRTX. Connect with her through email, website, Twitter, or YouTube for engaging in discussions on tech and recruitment.Shownotes02:00 - Sourcing & Recruiting in the gaming industry10:10 - Sourcing in 2010 vs 2015 vs now12:10 - Creative ways of sourcing24:10 - Diversity sourcing32:10 - Sourcing KPIsAlla Linkedin https://www.linkedin.com/in/allapavlova/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

This week's guest is Rob Sadow. Rob is the CEO and Co-Founder of Scoop and is recognised as a LinkedIn Top Voice on flexible work.Scoop is a software company that enables hybrid employees to make better decisions on where and how they spend their time. They also create the Flex Index, the global repository of company office requirements. Flex Index covers more than 6,500 companies across 45,000 offices, and their most recent report was released yesterday - you can download a copy of Flex Report: Fortune 500 here.Ollie and Rob discuss:The latest hybrid work data and trendsThe challenge of upskilling managers to support new work modesHow different organisations approach the personalisation of work schedulesScoop's journey from a product focused on commuting to addressing hybrid workHow Rob thinks about the evolving role and meaning of communityLINKS:Scoop's websiteFlex Index websiteRob's LinkedInBook Ollie to speak with your teamOllie's LinkedInFuture Work/Life NewsletterWork/Life Flywheel: Harness the work revolution and reimagine your career without fear, is out now. You can order your copy HERE (UK) or HERE (US). Here's what Hung Lee, Curator of Recruiting Brainfood, has said about it:"There isn't a person out there that hasn't thought about radically reinventing work and life. What's been missing is an accessible guidebook to transform desire-to-action, and action-to-outcome. Ollie Henderson's Work/Life Flywheel sketches out a framework for thinking about transformation, bringing the lessons to life with his own personal journey, along with expert insight from industry figures who have themselves gone on idiosyncratic paths to successful unconventional futures. Fantastic read, and essential for anyone thinking about career change" Hosted on Acast. See acast.com/privacy for more information.

Was HUNG LEE mit Indiana Jones zu tun hat. Und wie er die Themen Demografie, Digitaliserung und Wertewandel bezogen auf Recruiting und international einordnet, erfährst Du in dieser Folge.

In this episode, Neil Carberry, REC Chief Executive, talks to Hung Lee, Recruitment expert and Curator of Recruiting Brainfood. They discuss the shift in recruitment practices due to the emergence of digital platforms and the skills recruiters will need in the new world of technology. In this episode, you'll hear about: The influence emerging digital platforms and social media has on recruitment. The key skills of a recruiter in this new world. What the Brainfood community is highlighting about the direction of travel

Remote work is a big, divisive topic right now. Some think it's the future, while others think it was an experiment gone wrong.But it's also not the only way to attract top talent. And the equation for doing so has only gotten more confusion as a myriad of trends intersect, from layoffs to emerging technologies like AI.So how can companies navigate this storm and truly attract the talent that matters? Listen in to find out.Topics Covered:00:00 – Introduction03:26 – What it takes to attract top talent in 202306:36 – What employees really care about14:13 – Positives and negatives of benefits17:32 – Generational differences27:44 – Will the return to office work?34:35 – Differentiating through benefits38:35 – Advice to attract top talent44:16 – Closing thoughtsResources:A-Team study referenced:https://www.a.team/mission/college-grads-surveyiCIMS study referenced: https://www.dropbox.com/s/2q3hepreozaurte/iCIMS-Class-of-2021-Report.pdfMost recent iCIMS study: https://www.icims.com/wp-content/uploads/2022/08/iCIMS-2023-Workforce-Report-FINAL.pdfFind AJ on Twitter: https://twitter.com/ItsAJThomasFind Rob on Twitter: https://twitter.com/RobFrohweinFind Hung on Twitter: https://twitter.com/HungLeeCheck out Keep Financial: https://keepfinancial.com/Check out Recruiting Brainfood: https://www.recruitingbrainfood.com/

In this episode, we're joined by Hung Lee, Curator of Recruiting Brainfood and the go-to voice in Talent in the UK. Hung joins us to discuss what 2023 and beyond has in store for the recruitment industry, his predictions around AI, and the role of building a community for recruitment businesses and plenty more! Enjoy.

In our debut episode, Perry sits down with Hung Lee, Founder of Recruiting Brainfood. They discuss what is shaping and changing the world of talent acquisition.

In this episode, Chris catches up with Hung Lee, Curator at Recruiting Brainfood and the go-to voice in Talent in the UK. They reflect on the implications of a turbulent year for global businesses and politics and what ‘hostile deglobalisation' means for recruitment, covering whether or not they feel mass layoffs in the tech sector were inevitable. Looking ahead to 2023, Chris and Hung discuss predictions around AI and Chat GPT, the role of community building in talent acquisition and why ‘recruitment influencers' could be a growing trend. Tune in to hear their reflections, predictions and advice to current TA leaders. This episode is sponsored by ⁠Talentful ⁠- Subscription talent solutions for the world's most innovative

Hung Lee is the  editor of the leading industry newsletter Recruiting Brainfood and with over 20 years in the business of hiring people he has worked with and acts as the confidant of the best in the industry. In his role, Hung has a unique helicopter view of the recruitment space across industries, markets and niches.It is thus no surprise that when he speaks people take note.In this episode we discuss:1. How has recruitment changed over the last 10 years2. What changes have have there been in the leadership and executive search segment3. How has the importance of nurturing relationships with candidates changed and how can companies get better at this.4. What is the difference between recruitment, talent acquisition, headhunting and executive search and when is one better than the other.5. At what point do you decide to use an external agency vs your inhouse talent team.6. How has the introduction of technology/AI into recruitment & executive search changed things.And much much more!Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog

Adam Gordon has been in recruitment for 23 years and was the founder of the first recruitment automation solution, Candidate.ID, which he sold to iCIMS in March 2022. Adam then became the Vice President of Marketing Automation Technology for iCIMS. Adam is also the Co-Host of Recruiting Brainfood. Candidate.ID, recently re-named to iCIMS Marketing Automation, allows talent acquisition teams to become far more efficient and effective in getting their employment brands and opportunities in front of candidates. Instead of blasting the same email to all candidates, marketing automation systems like Marketo, Pardot, and iCIMS Marketing Automation automatically send different emails to different candidates depending on factors such as which emails they open and when, which links within those emails they click, and what content on the career site they engage with. Recruiters are notified when a candidate of interest then engages with enough of the right contact so recruiters get to spend far more of their time with candidates who are already interested, instead of having to first determine which candidates might be interested. Learn more about your ad choices. Visit megaphone.fm/adchoices

Somehow we have got to 100 Episodes of Talent & Growth, and what better way to celebrate than welcoming back Mr Recruiting Brainfood, Hung Lee. We covered: The state of the market in 2022 What we need to prepare for in 2023 The impact remote working is having on how businesses attract and recruit talent The motivations of talent who are moving jobs Which areas of branding should businesses focus on to attract the best people The results of the four day work week trial and what it means for the UK moving forwards The reality of the rise in fake interviews and the impact AI could have What tech is exciting Hung right now What the best recruiters are doing in this market to be successful Contact Hung here - Hung Lee

Is Boolean Broken? Latest update from Google   It's been 10 years since the sourcing community really started to separate itself as being distinct from 'recruiter'. In that time, the sub discipline has been a place of investigation, discovery, enhancement and close-to-magical tricks to get outcomes beyond those available to 'normal recruiters'   Nobody has been a more significant populariser of sourcing than Irina Shamaeva - whose blog Boolean Strings has been regularly featured in Recruiting Brainfood, and has by conservative estimate personally trained hundreds of sourcers around the world. So when Irina has a problem with how Boolean search works on Google, even the Google product team pay attention!   - What is Boolean search and why is it important for recruiters? - How has this changed on Search engines? - Why are google changing how search works? - What techniques can be used to gather results which Google now hides or misses? - What practices should recruiters adopt if Google continues down this path? - How does Boolean compare with other search engines?   Essential to watch this one folks - 99% of online sourcing is done first via Google.   We're with Alla Pavlova, Recruiter (Riot Games) and Irina Shamaeava, Partner,  (Brain Gain Recruiting)  . Ep180 is sponsored by our buddies HiPeople   HiPeople keeps your hiring data-driven, on point, and on time. Unlock your team's best hiring capabilities and improve your quality of hire with rich talent insights on your candidates. Know who to hire before you hire, discover how they work, and build the foundations for long-term success.   With a focus on assessments, reference checks, candidate experience, and quality of hire, HiPeople makes it fast and delightful for teams to make better hiring decisions. Book a demo and learn how HiPeople can help your organization hire the right people faster.

We're back with Brainfood Baked Fresh - 30 minute on air live review of the Recruiting Brainfood newsletter. Get ready to talk about - VC / Angel investor collapse confirmed - Hiring in a Distributed World - Women in Work 2022 Report - Pre-Columbian Meso American Jobs - More candidate fakery in the world of candidate fraud. Join us and come on screen if you have to discuss!

Welcome to Brainfood Baked Fresh, the Monday call in show where we discuss the contents of Recruiting Brainfood, Issue 314   Including:   - Bellingcats Hackathon Results - State of AI 2022 - Tech lay offs.....who exactly is being laid off? - UK Right to Work Checks - Global Culture Report - and a Dutch guy who won a court case which might have profound implications for employee surveillance technology....

Sourcing & Recruiting on Discord   Did you know Recruiting Brainfood has a Discord server? I was planning to use it for doing virtual events but never in the end did any virtual events so it basically has sat lying dormant ever since. And yet Discord has rapidly become one of the main places where interest communities come together to connect, share knowledge, meet each other and generally share community. What should we recruiters do about this?   - What is Discord? - How does it work, technically? - How is this different from Slack? - How do I find communities to join? - What is the etiquette upon entry? - How should recruiters behave in these spaces? - Scraping or Social Engineering? - What is the best tools for find Discord data? - Do you have the same profile across Discord servers? - Has anyone had any success hiring from Discord?   All this and more with w/ Wim Dammans, Talent Sourcer (Tennet) & Rosie Sherry, Founder (Rosieland, ex-Indie Hackers)

Back with Baked Fresh, the call in show where we take questions from readers of the Recruiting Brainfood newsletter, Issue 312. We'll be talking about  - Value of Weak Ties for Career Advancement - Candidate Fraud in Remote Working - Power Law of the Creator Economy - Figures Levelling Framework - Cool list of Resources for Tracking Layoffs And loads more!

We're back folks, after a three week hiatus!   Going to try and keep to this time but it is apparent with travel, covid and change of regnal eras, that we might not be as consistent as we want to be on this show!   Lets see how we go on this - we're review in the Sunday newsletter, with sneak peak content including:    How Does UpWork, Work? Redundancy as a path to Diversifying the Workforce? Golden Handcuffs or Indentured Service? Why Hiring for Clones is Good and Bad All this and more, in our weekly review of Recruiting Brainfood, Issue 311. Join us on Monday, click on the green button on the top right to register. 

We were honored to welcome Hung Lee, Curator of Recruiting Brainfood, onto the EMEA Recruitment podcast.  “We have to do a better job at aligning people to the work they are good at, the work they are passionate for and well compensated for. As a society, we have to get that right and, as a recruiter, we play a non-insignificant part in that.” This episode begins with Hung reciting the breakfast recipe he has consistently made for the past several years. Although this may sound like a tiresome meal to some individuals, Hung sees the value in routine; it allows him to spend his time and energy on the important things – a common theme we see in entrepreneurs and people in executive positions.  Paul Toms questions Hung about his passion and drive for the recruitment industry. We discover this came from an interest in how people work together, their motivations and ultimately how they operate, persuading him to study courses like Philosophy and Sociology at college. He adds that recruitment is both an art and a science.  Paul also questions Hung on the career path he would have taken instead of recruitment. He explains how, upon leaving university, there was little guidance. He acknowledges that, at the very early stages of a career, many people don't understand which career may suit them best. Hung references some of his own friends, who he credits on being hardworking and smart, but ultimately unhappy in their jobs.  Hung later shares a story from his recruitment career back in 2012. He remembers the defining moment of knowing when it was time to quit his job – the moment he became top biller at a recruitment firm.  “If you're not all in, that's when you are going to start failing. You have to be totally in – your passion is one of the reasons that makes you good at the job.”  Hung later shares his initial business idea and the reason why it was difficult to sell and how he addressed these issues. He gives his advice to anyone considering becoming an entrepreneur, his experiences on risk taking and puts forward the question: ‘How long can you stay in the ring?'.  He recites the three things he has learned from his own lessons, which people have to consider if they wish to be successful. These are:  Understanding your mental and financial burnout  Plan – but don't over plan  Revaluate your revenue model  Furthermore, Paul asks how Hung feels about being an entrepreneur with a successful idea. Hung is pleased and gives the audience an insight into how Recruiting Brainfood has developed, alongside Hung's need to serve the recruitment ecosystem further to continue to provide value. Additionally, during this episode, Paul and Hung talk about how technology has affected the recruitment cycle. Listeners will be keen to hear about the developments made in interview intelligence software and how implementing this into your recruiting service could give you a competitive advantage and a means to innovate, regarding efficiency, capability and credibility.  The episode ends with a discussion around the true cost of a bad hire and the importance of honesty from the candidate, recruitment agency and the hiring manager. If you wish to contact Hung, he recommends you sign up for the Recruiting Brainfood newsletter, which then will give you the chance to contact him via email: https://www.recruitingbrainfood.com/subscribe-now/  You can watch the full episode on YouTube:   If you're looking for a particular part of the episode, use the timestamps below: 01:35: Hung's breakfast concoction & thoughts on routine04:30: The last thing that made Hung smile 07:50: Hung's passion for recruitment 10:05: Alternative career paths Hung may have fallen into13:00: The moment Hung decided to quit17:15: 3 steps to consider when starting a business24:15: The creation of Recruiting Brainfood 27:30: How Recruiting Brainfood developed31:10: Interview intelligence software41:55: The true cost of a wrong hire & the importance of honesty48:40: How to contact Hung    EMEA Recruitment is a proud partner of international medical charity Operation Smile, which provides life-changing surgery to children and adults with cleft lip and palate. To help us create 100 new smiles through this partnership, please donate: https://www.emearecruitment.com/operation-smile   This episode is hosted by Paul Toms and Rose Jinks.  You can find out more about our recruitment services through our website: https://www.emearecruitment.com/ You can also follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ Visit LinkedIn if you'd like to connect with Paul: https://www.linkedin.com/in/paultoms/ Or you can follow him on Twitter: https://twitter.com/paul_toms   If you have any feedback on the EMEA Recruitment podcast, please get in touch with Rose: rose.jinks@emearecruitment.com   #emearecruitment #emearecruitmentpodcast #hunglee #paultoms #operationsmile #recrtuiment #recruitingbrainfood  

This podcast is sponsored by Lepaya. The concept of 'fractional work' is a hotly debated topic at the moment. We're in the middle of an evolving labor market and many business leaders and recruiters are looking at options to fill the long gaps for unfilled jobs. How to fill positions efficiently with the limited availability of resources and maximum results? The innovative, new idea of fractional work can be the solution. Filling in that tough position, while also increasing efficiency, advancing skills, and uplifting careers. The demand for fractional work is growing and is -up till now - still supply driven by specialists. What is fractional work, why is this concept a hotly debated topic and what are the pros and cons? We discuss this with the one and only Hung Lee, Curator of Recruiting Brainfood, the best weekly newsletter in recruitment. Hung refers to the companies Roleshare and Tandemploy. Take a look to learn more about jobsharing.

BRAINFOOD BAKED FRESH - EP1 - ISSUE 306 Introducing the new show, where we review the Recruiting Brainfood newsletter Issue 306 and pick out some highlights which were particularly interesting food for the recruiting brain...... 1. Big List of Recruiting & HR Events to Attend in 2023  2. THESE ARE THE OPEN SOURCE TOOLS RESEARCHERS SAY THEY NEED 3. THE BEST TIMES TO POST ON SOCIAL MEDIA (FROM 35 MILLION POSTS)  4. THE GRADUATE JOB MARKET HAS BOUNCED BACK  5. I GOT SCAMMED ON A JOB OFFER 6.RAF RECRUITMENT FREEZE FOR WHITE MEN 

LinkedIn Content Feed: What Recruiters Have Got To Know   For the past 5 years LinkedIn has been one of the preeminent places to create content and build audience. In fact, without LinkedIn, it is unlikely that Recruiting Brainfood would have got anywhere near the size it has. It is therefore essential for us recruiters to better understand who the content feed works, especially as LinkedIn keep on changing it!   That's why we're going to focus this show on the mighty content feed and how to get your content seen by as many relevant people as possible. You will learn   - Latest understanding on how the content feed works - Who sees your content and why - What the impact of followers, connections, subscribers and engagers is to your reach - Why it makes sense to continually build network - Why it makes sense to continually engage - Impact of various content types - Making sense of new LinkedIn post analytics - How to be a LinkedInfluencer (or not)   All this and more with the one and only Andy Foote, LinkedIn Content Strategist of global renown(!)     Ep167 is sponsored by our buddies Screenloop Screenloop is the Hiring Intelligence platform. Attract, hire and retain the best candidates faster and more efficiently than your competitors with Screenloop's platform.  Request a demo here

We are being joined by the brain behind Recruiting Brainfood, Hung Lee, for our upcoming roundtable and we're going to address some hard hitting questions. How do you deal with a divided office? How do different opinions on hot topics affect your recruiters and how you hire? What are some of the unintended consequences of the decisions your employees make when it comes to things they ‘shouldn't' speak about at work?

Having Hung on my podcast was a dream come true. I'm a personal big fan of all his content, from Recruiting Brainfood to This Week in Recruiting (links below). For our discussion together, we tried to address a topic that we felt was not enough covered in the HR world, almost a taboo: How to deal with politics at work. Should you take a stance as a company? Should you ban all discussions related to politics or social issues? We see that there is no easy solution - but we can take some inspiration from what companies have already tried: Coinbase, Gitlab etc. About Hung: - Connect with Hung here on LinkedIn: https://www.linkedin.com/in/hunglee/ - Subscribe to Recruiting Brainfood here: https://www.recruitingbrainfood.com/ - Subscribe to This week in Recruiting here: https://www.linkedin.com/newsletters/this-week-in-recruiting-6779688850651414530/ About myself: - Connect with me here on LinkedIn: https://www.linkedin.com/in/rbchoy/ - Learn more about what we do at HireSweet: https://hiresweet.com/

Léo Bernard ADORE apprendre. Alors il en a fait une force et un moteur pour progresser au quotidien. En 10 ans, il est passé par 6 entreprises différentes et a monté 3 Side Projects. Rien que ça. Le dernier en date ? Peapaul[how] qui regroupe une newsletter et un podcast bimensuels ainsi qu'une base de données evergreen. Et il ne compte pas s'arrêter là ! Son nouveau défi ? Lancer sa propre structure pour apprendre encore plus de choses par lui-même. Si, comme lui, vous ressentez rapidement que vous avez atteint le niveau de “plateau” dans une entreprise et avez la sensation de ne plus progresser, alors cet épisode devrait vous plaire ! Et si vous êtes managers, RH, etc. et que souhaitez gardez vos talents, cet épisode est aussi fait pour vous. Au programme : Comment mettre en place une bonne marque employeur qui fidélise ses employé·e·s ? Comment définir sa culture d'apprentissage pour bien choisir ses candidat·e·s ? Comment ne plus ressentir cette sensation de “plateau” de progression ? Mais aussi pourquoi favoriser la culture de l'écrit ? Léo nous explique tout ! Bonne écoute ! À très vite, Prenez soin de vous ! Plus d'info : Pour suivre Léo Bernard sur LinkedIn : https://www.linkedin.com/in/leo-recrutement/ Les profils à suivre sur LinkedIn selon Léo : Arthur Auboeuf : https://www.linkedin.com/in/arthur-auboeuf-03574312b/?originalSubdomain=fr Ulysse Lubin : https://www.linkedin.com/in/ulysse-lubin/ Le média Vert : https://vert.eco/ La newsletter Recruiting Brainfood : https://www.recruitingbrainfood.com/ Pour recevoir gratuitement notre sélection hebdo de conseils pratiques pour animer votre équipe, rendez-vous ici : https://teambakery.com/nl Et n'oubliez pas de laisser 5 étoiles et un gentil commentaire sur Apple Podcast et Spotify si l'épisode vous a plu. Déroulé de l'épisode : 0'00 : Intro 0'53 : Présentation de Léo Bernard et de son parcours. 4'25 : Son moteur personnel pour avancer. 6'45 : Quels sont les éléments clés d'une bonne marque employeur ? 9'23 : Comment présenter ses valeurs et sa culture aux candidats ? 12'16 : Comment définir sa culture d'apprentissage et bien choisir ses candidat·e·s ? 16'10 : Quelles solutions internes ou externes pour contrer la sensation d'arriver à un niveau “plateau” dans sa progression ? 20'37 : D'où lui vient sa culture de l'écrit ? Comment développer cette compétence en entreprise ? 28'24 : Sa vision de la Creator Economy. 34'45 : Comment lui continue de se former au quotidien ? 39'18 : Comment améliorer le niveau d'attention des gens ?

The CandEs Shop Talk Podcast welcomes Hung Lee, curator of the weekly recruiting newsletter titled Recruiting Brainfood. Listen in on how improving candidate experience impacts recruiting and the business bottom line.

Europe's favorite, or at least the Netherlands favorite TA leader graces us with his royal presence. Bas is heading to the land down under for 3 TA events as a guest speaker and travel buddy with the Hung Lee of Recruiting Brainfood! Jealous much?  More about the Metaverse and a virtual career fairs, its everything we dreaded about going to these pointless events only now we can do it with creepy avatars. The saving grace is for early talent and cheers to not having to travel there and find parking! Bas is convinced people will forget the ongoing blunders and missteps with Better.com goofing up their latest round of terminations.  What's up with Register before you apply? HR is stuck in a rut from 10 years ago when someone thought it would save them a few minutes in sending out the offer.  All 3 of us take shots at poorly written job ads. Europe and Canadian companies continue to pour money into their career pages only to have long dry boring job descriptions.  Extra tips on some great tech coming to the rescue to write better job ads, check out Dover.com and Jarvis.ai

Europe's favorite, or at least the Netherlands favorite TA leader graces us with his royal presence. Bas is heading to the land down under for 3 TA events as a guest speaker and travel buddy with the Hung Lee of Recruiting Brainfood! Jealous much?  More about the Metaverse and a virtual career fairs, its everything we dreaded about going to these pointless events only now we can do it with creepy avatars. The saving grace is for early talent and cheers to not having to travel there and find parking! Bas is convinced people will forget the ongoing blunders and missteps with Better.com goofing up their latest round of terminations.  What's up with Register before you apply? HR is stuck in a rut from 10 years ago when someone thought it would save them a few minutes in sending out the offer.  All 3 of us take shots at poorly written job ads. Europe and Canadian companies continue to pour money into their career pages only to have long dry boring job descriptions.  Extra tips on some great tech coming to the rescue to write better job ads, check out Dover.com and Jarvis.ai

Hung is a bit of a legend in the recruiting and talent acquisition space. He has over 15 years of experience as an agency recruiter w is the founder of the award-winning online recruiting platform WorkShape.io. He is now the Editor and Community builder at Recruiting Brainfood - the best weekly newsletter in recruitment. Do not miss this episode if you want to know what's going on in the market, what the future looks like, and are just looking for some fascinating insights from a man who has so much knowledge. We covered: What are the significant recruitment trends of 2022 that you are seeing? What should businesses that are struggling to find good recruiters do? How the motivations have changed for talent and what businesses should do to tap into these new wants and needs Hung's thoughts on the necessity of a remote-first policy for businesses How a TA team establish themselves as a strategic business partner The exciting innovations out there in the TA/HR space Contact Hung here - Hung Lee | LinkedIn

My guest today is Hung Lee. He's the writer and curator of Recruiting Brainfood, a newsletter read by nearly 30,000 people interested in recruitment, talent, and HR, among other things. He also writes This Week In Recruitment and hosts a popular job board.Hung has worked in recruitment for over twenty years and knows the market inside out. As well as dedicating time to saving his readers time – by finding the most relevant and interesting news for them each week – he's a great example of how when you love a subject and spend time really thinking about it, you can create huge value for people while having fun along the way.We talked about the future of offices, including whether businesses would ultimately all adopt some form of hybrid work or if there's a possibility some will throw their hat in for fully office-based on remote future.We also discussed why flexibility is a critical requirement for most candidates in the market and the essential skills we should ensure we're proficient in if we want to compete in the job market over the next five to ten years.Finally, we discuss the importance of becoming an expert in your niche and why successfully launching a digital content strategy for yourself, including growing a newsletter, you need to combine intrinsic motivation and passion with hard work and a thick skin.LINKS:Recruiting BrainfoodHung's LinkedInHung's TwitterFuture Work/Life newsletterFuture Work/Life website See acast.com/privacy for privacy and opt-out information.

We look back at our favourite episodes of 2021 and you can't have a list without including Hung Lee...if you have not listened to this one do take the time! Hung Lee Chief Curator at the Recruiting Brainfood rejoins The Recruitment Flex to try to give some clarity with what's going on in this crazy recruitment world right now. We always get incredible insights from Hung and this episode is no different starting with why you should not drink coffee first thing in the morning. Hung's strategy for Recruiting Brainfood - It's brilliant he doesn't have one! Strategy is sometimes the excuse to procrastinate! We try to figure out when is the correct timing to bring recruitment into your organization Is how we manage changing before our eyes Hung drops so many points we couldn't keep up.

Max: Hello and welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster, and today on the show, I'm excited to welcome Bas van de Haterd, and not the way he was referred to by the great podcaster Chad Sowash as, well, I don't know, you tell us Bas, how he butchered your name, but Bas, hopefully I get it right. Bas is a professional snoop, is his title on LinkedIn and how he introduces himself. He's a consultant for the talent acquisition professionals who are looking to revisit and improve their process, and today, we agreed we were gonna have a conversation on the world of assessments. And notably, assessments, everybody's been looking into assessments in 2021 and deciding, is this the right time to revisit? So, we wanna dig into Bas's brain to find out when is the right time to change your assessment strategy and what are some case studies that we can learn from. So, welcome to the show Bas.Bas: Awesome to be here, awesome to be here, Max.Max: And sorry to hear about your American friend Chad butchering your name. You were telling me, Bas, for those who don't know your work, you're very present on social media, so, maybe, where can they meet you on the internet? Where's the good place to interact with Bas?Bas: On personal interaction, it's usually LinkedIn. If you just wanna listen to my views, The Talent Savvy Podcast is a great one to subscribe to as well. And of course, I am avid member of [unintelligible] Recruiting Brainfood Group by Hung Lee which we've also digitally met before, Max. I tried to keep it down a little because I was too active there according to some people, but it's a great source of inspiration for me and I try to add a lot of information on assessments and strategies. Max: In valuable resource, I've made it a mandatory reading for anybody in my company as well. The Recruiting Brainfood by Hung, great source, and also an active community on Facebook. So, great place to interact with Bas, and what was the name of the podcast again?Bas: Talent SavvyMax: The Talent Savvy Podcast, so you can find Bas more for more insights there. So, let's jump into the topic and let's talk about assessments. That's a hot topic in 2021, as I was saying, because it seems like a lot of companies have decided to deal with numbers, finally. The balance has changed a little bit, we have more candidates and less recruiters during a part of last year at least. And so, naturally, assessments came to the fore and people, a lot of vendors have also appeared in the last couple of years that are credible vendors that can do all kinds of assessment. I've had a few of them on the show. So, what's been your, you are like, from a consulting standpoint, are companies revisiting the way they do assessments and are they coming in and asking you for help, of that sort, or do you have to really shape those discussions good that you're just happier with? What works, don't break what works and we have an assessment based on it and we need to change. Are you pulling or are they pushing?Bas: No, I'm usually being asked, you know, can you help us? The downside is usually in the budget there is no room for an external consultant, so, I'm most often get asked for free advice and as soon as I'm like, well, how am I gonna make any money off this, and they're like yeah, we never thought of that. But you do see a lot of companies now revisiting their assessment strategies. I actually do see a lot of difference in there. So, in my home country of The Netherlands, a lot of governments are looking at it, both national as well as in the local level because they've now read so many stories in part published by me and a lot of other people, how assessments done well can actually help your diversity and inclusion and be more fair in your selection process, and for governments that's of course very important. So, there's a lot of governments who have actually done amazing cases which is really interesting to see. You know, the most traditional organizations you'll probably think of being the most innovative and piloting cool, proven, and new technologies in a really smart way. And actually, now also, and I love that about them, they feel the need to also go externally with their data with their knowledge, and just share what they did and share what the results are. So that's how case studies are coming out. A lot of them government related. I see, interestingly enough, Scallops don't see a mis-hire as being part of the process, they see a mis-hire as something they need to improve. A lot of Scallops are ditching the resume as their first point of entry very quickly because they have one or two mis-hires, and they're like, yeah this cost us a lot of money and we have a culture in this company that if something fails, that's not a problem, but we should learn from it. So, they don't consider mis-hires as something that is part of the process, that's unavoidable, like a lot of recruiters do. They see it as, okay how do we prevent it from happening again? And you really see an awesome development there and so small companies are implementing all kinds of assessments. Sometimes good, sometimes not, because as you said there's a lot of new vendors on there. A lot of them are awesome, some of them are complete and total crap, to be honest. Max: I'm totally fascinated by what you just said on governments jumping into the foreign, like, innovating, initiated by a consciousness and an awareness on fairness and inclusivity. So, some strong innovation has been driven by this sort of alleviated political discussion which has therefore push the buyer to say, okay well we're gonna remove some of the human error. Bas: Yes, and a lot of them, most of them, let's be very honest, try to do it the traditional way. Oh, we'll do a gender-bias training, and that will at least check the box. But in some cases, for example one of my major clients is the Dutch Ministry of Foreign Affairs, they now have a Head of Recruitment who isn't originally from HR, he just got in there, he worked in an embassy for 25 years. And he was just looking at the selection process and said to me at an event, listen I think it's really strange how we do it, and I'm like, yeah, I totally agree with you. Okay, cool, we're gonna redo this. And he was looking at it with fresh eyes, and of course, there was some push back from the recruiters at first, but we've always done it like this. He's like, does that mean that it's good, the fact that we've always done it? So, he asked all the questions which you should ask. History doesn't mean it's good, it doesn't mean it's bad either, but we need to revisit our original thoughts and they were basically sending the last candidate to an assessment, because they said, listen we need to have an assessment in there et cetera et cetera.Max: Like a QA check at the end of the production line.Bas: Exactly. And he literally said like, listen about, almost nobody gets rejected by the assessment, so we're basically spending a lot of money. I'm getting an external company to sign off on what we've already decided. Max: That sounds like governments, sounds just right.Bas: Yeah, and this guy, although he's been in government forever, he said, now you're telling me, because he saw one of my lectures when we, it was pre-covid when we were still able to go to events and stuff like that, and he said, and now you're telling me boss that by moving it to a different part of the process, basically putting it all the way up front, for the same amount of money, or maybe even less, I can have two or three or four times quality? I'm like, yeah pretty much. He's like, let's do this. Let's do this. He says, I have no idea what it's about. People in my team, if they had an idea, they should have spoken up a long time ago, so obviously they don't have an idea. Please help us.Max: You raised something very important here. You said, for the same price or maybe less. I think that's one of the reasons why people have been quitting the assessments at the end of the line is they say, well I pay on a per assessment basis, so I don't wanna spend that kind of money. I don't wanna spend 10, 20 dollars for a candidate. Is that changed? From your experience, is that a good way to save money?Bas: It depends, which is a very [unintelligible], but we've got a lot of suppliers who now say, listen  we're gonna charge you depending on the number of hires you make in a year, and we don't care about the number of applicants, or we're gonna charge you a fixed price anyway, or we're gonna charge you based on a number of candidates which you are never ever gonna be reaching, so who the hell cares? You've got those, and you still got more the traditional suppliers who moved online and they're like, still --Max: Like Berlitz and things like that.Bas: Yeah, and interestingly enough every country has their own set of suppliers because there's a lot of, there's actually interestingly also a lot of bias in a lot of assessments, which the suppliers will deny, but I know which assessments have which risk for bias. And those are also nationally.Max: You know their [unintelligible] once.Bas: I'll give you a simple example. If you do a Likert scale that's like 1-5, a Dutch person will always answer a 2 or 4. We are never on the extremes, we are never extremely bad, we are never extremely good. If you make us choose between two things, we will never say we are not able to do one. If you ask an American, it's always a 1 and a 5. They're either great or terrible at something. But, if you start using this data to match with applicants, you've got a cultural problem in there.  And the interesting thing is people with a bicultural breakarm from countries like Turkey and Morocco where we, and The Netherlands have a lot of them, have the tendency also to go to the 1 and the 5. So, despite the fact that that test itself isn't biased, the way people read the test or used the test could be biased or is biased, and because by law it's not allowed to ask somebody for his ethnicity in Europe, you can't correct for that. And funny thing is, every major supplier corrects based on national levels, yet never tells that in public against their clients, to the clients. And they can't do it internally. We know that an Italian will fill out, with the same characteristics, will fill out a test differently from a Swede. That's just, that's been registered a million times. Yet, what about the Italian living in Sweden, that means you get a wrong test. So, those are --Max:: Sounds like an impossible conundrum, I don't think we'll have time to fix it on today's discussion. But give us, can you share, I know you've prepared some examples of people who did a before and after and who had an assessment system that they thought worked, and then they revisited it. So, let's jump into those if you don't mind, Bas, and you had an example from, what was the one that you want to start with? Help me out.Bas: I think the one which I really like because it's the most simplest of assessments is from the Dutch Post and they did it for, basically, for package delivery people. You know just the people driving around in a van all day. And they simply changed from asking a lot of data in a resume to sort of a structured questionnaire, interview-like assessment, application process. First of all, they looked at the questions they were asking, and it turned out that some of the locations were asking, how long do you have your driver's license, and others were asking, how many kilometers a year on average do you drive. Turned out the last one was a lot of more predictive, so they were simply looking, and a lot of applicants actually feedback, because they interviewed recent applicants as well, and they said, listen we get the same question two or three times in the process, which we're annoyed about. Sometimes, in the first interview, the phone screen, they would be asked, how long do you have your driver's license. And then in the interview they'll be asked, how much have you driven this year. For them it's the same question. And they we're like, well if the first one isn't relevant, why is it still in there? So, they made a basic set of questions, both on applications as well as in the phone screen, and they were able to, they piloted it which I loved about their case and that's why I'm sharing it. They started saying, okay, we've got 15 locations in The Netherlands, 5 of them are going to use the new system, 10 of them will continue as is for now. So, they had the perfect quality control of is this really better or is it --Max: Like AB Test?Bas: Yeah, perfect AB Test. And the pilot locations saw the early attrition. So, people leaving within six months of signing up the contract, which is really expensive, dropped from 17% to 12% in a quarter, while the other one saw it increased from 14% to 23%. Because the market was tightening, early attrition was increasing everywhere except for the ones where they did the new selection assessment strategy. Max: So, in this case, they really just changed one question and --Bas: No, no, no, they changed a whole lot. I'm just giving one example, they changed -- Max: That was the one question that made a big impact.Bas: They changed the entire process from basically letting the recruiter decide what questions to ask to having a structured interview for everything and looking at the relation between the questions and being able to tweak it. Max: They centralized the screening process and standardized it rather than leting the recruiter set their own questions, that makes sense. [overlap] It's the same question, like how long you've been driving and how many kilometers you do every year. But one is obviously better because it's gonna, you know, it's closer you to what the job actually is. Nobody cares about --Bas: Exactly and especially if you notice that one reason for early attrition was apparently that people didn't like being in a car all day, which is something you are if you are a package delivery guy. So, another really cool case study comes from completely different market, a stock market trader, and the reason I love this case is that they actually, the good thing about financial institutions is they have a lot of money, so they were able to simply run two assessments side-by-side for two years. And seeing you know, what's the predictive value of [unintelligible] they already had a process. The thing about the stock market trader, you gotta understand Max, you can't really have a bad hire because it's potentially can cause you millions of dollars. They're trading on their own accounts so you really can't make any mistakes. And what they did was they had a more traditional assessment with questionnaires, with cognitive tests, et cetera et cetera. That was pretty good, but it also had a price per assessment. So they're only recruiting from the top universities like Oxford, Cambridge, INSEAD, and if you hadn't been there, you shouldn't be applying. They had to do a CV check which they knew had no predictive value whatsoever. They literally said like, we're hiring students, except the school you went to, what could possibly be on there? Absolutely nothing. But we need to do something because too many people wanna be a stock market trader because it's still a job which inspires a lot of people because you can make a lot of money in a short time. And they, basically, they went parallel in their test for two years and because of all the feedback they had from, okay, this person was hired, we didn't let him go really quickly, this person was hired we let him go. And I'm especially saying “him” because they actually never hired a female stock broker until this year. If you're talking about diversity, they just hired their very first female stockbroker because now what they're doing is they're making brain profiles, as they call them, which is basically a next generation cognitive test by a company called Brains First. They're able to, they've gotten an insane amount of really interesting game-based cognitive tests. I always call it like four different shooting games, I actually love playing them. Yes, they're long, they're 45 minutes, but when I finished, I was like, what finished already? While if I'm doing a 20-minute questionnaire, in 10 minutes I'm like, oh god I'm only halfway there. That might be my gaming background. I know I listen to your podcast with the guy from Activision Blizzard, you have a gaming background too, I know you'll love this game, Max. Max: Okay, I'll check it out. I'm on their website right now, Brains First. Forty-five minutes for an assessment seems like an awfully long time but if you have the kind of career that attracts a lot of candidates that they just want to work for you, then why not? You know, you have that luxury, it doesn't work for every employer.Bas: It doesn't work for every employer but in their case, it worked really well, and they were now able to, first of all, screen everybody so they're seeing diversity, especially in their case, the diversity of all the universities they're recruiting from increased. They now actually, and I love this about it, they say, listen on our career site, there's a button, check if you have the brain of a trader, so you can actually check if you're going to go to the second stage of the process before you actually apply. I mean, isn't that cool? You can take away the anxiety of an applicant like, okay you're good enough or not. And like I said they, for the very first time, were able to hire a female trader this year.Max: I think going back to the, you know, great example and people should check out Brains First if they're hiring for people who are quick, you know, they need a quick mind, right, there are quick reaction time and resilience, so that could be a good solution for them. We started chatting about what's a good time to rethink your assessments. I was thinking some of the symptoms of maybe this is the right time, is when you see examples like HR treating the assessments as a necessary step to get through and like when they're, sometimes you can even see recruiters who are coaching and preparing the candidate before the assessment because they really wanna get through it. They want them to pass, right? So, they say, oh yeah this is how you're gonna pass and then that way we can get over this thing. You know that's a pretty clear sign. Are there other kind of signals people gotta look out for that now is the time to revisit or what's the cadence at which one should revisit his assessment strategy?Bas: Well, I actually think that by definition you should revisit your process every couple of years at least. But right now, what I've been hearing a lot is we can't find anybody. You know there's just not enough good people out there. I've seen a lot of case studies also with these assessments where you're not lowering the bar but you're opening it up to an entire audience which you never would have thought of. I'll give you an example, air traffic control, which by the way, also uses Brains First, and I'm not at any way affiliated with them, but they just have awesome case studies and they publish them, so I love them for that. In the air traffic control, it used to be that you needed an academic degree, then they said college degree is good enough, and now they're actually saying if just finished high school you can apply because with our test, we're able to actually assess if you're good enough. And for example, one of the things which is really important for being an air traffic controller is stress resilience, that's something which isn't tested in college or in a university. And they opened up this entire pool for people with much lesser or no education while, and this is the beauty of it, while increasing the quality of hire by 120%. Max: It's a beautiful time to be in HR and to be in [unintelligible] in recruitment. To have access to these kinds of insights. To say, I'm now hiring an air traffic controller because that person stays cool under pressure, and I can measure that scientifically. These things didn't exist ten years ago. So, for probably the majority of the jobs, if you haven't revisited your assessment strategy in a while, you should do so regularly because it's moving so fast.Bas: I'm not saying that the resume or experience have no value because for some jobs, I love the fact that if I'm flying, my pilot has a pilot license, and I love the fact that if I'm in the ER that the nurse is a registered nurse. I'm not saying it works for every job, but I've seen awesome cases also on hiring recruiters who never got a chance and who are awesome at the job with assessments. I recently saw one where, at one of those cities, one of the local governments, and they said, okay, for this job basically 95% of everybody doing it is gonna retire within the next five, ten years. It's really an old man's job. So, they were like, well we can't hire anybody with experience because then we're gonna be hiring somebody again in a few years. We're only postponing the inevitable, but we have all these experienced in our company, in our organization now. People who are retiring who don't mind sharing their knowledge, who would actually love to share the knowledge, but there's no official education for this job. They call it the digital archive person, basically. It sounds like the most boring job in the world, but a lot of people love it. You're basically the digital librarian of a city, knowing where I can find all the information on who owns what plot of land, what was there historically, could it be contaminated ground. All those kinds of stuff.Max: Sure, some people are like that. That's a job for someone. Bas: Exactly, but, and what they're now doing is also assessing. They're just telling people like, okay, I don't even want your resume because we know you will have no experience which is relevant for this whatsoever because it's such a unique job. These are the qualities we expect from you, here's the test, show us you've got the quality, and the best five from the test will get invited for an interview. They recently did this one and they hired a 24-year-old woman, which was the first woman in that organization doing this job ever and it was the first person under 50 in a long time. Max: Oh, wow. Bas: And everybody is now saying, which is interesting, because of course just hiring at diversity doesn't mean hiring quality, but the feedback from within the organization is, wow this is such a fresh of breath air [sic]. And she learns so quickly because she was screened on having the ability to be able to do the job. Now she's not able to do this job yet but that's why there are like five old folks training her to do the job. Max: It's a lot of optimism I think I get from your stories, and we can avoid a lot of heartaches and hiring mistakes as well. Going back into your personal career, if you think back, somebody you hired or recommended for hire that was a mistake, I don't know if any kind of person comes to mind if I asked you that question. Would you, could you recount us the mistake and what you learned from it and maybe whether an assessment could have prevented it. Bas: Actually, an assessment is now preventing it. Yeah, I actually made the same mistake twice. Basically, hiring somebody I knew, a friend, who was first of all, apparently, not really fit for the job and it took me a while to figure out what qualities were necessary for this job. It's basically a researcher position, but a very simple researcher position. Twice I hired a friend on there. One was really, he just didn't have the cognitive capabilities and the other one was really hard to motivate, and if it's a friend, it's even harder to kick somebody's ass, basically.  And they're still friends, but as employees I would never rehire them. Max: You're still friends but 10% less. Bas: No, no, no, no. Max: 100% [unintelligible]Bas: No, no, no. We're still friends but I would never rehire them, and they know that. And they --Max: And the assessment that could have prevented it?Bas: Well, I've actually developed a few tests now that are preventing it. So, for this research, I used to have, I would hire four or five people every summer to do a certain research for me, students. And now, I've got a few tests which is basically measuring your information processing speed, your scanning speed because you're researching websites, you're looking at --Max: And it's a test you built yourself, a home-built?Bas: Well, I took the academics which I knew measures the cognitive traits I needed to have and yeah, I had it built in by a [unintelligible] developer in Russia, because that was so much cheaper than actually buying one. But that's because I actually knew, the moment I realized the qualities I needed in my employees, because I'm an assessment expert, I immediately knew this test, this test and this test would work, and I was able to really --Max: And you're able to put it together very quickly.Bas: Yeah and I mean it's just three really simple academic tests. To give you an example, if you wanna know if somebody can scan a website really fast, you just give them a 20x20 grid of letters, you say there's one x in it, find the x. Max: Two seconds, boom, yeah.Bas: Well, yeah, and you've got two minutes to find these many x's as fast as you possibly can in different situations.  Max: That correlates well.Bas: And that correlates really well, and of course, I checked if it correlated, and it did. And since that moment, I introduced and I've got three tests and I've hired better and acceptable people, but I have not had a single one completely misfire and before then I had at least one mis-hire every year.Max: There you go. Great. Thanks for sharing. I'm sure you've given us, our listeners, reasons to rethink their assessments strategy, maybe build their own home tests, because it's not that complicated to build your own tests or go out into the market to find what's available, or reach out to a consultant like yourself, Bas, to guide them to that decision and remember to pay you not all free advice. So, again, the best place for them to get ahold of you is on LinkedIn, Bas van de Haterd, and maybe you wanna share an email?Bas: It's my first name @ my last name dot N L. So bas@vandehaterd.nl you can reach out there, you can reach out on LinkedIn. If you wanna know more about assessments, do a vendor selection, output implementation, or if you wanna build one yourself, I usually don't recommend it because there's just so many awesome tools out there which are usually scientifically much more validated and you really need to know what you're doing in order to make it scientifically sound and there's a lot of law, especially in Europe coming up where you will be held accountable if you are using an unvalidated or not perfectly correct assessment, an AI system.Max: Proceed with caution. Don't try this at home. Okay.Bas: Well, yeah. Max: Okay, great. Thanks a lot, Bas. Thanks for coming in on the show.Bas: All right. Max: Hope you enjoyed my conversation with Bas. There is a lot more of Bas's conversations on Facebook and on LinkedIn, if you joined the white groups and and I think if you don't revise your assessment strategy and you don't take another look at what's available in the market every couple of years, you're definitely going to be missing out.So feel free to turn to Bas for advice or to turn into this show, we also feature a lot of assessments on the show and please subscribe to receive more.

EMPLOYEE GENERATED CONTENT: A CASE STUDY FROM IBM   There is no better form of content than EGC - Employee Generated Content. Today's job seeker does not want to see slick corporate videos, over produced marketing lit or sermon delivered by the CEO. What they want is to see people who are doing the jobs they are doing telling them how it is to work at the employer.   But knowing is not the same as doing! How do we get from the idea to the execution? Today's special will look at one of the best exemplars of unlocking EGC and enabling the employees to tell the story - IBM, via the Talent Marketing team led by Nick Thompson.   You will learn:   - How to have to conversation with marketing(!) - How to get business endorsement - How to activate socially influential employees - Define what kind of stories you want to tell - What channels, what format, what length, what tone, style and the rest - How does this convert to applications? Or is this the wrong question? - Who you need in your team to make this happen - How to track and manage EGC Essential stuff for any employer branding / talent attraction focused recruiters out there.   Episode 132 is supported by our buddies iCIMS Did you know iCIMS Video Studiowas voted ‘Top HR Products of 2021' at this year's annual HR Tech Conference. iCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce. Interested in learning more? Join our upcoming Panel discussion on 24th November with Recruiting Brainfood, iCIMS and Fosway where we will explore how to ‘Humanise your brand and transform your hiring.' Register via the link here

Kathleen wraps up her discussion with Hung Lee, the editor of the leading industry newsletter Recruiting Brainfood. In part two, Hung discusses new strategies for winning the battle for talent, what the future of recruitment looks like, and who his dream podcast guest would be.

In this episode, Patrick Cournoyer is joined by Hung Lee, Curator of Recruiting Brainfood. They discuss the challenges businesses face when adopting the hybrid work model, how to manage career progression and the role that culture has to play in the world of remote work.

This week, Kathleen welcomes Hung Lee, the editor of the leading industry newsletter Recruiting Brainfood. Hung has years of experience as an agency recruiter, Recruitment manager, Internal Head of Talent, recruitment trainer, and founder of an award-winning online recruiting platform. In part one, Hung shares what inspired him to create Recruiting Brainfood, how he fell into a career in recruiting, and the importance of building a personal brand.

If you do not already follow Hung's work and his Brainfood community, may I invite you to check both out: LinkedIn - https://www.linkedin.com/in/hunglee/ Recruiting Brainfood - https://www.recruitingbrainfood.com/s... I have had the absolutely pleasure to get to know Hung over the past couple of years and I am always inspired and impressed by Hung's desire to stay curious, to advocate for increased diversity, equity and inclusion and he curates a brilliant weekly newsletter called Recruiting Brainfood which has over 30,000 subscribers. This weekly digest covers a wide range of tech and workplace topics such as culture, tech recruiting, DEI, AI, Leadership and so much more and I ALWAYS learn something new and always have my views challenged in some regard. I wanted to get Hung onto this in the moment exploration as he has an anthropological background and this combined with his recruitment and tech expertise is a fascinating baseline from which to hear what is on his heart and mind in the moment that we go live on Mon 27th Sept 2021 at 0700am PST / 1000am EST / 1500pm UK / 1600pm CET / 2030pm IST, especially considering the last time he and I had a deep dive was pre-pandemic. Please do click 'remind me' so that you don't miss what will for sure be a fascinating exploration with this awesome human. You can also find out more about Garry as follows: Web – Sign up for updates at www.hexochangenow.com Email - garry.turner@hexochangenow.com LinkedIn - https://www.linkedin.com/in/garryturnerstrategicadvisor/ Clubhouse - @vulnerablegarry --- Send in a voice message: https://anchor.fm/activatingconsciousness/message

Hung Lee Chief Curator at the Recruiting Brainfood rejoins The Recruitment Flex to try to give some clarity with what's going on in this crazy recruitment world right now. We always get incredible insights from Hung and this episode is no different starting with why you should not drink coffee first thing in the morning. Hung's strategy for Recruiting Brainfood - It's brilliant he doesn't have one! Strategy is sometimes the excuse to procrastinate! We try to figure out when is the correct timing to bring recruitment into your organization Is how we manage changing before our eyes Hung drops so many points we couldn't keep up.

Hung Lee Chief Curator at the Recruiting Brainfood rejoins The Recruitment Flex to try to give some clarity with what's going on in this crazy recruitment world right now. We always get incredible insights from Hung and this episode is no different starting with why you should not drink coffee first thing in the morning. Hung's strategy for Recruiting Brainfood - It's brilliant he doesn't have one! Strategy is sometimes the excuse to procrastinate! We try to figure out when is the correct timing to bring recruitment into your organization Is how we manage changing before our eyes Hung drops so many points we couldn't keep up.

The power of community lies in the ability to thrive virtually and scale across borders. Behind these communities, lie powerful and dedicated leaders whose intrinsic motivation to connect and support members creates compounding value. On the second-to-last ‘Precious on Community' episodes, Precious speaks with Hung Lee, Curator at Recruiting Brainfood on managing and growing communities. Recruiting Brainfood is an industry newsletter for talent professionals that Hung Lee started in 2017 and has grown to 38,000 subscribers. Hung shared a lot of important questions to ask yourself when starting, managing and moderating a community: Have you nailed the community values down by being true to your intrinsic motivation? What does the community member get for showing up? How will you ensure the community doesn't get corrupted? The age-old question of Platform was raised as Hung shared his preference for newsletters over Slack (naturally), and how setting up a community is as customised an experience as setting up a bar, “you need to go and create a reason for being”. Tune in, it's a good one! Show links: Precious Oyelade - www.twitter.com/preciousOlade Hung Lee - www.twitter.com/Hunglee Seedcamp - www.seedcamp.com Recruiting Brainfood - www.recruitingbrainfood.com

LINKEDIN UPDATES; WHAT'S NEW for Q2? We use LinkedIn everyday - weirdo's that we are - and we simply must keep on top of what is happening on the platform. Turns out, there is huge amount going - LinkedIn audio? LinkedIn newsletter? LinkedIn magic sourcing tools? All stuff that we need to know but few of us do. Good job we have brainfood favourite's LinkedIn expert - Andy Foote himself - to come on down and talk with us every quarter to keep us regulated on LinkedIn updates. Can't miss this one folks - if you're into Recruiting Brainfood, you're going to be into this Ep108 is sponsored by our buddies Occupop Attract, manage and hire the right people for your business with software designed for in-house recruiters in mind. Looking to upgrade from spreadsheets or swap out your legacy ATS? Check out Occupop, start with a free extended 30 day trial here

Ep6 of 'Founders Focus' - Josh Brenner, CEO of Hired It's the Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Josh Brenner, CEO of Hired, the tech talent marketplace which matches employers with the highly skilled, in-demand tech talent. - Who is Josh Brenner? 
- What is his leadership philosophy?
 - What has he learned from being CEO?
 - What were the challenges in taking over the leadership role from the founding team? - What made the Hired acquisition happen? - What is the future of talent marketplaces? 
All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire

 Click on the green button on the top right to register, and follow the channel here (recommended) for more Founder Focus stories
 Ep6 of Founders Focus is sponsored by Hired Game-changing features queuing up in your product roadmap? We understand the urgency of hiring top talent. In fact, we've helped our fair share of companies around the world build their tech and sales teams while saving over 45+ hours per hire on average.  Our curated pool of pre-screened and experienced job-seekers are waiting to hear from you - try Hired for free here! Interested in learning how Hired can help promote DEI in your hiring processes? Register for our upcoming webinar on “Awareness, Action, & Accountability; Embedding Technology into DEI Hiring Strategies” on April 27th here.

In this episode, Patrick Cournoyer is joined by Hung Lee, Curator of Recruiting Brainfood. They discuss the challenges businesses face when adopting the hybrid work model, how to manage career progression and the role that culture has to play in the world of remote work.

Ep5 of 'Founders Focus' - the Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Adam Bird, CEO of Cronofy, the enterprise ready scheduling platform - Who is Adam Bird? - What is his leadership philosophy? - What has he learned from being CEO? - Does he still know how to code? - Do engineers make good CEO's? - What is the future for workforce automation - what else is going to get 'scheduled' away? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep5 of Founders Focus is sponsored by Cronofy There is no better time than now to rework your hiring process and help your team be more efficient. Our buddies at Cronofy have launched an enterprise-ready interview scheduling tool, which works using real-time availability to improve the candidate experience and speed up time to hire. Save hundreds of recruiter hours using Cronofy - check out the free trial and get more information here.

Ep4 of 'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Vivek Ravisankar, CEO of market leading tech assessment platform HackerRank  - Who is Vivek Ravisankar? - What is his leadership philosophy? - What has he learned from being CEO? - Does he still know how to code? - Do engineers make good CEO's? - How is digital collaboration going to change in a remote first world? - What does work from anywhere do to labour migration? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Click on the green button on the top right to register, and follow the channel (here) for more Founder Focus stories Ep4 of Founders Focus is sponsored by HackerRank   Build great tech teams end-to-end, fully remote and from anywhere in the world.  Take the 2 min.HackerRank Hiring Maturity assessment to find out how your hiring process stacks up against the most innovative companies in the world Sign up for a 14 day free trial here  

In this episode, Keith sits down with Hung Lee, Curator of Recruiting Brainfood. Hung offers his perspective on how recruiters can stay relevant as the new world of work becomes more agile – with insights on outdated terminology, alternative workers, and yes, Bruce Lee.Subscribe to the podcast and visit our blog, resources.workable.com for more ways to move your hiring forward.

It's fair to say that trends in recruiting technology are moving quickly. The events of the last 12 months have turbo boasted some aspects of the market and radically disrupted others. So what's changed, what's accelerating and what does the future look like? My guest this week is the perfect person to ask and was the most requested guest in the audience survey that I ran earlier in the year. Hung Lee is the Editor of the leading industry newsletter Recruiting Brainfood and a keen observer of recruiting technology. In the interview, we discuss:    ▪   Changing trends    ▪   The rise of assessment tech    ▪   Interview analytics    ▪   The future of automation    ▪   Ethics    ▪   What happens after the pandemic    ▪   How the way the industry educates itself on technology has changed Listen to this podcast on Apple Podcasts.

Ep3 of 'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Mickael Cabrol, MD, EMEA of iCIMS, after the successful acquisition with EASYRECRUE where he was the CEO.  - Who is Mickael Cabrol ? - What is his leadership philosophy? - What has he learned from being CEO? - How was the EASYRECRUE / iCIMS deal sealed? - What can EASYRECRUE/iCIMS customers expect in 2021? - What is it like to transition to being a leader vs the leader? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep2 of Founders Focus is sponsored by iCIMS Create your winning workforce with iCIMS' industry-leading service and platform, backed by today's top analysts and independent researchers.  Book a demo here

'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. Next up is Hanno Renner, CEO of Personio, the HR operating system for your growing business - Who is Hanno Renner? - What is his leadership philosophy? - How do you CEO a rocketship? - What is it like building a European company vs a US company?  -How does technology change behaviour? - What can Personio customers expect in 2021? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep2 of Founders Focus is sponsored by Personio HR, Recruiting and Payroll, Personio supports all of the core HR processes in one easy-to-implement system. More than 3000 satisfied customers including Premier Inn, Spendesk, Statista and Clevershuttle use Personio. Schedule a demo today with one of Personio's friendly reps and they'll be happy to help. Or try it for free here

Best known as the “Recruiter Matchmaker”, Jodi Brandstetter, SPHR, SHRM-SCP, is the CEO and Founder of Lean Effective Talent Strategies. With her rich background in recruiting, staffing, and consulting, she now focuses on providing talent acquisition strategies to small and medium sized businesses. In her book, Hire by Design, her utilization of Design Thinking sets the stage for new ways of thinking in TA. In our conversation, we discuss how Design Thinking feeds TA innovation by blending humanization with digitization, for better impact and results. Thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP www.ATAPglobal.org RPOA www.RPOAssociation.org Topics Discussed: How to apply Design Thinking to recruiting Utilizing personas to find your ideal audience How storyboards paint the overall picture for insights and solutions Immersion and empathy as key elements for successful candidate experiences The value of online conferences and how technology has changed the game for TA Connect with Jodi Brandstetter: LinkedIn: https://www.linkedin.com/in/jodibrandstetter/?jobid=1234 LETSCindy (personal): https://letscincy.com/jodi-brandstetter LETSCindy (company): https://letscincy.com/talent-acquisition Additional Resources: Hire by Design: A Hiring Blueprint with Design Thinking (ebook) https://www.amazon.com/Hire-Design-Hiring-Blueprint-Thinking-ebook/dp/B08J2MRNF7 Pymetrics: https://www.pymetrics.ai/candidates Recruiting Brainfood: https://www.recruitingbrainfood.com Connect with Erin Peterson: Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social: Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

This week we welcome Hung Lee to the podcast. With more than 20 years of recruiting experience, Hung is the creator and curator of the wildly popular “Recruiting Brainfood” newsletter and community, and Founder of Workshape.io, a next generation matching service for tech talent.Topics include: the origin and growth of Recruiting Brainfood, the historical nature of resumes, alternative approaches to visualizing the interests and goals of tech talent, the inherent subjectivity of words and the implications for recruiting, the switching cost associated with moving away from the resume, employee experience and career pathing, the shift to remote work and the digitization of workforce behavior, opportunities to automate the ~170 unique tasks of a recruiter, and the use of AI for sourcing, scheduling and sentiment analysis. 

Introducing 'Founders Focus' - a new Recruiting Brainfood series where we get up close and personal with the leaders of the burgeoning Recruitment & HR technology space. First up is Steve Lucas, CEO of iCIMS, the market leading cloud recruitment platform provider. - Who is Steve Lucas? - What is his leadership philosophy? - What has he learned from being CEO? - What can iCIMS customers expect in 2021? - What movie villain does Steve have most sympathy with? All this and more, as we take a deep dive into the personalities leading the technology businesses changing the way we hire Ep1 of Founders Focus is sponsored by iCIMS Create your winning workforce with iCIMS' industry-leading service and platform, backed by today's top analysts and independent researchers.  Book a demo here

In this episode, Marcus Edwardes speaks with Hung Lee, who built the Recruiting Brainfood newsletter from scratch into a thriving community of over 25,000 adoring fans, with a potent and fascinating curation of content aimed to satisfy, inform, and entertain recruiting and growth professionals all over the globe.Aside from Recruiting Brainfood, Hung is the co-founder of tech recruitment company Workshape.io and the tech startup 300 Notes.Listen in as Hung shares the limitations of an algorithmic newsfeed like that of LinkedIn, a key strategy to getting engagement for your content on LinkedIn in spite of the algorithm, where you should put your focus if you want to build a big email list, the importance of being relentlessly consistent to build (and keep) a large audience, and the pros and cons of the hybrid workplace.What You’ll Learn in This Episode:● [02:30] What is Recruiting Brainfood?● [04:32] Recruiting Brainfood’s reader avatar● [06:15] How Recruiting Brainfood differs from the LinkedIn newsfeed● [10:36] Getting your content out there even if the algorithm is “against” you● [13:31] Building your own custom audience with an email list● [18:00] Why you need to stay consistent with your content● [20:34] How Recruiting Brainfood makes money● [22:52] What Hung would change if he could start the business again● [27:22] How Recruiting Brainfood filters its article submissions● [30:14] Trends that emerged out of the pandemic in the recruiting industry● [32:36] Why a hybrid working environment may not work in the long run● [41:12] The slippery slope of measuring productivity in recruitment● [45:45] How entry-level positions fit into a work-from-home environment● [50:58] The future of designing workplace culture● [52:03] Hung’s plans for Recruiting Brainfood in 2021Key quotes:● “Recruiting Brainfood was created to reduce the size of the internet to make it more relevant to people who are in the recruiting and HR profession.”● “What gets interactions is not necessarily great content. It’s usually outrageous, emotive content that generates that kind of engagement.”● “Yes, you should experiment in your business, but you shouldn’t experiment irresponsibly with your people’s attention.”Resources Mentioned:● Recruiting Brainfood

The weekly #HumansFirst open and inclusive calls can all be found here -> https://humansfirst.club/events Find the Aequip team at https://www.aequip.co.uk/ Olga can be contacted via: https://www.linkedin.com/in/olga-piehler-86241057/ Website https://www.mywy.io/ Vivian can be contacted via: Website: https://vivalavive.com/workplace-wellness-blog/ Let’s Humanize The Workplace videos: https://bit.ly/htwlive Let’s Humanize The Workplace podcast: https://podcasts.apple.com/us/podcast/lets-humanize-the-workplace-real-talk/id1505138189 LinkedIn https://www.linkedin.com/in/vivianacquah/ Twitter https://twitter.com/VivalaViveNL Hung can be contacted via: LinkedIn https://www.linkedin.com/in/hunglee/ Recruiting Brainfood https://www.recruitingbrainfood.com/subscribe-now/ You can contact me via the following means: Email – garry@garryturner.life Vimeo - https://vimeo.com/414211396 LinkedIn - https://www.linkedin.com/in/garryinterpersonalcatalyst/ Twitter - https://twitter.com/GarryIPCatalyst Mike can be found via the following means: Email - mike@mjvacanti.com LinkedIn - https://www.linkedin.com/in/mjvacanti/ Twitter - https://twitter.com/MJVacanti Web - https://humansfirst.club/ --- Send in a voice message: https://anchor.fm/valuevulnerability/message

Hung Lee started one of the most influential recruitment newsletters almost by accident. He converted a lifetime habit of curating recruitment related content into a must-read industry bulletin. He's got a lot going on and expresses opinions that are based on his real-life experience and background in a rapidly changing TA world. 

In this first episode, Christina is in conversation with Hung Lee creator of ‘Recruiting Brainfood’ They talk about how Recruiting Brainfood began and the inspiring 24-hour live streaming event that recently took place. Hung is passionate about the impact our humanity has and is currently curating individuals in the recruitment space sharing their own stories. These stories are about humanity and move others because it is about finding out about who people really are. Lots of us have forgotten the why behind what we do and any action that brings us closer to our humanity is a step towards reconnection. Sign Up For Jessens' Webinar Here: https://bit.ly/jessenct KEY TAKEAWAYS Brainfood was initially about putting together all the resources I had to help others in a public archive. Whatever content you are producing if you are asking people to subscribe and asking them for a portion of their time you have to be consistent and regularly produce content. You have to be there every week, it’s all about longevity and building trust. We are all creatures of habit and we live in a world of constant change so as a content producer you have to be able to offer consistency of approach and a regular pattern for how things happen. As soon as you have a following and community of any sort you have a responsibility to them. I wanted to provide opportunities for interaction between the great minds that are a part of brainfood. We need to talk in a way that humanises people and I wanted to do that for the recruitment space. Those who are telling their own stories are experiencing a reconnection with their values People respond to other people’s true stories and in it makes the world a better place because it brings us closer to our humanity It takes courage to be honest with yourself because you have to look at you in the mirror Memories may not be gentle but reconnecting with those things is about who you are. BEST MOMENTS ‘You’ve got to be pro, whatever the situation’ ‘If you are super consistent people will cling on to that in a world that is chaotic’ ‘A lot of us have forgotten the 'why' behind what we do’ VALUABLE RESOURCES Recruiting Brainfood website Hung Lee LinkedIn ABOUT THE HOST Christina has been working with SME’s since 2013 to launch, develop and perfect their online presence. In 2019 Christina made the move from employee to business owner of a successful digital marketing agency focused on educating business owners in the use of social media. Christina is driven by the fact that in today’s world, it doesn’t matter how big or small your marketing budget is, you can be a major player. For small businesses, the tools are just as accessible – you just need to know how to use them! LinkedIn Twitter WebsiteSee omnystudio.com/listener for privacy information.

This episode features a conversation between Arthur Rassias, SHL CRO, and Hung Lee, Recruiting Brainfood, about how businesses, people leaders, and recruiters can grow as true anti-racist allies in the midst of the Black Lives Matter movement. Hung and Arthur describe their own journeys of growth as anti-racist allies and will share their experiences of how that has impacted their approach to work. They will share their ideas for how to take action as an ally as well as when to step aside so other voices can be heard.

Hung Lee runs Recruiting Brainfood and is recognised industry-wide for his encyclopedic knowledge of all things TA and HR. In this episode, Johnny and Hung will chat about some of the stories from the latest Recruiting Brainfood and answering all your questions and comments live on the show. Originally broadcast 1 July 2020 Visit socialtalent.com/theshortlist to watch all episodes

Hung Lee Chief Curator at the Recruiting Brainfood and also CEO and Co-Founder of Workshape.IO join Serge and Shelley to talk about recruitingbrainfood.com and all things recruitment.

Today I was joined by Hung, Founder and Curator of Recruiting Brainfood, an online publication, podcast and live show dedicated to all things recruitment with over 22k subscribers globally. In this episode we talked about all sorts relating to the lockdown and how he has seen both the agency and in-house market react. Most notably, Hung shared a very interesting view on how he sees many independent recruiters operating as ‘outsourced' recruiters rather than being badged as ‘internal or external'. Super knowledgable and well connected, you can connect with Hung and subscribe to his community via this link: https://www.recruitingbrainfood.com/subscribe-now/ (https://www.recruitingbrainfood.com/subscribe-now/) -------------- If you're interested in investment for your recruitment agency, visit: https://riserv.co.uk/ (https://www.riserv.co.uk/?utm_source=buzzsprout&utm_medium=organic-buzzsprout&utm_campaign=rag-sponsorship) --------------- If you're looking for a video interviewing platform for your agency... the best option in the industry today is Odro! Request a demo here: https://www.odro.co.uk/?utm_source=buzzsprout&utm_medium=organic-buzzsprout&utm_campaign=rag-sponsorship

Meet the man behind recruitment's biggest curated newsletter, Hung Lee. From recruiter to , technology investor, helping technology startups build their businesses to shaping WorkSpace.io, and the launch of Recruiting brainfood.Hung talks about creating content in the recruitment industry, driving growth on AND off platform to increase subscribersRecruiting Brainfood came from solving a problem - the internet is too large to find resources we need. Hung curated resources for himself and stated to share them among the industry. By removing the noise, and increase the signal,Hung solved a problem for the industry not just himself. When ROI isn't you first goal, you have a purpose to build a community and the ROI will come if it is connected to your audience. Hung also discusses how Covid will fast forward industry changes; a candidate heavy market, to further fragmentation of the industry.Hear Hung's story.

In this recording of 21st Century HR Live Lars sits down with Hung Lee to discuss the 24-hour Recruiting Brainfood marathon.

"Recruiters are very resilient, we're used to change, we're used to playing a fairly high-risk type of business and pivoting quickly, these are in the DNA of any decent recruitment business." In our latest COVID-19 podcast, we're joined by one of the famed influencers from our industry - Hung Lee who heads the leading industry newsletter Recruiting Brainfood. Tune into Hung's thought-provoking discussion with Neil where Hung shares • some of the key trends he's been observing in the recruitment space throughout the timeline of the COVID-19 crisis • the strategies businesses have been adapting to manage the impact • what a post-apocalyptic world will look like for recruiters • advice for recruitment leaders on where to focus your efforts now to come out stronger post-COVID-19. For up-to-the-minute COVID-19 updates and practical guidance, visit our COVID-19 hub at www.rec.uk.com/covid19 Audio track: www.bensound.com/

Re-Play from the 3.19.2020 #thePOZcastLIVE show with Hung Lee. Hung is a true thought leader in the TA, HR and Recruitment world and today we discuss live what is happening in our industry during the pandemic. More on Hung Lee: At the helm of Recruiting Brainfood is Hung Lee- a legend in our world. He is also the founder of WorkShape.io - the revolutionary recruiting platform for Software engineers. Hung is an industry professional with over 15 years experience as an agency recruiter, Recruitment Manager, Internal Head of Talent, recruitment trainer and strategic advisor for rapid growth businesses in the London Tech Startup scene. Now CEO of an award winning online recruiting platform WorkShape.io, Hung has been at the forefront in developing and promoting new ways in which companies can connect to talent. He is a huge advocate of us recruiters and a champion in our world. I am honored to have him on. More on Hung: https://www.recruitingbrainfood.com More Info and Past Shows: www.thePOZcast.com

The most popular content categories in Recruiting Brainfood every week are 'SOURCING' and 'COOL TOOLS'. That tells me one thing: recruiters are always looking for a edge to get to the best candidates more effectively. Who better than the Wizard Sourcer himself - Jonathan Kidder Tech Recruiter at Amazon - to help us navigate the world of chrome extensions, free tools, sourcing channels and the rest. Must watch for anyone who is interested in improving their sourcing game We're on at Friday 27th March, 3.,30pm GMT / 09.30 CST Episode 52 of Brainfood Live On Air is supported by our buddies at Stack Overflow Talent. Talk to developers where they already want to be - on the tech world's most popular Q&A site. Contact a member of the team for more information here

As the CEO of WorkShape.io and Curator of Recruiting Brainfood, Hung Lee is a well-known influencer in the recruitment industry. Join the Inside Recruitment Marketing podcast to learn more about the most powerful learning resources for recruiters and the best sources of industry news. Just hit play to get started!

Have you used Facebook Ads for Recruiting? I know I haven't but I probably should, as Facebook remains by far the largest, engaged and most important social network on the planet. A report from Hootsuite, shared on Recruiting Brainfood last week, showed us that there are THIRTEEN paid social options on Facebook. We're going to use this week's Brainfood Live ON Air to talk about each one - what are they, when to use them and how to get the best results from them.  With Fanny Comba, Jelmer Zuidema, Jelmer Koeppalmans and Andrew Bryce

In this week's episode, Lauren and Craig speak with the ever-eloquent and insightful Hung Lee (we even learn how to properly pronounce his name!). Hung gives us the low-down on the genesis of Recruiting Brainfood and shares with us his take on the biggest trends in recruitment.This man really... I mean really... knows his stuff.Have a listen...

Like it or not, we’re all connected — and in our tech-driven world, organizations have more of a global presence than ever before. This week, recruiter and Recruiting Brainfood curator Hung Lee joins #WorkTrends to take a look at the global state of work.

It's pretty clear that LinkedIn can also be an amazing channel for getting your content seen by the audience you care about. I know it's been an important channel in growing the Recruiting Brainfood community, up to the 16,300+ opt in subscribers to date Some people are really great at this 'mini blogging' format and I'm delighted to make it the topic of this week's Brainfood Live On Air We'll be covering Status Updates vs LinkedIn Articles Posting frequency - how much is too much? What to do do with 1400 characters Content generation engine Links + Images + Videos in post Hierarchy of engagement events (Comments vs Share vs Like) Newsfeed algorithm and how it works We'll be joined by Mitch Sullivan (51st best blogger on LinkedIn) Kasia Tang, trainer / community builder / LinkedIn poster hero.  If you ever wondered about how to get more views on your content on LinkedIn, this is the show to tune into. Friday 4pm BST, 30th August. Follow the channel here (recommended) Register for the show here

This month, we’re extremely excited to have Hung Lee on the show! Hung is CEO of Workshape.io and also the brains behind the hugely popular Recruiting Brainfood weekly newsletter. He joins me to discuss how to build a strong personal brand as a recruiter. As one of the biggest online influencers in recruitment at the moment, there really isn’t a better guest to give some insights on this subject! Hung shares his thoughts on… - Why building a strong personal brand is so important for recruitment - How to build a loyal, engaged network for your brand. - How to measure the effectiveness of your personal branding strategy.

In this episode, Anita Grantham, Chief People Officer at PluralSight, is walking us through the growth of a company from startup to IPO, and how to make sure you are involving the right people and infrastructure to support that growth. You will learn how to plan 8 to 12 quarters ahead of your hiring needs, how to be inclusive by hiring for values and not for fit and so much more. This month we welcome a second speaker for an exclusive interview! Listen to Hung Lee, the brain behind Recruiting Brainfood (the newsletter that reaches 14,000 weekly). We catch up with this recruiter to talk how-tos of community building, and why it’s a must in TA.

Knowing your stuff is imperative to success in any industry. And knowing where to find the most up to date and relevant info is gold. However, being able to take that info, synthesize it and put it into practice is what will separate you from the competition. It's one thing to be aware, but another thing to be ahead of the curve and that's what Hung has enabled us with Recruiting Brainfood. He has also created an amazing community of like minded, forward thinking recruitment pros that care about our clients, our candidates and our business who want to do things right on all sides of the recruitment equation. I have taken a page from Hung's masterful curation when creating The POZCAST. My goal is to bring experts from all sides of the industry here to give you actionable tangible advice. This info isnt just for us recruitment pros, but for candidates as well to understand the system and the field that you are playing on so you can use it to your advantage. Whether it be knowing how an ATS system works or maybe where the recruiters are meeting up for a conference near you so you can network, having the inside edge is everything, it's the competitive advantage you need. Join us on E14 as we go deep with Mr. Recruiting Brain Food himself, Hung Lee. Thanks for listening!

There’s potentially no harder hiring task these days than landing Rockstar software developers. So, I wanted to find an expert at it. Someone who has a dramatically different approach. I found him. Based in London, Hung Lee is CEO of Workshape, the matching service for tech talent. It’s software that helps you recruit software engineers by focusing on specific areas of interest. Which results in a high-signal, zero-noise talent marketplace Hung is also creator & curator of Recruiting Brainfood, the best curated recruiting content delivered to your inbox, once a week. In this 20 minute conversation, Hung reveals how to go about finding & hiring the best software engineers.

Let's Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount. This week on Let’s Fix Work, I am happy to introduce you to Hung Lee. Hung is the founder of WorkShape.io - the revolutionary recruiting platform for software engineers. He's also an editor of the leading industry newsletter called Recruiting Brainfood. I love the newsletter, and I know you will too! Today, Hung and I are talking about the real currency and real truths of business and relationships. Hung and I also have an honest chat about work, mental health, entrepreneurship, and what it takes to actually make a sale.  And spoiler alert: it's really hard to sell stuff. Whether you're an entrepreneur just starting out or a seasoned careerist who's curious about hanging a shingle, know this: business relationships are important. We’re talking about that and more, in this episode of Let’s Fix Work. In this episode you’ll hear: Hung share his entrepreneurial journey The stereotypes and myths of entrepreneurship Hung’s unique take on being an entrepreneur and on role models The risks and downsides of being in business How the steps to customer acquisition differ when you are an employee vs. an entrepreneur Make it easy for people to buy from you: How the hell do you do that? Recruiting Brainfood newsletter, Hung’s thoughts and thinking behind creating it The real currency of life, relationships, and how Hung developed his own relationship skills for business “In a connected world, people need to be very conscious of where the flow of information is and if you're a businessperson or an entrepreneur, you need to be standing at the confluence where that information flows for your particular market or industry.  You know you can have flaws in every single thing you're doing. But if you stand in the right place, you're going to be alright.” ~ Hung Lee Resources from this episode:LinkedIn https://www.linkedin.com/in/hunglee/ Twitter https://twitter.com/HungLee Facebook https://www.facebook.com/hunglee88 Instagram https://www.instagram.com/hung_lee Website: workshape.io Recruiting Brainfood is a 3 Course Meal Sunday newsletter Mon-Thurs - group discussion on the shared content Friday - livestream the best thoughts + bringing in the original content creators to share their insight. How to participate: Join the newsletter here (https://lnkd.in/gPqC6k8) Join the community here ( https://bit.ly/2somDTn ) Save your seat for the livecast here ( https://bit.ly/2RIR7xM)

Over 11,000 subscribers tune into Hung Lee's Recruiting Brainfood every week. To say the dude knows his shit is an understatement, and Chad & Cheese explore a wide variety of topics with this snarky Brit. Enjoy this Nexxt exclusive.

Hung Lee and Alan Walker discuss how building a personal brand can help with both short-term goals and long-term career aspirations, and how growing a community needs the right approach – but the benefits can be amazing. In this interview, we learnt:- The importance of building a personal brand in the recruitment space What a recruiter can do to build their personal brand What collaboration and partnerships can be the key to success How being present and active online can accelerate relationships What a talent acquisition leader can do to position themselves as influencers or thought leaders What triggered the idea behind Recruiting Brainfood, and the benefits Hung has seen from developing his personal brand How recruiters can build and leverage communities Why members must “self-identify” to be truly part of the community What community members expect, and how to encourage engagement The benefits of building communities for recruiters, when they should consider doing so, and the ROI Why supporting existing communities, rather than building your own, can be beneficial https://academy.clickiq.co.uk/hung-lee-on-building-your-personal-brand/

Episode #116 - We are joined by Hung Lee founder of WorkShape.io - the revolutionary recruiting platform for Software engineers and Editor of leading industry newsletter Recruiting Brainfood to talk about the future of recruiting.Resources MentionedJoin Lee's free Newsletter: Recruiting Brainfood NewsletterHung Lee's Website Workshape.ioHung Lee LinkedIn profileWatch the Video on youtubeThank you to our friends at Safeguard Global for supporting the showExpanding and managing workforces in new international locations creates a time and resource drain for already stretched HR leaders. Safeguard Global can hire employees on your behalf - while providing full management of local tax, labour laws and payment of your workers and contractors.Visit safeguardglobal.com/hrleaders for your complimentary guide to strategic considerations for HR in the age of global workforce expansion. Start your global growth engine today.”

I had he pleasure of welcoming Hung Lee, Founder of Workshape & Curator of Recruiting Brainfood onto the podcast. I really enjoyed how this conversation flowed between Hung's education in Anthropology, his passion to make recruitment more humane, his big picture thinking and his challenge & awareness-raising around what inclusion & exclusion looks like - it may surprise you at first. I have listened back twice to this podcast and I am still getting new realisations & takeaways! Hung can be contacted via the following means: Website - https://www.workshape.io/ Email - hung@workshape.io Blog - http://www.recruitingbrainfood.com/ Twitter - https://twitter.com/HungLee Please find my Interpersonal Catalyst brochure here in case I can support you at all -> https://my.visme.co/projects/rxyz4jpo-garry-turner-interpersonal-catalyst --- Send in a voice message: https://anchor.fm/valuevulnerability/message

Myself and Hung Lee had a lot of fun in the studio recording this episode. Hung Lee has carved himself a really interesting career within the Recruitment world so it was a lot of fun uncovering his story …..  Hung has worked within Recruitment for 10+ years and he has always stayed close to emerging markets when recruiting, particularly TECH!   He now owns a business which is a complete tech solution for the developer market, VERY SMART!!!  Another smart move from Hung came just 12 months ago, the Recruiting Brainfood was born which Hung is the curator of. He shared with me how he came very close to quitting this gig …. BUT he kept going and now reaps the rewards of having a 9,000+ subscriber list ...  Hung is a huge advocate for inbound marketing and also a great public speaker which is were I first got exposed to Hung's thoughts on Recruitment.  Really excited to share this episode, you don't want to miss this one!!!! http://www.recruitingbrainfood.com/ (http://www.recruitingbrainfood.com/) Help me make this podcast THE number one podcast for all Recruiters to learn from others: https://www.paypal.com/donate/?token=hRYTXHO9K4rVPP0_WMsAdB8_qiVHDTslpHHCdCx5-KM8k3BcWpICqNqT-_NE13oSXe_nqW&country.x=GB&locale.x=GB (Support the Recruitment Rollercoaster Podcast!)