Podcasts about technical recruiting

The future of recruiting isn't coming. It's already here. And if you're still relying on your legacy tech stack and spreadsheets, you're already behind. Enter Steven Jiang, CEO and Co-founder of HireEZ, who just dropped one of the most important AI launches in the recruiting space - EZ Agent, their agentic AI companion built to fundamentally reshape the recruiter's role. Forget everything you know about “copilots” and “gen AI assistants.” EZ Agent is not just another AI tool bolted onto your ATS. It's a fully-integrated, always-on agent that plans, reasons, executes, and evolves - empowering recruiters to get out of the weeds and back into real talent relationships. Steven joins Tim Sackett to break down: • Why agentic AI isn't just better - it's a whole new operating system for recruiting • How recruiters move from task managers to true talent strategists • What it means to create a white-glove candidate experience at scale • And how EZ Agent is solving the “black hole” problem by giving 100% of candidates a shot at the plate Steven's built more than a product - he's building a movement to re-humanize recruiting with AI doing the heavy lifting behind the scenes. If you care about talent, inclusion, and the future of work - this is the conversation you need to hear. Connect with Us: Steven Jiang Follow Steven on LinkedIn: https://www.linkedin.com/in/stevenhireez/ Learn more about HireEZ: https://hireez.com/ Book a Demo: https://hireez.com/customer-success/ Tim Sackett Follow Tim on LinkedIn: linkedin.com/in/timsackett Need Help with Technical Recruiting: https://hrutech.com/ Read Tim's Blog: https://timsackett.com/

Sean Page, a senior technical recruiter at Propel, shares his non-traditional career path from biology major to public health professional to tech recruiter. He emphasizes the increasing competitiveness in the job market, the importance of understanding DEI (diversity, equity, and inclusion) in hiring processes, and the need for clear communication in salary negotiations. Sean highlights the differences between working in non-profit and tech sectors, particularly regarding timelines and meeting cultures. He stresses the role of recruiters as important cross-sectional contributors to business operations and advocates for focusing on senior-level hires for greater DEI impact. Sean offers tips for job seekers on standing out in interviews, leveraging data, and maintaining mental health during prolonged job searches in a challenging market.Sean's social media links: https://x.com/SeanPageTalent Non-Profit Sponsor Links:https://www.techbychoice.org/ https://www.underdogdevs.org/

Summary:Oshri Cohen is the founder of RedCorner, a CTO as a Service agency that provides organizations with highly skilled and experienced ex-CTOs who specialize in whatever industry, business model or engineering culture is needed. In this episode, Oshri talks about the current issues with technical recruiting and what we can do to fix them. Chapters:[0:00 - 4:13] IntroductionWelcome, Oshri!Today's Topic: Technical Recruiting is Broken—Here's How to Fix It[4:14 - 17:44] What is technical recruiting?Technology changes at a such a rapid pace that it can be difficult for HR to stay informedFlaws in poorly-executed technical recruiting[17:45 - 28:33] What can be done to improve the technical recruiting experience?Fixing technical recruiting issues from the top downWhy it's critical for HR and technical managers to work together for technical recruiting[28:34 - 35:27] How will generative AI affect the world of technical recruitingHow technical knowledge requirements have changed as technology has evolvedPractices that make technical recruiting more accessible [35:28 - 36:19] ClosingThanks for listening!Quotes:“[Companies should have proper technical leadership where the CTO is a business-minded individual and understands how to talk outside of their technical sphere.”“If you ask [ChatGPT] to write a specify function that does one small thing, it can do that beautifully, but it writes code like a junior developer.”Resources: RedCornerContact:Oshri's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

In this episode, Stefanie Sher, Director of Talent Acquisition at Replicated, shares her insights on how to lead with credibility in a technical recruiting space, advice for hiring managers to avoid "bad practices," and how to influence them with data and cost-benefit analysis. She also discusses the current market landscape and the challenges of finding the ideal profile for hiring, especially in the context of diversity hiring. Stefanie also shares her favorite HR tech stack tools and discusses the role of AI in recruiting. 

In this episode, Brian Bailey, Sr Manager of Technical Recruiting at Achieve, discusses how to manage a fully remote technical recruiting team successfully. Key takeaways: Re-evaluating mentoring and onboarding process. Delivering training when bandwidth is limited Break up training into smaller increments Be approachable to create safe spaces to discuss things Balancing autonomy and accountability (via OKRs) Four relationship-building characteristics. About today's guest: Brian Bailey Dynamic and Energetic Technical Recruiting Leader with 17 years of experience in staffing and recruiting.  He has the mindset of getting things done the right way and partnering with hiring leaders to hire and find the best technical talent. Brian enjoys traveling with his family, playing soccer and golf, and being competitive in anything he does. Brian has worked in the staffing industry, the fintech industry, and the SaaS space. LinkedIn: https://www.linkedin.com/in/brianibailey/ ___ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at  https://www.linkedin.com/in/amirbormand (Amir Bormand)

Joe Gillespie, Former Head of Technical Recruiting at Robinhood Joe reveals everything you want to know about technical recruiting from his time at Robinhood. He explains how recruiters find engineers, how to think about boosting your total compensation or job level, and why people get lowballed or down-leveled. https://blindap.onelink.me/ttCg/ftpus17i

The crypto industry is rapidly expanding as interest in the ethos and space increases. As such, the demand for crypto talent in crypto-inclined startups is also increasing and getting competitive. Founders are painfully aware of this and the fact that the early stage of a company is its most delicate. Therefore, to deliver on the company's goals, an early team has to function appropriately and synergize. In achieving this, professionals with the right skillset need to be recruited

I spoke with Snir Yarom, CTO at Codility,

In this episode Mike chats with Roger Wahman, CTO at Apex Consulting, and Darin Stevenson, Director of Strategic Solutions and Technical Recruiting at Apex Systems.Learn about the trends Roger and Darin are seeing across their client base and learn about the in-demand skills that cloud professionals should be picking up in 2022.Learn more about Apex:https://www.apexsystems.com/Connect with Roger on LinkedIn:https://www.linkedin.com/in/rogerwahman/Connect with Darin on LinkedIn:https://www.linkedin.com/in/darin-stevenson-4617594/

Have you made the leap to a new job during the 'Great Resignation'? Lots of folks have, or are thinking about it. Join us for this episode on what job hunting, recruiting, and hiring is like in the tech industry today with Wendy McIntosh.

We have heard a lot about the company culture at Carvana, but this podcast was our opportunity to get a deeper dive with an inside perspective. Neil Shah was able to give us the inside look at the growth of Carvana and how they have continued to support their employees through the past year (in the middle of a pandemic if you forget). Carvana has grown rapidly since its inception and due to the innovation and the concept behind Carvana, the company has continued to grow over the past year, where many other companies have struggled. Since the concept of Carvana already included limited contact with others and had a foundation set in technology to make car buying easy, this allowed Carvana to focus on their people during the beginning of the pandemic instead of the business platform itself. While other companies were struggling to find the right forms of technology to support their company becoming contactless, Carvana was able to put focus on their employees first. In a matter of three fast weeks, Carvana was able to shift their employees to working remote, with a similar and comfortable set up that they had in their office. They cut back hours on some staff, but never cut their health care coverage. Carvana changed their sick plan to include support for those that got covid so they never had to tap into their PTO. The leadership team even took cuts in their own salaries to make sure that the employees were covered. After shifting their employees to remote and supporting them in their new routines, the company was able to put the focus back toward the company and ways to grow in a contactless fashion. The focus was never off the employees though. The leadership continues to stay in open communication with the employees, continues to offer opportunities for recognition, and supports the employees in being their authentic selves in the workplace. When we mention recognition, we are talking next level recognition in some cases where Carvana gifted 21 employees with a new car this year. You cannot have a conversation about company culture without talking about values. Carvana has seven values that they showcase and refer to often, but Neil gave us his top two, one of which we cannot get enough of. “Your next customer may be your mom,” is one of their core values, that is not only referenced daily as the employees interact with a wide range of customers, but this is value is showcased on one of the walls in their office. We know many companies that write core values on the wall that do not truly embody what they stand for, but Carvana took it to the next level by adding photos of the employee's moms on the wall as well. We absolutely love that Carvana has taken the value one step further to help there to be a true connection with the employees and the core values that they believe in. Here are the rest of their core values in case you are interested… • We're all in this together • Be brave • There are no sidelines • Zag forward • Don't be a Richard (you know what this one means… and we love it!) This podcast is not just to hear about a few values that are written on a wall. We know that just because you write them on the wall doesn't mean the staff feels connected and automatically feels the stronger company culture. This podcast gives our listeners the opportunity to hear about the company culture through the stories, examples, and passion that Neil shares. Hearing from him allows our listeners to connect. Most of us have left a position at least once, to join a company because we wanted more opportunities to grow. We have most likely stayed with a company because we could truly be ourselves (or left a company because we couldn't be ourselves). These actions and feelings are at the root of a good company culture and our listeners have the opportunity to connect through this podcast and hearing about the good company culture with Carvana from Neil's view. If you like disrupting the norm and are looking to join a company revolutionizing an industry then you will LOVE what Carvana has done for the car buying experience. Buying a car the old-fashioned way sucks and we are working hard to make it NOT suck. I mean, have you seen our vending machine?! We are looking for people who are excited to thrive in an environment of impactful change. Team spirit is evident at Carvana and every day we let our passions and creativity foster innovation. We take big swings, set ambitious goals, and challenge each other to make data- and process-driven decisions in everything we do. We've been changing the game since 2013, and we're not taking our foot off the gas now. Neil Shah is the Team Lead of Technical Recruiting at Carvana. He has over 13 years of experience in Technical Recruiting coming from a recruiting agency background. He made the leap from agency to corporate technical recruiting in 2018 in an effort to be a shepherd of culture and growth rather than just a placement professional. He is passionate about creating inclusive and diverse technical teams and building long-term relationships. Connect with Neil on LinkedIn. Timestamps Resources / References Carvana You can join the open source information network for this podcast at: https://www.facebook.com/groups/culturecrush To subscribe to our monthly newsletter visit: https://www.culturecrushbusiness.com/subscribe/ Our contact information: culturecrushpodcast@gmail.com www.culturecrushbusiness.com Social Media Instagram: https://www.instagram.com/culturecrushpodcast/ Twitter: https://twitter.com/culturecrushbiz YouTube: https://www.youtube.com/channel/UCrgl1euEYjZGamAkWgxoJDg LinkedIn: https://www.linkedin.com/in/kindramaples/ Facebook Page: https://www.facebook.com/CultureCrushBusinessPodcast Facebook Group: https://www.facebook.com/groups/culturecrush

In this episode of Kopcast Live On Demand I talk with Jan Hernstat, V.P. of New Business Development at Zuma Payroll & Processing. Jan is an experienced Vice President of Sales Marketing with a demonstrated history of working in the human resources industry. He is skilled in HR Consulting, ADP Payroll, Coaching, Sales, and Technical Recruiting. Jan is a Strong Sales Professional with a Bachelor of Arts focused in Communications from Hofstra University. In this interview we breakdown Payroll Processing, Human Resources Consulting and the Mandatory Sexual Harassment Training. It's a must listen too for anyone in business small, medium or large.

This week we welcome Vivek Ravisankar, CEO of HackerRank, to the podcast. Vivek co-founded HackerRank in 2012 with the mission of using skills assessments to match developers with the right jobs. Since then, the company has helped more than 2,000 organizations go beyond résumés and ‘pedigree' to find talent with proven programming skills. Topics include: the advantages and limitations of using résumés in hiring for technical roles, the issues with relying on educational or career ‘pedigrees' as proxies for technical skill, the biases introduced when screening based on measures like GPA, why software development has been one of the last fields to “digitize” its screening processes, the role of emotions in making hiring decisions, the hidden costs of communication when hiring a remote workforce, the meaning of culture and the implications for remote workforces, the necessary ingredients for creating a thriving tech eco-system, how a city's “vibe” dictates which industries will thrive there, the attrition problem facing engineering departments, and the ways in which technology can enable career development within an organization. 

During this episode, Alden and I talk about how practitioners make the business case or the use case for purchasing Machine Sourcer. Alden is an expert in all things related to technical recruiting and automation.  His ingenuity and creativity truly shine through during this session.  

In today's episode of 'The Job Hunt', I sit down and chat with Nicole Chen, a Software Engineer at Fivestars.Episode 9 is for the students interested in software engineering and STEM! Nicole and I cover everything from networking and attending career fairs (and tips and tricks for standing out!) to interviewing best practices for software engineering and technical roles.That being said, even if you're not STEM or interested in entering SWE, this episode is still a great listen for those interested in learning about Diversity, Equity, and Inclusion (in tech and beyond!), navigating career fairs, and dealing with impostor syndrome.If you have any further questions, feel free to reach out to us on LinkedIn (Nicole Chen // Bryan Wang). In the meantime, check out my newsletter and blog for free recruiting resources, and stay tuned for more episodes with more amazing guests!Best of luck, and stay healthy + happy in these covidious times!DISCLAIMER: All views expressed in 'The Job Hunt', both by host and guests, are the sole opinion of the individuals noted above, and are not necessarily representative of the official position(s) of either parties' respective employers or affiliated organizations.

Meet: Harry Dannenbaum -  Head of Recruiting at Coda. Grew up in London, came to the US for university - where he studied History. Jumped into the tech world right after graduation, where he joined Box and subsequently helped grow the company from 160-2000+ people, leading the Technical Recruiting team.  If you have any questions for Harry, please feel free to reach out to him via LinkedIn: https://www.linkedin.com/in/harry-dannenbaum-34809432/

This week in The Talent Bubble is Rory Lynch, Head of People & Talent at Greenbits. Rory has held Technical Recruiting positions at companies like VMWare & AWS Elemental. In this episode, Rory shares tons of tactical tips for dealing with today's challenges and the incredible of how he landed at Greenbits. This episode is sure to inspire anyone looking for a job right now. Learn more at The Talent Bubble This episode is sponsored by The People Ops Society & JobviteThe People Ops SocietyThe first and only community of its kind, The People Ops Society, is a closed and vetted community of active People Ops professionals working online, together, to solve problems and share resources for the first time. The POPS community is working to move the profession forward and give a new voice to People practices. No sales people, no spam. People pros only. Learn MoreThe Summer to Evolve by Jobvite12 weeks. 45+ Sessions. The Summer to Evolve offers free courses, interviews, and roundtables designed specifically for TA and recruiting professionals. Expand your skills, inspire new strategies, and get a much-needed break from the ordinary all summer long with Jobvite!Register NowEpisode Summary02:02 First job ever03:05 How he got into tech04:25 How he got experience recruiting05:54 The best part about contract recruiting06:55 How to onboard the right contract recruiter08:10 How he got his first job at Greenbits10:35 How candidates should reach out to or follow up with recruiters & hiring managers11:55 How he transitioned from Office Manager to Recruiter12:55 Biggest challenges he is facing right now 14:25 Lattice to manage goals and department vision15:22 First project as Head of department: Layoffs & remote work16:01 Culture building: happy hours, egames, Netflix Party17:17 New benefits for consideration: internet stipend, home office stipend, manager budgets for team building. Check out virtual escape rooms. 18:15 Greenbits Cribs18:59 Brian & Rory talk about their dogs like they are their children19:35 Key recruiting tools: Gem20:12 Guiding principles for recruitment process22:12 How recruiting has changed since COVID-1924:25 Candidate experience: communication & frequent updates26:07 Connect with Rory

In this episode with Bridget Griggs, Ph.D, we cover Bridget's background and how she got into technical recruiting. We also cover:  - How to leverage a non-traditional background like Bridget's into a successful recruiting career - How to work with highly technical candidates - The benefits of additional education courses like Udemy - The job market for data scientists and data engineers post Covid-19 BONUS: Check out our free eBook for podcast listeners. 

Military Technical Recruiting connects employers with technical and leadership talent directly from the US Armed Forces. They will share important information such as how:  If you need something technical fixed, the military has thoroughly trained and prepared somebody for the job  They help companies translate specific military experience to your hiring needs  They exclusively focus on hands-on maintenance technicians and maintenance management  They help military veterans make the difficult transition to civilian employment 

Nancy Williams is a Technology Industry Executive with years of progressive experience in business development and large-scale account management with organizations such as IBM, Unisys and Comforce. Skilled in Customer Relationship Management (CRM), Project Management Office (PMO), Recruiting, Technical Recruiting, and Change Management. She is also a strong educated professional with a Bachelor of Business […] The post GWBC Radio: Nancy Williams with ASAP Solutions Group and WeFresh appeared first on Business RadioX ®.

Critical Thinker | Serial Entrepreneur | Creative Andy learnt the joy of being a creator when he applied a lot of what he had learnt theoretically when he started his first start-up, a micro-brewery.  He got into journaling when a teacher in college taught Julia Cameron's The Artists Way and Morning Pages - Frame of Consciousness (Value of writing, reflecting, thinking) for 3 months as part of a class. Episode Transcript - https://medium.com/the-passion-people-project/s02-e20-the-rationalist-2414b15291f7 Here are some excerpts from the conversation - “Pay attention to what you are afraid of.” “Come up with your own system of values - Make decisions for yourself” What do does Andy value? - Humor;  - Risk - Rich parts of life unless you take risk.  How to reflect on good and bad things? Reflect on bad things by thinking of why something happened, not by pinning the blame on somebody but to get the root cause of why something bad happened and what could be done to avoid that in the future.  Reflect on good things by writing down in as much detail as possible how something feels like. Chase that feeling. Write down why decisions were made the way there were and reflect back on it from time to time.  How can one be more gentle with oneself? Wait. But Why? - Tim Urban - https://waitbutwhy.com  Write down how that feels at that moment. If something feels bad or ugly, it mostly is a misalignment between something doing and the belief.  Ben Franklin Effect - The Ben Franklin effect is a proposed psychological phenomenon: a person who has already performed a favour for another is more likely to do another favor for the other than if they had received a favour from that person - How to ask for help? People want to add meaning to their life and to the lives of others. So when asking for help, provide context and tell them that you were in a similar spot as they are or were and would want to talk about it.  Kurt Vonneget - We are asking our spouse to be too many people? Conference – A good way to think about networking in a conference is to answer the question of - Can you be friends with this person for 10 years?  If the answer is yes, a simple way to add depth to your conversation is to simple ask – “I am really enjoying this conversation, do you want to grab a coffee or go for a walk?” Check out the Holloway Guides –https://www.holloway.com/ · Holloway Guide to Equity Compensation - https://www.holloway.com/g/equity-compensation/about · Holloway Guide to Equity Compensation - https://www.holloway.com/g/venture-capital/about · Holloway Guide to Technical Recruiting and Hiring - https://www.holloway.com/g/technical-recruiting-hiring/about  The guides just aren't everything, do check out the website for other mini-guides and syllabus ranging from B2B Sales to using Twitter effectively.  Books and Brain Food Suggested -    The Artist's Way: A Course in Discovering and Recovering Your Creative Self by Julia Cameron - https://www.amazon.in/Artists-Way-Discovering-Recovering-Creative/dp/1509829474/ref=sr_1_2?keywords=artists+way&qid=1578927061&sr=8-2  The Artist's Way Morning Pages Journal: A Companion Volume to the Artist's Way by Julia Cameron - https://www.amazon.in/Artists-Way-Morning-Pages-Journal/dp/0874778867/ref=sr_1_1?crid=1BO6PYA6NJVKD&keywords=morning+pages+journal&qid=1578927139&s=books&sprefix=morning+pages%2Cstripbooks%2C469&sr=1-1  Lunch by oneself twice a week – Read alone and recharge

Founded in 2015, CodeSignal is the first company to develop an objective automated skills-based assessment platform that can be used as a standard for technical recruiters and employers. The company is now helping big organizations like P&G, Robinhood, Lenovo, and Uber make smarter hiring decisions for their technical hires. The CodeSignal's Machine Learning algorithm has analyzed terabytes of skill assessment data to develop the Coding Score, which is a predictor of a developer's coding and problem-solving ability, and technical interview performance. "Amazing things happen when a group of incredibly smart people work in unison to change the world. As a leader, your job is to create that environment." Tigran Sloyan Chief Executive Officer Here in 2019, more than 50% of software engineers are self-taught. So if a top programmer didn't attend an elite university, how can they prove their chops to potential employers? In the current state, technical hiring and testing during the interview process has been called a "bloodbath," and often leads to mis-hires or missed hires because what is being tested isn't actually realistic or relevant to the job at hand. I invited Tigran Sloyan back on to my daily tech podcast to learn more about the Certify solution. We discuss how it allows recruiters to make data-driven hiring decisions based on the skills that candidates show through real-world coding assessments. We also discuss how it streamlines the technical recruitment pipeline to help HR professionals move away from a reliance on traditional resumes. But also how tech can reduce subconscious gender, racial, educational, and socioeconomic bias in hiring.

Josh Hibray graduated with Full-time Web Development Cohort 31. I have worked in many different professions such as the Music Industry, Taxes and Technical Recruiting. I have always enjoyed puzzle games and finding different ways to solve them and diving into code the first time I found a lot of the challenge and reward in coding as I received solving a complex puzzle. I could not be more excited to be combining the problem solving and technical aspects of prior career experience as well as activities I do for fun and pursuing what has become a passion in software development.

On the 14th episode of our #DataDrivenRecruiting podcast we discuss the top 5 mistakes in technical recruiting. You can also subscribe and listen on iTunes: https://apple.co/2v0h6 Spotify: https://spoti.fi/2uXVTu7 Web: data-drivenrecruiting.com Subscribe to our YouTube channel: http://bit.ly/2P4TyGY

Engagement!  Well, not the type of engagement you might be thinking of.  Engagement in the business sense. Employee engagement is the one critical element that leads to the success of your business!  Which I believe starts from the first point of contact with your organization… yes before someone is hired!  Today’s Quote: “Not what you say, not what you do but how you make people feel.” - Maya Angelou Guest Bio: Steve Higginbotham is the Branch Manager of Volt Workforce Solutions. As an executive business partner and inclusive leader, Steve brings two decades’ of experience leading organizational transformations with leading companies. Changing the way Staffing Companies engage with their customers is vital. Having a deep connection with your business and an inclusive approach will continue to add value through a Total Talent Management partnership. Steve has expertise in Technical Recruiting, Business Development, Technology Consulting and Human Capital Solutions. He continues to deliver immense value to companies and business leaders through his strategic partnerships. Steve believes in a customer service approach for business success. Steve has experience leading multiple types of organizations from Fortune 100, mid-market, private equity, & VC backed start-ups. In addition, Steve has developed 15 different divisions within eight different businesses while managing large business units & increasing enterprise accounts. His track record includes leading, coaching, mentoring and developing people into highly successful business leaders. Steve has spent his career aligning business professionals with career opportunities. The value that he brings to companies identify with their strengths and opportunities for growth. Steve's experience coaching individuals helps improve communication. He has also conducted numerous presentations to board members and C-Level professionals with highly respected clients and industry associations. A people oriented leader who drives business collaborative to maximize team performance while mentoring & coaching individuals through aligned approaches to achieve desired results.  Show Highlights:  What Engagement is, what it isn’t Why engagement is critical today How to engage people to create emotional attachment! What is engagement and why is it important? Engagement How you communicate with your company Hiring managers - I want to hire the best talent, retain top talent What happens in the middle from what you want vs what you are getting The company gave 3 hours of training, no orientation, on the job training. Employees responsibility - Who owns engagement?? Problem 3 sides of the engagement - Who’s responsibility is it these days  If a person is not engaged correctly, they are going to bounce quickly… first 30 days.  The company needs to train leaders to be better leaders The dual partnership between the company's & managers People leave quickly or they stay and are just there because of the paycheck Belief in mission, vision values.  Outlining issues that you cannot control Employee: losing engagement with the job… nothing more that is being contributed Rick’s Thoughts Engagement starts with your job posting, email or phone call Critical in attraction & retention When you care, you win Human Contact is the key 1:75 people call back.  There has to be a personal approach.  Steps to maximize engagement Sources are not recruiters…  Everyone with at least relevant experience NEED to be called  train recruiters on what needs to be asked Discuss career worth Poor career planning. No mentoring, support or growth  Once they start: Not scaling back on your onboarding process Social media posts are not onboarding Clearly, have a process Train your recruiters What information to gather The importance of a conversation Reward finding gold nuggets! Create a hiring bonus for people who were passed over because of a resume but are actually good Pick up the phone and call people! Key Takeaways: Differentiate yourself from the standard hiring process Create a structured and standardized interview process Train your employees to be Talent minded Remember in engagement – how you make the candidate feel is more important – please be genuine in your approach, efforts and ensure timely and responsive feedback – always

In this episode we talk about the right approach to measuring skills and collecting data at different stages of the hiring process.

As the demand for talent in the blockchain industry increases, IOHK Technical Recruiter David Rountree joins The Cardano Effect hosts to discuss his methods and challenges for bringing on some of the best employees. Watch Episode 13 and view more information on Youtube: https://youtu.be/ISioP8RUsK4

Today we get to know Jennifer Rojas of NextJen Recruiting. Jen is here to partner with you on everything from recruiting and people ops strategy to technology implementations as you navigate the path to success! This episode is powered by Hera Hub - https://herahub.com/ - Hera Hub is the first international female-focused coworking space & business accelerator. Tweet @womenintechshow and @EspreeDevora. jrojas@nextjenrecruiting.com https://www.linkedin.com/in/jenniferrojas/ http://twitter.com/womenintechshow https://twitter.com/espreedevora

In virtually every research study you see on talent acquisition trends and challenges, hiring technical talent shows up at the top of the list. It's not only a trend, because almost every company has a digital component today, but it's also a challenge: these candidates are hard to find, hard to source, and hard to convert into candidates.  In today's conversation, Ben interviews Kathleen Smith, Chief Marketing Officer at ClearedJobs.net, about what separates those employers that get results with those that don't. Conversation centers around "old school" components that are still driving success for many employers, such as job fairs. Additionally, Kathleen gives a powerful piece of advice for both new and experienced recruiters about how to integrate with the community to build trust and a positive reputation. With a market full of new, flashy, and sometimes overhyped recruiting technologies, this conversation takes recruiting back to its roots. If your company hires technical candidates like engineers, cybersecurity professionals, and other similar roles, then this show is going to give you some great insights into how to improve your results.  Connect with Kathleen on Twitter: https://twitter.com/yesitskathleen Don't forget, if you enjoy We're Only Human you can say "thank you" with a rating and review on iTunes! It helps others find the show and advances our mission of improving the HR profession, one HR pro at a time. 

Jeremy Roberts at Lunch with DriveThruHR        @imJeremyR    visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".