Talent Savvy Bas van de Haterd

In this episode Bas, Matthias and Oana discuss the month of August in the European TA landscape.



We start talking about the weather and how that is changing the preferred location to work. The European North has discovered... heath...

And we talk about adapting to a warmer world based on this article:

https://laetitiaatwork.substack.com/p/what-future-of-work-in-a-warmer-world



We talk about leadership and growing to leadership positions in Talent Acquisition based on Linkedin data:

https://www.linkedin.com/business/talent/blog/learning-and-development/want-to-be-a-talent-leader-heres-how-600000-others-got-there



We talk about the European Start up scene based on research by Marq:

https://pubsecure.marq.com/adc1b9f6-c29c-4ab4-aed2-a3c8f11bd10b/document.pdf



We talk about Skills hiring, TikTok's investment in this, Coors Miller's sort of move to this

https://www.rte.ie/news/business/2023/0809/1398756-tiktok-sets-up-digital-upskilling-fund-for-young-people/



https://www.ere.net/articles/parent-company-of-coors-and-miller-abolishes-the-cv-sort-of



And we talk about an exit for an assessment company that was expected and unexpected and why that was the case.

https://www.recruitmenttech.nl/2023/08/24/main-capital-verkoopt-meerderheidsbelang-assessio-aan-britse-investeringsgroep/

In this case study narrator Bas van de Haterd tells you the case of hiring air traffic controllers and how they got to 160% increase in quality of hire, while lowering their requirements on education.

By using technology to test all applicants they were able to better select candidates and they learned that educational success had very limited correlation with the qualities you needed to have to become a great air traffic controller.

In this case study Bas van de Haterd tells you about an old award winning case from the Airport of Schiphol. It's about a recruitment marketing campaign actually from some years ago, but that still holds it's place.

The excellence of this campaign was that is started with persona's, and really did what you are supposed to do with persona's, personalise the campaign based on them. So different ads, with different photo's, different motivators to want the job and different landing pages that corresponded with the ads.

Talent Savvy presents case studies, short description of cases that we think are too good not to share.

In this case study one where narrator Bas van de Haterd was personally involved, hiring in (very) niche communities.

How do you know about them? (Spoiler: the people doing the job)

How do you get involved with them? (Spoiler: you don't, others do)

And how do you get your non recruitment staff to help you identify them?

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Smeißer discuss the most important developments in the European Talent Acquisition market for July. These monthly wrap ups will look back at the most important developments around Europe that influence TA.



In this episode we talk about

- The new immigration laws in Germany, especially focussed on filling skills gaps

- The increasing interview cycles and times to hire.

- The bankruptcy of HR tech firm Brandchart

- The HR tech funding market in general

- New funding for several HR tech firms like Propel, Settly and StellerUp

You co hosts this week are Bas van de Haterd, Marlies Farril and sofia Broberger.

This week we talk review sites, like Glassdoor. How do we deal with it as recruiter?

The article we reference is: https://www.careerfair.io/company-reviews

We of course will not promote fake reviews, but how and who do you as to do a review?

Hoe do you use it as a review tool? Can you point to certain departments that are not giving the candidate a great experience.

And we disagree on the future of reviews and review sites in the age of ChatGPT. Not just in writing reviews, but also in analysing worker sentiment.