The Recruitment Hackers Podcast Talkpush

This episode of "The Recruitment Hackers" features Hilke Schellmann, an award-winning journalist and recent author of "The Algorithm." The discussion delves into AI's impact on talent acquisition, addressing critical concerns about the scientific validity of AI tools, biases in algorithms, and the overall effectiveness and fairness of AI in high-stakes employment decisions. Key points include the need for more stringent validation, transparency in AI-driven recruitment, and the necessity of establishing industry standards and regulations in light of AI's growing role in human resources.
https://www.hachettebookgroup.com/titles/hilke-schellmann/the-algorithm/9780306827341/?lens=hachette-books)

Interview of Maya Huber from Tatio.io , an expert in recruiting and staffing with a PhD in the future of work and job analysis, discusses the changes in the workforce. She emphasizes the importance of light industrial workers and their role in driving the workforce. Maya explains that while robots may change certain aspects of these jobs, new approaches should be implemented to improve efficiency. Max Armbruster asks Maya about her predictions regarding job changes due to technological advancements, to which she responds that everything happened faster than expected. She mentions that career paths are becoming less linear and more project-based, particularly in light industrial spaces where people switch between jobs frequently.Maya highlights that companies with high automation levels still require human operators for certain tasks. The demand for positions within the light industrial space is changing as well. TaTiO's solution replaces traditional selection processes for job candidates with visual job simulations, creating a more engaging experience and improving hiring decisions. Maya explains how this approach helps candidates understand what a job requires within minutes instead of reading multiple similar job descriptions.They further discuss why "gamification" is not a suitable design mantra when building a job application process, as applying for a job is serious business rather than playful or easy.Maya suggests going back to a more personalized and hands-on approach in the hiring process. She emphasizes the importance of making meaningful connections with candidates and avoiding solely relying on technology. Maya also shares her hiring mistake of trusting her gut instinct without proper assessment, highlighting the need for simulations to evaluate skills before hiring.

Graham Thornton, the founder and CEO of ChangeState, joins Max Armbruster on the Recruitment Hackers podcast. They discuss how to adapt recruitment marketing and career websites to high volume recruitment, particularly for early career individuals. Graham emphasizes the importance of making the application process easy and straightforward for candidates in different roles. He suggests creating content pages that provide relevant information about the organization and allow for quick data capture to screen potential applicants effectively.
Graham Thornton emphasizes the importance of creating content pages that are relevant to the target audience and drive traffic to increase conversions. He explains that advertising outlets prefer ads that lead to clear and relevant landing pages, rather than individual job listings in an ATS. Graham also discusses the flexibility of job feeds and suggests creative ways to showcase job opportunities on career sites. Max Armbruster expresses his newfound understanding of content pages as a more effective form of marketing compared to traditional career sites. They discuss the challenges faced by enterprise buyers who already have existing systems in place and how demonstrating improved conversions can justify investing in new solutions. The conversation concludes with Graham sharing his hiring mistake, highlighting the value of seeking diverse skill sets within a team.
Graham Thornton discusses the importance of building a broad team and learning from hiring mistakes. He emphasizes the need to move quickly on candidates and the potential bottleneck caused by lengthy interview processes. Max Armbruster mentions that Talkpush has reduced time to fill positions through aggressive recruiting efforts. They also discuss the dominance of Google for job searches and the increasing importance of paid ads in search engine traffic. Graham mentions that TikTok is an area they need to explore further as many customers are interested in using it for advertising purposes.

In this episode, Cristina Junio, Head of Sales and Operations at Resource Solutions, gives an overview of the talent crunch in the Philippines,  with the rising demand driven by the BPO industry and the availability of gig work online. A new generation of talent has arrived, more autonomous, tech-savvy, and flexible than its predecessors. Employers must rewrite their playbooks and hire talent straight out of university to meet the rising demand.

Matt Lerner is the CEO of a consulting business named SYSTM, which helps early-stage startups grow. In this episode, we explore how fast-paced environments like startups can find the right talent and what pitfalls to avoid. 

Max Armbruster, the host of the Recruitment Hackers podcast, interviews Matt Lerner. Matt previously supported Max and his company Talkpush through an investment with 500 startups. Matt has since transitioned to be the CEO of a consulting business named SYSTM, which helps early-stage startups grow. Matt's recent activity on LinkedIn has centered around recruiting for fast-paced environments and startups.

In their discussion, Max is keen to explore how startups can find the right talent and what pitfalls to avoid. One particular focus is on "defensive candidates." Matt emphasizes that defensiveness in a startup environment can be detrimental. He mentions that he has seen teams become unproductive due to individuals who are not open to feedback or reconsidering their strategies.

Matt also speaks about the difference between hiring from big-name brands versus hiring based on skillsets and fit for the startup environment. He advises caution when hiring based solely on the prestige of a company listed on a candidate's resume. Matt believes that while individuals might excel in a corporate environment, they may not necessarily thrive or bring value in a startup setting.

Toward the end, Matt shares his favorite interview question which centers around understanding a candidate's mindset, openness to feedback, and willingness to admit and learn from mistakes.

In this special episode of the Recruitment Hackers Podcast, our host Max conducts an insightful conversation with his sister, Rafaela Armbruster, who works as an Admissions Coordinator at UCL. The unique angle of this episode revolves around the parallels drawn between job recruitment and student admissions, both involving evaluating young talents.
The discussion extends to personal growth, bias checks during recruitment, and the impact of AI on the admission process. A memorable story narrates an unusual applicant’s experience, highlighting the importance of personal bias checks in admissions or recruitment. Finally, the episode emphasizes the need to understand young talents beyond their brief resumes, demonstrating the intersectionality of both fields. This heartening family affair episode presents unique perspectives, making it a must-listen.