The Recruiting Brainfood Podcast Hung Lee

HOW TO SET UP A RECRUITMENT ANALYTICS DASHBOARD


 


Having strong analytics is critical to increasing the degree of your hiring success. Much more challenging is how best to set up a dashboard which works best for your organisation and your needs. We're going to get some expert advice from talent leaders whose speciality is enabling organisations to have access to, and make better quality decisions on, the data from the talent team.


 


- What metrics do elite organisations use?


- Are there common analytics themes amongst high vs low performing TA teams?


- Give us the metrics that matter - please no context!


- How long do you go back in history when you get there?


- What method do we have to connecting performance data back to the assessment flow?


- Do we need a specialist analytics function to do this?


- How does Ai help us identify important metrics - can we now find / use more?


- What software works best?


- Can we see a few examples here??


 


All this and more on Brainfood Live On Air. We're with Luke Eaton, Head of Talent Operations (WellTech), Michael Talarek, Senior Analyst (Zalando) & Jeremy Thornton, Senior Project Manager (Citi) on Friday 10th May, 2pm BST / 9am ET


 


Follow the channel here (recommended) and click on the green button to register for the show.


 


 


Ep256 is sponsored by friends at Greenhouse


 


Greenhouse is your all-together hiring platform — there to meet your company’s needs at every stage with comprehensive solutions that power your hiring process.


 


Bringing together technology and expertise, scalable workflows from Greenhouse help you connect recruiters, interviewers, hiring managers, and candidates. Use smart sourcing tools that help you discover and engage top talent, and create organized interview plans that empower your team to make their best hiring decisions with fairness. And when new hires start onboarding, you can easily track and manage the process, complete essential to-dos, and orchestrate next steps.


 


At each stage of hiring, you can set goals and get meaningful insights — so your team can make measurable improvements.


 


With Greenhouse, hiring is more than a series of tasks — it’s strategic and purposeful, delivering value at every step, helping you connect teams and achieve the best outcomes.


 


Hire better, all-together... with Greenhouse. Visit Greenhouse to learn more.

 

NO LINKEDIN X-RAY? WHAT NEXT?


 


The sourcing community has been monitoring the changes on LinkedIn, particularly on the availability of public data to search engines. 2 months since the news first broke that 'LinkedIn X Ray is dead', what is the latest from the front lines of the sourcing world. And...if LinkedIn X-Ray IS on its last legs, what does that mean for people aggregators, data enrichers and the like?


 


- Latest on LinkedIn X-Ray - update


- Implications for recruiters, more upgrades to LinkedIn Recruiter?


- Implications for sourcing for diversity...good or bad?


- Implications for the freelance recruiter


- Workable workarounds


- Shift to alternative models of sourcing / people finding


- Present and future of sourcing


- Can next generation sourcing solutions provide?


 


All this and more on Brainfood Live On Air. We're with Brian Fink, Talent Acquisition Partner, (McAfee), Erin Mathew, Exec Search (PayPal), Dean da Costa, Senior Staff TA (Lockheed Martin) & friends on Friday 26th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot


 


 


 


Ep255 is sponsored by our buddies HireFast


 


Attract, source, engage, and hire the most relevant candidates on time, within their budget.

DATA OR ADS: FUTURE OF JOB BOARD ADVERTISING IN THE ERA OF GENERATIVE AI


 


Job Boards are going through a moment. What had felt like a clear progression of business model towards Pay-Per-Applicant, is now changing in the era of GenAI, especially with the AI-enabled job candidate conducting mass apply. Opportunities and risks have both increased for the job board vendors, and the decisions that these players make will have downstream impact on the sort of services employers and job seekers alike can expect.


 


What is the state of job board advertising in 2024? What do we expect to see in next year, next 5? We're bringing together the top experts in the job board field to talk us through the future of job board advertising.


 


- Macro View: State of Job Boards


- Volume of job ads vs Revenue


- Programmatic vs non-programmatic


- Impact of GenAI for job boards


- New GenAI job board features - will internal search change?


- Data and LLM, what is the real value of job board data?


- What is the impact of job board users - job seekers and employers?


 


All this and more on Brainfood Live On Air. We're with Yazad Dalal, Chief Growth Officer (Joveo), Bill Fischer, CTO (VONQ), Louise Triance, Founder (UK Recruiter) Alexander Chukowski, Senior AI Advisor (Job Boards),Chris Russell, Founder (RecTech Media) & Steven Rothberg, Founder (College Recruiter) on Friday 19th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot


 


 


 


Ep254 is sponsored by our buddies Joveo


 


Transform your talent sourcing with the global leader in programmatic job advertising. Joveo is revolutionizing recruitment for the world’s most prominent employers, staffing firms, RPOs, and media agencies. Our advanced platform ensures you attract, engage, and hire the best candidates efficiently and within budget. Powering millions of jobs daily, Joveo leverages cutting-edge data science and machine learning to optimize your recruitment process across all online channels. Experience unparalleled control and insights, from initial click to final hire, making your talent acquisition seamless and effective.


 


Embrace the future of hiring with Joveo—where precision meets performance. Schedule a demo with one of our friendly experts today here

SKILL BASED ORGANISATION: REALITY VS RHETORIC?


 


The consensus in the industry is that Skill Based Hiring and Skill Based Organisation is the way forward for the next generation of future fit organisations, but what does successful implementation actually look like? We're beginning to see the emergence of a debate on the wisdom and practicality of the idea - can it even be done?


 


Join us, as we discuss the issue from different points of view from the TA Leadership community


 


- Definitions: What is Skill Based Hiring?


- Isn't this just ignoring credentials on the CV?


- Isn't this just ignoring the CV?


- What does a Skill Based Organisation look like, after the external recruitment has been through Skill Based Hiring?


- What does this mean for jobs - are they being unbundled?


- How do we recruiters assess for skills?


- What are the problems of Skill Based Hiring?


- What are the advantages?


 


We're with Matthias Schmeißer, Global Senior Director, (Emnify), Andrew Grier, Head of TA (Helping Hands Home Care), Dan Logan, Director of Transformation (Advance) & Marija Kose, CPO (Human Edge) and on Friday 12th April, 2.00pm BST.


 


Follow the channel here (recommended) and register by clicking on Save My Spot


 


 


 


Ep253 is sponsored by our buddies TechWolf


 


Everyone is talking about skills. But what does it mean?


 


Research by Deloitte found that less than 20% of companies have embarked on the transformative journey toward becoming a skill-based organisation (SBO). Taking action requires more than just recognition. Amidst the strategic shift towards skills, many business and HR leaders find themselves navigating through a maze of information, unsure of where to start.


 


This guide demystifies the process with three practical tips to guide you on the path to implementing a skill-based approach:


 


Why go skill-based?


 


- The obstacles to becoming an SBO


- Practical tips to get you started with skills


 


Read our latest guide today

HOW TO PULL OFF A GLOBAL TA ORG RESTRUCTURE


 


The post 2021 drive for optimisation has led to a global wave of organisation restructuring, as every department, in every company, probably in every country comes to terms with a world of high interest rates, slowing growth, tougher margins and ever increasing volatility.


 


How have multinational TA teams responded, and reorganised?


 


- What prompted the decision to reorg?


- How long a run way do you need to even think about this??


- What are the most important elements of a successful reorganisation?


- Bundling and unbundling jobs into tasks create more opportunity to radical moves?


- Forex arbitrage - how much does this factor into the thinking?


- Any technology solutions that help?


- What are the main challenges of making a shift of this type?


- How do you keep the car going whilst changing out (all) the tires?


 


All this and more on Brainfood Live On Air. We're with Martin Thomas, Head of Workforce Strategy, Philips, Jennifer Cunningham,VP Global Talent Acquisition (Pearson) & Christine Ng, Head of Talent, (Quantum Motion) on Friday 5th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot


 


 


 


Ep252 is sponsored by our buddies Metaview


 


 


Still furiously scribbling or typing interview notes? It’s time to leave note-taking in the pre-AI era and join the thousands of recruiters already using Metaview.


 


With the magic of Metaview’s AI-powered recruiting notes you’ll:


 


Cut hours of admin out of your week: Never waste time cleaning up notes or writing candidate reports for hiring managers again. Metaview’s AI records and transcribes your most important recruiting conversations, then crafts perfectly-structured, accurate summaries. All without you having to do anything.


 


Upgrade the candidate experience: Put 100% of your focus on the candidate in the moment. Not worrying about capturing detailed notes.


 


Supercharge your efficiency: Whether it’s automatically generated candidate TL;DRs, auto-filled scorecards, or any of our other AI-assisted features, Metaview makes every step of the interview process delightfully efficient.


 


Make more confident hiring decisions: With perfect, instantly-queryable candidate data at your fingertips, you can be sure you’re making hiring decisions based on what actually happened in interviews.


 


Don’t just take our word for it. Here’s what Hung himself had to say about the power of Metaview in his 2023 recruiting roundup:


 


“For the employers who think seriously about talent acquisition and recruitment efficiency, interview intelligence is no longer any kind of secret.”


 


The secret’s out, so don’t get left behind.


 


Get up and running in minutes & try Metaview for free today.

HIGH VOLUME HIRING: FASTER, BETTER, CHEAPER?


 


Recruitment optimisation gets more serious at scale. 1% efficiency improvement means a lot more when you're hiring for 10,000 people vs hiring for 100. What can we learn from high volume hirers when it comes to increasing efficiency?


 


- Why radical solutions are required


- How to determine where gains can be achieved?


- What areas of inefficiency to be tackled first?


- What is the relationship between C-level and TA in high volume hiring companies?


- Does this give you more, or less room for maneuovre?


- Budget allocation & spend


- Typical KPIs for TA - do they apply at high volume?


- Major lessons learned


- What techniques are most transferrable to other hiring scenarios?


 


All this and more on Brainfood Live On Air. We're with Thomas Waldman, Global Head of Talent Acquisition & Contingent Workforce (Action), Becky Lee, Global TA Lead (ex-EY) & friends on Wednesday 27th March, 2.00pm GMT. Follow the channel here (recommended) and register by clicking on Save My Spot


 


 


 


Ep251 is sponsored by our buddies Scotty


 


 


Hi! It's me, Scotty.


 


I could tell you that I'm a next-gen conversational AI solution, crafted on top of my very own proprietary LLM, built on open source code (making me independent) while having clever guardrails (making me safe and reliable). But that would be booooorrrrring.


 


Let me put it a different way. I'm here to change the way you engage with candidates and employees. And I mean really change it. And how am I going to do that?


 


By having up to half a million conversations at the same time, in 140 different languages. Without bias, prejudice, or unfair judgement. Through simple chats, whether via text or voice, that source, qualify and onboard the perfect people for your team.


 


For the techies reading this, ‘Integration’ is my middle name. If I had a passport, it’d say Scotty ‘Integration’ AI. Which, now I’ve said it out loud, sounds odd. I seamlessly connect with any system of records, doing practically everything a recruiter can, from taking a brief, to sourcing, pre-screening, interviewing, scheduling, transferring calls, onboarding, workforce management, internal mobility, and offboarding, all while keeping your stakeholders informed and measuring experience to help you with improvements.


 


I don’t eat, get sick, and I won’t cost you a ticket to the end of year party either. I’m a sleepless, tireless, ridiculously-efficient machine that you can simply plug into your recruitment and HR processes.


 


Want to know more? Schedule a meeting today and we will show you what Scotty can really do