The Recruitment Hackers Podcast Talkpush

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.

In this episode, Max Armbruster, CEO of Talkpush, interviews Sudeepta Parasar, CEO and Co-founder of Refersecout, a platform that simplifies and gamifies employee referral programs. They discuss the benefits of employee referrals, the challenges of managing a referral program, and the various stages of program sophistication. Sudeepta shares his insights on using gamification to engage employees, reward participation, and increase the success rate of referrals. They also explore the role of technology in streamlining referral processes and improving employee engagement. Tune in to learn about how Refersecout is transforming the way companies approach referral programs and the value of incorporating gamification in your hiring process.

Here are 7 actionable insights from the interview: 

Importance of employee engagement: For a successful referral program, it is crucial to keep employees engaged and motivated to participate. Ensuring that employees are invested in the process will lead to better referrals and increased hiring success rates.
Reward participation: Even if a referral doesn't result in a hire, consider rewarding employees for their participation to encourage continuous involvement. Offering incentives can drive employees to actively participate in the referral program.
Gamification of the referral process: Introducing a point-based system or leaderboard can make the referral program more engaging and fun. Employees can earn points for participating and for their referrals' progress in the hiring process, which can later be redeemed for rewards.
Use technology to streamline the process: Utilizing technology like Refersecout can help automate and manage referral programs more efficiently. This can free up time for HR professionals and improve the overall experience for employees participating in the program.
Offer both monetary and non-monetary rewards: Combining monetary rewards with non-monetary incentives like vacation time or giveaways can create a more attractive and motivating referral program for employees.
Continuously update and refine your referral program: Regularly evaluate your referral program's performance and make adjustments as needed. This will help you maintain a well-defined program that yields the best results.
Monitor referral quality: Be mindful of the quality of referrals, and consider awarding more points for higher-quality candidates who progress further in the hiring process. This encourages employees to submit well-suited referrals, increasing the likelihood of successful hires.

In this riveting episode, Max Armbruster, the host of Talkpush Podcast, engages in a deep conversation with Dror Gurevich, the CEO of Velocity Network Foundation, a non-profit building the Internet of Careers™. The discussion delves into the transformative potential of blockchain in the world of recruitment, career verification, and how this new technology can shape the future of work.
Dror introduces the Velocity Network Foundation, an organization that aspires to democratize and decentralize career credential verification, enabling individuals to have complete ownership of their career records. He elaborates on the network's commitment to privacy, user control, and transparency, discussing the importance of having a shared, trusted infrastructure for both individuals and organizations.
Gurevich discusses the inherent issues in the traditional methods of career verification, including the time-consuming process of background checks and the challenge of obtaining accurate information. Blockchain, as he argues, offers a solution by allowing immediate, verifiable access to employment records, educational certificates, and other crucial career credentials.
The conversation also explores the promising concept of a Career Wallet, where people can store, manage and share their professional credentials, giving them control over their own data. This would eliminate the need for third-party verification, making hiring processes more efficient and reliable.
Max and Dror also touch on the potential of this technology in developing regions and emerging markets, such as Africa, where formal employment records might not exist. The ability to formally record and verify employment history can potentially uplift these economies by enhancing employability and job security.
In the latter part of the podcast, Gurevich opens up about a past hiring mistake he made due to inadequate data and verification, reinforcing the need for the solutions that Velocity Network Foundation aims to offer. He emphasizes the emotional and energy cost of hiring the wrong person, highlighting the potential of blockchain technology to minimize these errors.
This episode underscores the potential of blockchain technology to revolutionize the recruitment industry by enabling secure, efficient, and self-sovereign verification of career credentials. Listen in to learn how Velocity Network Foundation is leading this change, and how it might redefine the future of careers.

In this podcast episode, Max and Daniel Callaghan of Veremark explore the world of background screening for employment and how blockchain is making the process more secure and cost-effective for both job seekers and employers. They also highlight the problems facing the background screening industry and why background checks are important for employment in various sectors.

In this podcast episode, Max Armbruster interviews Robert Cohen, Talent Acquisition Ecosystem Manager at Philip Morris International. The conversation focused on the need for companies to rethink early talent acquisition by looking beyond traditional qualifications and focusing more on motivation and potential. Their conversation also highlights the need for technological solutions that can help recruiters screen candidates for potential and eliminate human bias. Such solutions can also help recruiters manage the recruitment process more efficiently, particularly for global organizations.

In this podcast episode, Max and Gustavo Serbia of Hair Cuttery explore the world of hair salon recruitment. They discuss the unique challenges hiring managers in this industry might face, and the balance between building a cohesive team and maintaining a uniform standard for hiring. Listen as they discuss the inner workings of the hair salon industry and the art of building the perfect team.