SCRUM recruiting revolves around time blocks, where a very specific amount of time is reserved for various stages of the recruiting process. This provides teams with the benefit of staying on task and higher deadline success rates. There are always challenges with every form of workflow, however. But Jackie discusses ways to minimize these weaknesses.

Regarding the return to work, we seem to be in a strange “hybrid” transition at the moment. Companies want workers to come back for a few days a week, or perhaps even for just a productive luncheon.  There’s been pushback from this change, but what’s the root cause? Is it laziness, a hatred of traffic, or do they just want to be able to pick up their kids from school easier?

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The post SCRUM Recruiting and the Return to Work with Jackie Flake appeared first on RecruitingDaily.

It’s easy to get caught up in the ego of recruiting, but checking your feelings is an important aspect of recruiting. Remove your emotions from the equation so that you can really focus on the candidate in question. “It’s amazing what you can accomplish when you don’t care who gets the credit”

Stay genuine, stay authentic, and keep the tenacity from when you first started this gig. It’s easy to get bogged down in the trenches of this messy career field, but if you make sure you focus on the accomplishments of others and the success of those around you, you’re gonna set yourself up for success.

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The post Knowing Your Value with Joshua McAfee appeared first on RecruitingDaily.

Too many times companies miss the mark. If you don’t make sure someone has felt seen throughout the hiring process, they are going to leave at some point.

How does Adam do it? By making sure that every step in the communication process feels valuable and important to new employees. This means that he takes care to ensure they’re aware of their role in the company, how they’ll fit into the team, and what they can expect from their future colleagues.

His goal is to create an environment where employees feel seen by leadership, which leads to better retention rates and greater productivity.

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The post Reverse Engineering the Hiring Process and the Power of Onboarding with Adam Meekhof appeared first on RecruitingDaily.

Hillary has a passion to find developers and designers that are passionate about making waves in this monopolized search industry.  She also expresses how reinventing search for your organization is a challenge, but vital to getting brand awareness out there. Google has its merits, but there’s a fundamental problem with consolidating search towards one particular algorithm.

She has had a very unique and challenging recruiting experience, and despite it all, has learned how to navigate this space quite effectively.

Key takeaways on reinventing recruiting:

1. How she builds a foundation of trust when scouting new hires to get to the bottom of people’s passion.
2. How to break through those difficult recruiting communication walls to bring up your quality of hire.
3. Where and how to un-earth top dev talent to become part of the “in crowd”

We mentioned our upcoming #HRTX live and online events in our podcast, so for those excited about it you can learn more here!

The post Reinventing Recruiting and Reinventing Search with Hillary Geissinger appeared first on RecruitingDaily.

In today’s podcast, we talk with Rachel Clark GTM Recruiter at NexHealth about how companies can stay competitive and still scale in a down economy. Rachel shares how to keep ramping up as competitors are downsizing and playing it safe.

Being a recruiter is more than just taking orders. Dig to the bottom of your team’s weaknesses, then apply improvements during this slow period so that you can set your organization up for success in the future. Don’t just sit idly by, excited by the fact that your work load is reduced. This is your opportunity to prove to your organization that even in a hiring scarcity your department can still provide that extra level of support.

Rachel Clark takes us to school and touches on:

1. Scaling in a down economy: The metrics and KPIs that you need to be aware of.
2. Internal mobility, and how to facilitate healthy internal growth.
3. Vital candidate experience checkboxes that are crucial in any economic climate.

Listening time: 22 minutes

Noteworthy quotes from Rachel Clark about scaling in a down economy:

“I was the first external hire for my recruiting team, so it was really exciting to be the first person to help establish best practices, and bring recruiting up to the 21st century for a team who has moved people around internally but never had a trained recruiter.”

“It’s a give and a take. Different hiring managers have different ideas…but if as a recruiting team we’re all focused on reaching that ideal state together, we can be successful long term.”

Enjoy the Podcast?

Check out episodes you might have missed right here on RecruitingDaily. Listen & Subscribe on your favorite platform! Apple | Spotify | Google | Amazon

The post Scaling in a Down Economy (While the Competition Plays it Safe) with Rachel Clark appeared first on RecruitingDaily.

Teaching and empowering others is in Vanessa’s blood. We’ll dig into what’s changing in sourcing for 2023, especially with the industry layoffs.

In this episode we dig deep into:

1. Sourcing Efficiency: How you can position yourself as an asset to to your company.
2. Training: What and how to train, and what you need to know.
3. Mastodon, The Blue Devil, chatGPT and more.
4. The tools Vanessa can’t live without.

What’s Changing in Sourcing for 2023?

From a sourcing perspective, what i’m really encouraging people to do is to try and stay as up to date as possible. Because those are the people that are gonna retain their jobs.

What is changing at the moment is, it’s not all about what you say, Brian, the scraping and those kinds of things, it’s how to be effective for a company without costing them a lot of money. So not spending a lot on like, LinkedIn Recruiter licenses.

Job boards, do they still have a place? It’s all about how do we still source, but we do it more creatively, maybe without such big overheads.

Listening Time: 35 minutes

Enjoy the Podcast?

Check out episodes you might have missed right here on RecruitingDaily. Listen & Subscribe on your favorite platform. Apple | Spotify | Google | Amazon

The post Sourcing Efficiency, Training, and the Blue Devil with Vanessa Raath appeared first on RecruitingDaily.

Our guest, Anil Dharni (CEO and Co-Founder of Sense), talks with us about the past and future of HR, and getting your hands on the least painful ATS.

For us senior recruiters, we remember the old days of whiteboards, file cabinets full of resumes, and contact information written on a legal pad. We’ve come a long way since the red pen days, but now we have a different beast to tackle: the ATS.

It’s so difficult to pick a functional applicant tracking system, as some of them come with well thought out HR suites but really lack power as far as candidate rediscovery engagement, and tracking, But there’s hope, as there are ways to get the best of both worlds.

Episode Highlights About The Dysfunctional ATS:

“Now, We’re living in a candidate centric world. Please build consumer level, consumer grade apps and bring them to the job seeker. That will enable them to have a seamless experience with their company, and have a positive impression of your brand.”

“What people are actually looking for from an ATS is the engagement side and not the ATS part. The conversation needs to start there.”

Digging the Sourcing School podcast? We have all sorts of interesting guest speakers in the recruiting and HR space. Check out here for all our content.

This HR Tech 2022 series is sponsored and made possible by our friends at Gem

The post The Dysfunctional ATS with Anil Dharni of Sense appeared first on RecruitingDaily.

Our guest, Marvin Smith (Consultant at MarvinESmith Talent Engagement Consulting), talks with Martin Burns of RecruitingDaily about building communities of talent,  building an effective talent brand, and of course.. Marvin’s love of bear photography.

The collateral damage that compliance has done for the hiring process is quite frustrating. There’s now so many steps in the hiring process that we’ve lost touch with the fundamentals of hiring.  The industry finally seems to be realizing this, and has slowly been attempting to re-humanize the hiring process.

If you can be honest about your company culture and identity, you can market your hiring around that. Don’t try to appeal to everyone. Wouldn’t you rather talk to a few vetted individuals than hundreds of people who might not line up at all with the culture?

Quotes From Our Guest About Talent Communities:

“How do you keep somebody in orbit around your brand, particularly when they’re not looking for a job? What can you give them that’s valuable and relevant to their career? We found that pipelines were actually an easier way to do it. That’s what we use CRM’s for: to engage them. ”

“Companies hear the word ’employment brand’ and think they have to have all these different ‘pillars’ and everything…but I would encourage them to start with just getting it right internally. Get your employees to go on and talk about what it’s really like to work there.”

Digging the Sourcing School podcast? We have all sorts of interesting guest speakers in the recruiting and HR space. Check out here for all our content!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem!

The post Building Talent Communities with Marvin Smith of Talent Engagement Consulting appeared first on RecruitingDaily.

Jessica Miller-Merrell (Founder of Workology) is here with us to talk about the ever changing landscape of recruiting. There’s fear all around us in this industry, and most of it comes from the reluctance to adapt. We realize that the post pandemic world looks a lot different than what we are used to, but this drastic change in how we work has also opened the door for other massive changes. New technologies, remote work priorities, AI algorithms, and pay transparency are just a few of these challenges to adapt to.

Quotes from Jessica on HR Innovation:

“one of the things that’s fundamentally different, is that the remote side of things. That has opened up everything. If you don’t have a remote team, that’s okay, but just know that the competition is harder. You’re going to have to entice those people to come to stay with you or work at your organization, when they see everybody else on TikTok and other places working remotely from their computer in their pajamas. Or I was in Jamaica this summer for a week. I worked there, I just flew in.”

“Increase people’s compensation. Maybe even just quarterly bonuses are good, but don’t tell someone, “Hey, I can’t give you an increase.” When the quarterly earning statement just came out, and they all know that the CEO made three bazillion dollars and the quarterly earnings were whatever they were.”

If you’re itching for more of our Sourcing School podcast check out all the episodes here.

This HR Tech 2022 series is sponsored and made possible by our friends at Gem

The post Embracing HR Innovation with Jessica Miller-Merrell of Workology appeared first on RecruitingDaily.

One of the biggest hurdles in data driven decision making is lacking the imagination to visualize this information. Sometimes explaining what you have learned to someone not data-centric can be an incredibly daunting task. But there are tools in the industry that can guide you towards making the right call.

Quotes from Michelle Prebble on data driven decisions:

“You’re collecting all of this incredibly unique data about these people and identifying trends, but then how do you track that information? And, then put it somewhere that somebody can use it, as opposed to just going into a system of records?”

“How are you connecting people to the mission and value within your business? You can track that. You can look at your data and say, “Hey, this person actually had this type of hiring or onboarding experience. They attended these sessions, and this was their engagement within their onboarding?“”

Hungry for more podcasts? The Sourcing School’s list of episodes can be found Here!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem!

The post Data Driven Decisions with Michelle Prebble of Visier appeared first on RecruitingDaily.

Our guest Jennifer O Gara, Talent Lead at Tonkean, talks about taking advantage of no code platforms. Her passion is creating an optimized work environment using automations.

Most companies have about 16 different HR systems that they use. Whether or not they integrate with each other, there’s still a LOT of disconnect.  Switching back and forth between these applications causes a bunch of redundant clicks, time wasted, and data lost. But, thankfully there’s a solution.

Automations and integrations will be the saving grace of your HR team. Building a complex network of these systems isn’t something we all need an engineering degree for…if you have the willpower to learn these fairly straightforward “no code” platforms you can save yourself hours of work every day.

Quotes from Jennifer O’Gara on no code automation:

“There’s a real need to create streamlined integrations that actually work for an HR professional or a talent professional versus what some engineer thinks we need.”

“Google gets hundreds if not thousands of NDA requests, and we actually automated all that. So when one comes in via email, our NLP recognizes that. It auto-generates the NDA and sends it to the proper person for approval, and then sent to DocuSign. Now, some poor paralegal or lawyer with a huge education doesn’t have to sit there and do that all day.”

Hungry for more podcasts? The Sourcing School’s list of episodes can be found Here!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem!

The post A Healthy No-Code Automation Addiction with Jennifer O’Gara of Tonkean appeared first on RecruitingDaily.

Our guest Kevin Walters (Sr. Director of Diversity) and Andre Boulais (Vice President of Client Experience) of SilkRoad talks about authenticity, regionalized diversity, and inclusiveness in a more earnest and heartfelt way.

You can make all the effort to hire diverse candidates, but if your new hires don’t feel included they are statistically likely to leave within a year.  Make sure that there’s a properly inclusive work culture set up so that way these individuals can integrate into your work family more easily. If these individuals are pioneering diversity at your company,  having an honest conversation with them about it would go a long way.

Regionalized diversity is also something a lot of companies miss the mark on.  If your city is a certain mix of diversity, you should be attempting to hire with those ratios in mind. Authentic DE&I means not fighting against the river.  Don’t follow along with some cookie cutter diversity checklist that doesn’t apply to your location.  Help your company be a more honest representation of diversity. If you’re just doing diversity because the industry demands it..you’re missing the whole point of all this.

Quotes on authentic DE&I from our guests:

Kevin Walters:

“A lot of candidates from talent pools in underrepresented communities would be okay being the first in a company. We always talk about having a seat at the table. Well that extends to all parties involved.”

Andre Boulais:

“That’s our word, authenticity. We talk about authenticity because you could have the best diversity marketing in the world, and start but a new hire gets there and is a bit confused. They say, “Hey, nobody looks like me. You marketed me aggressively saying there’s a culture of people that are very similar?” That’s going to get you a real world of hurt in the long run.”

Thank you for reading! If you enjoyed the listen, all other sourcing school podcast episodes can be found here!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem!

The post Authentic DE&I with Kevin Walters and Andre Boulais of SilkRoad appeared first on RecruitingDaily.

Our guest, Jeremy Roberts, Director of Solution Design and Innovation at Cielo Talent, talks about those vital conversational soft skills. Despite all of the technology to learn…you still got to make sure you learn those communication fundamentals like building rapport, learning about your candidates, and getting to the bottom of their motivations. Remember, people used to do this job without computers!

The psychology behind recruiting is a skillset you can’t ignore…the art of recruiting will always be a cornerstone of this career field, for better or for worse.

Quotes on applicant motivations by Jeremy Roberts:

“It’s like recruiters are learning the process, but the funnel doesn’t look as good as it should…because they don’t know the psychology of what we do.”

Then on the recruiting side, let’s not forget the soft skills. How do you build rapport? Well, don’t say, “Are you interested?” Say, “Hey, we’ve never spoken in the past. I have no idea if you’re interested. If you were to consider a change, Mike, what would that need to look like? I don’t want to bug you about a bunch of jobs that don’t matter. So, will you spend 20 minutes with me telling me what would motivate you to consider a change in case I see that at our company?”

“People will do phone screens these days and they’ll assume the person’s totally interested and that if they make an offer, they’ll accept it. But, it’s like they forgot to ask, what’s your motivation?”

Thank you for reading! If you enjoyed the listen, all other sourcing school podcast episodes can be found here!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem!

The post Applicant Motivation with Jeremy Roberts of Cielo Talent appeared first on RecruitingDaily.

Our two guests today are Stefany Bertrand (Digital Recruiting Strategist) and Veronique Turgeon (President) of Halotalent! They spoke with Shally Steckerl about the support role they provide organizations in the technology field. Many companies are overwhelmed by the myriad of choices out there for applicant tracking systems, sourcing platforms, and the likes.  Why bother trying and failing when you could just take the sage advice of industry experts?

When it comes to an intuitive ATS platform worth using, Stefany argues for one with a superior user experience. If the application isn’t easy to use or even translatable to French, its very difficult for them to recommend it to their clients.

Quotes from our guests about intuitive ATS platforms

Veronique Turgeon:

“Most of our clients need to start with an ATS. In Quebec City, we’ve noticed that too many people don’t have any technology to do recruitment. They all work in Excel. So, the starting point is to implement an ATS.”

Stefany Bertrand:

“It’s important for us to try and find some really intuitive and user friendly ATS tools for our client’s recruiting. There’s a lot of big enterprises that are really more rigid and they’re locked in to their old ways. That’s why we’re trying to really innovate in that field and try and go and find some intuitive tools.”

For all other sourcing school podcast episodes, check out here!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem

The post Intuitive ATS Platforms with Stefany Bertrand and Veronique Turgeon of HaloTalent appeared first on RecruitingDaily.

Our guest Vivek Ravisankar, CEO and Co-Founder of HackerRank, talks about the ever changing presence tech has in all industries. The definition of a tech company used to be an easy question to answer a few years back with the likes of Google and whatnot, but it seems like every single industry needs tech to get ahead now.

There has been a massive amount of tech innovation across all industries in the last generation, that much is obvious. Thankfully the interview process has changed as well too, since back in the early days of software engineering, code was written down on a piece of paper, or a white board, or occasionally shared over the phone. How was that ever a solution?

Those nuanced interview questions of the past are behind us. No longer should your software recruiter be asking you “how many golf balls can fit into a Boeing 747?”

They should be asking you real world questions that emulate your job as much as possible. That’s the goal: to eventually not have to worry about your resume, your “abstract problem solving skills,” or other nuanced things.

If you can do your job well and fit into the company culture, what else really matters?

Quotes from Vivek about Tech Innovation:

“Every industry and every company is a software company right now. The fundamental landscape of ‘what is a tech company’ used to be Amazon, Microsofts and Google. But today, literally every organization will go ahead and do it. So the demand for developers is off the charts right now.”

“Innovation never sleeps. It doesn’t matter what the market fluctuations is like, you got to continue to innovate. You got to push hard on your developer hiring and up-skilling because if you stop you’ll never catch up.”

For all other sourcing school podcast episodes, check out here!

This HR Tech 2022 series is sponsored and made possible by our friends at Gem

The post Tech Innovation Never Sleeps with Vivek Ravisankar of HackerRank appeared first on RecruitingDaily.