Talent Savvy
Bas van de Haterd
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Talent Savvy is a podcast aimed at helping Talent Acquisition practitioners become better at their job. By sharing knowledge, case studies and opinions by seasoned TA professionals from Europe, the USA and basically all over the world. Learn about exciting developments in other places of the world and be the first to apply them in your region.
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5 days ago
68. Four steps to become a more strategic TA department
This week we talk Strategic Recruitment and becoming a strategic department.
The base for todays conversation is the newsletter by Kevin Wheeler: https://fotnews.futureoftalent.org/p/why-has-recruiting-been-hit-so-hard
The podcast where Matt Alder with Kevin Wheeler we mention: https://recruitingfuture.com/2023/03/ep-505-accelerating-change/
We talk about how you can get the respect from the board.
We talk about system integrations, not technically, but mentally. Should learning and development be part of TA or at least be our best friends?
We talk about total talent acquisition and embracing the gig economy.
We talk about scenario planning. Why do we not have scenario's ready and know how to act on outside influences. Why was there no scenario ready for raising interest rates? Or dropping interest rates. Or a bird flu pandemic? Or whatever event might happen.
Four steps to take to become more strategic.
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Mar 20, 2023
67. Hybrid & Remote: where are we going?
In this podcast Olga, Michael and Sofia talk about hybrid, remote and back to the office policies.
Sofia works for a full office organisation and wouldn't want it any other way.
Olga works full remote and wouldn't want it any other way.
Michael works hybrid with 2 days a week in the office.
The article mentioned in the podcast by Michael: https://hbr.org/2022/11/revitalizing-culture-in-the-world-of-hybrid-work?registration=success
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Mar 12, 2023
66. Bias in recruitment algorithms and ChatGPT and how to look out for them
In this episode Bas, Olga and Dez talk about bias in algorithms.
We talk about ChatGPT and the research about bias in their job descriptions.
The Danish article we reference on bias in ChatGPT: https://bootstrapping.dk/ny-forskning-drop-chatgpt-hvis-i-bekymrer-jer-om-inklusion/?fbclid=IwAR3HGFVikzo1daoykxOLIippwmrCp7P5GWL-fZiEoGw4OS--gQXtlRrfi6I
The Textio article on bias in ChatGPT: https://textio.com/blog/chatgpt-for-hr-4-questions-to-ask-before-you-buy-a-new-ai-tool/103481698366
We talk about bias in programmatic advertising and Facebook advertising.
Also we talk about bias in selection. And we reference workday being sued on a bias in their algorithm.
The article on workday being sued: https://www.theregister.com/2023/02/23/workday_discrimination_lawsuit
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Mar 5, 2023
65. Bias in hiring
In this episode Matthias, Akbar and Sofia talk about Bias in hiring. They go through the entire proces from Intake meetings, sourcing of candidates, to selection and the hiring decision and talk how bias can creep in and what role there is for TA to combat this.
The show is full of advice on how to combat bias on every stage of the recruitment process.
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Feb 26, 2023
64. TA on the C suite agenda
In this episode Dez, Matthias and Bas talk about two CEO reports. Both mention talent and talent acquisition as top priorities for the C suite.
We talk about the global leadership report
https://www.dropbox.com/s/536o80740ss51fm/Global%20Leadership%20Forecast%202023.pdf
and Forresters CEO report.
https://www.forrester.com/bold/navigating-the-downturn/
Why you should know these reports, what you should know about them and how a TA manager can better speak to their C suite when they do.
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Feb 19, 2023
63. Layoffs impacting overall recruitment practices
In this episode Oana Iordachescu, Chantelle Jones and Marlies Farril talk about how layoffs are impacting overall recruitment practices.
The base for the conversation is an article in Forbes:
https://www.forbes.com/sites/rodberger/2023/01/24/layoffs-at-tech-giants-impacting-recruiting-practices/?sh=482e8be51f03
Are the current lay offs a result of bad workforce planning? And is it the time for Talent Acquisition to start engaging with this capacity. Can and should Talent Acquisition take a more strategic role, to not just look at bums in seats, but also help make choices between contingent and staff decisions?
The current lay offs in the tech sector, also the TA professionals that are let go, means also losing organizational knowledge and external networks. We will also see people leaving the industry, either leaving the sector or leaving the TA business completely.
Marlies and Chantelle see the current lay offs effecting RPO like structures in a positive way. More and more start-ups and scale ups lost knowledge and manpower they still needed, but maybe not on a full time basis. The question is, will this fractional recruitment stay or will we start hiring full time as soon as the threat of a recession is over?
Is job rotation, or rotational work, especially in times like these when there are lay offs glooming perhaps a good solution? A good recruiter should have some sales skills, so doing some time in the sales department if they are looking might be a good idea.
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Feb 12, 2023
62. What jobseekers want
In this episode of Talent Savvy Bas van de Haterd talks with Kelly Robinson and Matthias Schmeisser about what jobseekers really want and what companies can do about this, without having to involve lots of management or C suite executives.
What jobseekers wish the employers knew is a massive research by Boston Consultancy Group. Over 90.000 people from 160 countries were interviewed and the results are staggering. Read the entire report here:
https://web-assets.bcg.com/6e/76/609c8245499c8047a48c82588ecf/what-job-seekers-wish-employers-knew.pdf
Important fact 1: 52% would reject an attractive offer if they had a negative experience in the process. And actually saying a decent process a reason for accepting the offer is putting the bar really low.
Another important fact: 40% of the candidates like assessments. But nobody really likes one way video interviews.
Another fact: 75% is still looking for a full-time job, but that does means the 15% of gig workers and freelancers is really rising. And most still want to work for bigger companies.
And we talk about money... salaries. Number one reason to reject an offer is salary, number one thing they look for in a job description is salary.
If you want to know what your future employees want and why they reject you as an employer, you want to listen to this podcast.
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Feb 5, 2023
61. The outreach message and the ChatGPT effect
This week we talk about outreach messages. How do you reach out to candidates yo are sourcing?
Bas van de Haterd is joined today by two expert sourcers, Sofia Broberger and Dez. S. Papp.
We talk about what you should do, and shouldn't to. We talk about basing outreach messages on data, on how ChatGPT might effect the outreach messages.
Sofia says a message should be personalised in two ways, both personalise to the recipient, but also your own personal way of speaking.
And we shouldn't overthink our outreach messages. Engagement is essential. Trigging the recipient curiosity is another essential thing.
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Jan 29, 2023
60. Boomerang hires: Sweden has a law mandating it
Today Bas, Sofia and Dez talk about Boomerang hires.
In these times it might be a good idea to re-hire people that left.
Bas has some examples of boomerang processes, alumni BBQ's and calling the regrettable hires within their probation period.
And Sofia explains the law in Sweden is that if you fire some for 'not enough work' and you are hiring someone again for that job, you need to offer the person you fired the job first.
The Korn Ferry report we are talking about:
https://www.kornferry.com/insights/featured-topics/talent-recruitment/talent-acquisition-trends-2023
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Jan 22, 2023
59. Referral hiring - tips and tricks
Bas van de Haterd today is joined by Olga Smelova and Michael Delaney on referral hiring.
It seems so many organisations are revamping their referral programs, so in this episode we share all our experiences with referral.
We talk about the tools and processes you need to have in place before you can really support the referral proces.
We talked about the bonus. Do you need to pay cash? How much does the amount matter? Do you do raffles? Do you do non cash incentives?
When do you pay the bonus?
What can you do 'event wise', like with lunches, drinks and during the onboarding?
We share all our experiences from all the different companies we've worked for, from start-ups to big corporates and governments.
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Jan 16, 2023
58. What will Chat GPT mean for the recruitment industry?
In todays episode we're talking about Chat GPT.
If you haven't tried it yet: play with it.
https://chat.openai.com/auth/login
What are our experiences? What can you use it for right now?
Bas wrote a blog about it on Employer Branding in Dutch, without editing, Marco read it and says it's very human written.
The blog: https://digitaal-werven.nl/employer-branding-binnen-je-recruitmentsite/
Chantelle has used it for training purposes.
Marco is looking at it for content creation and copy writing on behalf of Employer Branding.
In this episode we discuss what's possible now, where we might be going and how we would use it to augment us as recruitment.
We look at different scenario's of how it might be used, like in giving feedback to applicants, creating employer branding content and personalised messages in sourcing.
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Jan 8, 2023
57. Employer branding and recruitment marketing for tech candidates
In this episode Bas van de Haterd, Marco Dalmeijer and Marlies Farril will talk about two of the most important aspects for developers: working with great colleagues and development oppertunities.
The episode is based on research by Otta that shows us that two of the three most important aspects for developers are working with great colleagues and development and growth oppertunities.
We talk about the best chances we have seen or done in exposing people to great colleagues, how do you embed it in your recruitment marketing strategies? Where do you show it? What have we seen work?
The research from Otta can be found here: https://employers.otta.com/blog/candidates-job-preferences?
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Jan 2, 2023
56. 2nd Round of 2023 Predictions
The first show of 2023 is the second round of predictions for 2023.
In this episode Steve Jacobs, Dez Papp and Matthias Schmeisser will predict 2023.
Matthias predicts what technology will be the biggest hype to implement in the year.
Steve predicts that tech candidates are becoming more risk averse, so traditional companies will have a better chance of hiring top talent.
Dez predicts that hiring managers will ignore all the information about the labor market and still feel recruiters aren't doing their job well.
Finally Matthias will also predict we have not seen the last of the lay offs in start-ups and scale-ups and Steve predicts a lot of mergers and technology mergers. Giving lots of unrest and chances to recruit great candidates.
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Dec 25, 2022
55. Are apprenticeships the solution to solve the skills gap?
In this episode Bas van de Haterd, Akbar Karenga and Giles Symonds talk about apprenticeships and how they might be used to close the skills gap. We talk about the differences in government support for them, the UK has a paid scheme where companies get reimbursed for some of the costs, and how this actually seems to sometimes lead to bad outcomes for the quality of the apprenticeship. Some companies use them as cheap labor, something that it's not meant for of course.
The great thing about the UK form of apprenticeships is that the qualifications are credentialed, so apprentices can show they had official training that is at an equal level with the formal training.
It's clear that apprenticeships have a much bigger and formal history in the UK than in most other countries. So many TA professional not from the UK can learn from it and see the potential pitfalls and potential oppertunities.
The article we reference in the podcast is: https://www.bbc.com/news/business-63762317?fb…
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Dec 18, 2022
54. First round of 2023 Predictions
In this episode Akbar Karenga, Marlies Farril, Giles Symonds and Bas van de Haterd give their predictions for 2023.
We'll be predicting and talking investment in tech and how that will influence the hiring market.
We'll be predicting and talking salaries, and mainly salaries in tech and other sectors.
We'll be predicting and talking the change of talent acquisition to talent management.
We'll be predicting changes in ageism and early to late retirement.
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Dec 11, 2022
53. The year 2022 in review
In this episode Bas van de Haterd, Dez. S. Papp and Akbar Karenga look back at 2022.
What did we see happening in the market?
We saw people getting closer, the profession seems to be up skilling and coming closer.
We talk about the actual rise of AI and becoming useful products for TA. AI creation tools have become useful for recruiters and that's something we'll remember 2022 about.
We talk about using AI for selection and the problems that have and might arise there.
Another thing we'll remember 2022 about is buying the wrong technology and blaming the technology.
And we'll remember 2022 as the year where ATS's, especially those for the mid market, have added a lot of really useful functions.
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Dec 4, 2022
52: Writing good job ads (episode 9 rerun)
Illness hit the Talent Savvy team this week, so no recording. Hence a rerun of an episode from almost a year ago that is still as relevant as ever: writing a good job ad.
Bas, Sofia and Kelly discuss three statements concerning the Job advert.
1. It's an advert, not a description. What's the difference and what makes a great job ad?
2. Your job advert should not be the same on your corporate careers website as it is on external media. Or should it be?
3. You should change the content of your job at at least every six weeks if you are recruiting regularly or permanently for the same job.
With specific examples from both sides of the Atlantic to inspire you on writing better job ads.
The co hosts can be contacted at
https://www.linkedin.com/in/kellyjrobinson/
https://www.linkedin.com/in/sofiabroberger/
https://www.linkedin.com/in/basvandehaterd/
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Nov 27, 2022
51. The great retirement and ageism
In todays show Bas van de Haterd, Kelly Robinson and Oana Iordachescu talk about the great retirement and how this effects the labor market and how we as recruiters could, or should, deal with this.
The research this episode references is by the phoenix group:
https://www.thephoenixgroup.com/sites/phoenix-group/files/2022-11/Phoenix-Insights-The-Great-Retirement.pdf
We try to answer the question why people in the UK are so much less happy with their work? And do people in for example Germany, another country in this research, have a more common sense of what work is for?
Kelly, being a dual citizen from both the UK and the USA and having lived and worked there, was surprised with the little number of days off in the USA when he first came there, but still sees the satisfaction is higher than the UK.
We talk extensively on ageism and hiring the fifty plus. And bringing your whole self to work and how that influences you willingness to keep working despite your age.
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Nov 21, 2022
50. The best advice a recruiter can get
In this special 50th episode the team of Talent Savvy shares the best advice we got and how it impacted our careers in Talent Acquisition.
You'll be hearing the best career advice as a recruiter they've got from:
Michael Delaney: https://www.linkedin.com/in/michaeldelaney1/
Sofia Broberger: https://www.linkedin.com/in/sofiabroberger/
Giles Symonds: https://www.linkedin.com/in/pharmaceuticalrecruitment/
Marlies Farril: https://www.linkedin.com/in/marliesfarrill/
Bas van de Haterd: https://www.linkedin.com/in/basvandehaterd/
Oana Iordachescu: https://www.linkedin.com/in/equalopportunity/
Matthias Schmeisser: https://www.linkedin.com/in/matthiasschmeisser/
Olga Smelova: https://www.linkedin.com/in/osmelova/
Kelly Robinson: https://www.linkedin.com/in/kellyjrobinson/
Steve Jabons: https://www.linkedin.com/in/stevedjacobs/
Enjoy the show.
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Nov 13, 2022
49. Recruiting entire teams
Bas van de Haterd, Dez Papp and Sofia Broberger talk about hiring entire teams at once.
The recent lay offs might have great chances not just hiring a single good candidate, but an entire team. The reason for this podcast is a recent event Bas visited about hiring Polish IT people and one thing that the experts there said was that many Polish developers are such close friends with their colleagues that they would not leave without their team.
Should you do hire entire teams? What's the upside and what's the downside?
Sofia has actually had candidates rejected the offer as they wanted and Bas once changed jobs with a team mate.
We think about the possible upsides and downsides and the way you might go about this.
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Nov 6, 2022
48. Tech layoffs and hiring freezes: the way this influences the market
In this episode Bas van de Haterd, Matthias Schmeisser and Akbar Karenga are talking about the tech layoffs and hiring freezes in tech. It's not just the venture backed firms that are letting people go, it's also the hiring freezes at big tech that are influencing the market.
The article we talk about in this episode is this piece on pragmatic engineer:
https://blog.pragmaticengineer.com/big-tech-hiring-slowdown/
We ask ourselves the question: is this the moment for big corporates and governments to start hiring tech talent? Matthias and Akbar don't seem to think they really have a chance. But we will give them tips on how to try. We'll also give specific tips to start-ups and scale ups on what the emphasise when approaching tech talent in this market.
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Oct 31, 2022
47. Corporate Careers website
In this episode Bas van de Haterd, Marlies Farril and Marco Dalmeijer talk about corporate careers websites. This episode is based on a research of the career websites of the 500 biggest employers of the Netherlands, by Digitaal-Werven, a brand founded by the host Bas van de Haterd
The research report is downloadable here
We talk about surprises in the findings. We talk about cultural differences between countries of what is and isn't an acceptable candidate experience and we talk about what every company should at least have on the careers website.
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Oct 24, 2022
46. What TA can learn from professional sports
In this episode Bas van de Haterd, Kelly Robinson and Michael Delaney talk about what TA can learn from professional sports. For once there isn't an article to share as we discuss this based on talks we saw at conferences. Bas saw the Sport scientist of Soccer team PSV at Digitaal-Werven this year and Kelly remembered an inspiring talk by coach K from Duke university and the American Olympic Team on a Career builder event a few years ago.
Kelly says he was fascinated by the fact that this coach had people learning to tie their show laces. The best in the world, learning the most basic of things and he wonders, do we in TA still coach enough about the most basic elements of recruitment: the job intake? Shouldn't we spend more time and effort on coaching basics next to innovating?
Michael's daughter was a college level distance runner and what he took from seeing her train is that they train her the same thing every time. This way it becomes muscle memory, doing something right 1000…
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Oct 17, 2022
45. Leveraging niche networks for recruitment
In todays episode episode Bas, Marlies and Steve talk about leveraging niche networks for recruitment. How niche can you get (the scientific forum for salt water membrane technology)? can you be part of a recruitment network and help other networks? What are do's and don't? What are successes we've had in leveraging niche network.
The reason for this discussion is the article in BBC:
https://www.bbc.com/worklife/article/20220912-the-whisper-networks-helping-workers-get-jobs
Small note: Steve's connection was lost in the beginning of the recording, so it takes a while before he gets going.
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Oct 10, 2022
44. Scheduling: Automation is here. What should you know about it?
In this episode Bas van de Haterd is joined by Oana Iordachescu and Matthias Schmeißer talk one of the most boring aspects of Talent Acquisition, but one of the most interesting from automation perspective: scheduling. Oana is in a high volume sector, having over 200.000 interviews a year while Matthias has implemented tools both in higher volume, but also very niche (developer) jobs.
Both Oana and Matthias have a lot of experience in implementing scheduling tools at several companies.
The reason for this discussion is based on the fact Calendly just bought schedualing tool Prelude.
https://techcrunch.com/2022/09/27/calendly-the-3b-scheduling-startup-acquires-prelude-to-drive-into-the-recruitment-sector/
We dive into this discussion if it's scheduling is a tool or a function of the ATS.
We talk a lot about the qualities you need to look for in a schedualing tool. How do you buy the right tool? What do you look for in a tool.
We talk about the amazing workflows that can be done…
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Oct 3, 2022
43. Skills required for the recruiter (team lead / manager) of the future
Bas van de Haterd talks with Steve Jacobs and Oana Iordachescu on the talents and skills that a recruiter needs to stay good at their job.
The article this podcast is based on is from the Kevin Wheeler's newsletter (that we highly recommend):
https://fotnews.futureoftalent.org/p/the-six-recruiting-skills-you-need
Oana actually asked her team even what they thought about the 6 skills Kevin wrote and she thinks he's missing one important one, project management. It's so important to have those skills as a recruiter than ever.
We all agree that no recruiter needs to be, or can be, excellent at each skill. But you might need a minimal level of these skills and be aware of your strengths to be able to compensate.
There is also a great discussion on data and understanding data and using it. It's one of the most important skills of a recruiter, not writing an algorithm, but understanding the outcome.
We also talk on the skills that Kevin doesn't matter. Project management, mentorship…
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Sep 26, 2022
42. Going from recruiter to talent advisor
This week Bas van de Haterd, Matthias Schmeißer and Dez s. Papp talk about how to become a talent advisor.
The podcast is based on this article by John Vlastelica on becoming a talent advisor.
https://www.linkedin.com/business/talent/blog/talent-strategy/be-seen-as-talent-advisor-by-hiring-managers
A talent advisor is a more strategic recruiter, someone who doesn't just take orders from line management, but is seen as a consultant, an expert when it comes to filling the roles the line might have.
We talk about stop calling intake meetings, intake meetings. Is the name important or is it how you do the meeting? Opinions differ on this, but all agree that we need to behave different in the meetings.
We talk about surveying recruiters about hiring managers and having data on hiring managers and who should be giving the feedback to the hiring managers.
We also talk about how to do good intake meetings to get to the 'hire better quality', what should we be asking in the int…
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Sep 19, 2022
41. What's new in the candidate experience? Or is there anything new? Crossover with Recruiting Future podcast
In todays episode we have a unique cross over podcast with the Recruiting Future Podcast with podcasting legend Matt Alder. We talk about a topic that's close to our hearts for ever, the candidate experience.
The episode is based on this excellent article by kevin Grossman on ERE, that nothing really changed.
https://www.ere.net/whats-new-and-fresh-in-the-candidate-experience-absolutely-nothing/
We discuss what has changed and what hasn't changed, but also we give great examples of organisations that really did improve the candidate experience. Examples of frequent communications, improved onboarding experiences, great job ads and additions on the job ads and great feedback examples based on modern (assessment) technology.
In the candidate experience, nothing fundamental has changed, but the technology to deliver to those fundamental candidate desires has changed and it's a lot better to be able to do this at scale.
The episode in the recruiting future podcast we mentioned…
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Sep 12, 2022
40. Start-Up recruitment is changing from a growth to process mindset
In this episode Marlies, Chantelle and Matthias talk about the artikel in the NY times: Boy Bossed of Sillicon Valley are on their way out and how this impacts TA.
https://www.nytimes.com/2022/08/10/business/silicon-valley-boy-boss.html
We're going from peace time CEO's to war time CEO's. We going from unlimited growth back by VC money to a proces mindset that fosters sustainability and long term planning. What does this mean for the start-up recruitment and TA teams?
How do we add value as a TA organisation now what we need less bums in seats and what can we do on a more strategic level to add to the organisation?
Do the KPI's change? And if so, what should you start reporting on?
What other activities do we start to develop as a TA team?
And how do we show the value we as a TA team offer to the organisation.
The Recfest talk by Bill Boorman can be watched at: https://recfest.co.uk/recfest-on-demand-ta-tv/
Bills article: https://blog.horseflyanalytics.com/2023-hiring-s…
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Sep 5, 2022
39. Your TA Tech Stack
Today Bas van de Haterd talks with Dez Papp and Kelly Robinson on the topic of the TA tech stack.
How important is your TA tech stack for hiring the right recruiters? A recent poll said that the majority of recruiters and TA professionals, or at least the great ones that are a member of Recruiting Brainfood would reject a job at your organisation if they did not get the tools they believe they need to do a good job.
The conversation is based on the article from Tick Sackett in SHRM.
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/building-a-recruitment-tech-stack-shrm-talent-22-tim-sackett.aspx
In the episode we answer questions like:
How important is the ATS?
How do we look at point solutions?
What are the best solutions?
We talk about what's the best way to implement new tools and what's the best tools you should be looking at?
We give examples of great technology helping your recruiters do their work better, making them happier and more e…
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Aug 29, 2022
38. Talent Philosophy and Strategy
In today's episode Bas van de Haterd talks with Oana Iordachescu and Giles Symonds on the subject of company culture and talent philosophy.
The base for this episode is a newsletter by Recruitment legend Kevin Wheeler on this topic.
https://fotnews.futureoftalent.org/p/whats-your-firms-culture-and-talent
He talks about that your company culture needs to be reflected in your talent philosophy. How does your organisation deal with poor performing employees? Who get promoted? What is our bonus based on?
Can we influence a talent philosophy? And how do we influence it? We give examples on how to do it right and how to do it wrong.
Can we design a talent philosophy to do 'tours of duties' elsewhere for example? Or do we have a train graduates?
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Aug 22, 2022
37. How to deal with industry switching candidates
In this episode Bas van de Haterd (https://www.linkedin.com/in/basvandehaterd/), Michael Delaney (https://www.linkedin.com/in/michaeldelaney1/) and new co host Giles Symonds (https://www.linkedin.com/in/pharmaceuticalrecruitment/) talk about candidates who want to switch industries.
In a McKinsey report it's mentioned that much of the great resignation is caused by candidates that are switching industries. As 'industry experience' is still a hot topic with hiring managers, how do we as TA deal with this? And should we target specific industries to recruit if we know selling a switch is easy for them? And is there a difference between the openness of hiring managers for people without industry experiences between corporates and start-ups?
The report mentioned in the podcast:
https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools
Another report mentioned…
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Aug 15, 2022
36. Expanding talent pools by hiring on aptitude
In todays episode Bas talks to Olga and Steve on expanding your talent pool by hiring on aptitude in stead of resumes and previous experience.
The discussion is based on the article in Inc magazine on Google's project manager training program that then puts them in work experience programs at Google as project managers.
https://www.inc.com/kelly-main/hiring-google-experience-aptitude.html
We'll share a lot of examples in this episode of other organisations doing similar things, but differently. As Google lets people go through a free online training, others are looking at trainee programs. Olga shares an example of her old employer Pepsico using a business case in stead of a cv selecting trainees and where it does work, both in sectors as well as geographically. Bas shares a case from the City or Rotterdam where they used a case study to select social workers without even looking at a cv. Steve and Bas share experiences with trainee programs for IT staff, with or without any IT…
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Aug 8, 2022
35. How TA can influence the compensation and benefits discussions
In todays episode Bas, Sofia and Marlies talk about compensation and benefits. Not complaining about it as TA usually does, but talking about the things we can influence as TA professionals.
The article that led to this podcast is a Substack newsletter bij Andre Nader who explains how equity compensation has fallen for the Faang / Maang companies and how that makes hiring more difficult.
https://andrenader.substack.com/p/tech-salary-crash?fbclid=IwAR32jUR-zBoKAaX57YwEyMUyDP54-eiI-7WY5HIUITc1OHiztOeIN_Fe5po
First thing we realise is that compensation in equity is very different from where you are located and the fiscal regime that comes with it.
Also the national attitudes to bonuses and equity is very different and that needs to be taken into account and as a TA professional you need to understand the attitude to flexible compensation and adjust your sell on it.
Great examples from Marlies is that at one of her former employers they gave the choice to the recruit. The recr…
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Aug 1, 2022
34. Strategic TA / HR metrics to impress the C suite
In todays episode Bas, Olga and Matthias discuss strategic TA metrics.
Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24.
The article that's the basis of our discussion is:
https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/
We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world.
Items we'll be talking about are among others:
+ Measuring is more important to understand what's wrong instead of who to blame
+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?
+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding)
+ Set more culture-driven metrics (diversify company culture)…
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Jul 25, 2022
33. Growth Hacking for recruitment
I today's Episode Bas is joined by Marlies Ferril from Canada and Michael Delany from Australia. A true tri continental podcast with ideas from all over the world.
The topic of today is Growth hacking for recruiters.
The main article we are talking about today is: https://www.growthtribe.io/blog/hiring-a-high-performance-growth-hacker-a-checklist
Another article that is mentioned today is: https://www.linkedin.com/pulse/insane-personification-linkedin-image-messages-jos%C3%A9-kadlec/
The talk on DW Digitaal that is referenced (in Dutch) in personalised landing pages: https://www.youtube.com/watch?v=T3P37aw_SqM
We talk about the importance of being a system thinker and adjusting the technology to take out the bottle necks.
We talk about the hacks where you can use technology to personalise at scale.
We talk about small improvements with big impacts.
We talk about having a T shaped profile.
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Jul 18, 2022
32. Lessons From RecFest
In today's episode we talk about lessons from Recfest. The biggest recruitment event in the world. Together with Chantelle and Olga we talk about our main take-aways. What did we learn.
We talk about Bill Boorman's closing keynote on safeguarding your job, Felix Wetzel's how should vendors approach TA leaders, Nokia's internal mobility strategy, Haver's talk on using data to increasing diversity, but also how to tie it to bottom line of the company. AstraZeneca's talk on the candidate journey. We talk about pre boarding.
And to end up we talk about outsiders talking about recruitment. A famous British artist and Olympic gol medalist talked at Recfest and had some awesome take-aways for us as well.
Connect with Chantelle at:
https://www.linkedin.com/in/chantellejones/
Connect with Olga at:
https://www.linkedin.com/in/osmelova/
Connect with Bas at:
https://www.linkedin.com/in/basvandehaterd/
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Jul 4, 2022
31. What do candidates want?
In this weeks episode we'll be talking about what candidates want based on the report 'what turns candidates off' from Starred.
You can download the full report at: https://starred.com/what-turns-candidates-off/
Together with Sofia and Steve I'll talk about the lead findings from the report, notably:
- Feedback to candidates
- Quality of assessment
- Diversity Equity and Inclusion (DE&I)
- Compensation
If you have feedback about the episode, please reach out to us via Linkedin:
Sofia: https://www.linkedin.com/in/sofiabroberger/
Steve: https://www.linkedin.com/in/stevedjacobs/
Bas: https://www.linkedin.com/in/basvandehaterd/
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Jun 27, 2022
30. Hiring the formerly incarcerated
In this episode Bas, Marlies and Akbar will be talking about hiring the formerly incarserated.
We'll be sharing differences between countries, mainly the USA, Canada, the UK and the Netherlands. How else do these cultures deal with it. What are the benefits of different approaches.
But also practical tips on how do you hire them? How do you help them settle in? What are interesting side effects?
We talk about different approaches, good and bad, lessons to be learned and the advantages of hiring people with a criminal record for both society as well as your company.
Articles that are discussed in this podcast are:
The ACLU article on slave labor in prisons: https://www.aclu.org/news/human-rights/captive-labor-exploitation-of-incarcerated-workers
A UK company actually hiring formerly incarcerated: https://www.thegrocer.co.uk/hiring-and-firing/recruiting-ex-offenders-can-benefit-both-food-business-and-society-says-sir-john-timpson/659383.article
The data article on the US p…
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Jun 19, 2022
29. When do we need to start paying candidates?
In this weeks episode we talk about how much we can ask a candidate to do in the selection procedure?
Marlies at her former employer used to pay for original work that they are asking that's going to be more than 2 hours work for the applicant.
Sofia's company actually changed the work samples to non original work, to make sure candidates don't feel exploited.
Should you start paying after a certain amount of time invested? Like 5 hours as Marlies suggested? Or should it be when original work comes into play.
Listen to our discussion on using tests and paying applicants.
The article on the investment in testgorilla: https://techcrunch-com.cdn.ampproject.org/c/s/techcrunch.com/2022/06/13/testgorilla-scores-70m-for-skills-tests-aiming-to-replace-the-recruitment-resume-dump/amp/
The BBC article on 'going to far' in what you can ask a candidate: https://www.bbc.com/worklife/article/20220511-the-working-job-interviews-that-go-too-far
The article mentioned by Marlies on the…
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Jun 6, 2022
28. Recruiting in a recession
In this weeks episode I'm joined by Kelly and Sofia to talk about recruiting in a recession or downturn.
First we'll talk about the question is a recession is imminent. The short answer is: it seems that way but it won't be as bad as we've seen before because there are still so many jobs.
Then we talk about what to do in these times if you are still hiring. Do you hunt people in companies in turmoil? What can you expect from people on the 'let go lists' and how has this world changed over the past years.
The short answers are: it's changed a lot and Sofia has, as always, good insights from a practitioners stands.
News items that come up are:
Elon Musks's return to the office: https://www.bbc.com/news/business-61666339
Layoffs at so many companies:
Klarna: https://www.bloomberg.com/news/articles/2022-06-01/klarna-ceo-s-linkedin-post-hailing-fired-staff-divides-opinion
Getir: https://www.freightwaves.com/news/getir-laying-off-thousands-of-workers-cutting-expansion-pla…
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May 30, 2022
27. Podcasting for recruitment
In this weeks episode Bas, Steve and Marco talk about podcasting for recruitment. Marco has been developing a podcasting strategy for his current Employer Branding gig and talks about the choices they've made an why they made them.
Also two Werf& awards have been awarded to cases recently involving podcasts for recruitment and employer branding. The AIVD (Dutch NSA/CIA/MI6) won the jury award for their 'puzzle' podcast case, where they used podcasts to get people to look for information just like a spy would do. Jumbo won the people's choice award for their case focussing on the exams last summer with a video talkshow and podcast, attracting lots of talent to their careers website and converting them into temporary workers over the summer.
Marco is currently building a podcast for Just Eat Takeaway (JET) on showing the culture at Jet. He's sharing the choices they made and why and how you should think about podcasts when you are thinking about implementing them for your employer…
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May 16, 2022
26. Remote work and remote recruiting
In this weeks episode we'll be talking about remote work.
We'll be talking about remote work and does it help or hinder teamwork? What are the essentials of making remote work work? Hoe does it impact the talent you can recruit?
We have two experiences experts: Lucy Williams who manages her team remotely as a TA leader and Akbar who's worked with remote teams and has worked remote first start-ups. We talk about the important questions what do we need to do in person? What can we do remote? What do we need to do synchronised and what do we do a-synchronized.
The news articles referenced are:
Akbar's article in Nature on the negative sides of remote work and it curbing creativity
https://www.nature.com/articles/s41586-022-04643-y
Bas' article on remote work on the positive sides of remote work and it increasing collaboration and break through ideas.
https://voxeu.org/article/how-remote-collaboration-impacts-innovation
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May 9, 2022
25. The recruiter experience
In this episode Bas, Ben and Steve talk about the recruiter experience. The candidate experience is the most talked about topic in the world, but we don't focus enough on the root cause, the recruiter experience. What can we do to improve the recruiter experience. How can we set the recruiter up for success? How do we give recruiters the time to be more human to candidates and give for example feedback to them?
Ben's artikel on the recruiter experience
https://www.linkedin.com/pulse/recruiter-experience-probably-ruining-your-candidate-ben-gledhill
News of the week:
Ben's news on legal company cutting salaries
https://www.bbc.co.uk/news/business-61298394
Bas' news on the journalist freedom drop
https://www.euractiv.com/section/politics/short_news/dutch-press-freedom-ranking-drops-significantly/
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Apr 25, 2022
24. Personal Branding for Recruitment Professionals
In today's episode we will talk about Personal Branding for recruiters and recruitment leaders with Sofia Broberger - Sourcing Trainer, Speaker and Consultant and Steve Jacobs - RL100 Member | DBR Admin.
As Jeff Bezos put it "Your brand is what people say about you when you are not in the room."
We will dive deeper into topics such as the Social Selling Index on Linkedin, the power of weak ties vs strong ties and your USP.
We hope you enjoy the show!
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Apr 20, 2022
23. The Rise of the Embedded Model in Talent Acquisition
While Bas is still touring as the TA expert that he is, this episode is brought to you by Oana Iordachescu, Lucy Williams and Ben Gledhill. They discuss the rise if the Embedded Model in TA with its challenges and opportunities: what makes a good partnership, what should recruiters expect and what are the trends to follow on the options for TA augmentation.
Ben's news: https://www.linkedin.com/pulse/recruiter-resilience-essential-stack-component-ben-gledhill/
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Apr 4, 2022
22. Recruitment Marketing Automation
In this episode Bas, Oana and Kelly will be talking about recruitment marketing automation.
The news of the week is the purchase of Candidate.ID by ICIMS.
https://www.icims.com/company/newsroom/march29announcement/?fbclid=IwAR2-Qtl8UaK-dOeFZcpy8mBOl3MiyHfortoKehhml87EIdBrUpQKr_WlpgY
Talking recruitment marketing automation.
We talk about starting small and where to start with recruitment marketing automation.
We talk about using existing content in your recruitment marketing.
We talk about the technology that can assist you with that.
You can connect with Oana: https://www.linkedin.com/in/genderequality/
You can connect with Bas: https://www.linkedin.com/in/basvandehaterd/
You can connect with Kelly: https://www.linkedin.com/in/kellyjrobinson/
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Mar 28, 2022
21. Sourcing: engaging with the candidate
In this episode Bas is joined by Sofia and Oana on talking sourcing. Sourcing the candidates that get so many offers. How do you engage with them. Reach out to them. Get them to respond.
We answer questions like:
- What's the best opening line?
- How do you engage?
- Do you need to be explicit or implicit in your communication?
- Do you connect on personal or business interests?
- Where's the line between stalking and persuading a candidate?
- Pre-hire and hire fases, take your time.
News of the week: Suing Glassdoor to get the names behind bad reviews:
https://www.stuff.co.nz/national/300520880/kiwi-toy-giant-zuru-wants-to-identify-and-sue-former-workers
Connect with the co hosts:
You can connect with Oana: https://www.linkedin.com/in/genderequality/
You can connect with Sofia via: https://www.linkedin.com/in/sofiabroberger/
You can connect with Bas via: https://www.linkedin.com/in/basvandehaterd/
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Mar 14, 2022
20. Metaverse jobfairs
In this episode I'm joined by Kelly Robinson and Marco Dalmeijer and we're talking Metaverse jobfairs. Kelly is a big fan, Marco and Bas are more sceptical.
Marco has some awesome idea's on how to make your Metaverse jobfair more attractive. What if we get inspirational speakers to join us in the metaverse. Perhaps even diseased people, like the former but famous CEO or founder.
This episode if full of ideas on how to experiment with metaverse jobfairs and the general advise is: attent them, experience them, learn and see what's possible.
News of the week:
Metaverse jobfair experience:
https://www.businessinsider.com/metaverse-job-fair-avatar-creepy-careers-2022-2?international=true&r=US&IR=T&fbclid=IwAR2pffjwDaAw_J_2tmu4F5__3cJdx0JIBW8OUIid_wGf1_M2S5Rz_pVCbBs
Additional information on the metaverse and hiring:
https://bluivygroup.com/blog/how-the-metaverse-will-change-your-employer-brand-and-workplace-culture/
Baker Tilly plants a tree for every hire they make (Dutch art…
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Mar 7, 2022
19. recruiting for team fit
In this episode Bas is joined by Lucy Williams and Steve Jacobs on team recruitment. Do you recruit the best person for the job or a person good enough for the job and best fit for the team.
Most interesting observations this podcast:
- You can't just have all A players
- The office clown in more important than you'd think
- We do far too little 'gap' analyses on missing talents
News of the week:
Team research in or focussed on space:
English podcast: https://www.economist.com/podcasts/2022/01/04/everyones-going-to-the-moon-a-new-space-race
Dutch Podcast: https://www.bnr.nl/podcast/spacecowboys/10467886/nederlandse-analoge-astronaut-simuleert-ruimtemissies-op-aarde
92% of the applicants don't finish their application: https://www.shrm.org/ResourcesAndTools/hr-topics/talent-acquisition/Pages/Most-People-Never-Finish-Online-Job-Applications.aspx
Connect with the co hosts:
Lucy: https://www.linkedin.com/in/lucywilliams123/
Steve: https://www.linkedin.com/in/stevedjacob…
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Feb 28, 2022
18. Work simulation assessments
In this weeks episode Sofia and Bas talk about work simulations. The most predictive of all assessments. Sofia uses work simulations for mainly tech and creative roles, while Bas did a few one of simulations for marketeers and so on.
Sofia shares what's important to give the candidates a great experience as well to show your quality. We also discuss if people should be paid for doing extensive work samples and how to avoid candidates being really annoyed if the input from the work sample ends up being used, for example because you were already building it or because more people came up with the same work sample?
Links to the news items:
Spies set up a recruitment agency to blackmail people for trade secrets: https://fd.nl/politiek/1429237/russische-en-chinese-diensten-gebruiken-linkedin-voor-spionage-bij-nederlandse-bedrijven?
Lazarus heist podcast: https://www.bbc.co.uk/programmes/w13xtvg9/episodes/downloads
Connect with the co-hosts on:
You can connect with Sofia via: htt…
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Feb 21, 2022
17. Small improvements that have big impacts in Talent Acquisition
In this episode we have a conversation with small improvements that have big impacts.
We talk about the small improvements that can improve attraction. Small improvements that can help conversation from candidate to applicant. Small improvements that can have big impacts on candidates dropping out of the process or not showing up.
News of the week:
Mask wearing leads to less beauty bias: https://news.wsu.edu/news/2021/12/16/pandemic-masks-level-playing-field-for-hospitality-workers
Akbar's new employer: https://metafy.gg/
You can contact the co hosts at:
Chris Wray: https://www.linkedin.com/in/chris-wray-a491442a/
Akbar Karenga: https://www.linkedin.com/in/akbarkarenga/
Bas van de Haterd: https://www.linkedin.com/in/basvandehaterd/
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Feb 14, 2022
16. How important is a candidate's motivation?
In this episode Bas and Sofia talk about the importance of a candidate's motivation.
What's more important, the motivation for the job or the company?
How do we measure motivation?
Is there a bad motivation? Like if just wanting to move to a city something that's the wrong motivation?
We kick off the episode by talking about a scientific article that measures the ability of recruiters (or humans maybe) to assess motivation based on non verbal cues. The article is listed below.
Measuring motivation by humans or with AI via facial features: https://www.nature.com/articles/s41598-021-00659-y
You can connect with Sofia via: https://www.linkedin.com/in/sofiabroberger/
You can connect with Bas via: https://www.linkedin.com/in/basvandehaterd/
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Feb 7, 2022
15. Recruiting for big and lesser known brands
In this weeks episode we'll talk about recruiting for big brands vs lesser known brands with Lucy Williams and a new co host: Marco Dalmeijer.
Lucy has worked for both big brands (Visa) and much lesser known brands (Senderr and now Yoco) and Marco has had extensive knowledge of working with the biggest of brands (Deloitte, Accenture, Lidl and now Just Eat), but also works with smaller brands as a consultant now. Bas works with several governments, but also the Dutch railways and several other major brands and has worked with many very small IT companies and regional healthcare players in the past.
What are the main differences? Is it always harder? How should you go about it? What can they learn from each other?
News of the week:
Maine banks team up for recruitment
https://www.pressherald.com/2022/02/01/maine-banks-team-up-to-launch-worker-recruitment-campaign/
Hacker one investment, outsource your digital security checks
https://www.hackerone.com/press-release/hackeron…
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Jan 31, 2022
14. Still so many ways to attract good candidates
In today's show Bas, Sofia and Kelly share information on 'out of the box' ideas to attract candidates. All the interesting candidate attraction scheme's we've seen all over the world.
So only one question is answered in this show: what can you do to attract candidates to your position in this candidate-driven market?
News of the week: A German insurance firm pays candidates just to interview.
https://www.irishtimes.com/business/work/cash-bonuses-for-interviews-a-sign-of-the-times-in-euro-zone-jobs-boom-1.4786136?fbclid=IwAR2G7cqf9zw_Iuizb8crSCwZcbz3V1aRr-CMDR8aFlgEF7ITMsrVbzMT-z8
The co hosts can be contacted at
https://www.linkedin.com/in/kellyjrobinson/
https://www.linkedin.com/in/sofiabroberger/
https://www.linkedin.com/in/basvandehaterd/
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Jan 24, 2022
13. Mobile Recruitment Experiences
In this episode Bas van de Haterd is joined by Akbar Karenga from the UK and Kelly Robinson in the USA to talk about mobile recruitment experiences. We answer the following question:
- What do you think is the biggest difference mobile and desktop?
- How do you make a mobile apply process?
And we give examples for great mobile recruitment experience.
The news of the week
Bas' Ikea news on refugees: https://www.ikea.com/nl/nl/newsroom/corporate-news/ikea-stoomt-vluchtelingen-klaar-voor-de-nederlandse-arbeidsmarkt-pub281b8b30
Akbar's news on recfest: https://recfest.co.uk/
Also mentioned in the conversation are: https://www.chatterbox.io/ helping people usually over looked, refugees, lead learning and development programs at international corporates.
And https://tapkit.com/ is a great tool to experiment with mobile/social friendly experiences
Kelly: https://www.linkedin.com/in/kellyjrobinson/
Akbar: https://www.linkedin.com/in/akbarkarenga/
Bas: https://www.linke…
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Jan 17, 2022
12. Buying the right HR technology
In this show Bas is joined by Sofia and a new co host Steve Jacobs and we're talking buying HR technology.
News of the week:
Find the graph with declining labor market populations here (Dutch)
And the stat on the declining birth rates in the USA here.
The questions we answer in this episode are:
- Should you buy an all-in-one application or go for a lot of point solutions and buy a best of breed?
- Should you get demo's if you don't know what you want to buy yet? Or should you start talking to providers when you know what you are buying.
- What's the most told lie by HR tech vendors.
You can contact the co hosts at:
Steve: https://www.linkedin.com/in/stevedjacobs/
Sofia: https://www.linkedin.com/in/sofiabroberger/
Bas: https://www.linkedin.com/in/basvandehaterd/
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Jan 10, 2022
11. Buying an ATS
In today's episode we talk about the ATS and especially buying an ATS.
What is the proces to follow before even approaching ATS vendors?
Who do you involve in the proces? What do you look for in the ATS?
Oana mentions the Raci model here: https://nl.wikipedia.org/wiki/RACI-model
In a start-up or scale up environment, do you buy on current or future needs and budgets?
Links to the news items:
Akbar's news on Deel: https://www.eu-startups.com/2021/10/london-based-hr-startup-deel-raises-over-e366-million-in-series-d-funding-to-continue-transforming-the-future-of-work/
Oana's News on Contra: https://huntscanlon.com/contra-secures-30-million-in-funding/
Bas' news: Exponential View Podcast: https://hbr.org/podcast/2021/12/learning-from-2021-azeems-takeaways
HC Magazine: https://www.hcamag.com/us/specialization/hr-technology/hr-technology-budget-triples-in-2021/320668
Do you have questions you want us to answer for you, let us know. Contact us and share your desires for kn…
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Jan 3, 2022
10. TA Tech Stack: how to build one. Do's and don'ts
In this episode Bas and Oana talk about TA tech. What are the most useful tools Oana has used in her extensive career? What offers most value? And what are tools Bas really doesn't like and don't add value?
Links to the news of the week:
Oana's news:
- Better.com layoffs via Zoom: https://edition.cnn.com/2021/12/07/business/better-zoom-firing-employees/index.html
- Foodpanda's layoffs: https://www.startbase.com/news/foodpanda-muss-300-angestellte-entlassen/
Bas' news (in Dutch) on Randstad is to sue van Lienden and business partners:
https://www.nu.nl/economie/6174467/randstad-doet-aangifte-van-oplichting-tegen-van-lienden-en-zakenpartners.html
To contact the co-hosts you can visit their Linkedin profiles.
Oana: https://www.linkedin.com/in/genderequality/
Bas: https://www.linkedin.com/in/basvandehaterd/
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Dec 27, 2021
9. How to write good Job Adverts
In today's podcast Bas, Sofia and Kelly discuss three statements concerning the Job advert.
1. It's an advert, not a description. What's the difference and what makes a great job ad?
2. Your job advert should not be the same on your corporate careers website as it is on external media. Or should it be?
3. You should change the content of your job at at least every six weeks if you are recruiting regularly or permanently for the same job.
With specific examples from both sides of the Atlantic to inspire you on writing better job ads.
The co hosts can be contacted at
https://www.linkedin.com/in/kellyjrobinson/
https://www.linkedin.com/in/sofiabroberger/
https://www.linkedin.com/in/basvandehaterd/
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Dec 20, 2021
8. Pre selection tests: impact on candidate experience and D&I
In this show Bas is joined bij Oana Iordachescu to discuss the pre selection proces and especially the use of tests as (one) of the very first steps in the proces.
The statements we discuss are:
1. Using a test early on in the process actually increases the candidate experience
2. In order to be as inclusive as possible, an organisation should allow the candidate to choose a test.
Bas describes how using tests at the very first part of the process doesn't take more time for applicants, as data shows the average applicant spends about 30 minutes on optimising a resume anyway, but it does allow for decent feedback on the rejection. Something Sofia talked about in episode 5, the candidate experience was a great complaint from candidates who believed their resume wasn't actually looked at.
Oana describes how different people, especially in tech, like different types of technical tests and excel in those. Hence it should be possible for them to take the test that best fits their…
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Dec 13, 2021
7. The corporate careers website
In this show Bas is joined by Kelly Robinson from the USA and Sofia Broberger from Sweden in a discussion about corporate careers websites. Bas, who has been researching careers websites shares valuable insights from the best in class, Kelly shares interesting data on mobile applications and on the why and how to be great at Mobile and Sofia shares a personal story on why lowering the barrier to entry to apply doesn't always work out well, especially if you have a very well known brand for children.
The co hosts can be contacted at
https://www.linkedin.com/in/kellyjrobinson/
https://www.linkedin.com/in/sofiabroberger/
https://www.linkedin.com/in/basvandehaterd/
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Dec 6, 2021
6. Data and Talent Intelligence
In this show Bas is joined by Kelly Robinson from the USA and Sofia Broberger from Sweden in a discussion about using data and especially external data for recruitment decisions. We discuss the differences in perceptions for different countries on length of processes and interviews, based on external benchmark data and how this might correlate with labor laws. Kelly notices we are still having the same lack of internal data as we did 10 years ago and Sofia cautions for relying too much on external data when they have a stake in the game.
Useful cases are shared on how to use data to improve decisions and when it's good to use external data and when it's better to se external data and how to combine both sources.
The article referenced can be found at
https://intelligence-group.nl/en/news
The co hosts can be contacted at
https://www.linkedin.com/in/kellyjrobinson/
https://www.linkedin.com/in/sofiabroberger/
https://www.linkedin.com/in/basvandehaterd/
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Nov 29, 2021
5. The Candidate Experience
In this Episode Bas is joined by his co hosts Sofia Broberger from Sweden and Akbar Karenga from the UK in a conversation about the candidate experience.
Next to an interesting discussion about when does the candidate experience start, at application or way before we dive into the most important aspects of the candidate experience. Communication and Speed of communication.
Topcis we discuss is how the phrase a rejection, how and when to communicate the process to the candidate and do you require cover letters and even cv's. Many differences in application culture show up in this conversation as well.
Linkedin profiles of the co hosts:
https://www.linkedin.com/in/akbarkarenga/
https://www.linkedin.com/in/sofiabroberger/
https://www.linkedin.com/in/basvandehaterd/
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Nov 22, 2021
4. Building TA teams: the different roles
In this episode Bas van de Haterd is joined by Lucy Williams and Oana Iordachescu again. With their extensive experience leading TA teams both Lucy and Oana have great experiences to share on building TA teams. In Episode 3 we discuss the foundation of building a great team. In this episode we talk about the different roles in a TA team, if you need specific Sourcers, Employer Brand specialists, TA data analysts and the role technology can and should play in augmenting TA practitioners.
Important roles talked about are Sourcers and how we should treat them, Recruitment marketeers and Employer Branding specialists and where in the organisation they should sit in the organisation and data analysts for TA.
Lucy has been the head of Talent Acquisition for Visa in the Middle East, Africa and Central Europe for many years and is now the global head of TA at German scale up sennder.
Oana has been in tech recruitment at Facebook in Dublin and was a TA team lead at Brainspotting in Roman…
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Nov 14, 2021
3. Building a great TA Team
In this episode Bas van de Haterd is joined by Lucy Williams and Oana Iordachescu. Both have extensive experience in leading TA teams. Lucy has been the head of Talent Acquisition for Visa in the Middle East, Africa and Central Europe for many years and is now the global head of TA at German scale up sennder. Oana has been in tech recruitment at Facebook in Dublin and was a TA team lead at Brainspotting in Romania, Booking.com in Amsterdam, Criteo in Paris, Zalando and now Wayfair in Berlin.
In this episode we talk about the foundation of building a great TA team. About building a strong culture and being a good TA leader, but also about cognitive diversity and a little about the role of technology in building that team.
You can connect with the co hosts via:
Lucy: https://www.linkedin.com/in/lucywilliams123/
Oana: https://www.linkedin.com/in/genderequality/
Bas: https://www.linkedin.com/in/basvandehaterd/
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Nov 6, 2021
2. Optimizing Recruitment Advertising
In this episode Bas van de Haterd and Kelly Robinson talk about optimizing your recruitment advertising. They talk about writing a job ad in stead of a job description, the importance of job titles, photography surrounding the job ad, mobile experiences and what to emphasize in the title and the text.
You can connect with the co hosts at:
Bas: https://www.linkedin.com/in/basvandehaterd/
Kelly: https://www.linkedin.com/in/kellyjrobinson/
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Nov 1, 2021
1. Getting more applicants
Talent Savvy aims to inspire listeners in both Europe and the USA and of course the rest of the world, with best practises and tips from both sides of the pond.
Bas van de Haterd and Kelly Robinson discuss ways organisations can get more applicants by increasing conversion on their corporate careers websites as well as open hiring initiatives.
You can connect with the co hosts at:
Bas: https://www.linkedin.com/in/basvandehaterd/
Kelly: https://www.linkedin.com/in/kellyjrobinson/
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