Subscribe here: ? Apple. ? Spotify. ? Deezer. About this episode :   As a recruiter, you’re only seen good as churning out hires? Maybe it’s because you have the wrong incentives. If you’re currently assessed on your: -Number of hire -Time to hire There’s a problem. Because number of hire only encourage you to hire as many people as possible. No recruiter will ever be rewarded for helping the companies reach their goals while hiring 10% people less. And time to fill only encouraged you to recruit anyone, as fast as possible. So are you condemned to only churning out hires? Spoiler: No ..read more

Building a culture of recruiting early on in your company is critical. Miss that step and everything will get harder as the company grow: -harder to hire top performers. -harder to reach your targets. -harder to... simply grow. Matt is an Operation Partner at Human Capital, a VC firm based in SF, in addition to being a former sourcer at Google. In this episode, Matt explains: -how to use your sales skills to recruit your first employees -why and how to log every conversation you have with potential candidates -how to pick the good hiring agency for your company -how to fight against cognitive ..read more

I often see recruiters addressing recruiting content like this: -a video by there -occasionally an article -possibly a LinkedIn post. All a bit random (and me the first!). Why? Because we were never given a simple, clear and efficient framework to know which type of content to do, and how to schedule it. So I wanted to find for you a playbook to get there finally. This is the topic of the latest episode of my A-Players podcast, where I’ve invited Matěj Matolín, an employer branding and content creation strategist whose work I truly appreciate. In this episode Matěj reveals to you: -The 4 type ..read more

Everybody talks about search in sourcing: Booleans, X-Rays etc. But finding candidates is not as valuable as 10 years ago.  Because now almost everybody is on LinkedIn. The real valuable expertise?  Getting people to reply: copywriting, personalization. That’s what I believe at least.  The thing is… Balazs Paroczay believes the complete opposite.  Balazs is a legend - a multiple speaker at events like SourceCon and Sourcing Summit, with more than 15+ years of experience. We had a 30-minute debate together on A-Players.  In this episode, we talk mainly about: -Is ..read more

Christine had a very interesting challenged: engineer the Financial Times’s tech employer brand. Of course the FT is famous around the globe for its business publication - but when Christine started working on it, the employer brand on engineering & tech roles was close to 0. The way she improved the employer brand on engineering & tech at FT was actually very close to how any startup could do it - and I wanted her to explain to us step by step how to steal her playbook. In this episode, Christine Reveals : -How to attract tech talent when your brand doesn’t sound techy at all. -The fr ..read more

« Recruiters should personalize their messages to candidates to increase their reply rates.” Ok. But what if we can’t personalize because we have to send messages to hundreds of candidates? In that case, you’ll need a more advanced technique: making your messages stand out. Writing messages that are not personalized, but that have super high response rates. Jonas Waloschek, Senior Technical Sourcer ar MANTA, and ex McKinsey, is the expert of this technique. So I invited him on my podcast to talk about it. During our 30min conversation, Jonas explains to me the art of personalization at scale ..read more

The baseline experience for candidates is terrible - most companies don't really prioritize improving it. That's a blessing for companies who do, because a very small investment into candidate experience can turn into a strong competitive advantage! Troy has been in the war for talent for years (previously founded a recruiting CRM called Resource.co), and recently launched a company called Guide.co that focuses on improving the candidate experience.  He's one of the best people on earth to talk about this topic. In this discussion, Troy shares his advice on how to win the war for talent b ..read more

“In recruiting, trust your gut”. Bullshit.    Any recruiter worth his salt knows that it’s the best way to fall into every possible bias. Doing structured interviews is actually the ONLY way to recruit accurately. Now the question is how to do it.    Good news for you: I invited Adam Redlich, one of the first recruiters at Google back in 2003, to talk about it with me during a podcast episode.    Throughout his career, Adam has helped dozens and dozens of recruiters become better at their jobs. And for the past 3 years, Adam has been VP Talent Acquisition at Octan ..read more

Too many companies believe sourcing is an entry-level job. This is the worst way to look at a very critical function. Sourcing is NOT an entry-level job for recruiters! And Garrett is as convinced as I am.    Garrett joined Google when the company had 35,000 employees and left the company 7 years later when they were 180,000. Today, he builds the tech sourcing team at Grammarly.    So who better than Garrett to reveal to us in this episode the secrets of how to build and manage best-in-class sourcing teams.    Here’s what you’ll discover in this new episode:   ..read more

In that episode, we decided to address the specific challenge of DE&I in companies below 200 people. Step by step, the challenge increases. Here's Claudia advice for companies at every step (0-20 people, up to 100 people, 100-200). Claudia actually wrote an entire outline of this discussion, with links to all the resources she mentions in the recording. Here is it:  https://bit.ly/3NSz4hr -- To follow Claudia on LinkedIn, click here. To follow me on LinkedIn, click here Finally, to learn more about what we do at HireSweet, click here ..read more