Notes from Tom: As organizations recruit remotely for the first time, how can they unlock the vast potential of a global talent pool and successfully navigate the corresponding challenge? I spoke with Chantelle Cassin of Propeller Aero on how to build a global recruitment strategy and execute it effectively. Her advice to companies who are stepping outside a local recruitment strategy for the first time? Adopt a balanced approach. “You can’t create a cookie-cutter process and expect it to work equally well across borders, but you should retain enough consistency that you aren’t compromising yo ..read more

Tom's Notes: What if you could ditch job boards and cold outreach for good in favor of a strategy that does the heavy lifting for you? Peoplepipe founder Nathan Jefferson sees two conversations developing in the wake of the global pandemic. Both point away from job boards and toward an altogether different recruitment strategy: Recruiter burnout: Talent acquisition teams are exhausted, but almost no one uses their workplace satisfaction to measure success. If you’re meeting your hiring goals but burning out your team to get there, your approach is unsustainable. Candidate insight: When ther ..read more

Tom's Notes: In this weeks episode, host Tom Hacquoil spoke with Adrian Thomas who has spent most of his career fighting to change the perception of TA being an entry-level position in organizations. On the contrary, he firmly believes that TA should have a strategic seat in “the room where it happens”—if not on the board, at least in close proximity. When viewing talent acquisition as a strategic function, Adrian sees TA as an enabler of a business rather than a “mere” seat-filling function. He makes a strong case for the global head of TA joining the board, or at least keeping in close conta ..read more

Tom's notes: If you started looking for a new job tomorrow, what would you look for in a job ad? When Ed Ross started recruiting talent for tech companies in the early 2000s, he was tasked with sending applicants lengthy job specs. These specs contained the information companies thought candidates required—namely, a list of skills and requirements for the open position. After running his own consultancy, Ed’s now the Senior Tech Talent Acquisition Manager at Skyscanner, a flight search engine and booking marketplace. He took the time to teach us a thing or two about what candidates look for ..read more

Tom's Notes: Remember the company values your organization put on the wall somewhere? Hopefully you do, but the odds are that you don’t. Studies show that most employees don’t know what their company’s core values are. Many organizations struggle to define their values, but it’s essential to get them right—and not just because companies “should” have them. If your company selected values because you “had to” have them, you’re making a classic mistake—and you probably picked the wrong ones.  Company values only matter if they are unique and meaningful. Could an employee look at your list ..read more

Toms Notes: Before startup culture (and then COVID) came on the scene and turned traditional recruitment upside-down, most organizations considered candidates lucky to interview with them.  Brad Clark, Director of Talent Acquisition at Article, a direct-to-consumer furniture company, realized early on that the best people always have options. The best way to ensure they pick yours is to make recruitment all about the candidates, not the company. Article currently employs nearly 1,400 people—but the team wasn’t always so large. Last year was a period of hypergrowth; the 15-person talent a ..read more

Notes from Tom: Creating the ideal candidate experience might sound complicated, but it’s actually quite simple: find out what your candidates want, and offer it to them. Simple, right? Simple, but not necessarily easy. Here are 3 simple steps any business can take to improve their candidate experience. Step 1: Anticipate questions before they’re asked- Think ahead about what those questions might be, and answer them honestly before anyone even has to ask. Step 2: Create the content that answers those questions- Think about job descriptions as job ads - Include hiring manager profiles - Descr ..read more

Tom's notes: What do you really want out of a job? When George Dobbin got into the talent acquisition business over a decade ago, his answer was money—but today, he says, “That’s a bad reason.”  During our conversation, he shared with me some of the surprising insights he’s gained into the buoyant job market of today—including the fact that people expect far more from a job than money. Instead, he says, the recruitment landscape is all about playing the long game. He believes that data can help HR teams ensure they’re always asking the right questions and steering clear of bias—keeping ..read more

Tom's Notes: We’ve all needed a second chance at one point or another. But for formerly incarcerated people, second chances are a rare thing. They’re often screened out of early recruitment rounds if they identify themselves as having a criminal record.  Here’s what you need to know about the value of second chances: Data shows that people with criminal records make more loyal employees; on the whole, the attrition rate of ex-offenders is lower than average People with a criminal record aren’t just less likely to quit—they’re more likely to get promoted and less likely to engage in work ..read more

Notes from Tom: Employee Value Proposition (EVP) is something a lot of companies struggle to get right. They try to compete with the loudest, best-known voices in the market—but, of course, those companies are fundamentally different. This kind of EVP yields candidates who don’t want to work for your company in particular; they just want to work in general. They’ll take home a paycheck, deliver mediocre work, and leave the moment a competitor offers them more money. But here’s the good news: you can compete with the best and brightest in your industry for top-level talent. You just can’t do i ..read more