Founders Focus - Ep44 - Max Armbruster, CEO of Talkpush

How to set up an Elite Recruitment Analytics Dashboard

EMPLOYEE AMBASSADOR PROGRAMMES - WHATS YOUR BEST IDEA? EDIT: doing this show with Real Links - sign up (https://lnkd.in/eTAk4sxH) I've always thought that the main role of the recruiter was to 'activate' the recruiting capacity of other people in the business - they are the ones who have the network, the industry know-how, the credibility with candidates. How do we do this most effectively? Some ideas 1️⃣ INCREASE AWARENESS OF RECRUITING REQUIREMENTS Basic stuff, but people are not going to help if they don't actually know what is going on. Recruiters need to understand that what we do is in the peripheral vision of others who have their own work to do. A regular weekly update to General channel is step No1 to employee activation 2️⃣ MAKE IT SAFE FOR OTHERS TO RECRUIT (!) We might be surprised that our colleagues outside our function might be afraid of 'stepping on our toes'. Think of how enterprise companies police marketing comms...no one can say anything cos that is marketing's role. This perception that you CANNOT contribute to hiring needs to removed - making it known that recruiting is a team sport and all hands are needed is pretty much step No2 3️⃣ EARLY INVOLVEMENT IN HIRING STRATEGY This might be department specific, but getting more than the Hiring Manager involved in the hiring strategy is itself a good strategy to activating them as ancilliary recruiters. Ask them to help on JD polishing, what type of questions need asking, what strategy of approach we should be using etc. Not only will get great intelligence, but also start them thinking about recruitment. MUCH better than furnishing a completed JD / Strategy and saying 'do you know anybody'? 4️⃣ ....any other ideas? Drop a comment below on this, be good to start a thread on how to activate our non-recruiter colleagues to support our recruiting efforts! #recruiting #brandambassador #referrals

THIS WEEK, IN RECRUITING - ISSUE 163 Recommendations for Recruiters (especially Tech Recruiters) 👇 1️⃣ EXPAND SCOPE Embrace new responsibilities even if it is more work 2️⃣ RECRUITMENT AUTOMATION Hunt down AI exposed tasks and eliminate them (!) 3️⃣ LEARN OFF SHORING Move Talent Intelligence upstream, become expert at 'talent efficiency' 4️⃣ CHAMPION TALENT DENSITY This QoH meets 'Do More With Less' 5️⃣ REBRAND FROM ACQUISITION TO ENABLEMENT Companies will get smaller, makes not sense to stick overly tightly to hiring external FTE's Thanks to our friends Equitas for supporting #TWIR. If you want an AI interview note taker which focuses on de-biasing the interview, check out Michael's interview intelligence platform in an open demo he's doing next week PS: free book Atomic Habits for those who sign up to it! ------------------------------------------------------------------------------- COMMUNITY NEWS 6️⃣ WHATS IN THE NEWS Big acquisition in the staffing sector - Kelly acquire MRP for $$$. 7️⃣ WHATS GOING ON? - Big List of Recruitment Events in 2024 - UPDATED - How to Build Recruitment Analytics Dashboard, this Friday - Founders Focus with Tycho van Paassen of VONQ next week - EMBRACE Festival in Berlin Jun 5th and 6th - are you going? I am! NB: I'm in Boston, MA for the next 3 days, where I'll be meeting many of you at LinkedIn Connect on Weds. If you're around and not going to this event but want to meet up, let me know in comments and I'll set up a meetup if there is enough interest 👊 #recruiting

Simplifying Skills-Based Hiring: are most companies overcomplicating it?

THIS WEEK, IN RECRUITING - ISSUE 162 10 X Theories that explain the Candidate Shortage: 1️⃣ Demographic crisis (not enough workers) 2️⃣ Skills mismatch (workers don't have the skills) 3️⃣ Elite overproduction (too many students) 4️⃣ Overly generous welfare / benefits (ppl are lazy) 5️⃣ Increase disability (ppl are unable to work) 6️⃣ Early retirement (due to increase in asset income) 7️⃣ Rise of Gig / Creator economy (depletes FTE talent pool) 8️⃣ Forgot (!) 9️⃣ Globalisation + Financialisation (loss of institutional knowledge) 🔟 Unemployment scarring (long term unemployed, become unemployable) Which one of these is your favourite explanation for candidate shortages? Thx to Dina Bay, Ph.D. of PitchMe.co for supporting #TWIR. If you want a talent matching solution to find ideal candidates for your job opportunities, check out PitchMe 👊 ------------------------------------------------------------------------------- COMMUNITY NEWS IS ALL ABOUT WHATS GOING ON - LOADS - Inclusive Interview Training with Equitas - Simplifying Skills Based Hiring with Arctic Shores - Turning Hiring Managers into DEI Champions with Otta.com - Launch of AIX with Bob Pulver - HR Tech Europe this week in Amsterdam - are you going?? - Recruitment Analytics Dashboards, a Masterclass (next week) - Founders Focus with Tycho van Paassen of VONQ (next week) Should be a great week..... #recruiting #candidateshortage

BUDGET IN 2024 FOR TALENT ACQUISITION TEAMS It's Year Two (or three, I forget now...) of DOING MORE WITH LESS, but that doesn't always mean no money is being invested, it can sometimes mean reallocation of smaller overall budget to different things. Quick poll for TA BUDGET HOLDERS ONLY. Where you are spending what money you have in 2024? #recruiting #budget

No LinkedIn X-Ray - What's Next?

IS AI GIVING RECRUITERS SUPERPOWERS? Friends, I think it pretty much is! Look at this latest bar raiser from our friends BrightHire  - AI-powered ‘Candidate Alerts’ 🚨 Trust me - this is a GAME CHANGER for every recruiter - let me explain why. Recruiters have ever-increasing req loads — but we still have to ensure no balls get dropped, deliver an excellent candidate experience, and strategically close top candidates. This means tracking dozens of candidates’ unique situations, concerns, and follow-ups, with critical info often shared with our hiring teams in discussions we're not always party to…. It’s a huge, stressful challenge - now solved by Candidate Alerts. It uses AI to sift through all your candidates' interviews to spot and flag all the crucial candidate intel you need to know—like a closing risk (e.g., the candidate raised a concern, mentioned a competitive offer, etc.) or key action items (e.g., HM promised to send benefits info). It’s basically a 'sixth sense' for recruiting great talent - automatic, always on, and easy to access - even from inside your ATS! THINK ABOUT WHAT THIS MEANS FOR YOU: 1️⃣ Never missing a critical follow-up 2️⃣ Spotting candidate closing risks early and taking action 3️⃣ Knowing ASAP if a top candidate is at risk to expedite the next steps, get offers pre-approved, quickly set up a call to address any concerns, etc. 4️⃣ Showing closing risks to hiring managers, to drive a sense of urgency 😉 5️⃣ Understanding overall pipeline risks, to know when to keep sourcing This is a MASSIVE win for recruiters. And it kind of feels like a superpower to me….what do you think? #recruiting #AI #efficiency

WHAT’S HAPPENING NEXT 4 WEEKS Which ones are you going to? 1️⃣ SCALING TEAMS WITH AI IN RECRUITMENT https://lnkd.in/ecrrCSdk Excited to have this conversation tomorrow, esp as it is brings Neil Ray incredible radical experimentation to a wider audience. What can a single person do with AI to improve operational efficiency? Must attend folks - tomorrow at 2pm BST! 2️⃣ NO LINKEDIN X-RAY: WHAT’S NEXT? https://lnkd.in/eWXkuVnw What is the future of sourcing if every other social platform stops Google from indexing its user profiles? We don’t know but we had better try and figure it out with Erin Mathew Brian Fink Dean Da Costa & friends 3️⃣ SKILLS BASED HIRING: ARE COMPANIES OVERCOMPLICATING IT? https://lnkd.in/eypwrafb SBH / SBO - this is the how-to on it, having spent the past few weeks knocking around the ideas now it is time to put into practice. What is first step? What is next step? 4️⃣ TURNING HIRING MANAGERS INTO DEI CHAMPIONS https://lnkd.in/eqfuqvvb Diversifying the workforce doesn’t happen if it stays in TA / HR. How we can make this a company wide effort? With our friends at Otta.com for this one 5️⃣ HOW TO SET UP A RECRUITMENT ANALYTICS DASHBOARD https://lnkd.in/ea5rypCF By popular demand...we’re going to look at recruiting KPI’s, what to measure and how to present them in a fashion which makes sense for all stakeholders concerned. 6️⃣ FF W/ TYCO VAN PAASSEN, VONQ https://lnkd.in/eYQ83yCt FF is back with the man with the coolest name in recruitment - what else beats Tycho van Paassen?? 7️⃣ RECRUITMENT AUTOMATION TIPS https://lnkd.in/exW984Hy AI & Automation is friend AND foe folks and we recruiters are WAY past time in getting with this programme. I am bringing together automation experts who are each going to give you a free tip to automations something in your workflow. Foolish to miss this... 8️⃣ FF W/ REINER BRUNS, SCOTTY AI https://lnkd.in/ehuAZujD Talking about automation, lets speak to some of the heroes who are building the technology. Its Reiner Bruns of Scotty AI on FF 9️⃣ HOW TO BUILD AN EFFECTIVE EMPLOYER BRAND PROGRAMME https://lnkd.in/eTAk4sxH Referrals and Employer Branding - are they two sides of the same coin? Perhaps we need to rethink these concepts and see how we can build these two are synergistic streams of the same thing. With Sam Davies and friends. 🔟 PROGRAMMATIC JOB ADVERTISING: THE MASTERCLASS https://lnkd.in/evAEGarC <8% adoption in the UK. Are we collectively insane. We need to get with programmatic, or at least learn why we are not. I’ve got Yazad Dalal to do a free masterclass on this. Forget self study - this is better #recruiting