First off, a massive shout out to the Recruitment Events company for putting togetherRecFest2017. Recruitment + Festival shouldn’t work but with Jamie, Bobby, Lois and crew running the show, it absolutely does. Make sure you get yourself a ticket for next year’s event!
Secondly, thanks forLars Schmidtfor the on stage shout out for this newsletter. It’s fortifying for the morale to hear people loving the brainfood and encourages me to keep this newsletter going. If you want to give your support (no cash!), give the recruitingbrainfood.com a shout out to your network. Facebook works great, LinkedIn (amazingly) is better.
Finally, some great stuff for you this week: all of it is worth your view, but in particular make sure you check out Buzzsumo’s research on email outreach, Anna Ott on ChatBots, a superb post on Hiring Product Managers and a crowdsourced list of former Soundclouders hitting the market.
Can something be useful and depressing at the same time? The answer must surely be ‘yes’ as this research post from Buzzsumo tells us. It’s all about marketing, which apparently is what recruitment is nowadays. Here are the headlines words that matter. ENGAGEMENT
“There are three kinds of lies: lies, damned lies, and statistics”. So saysJan Tegze, in another great post outlining a problem with truth is pervasive in the industry. The call for greater statistical literacy has never been greater. THOUGHT PROVOKING
Some excellent analysis again on Google for Jobs fromJeff Dickey-Chasins– a.k.a the Job Board Doctor. We need to pay attention this and to him. Also make sure to followJoel Cheeseman, another commentator with a lot to say on Google for Jobs. RECRUITMENT ADVERTISING
Nice looking framework for thinking about Product Managers. One of the hardest roles for define / understand / recruit for – this is great job by Taj Moore for getting this thoughts down here. MUST READ
This week’s announcement of a 40% downsizing of Soundcloud immediately resulted in tech community rallying to support. Here’s a crowdsourced list of on-the-market ex-SoundClouders. Some great people here, unexpectedly on the market. You know what to do. SOURCING
Let a hundred flowers bloom Mao once said. He said a lot of other shit too, but for this one I think the Great Helmsman was on the money. A challenging perspective on the politics of taxonomy and the exclusivity of groups, from a woman, who happens to be in tech. DIVERSITY & INCLUSION
What is the application of chatbots to recruiting? You need to locate it pre-application says OH subscriberAnna Ott. This is an excellent crowdcast with a practitioner on top of her game. Worth 20 minutes of your day folks. H/T toLouise TrianceandStephen O’Donnellfor hosting. VIDEO
What the hell does this mean? Turns out having a male namereducesyour chances of getting through the door whilst having a female one increased it. So gender blind led to less diversity according to this research. We need to have some hard conversations methinks. DIVERSITY & INCLUSION
Nice visualisation of the things you need to know about Data Science. Overview of the key companies, resources and tools in the space. It’s a useful one pager, and perhaps, a nice poster for your wall. RESOURCE [DOWNLOADABLE PDF]
Developer automates his high paying job and now faces an ethical dilemma – does he tell or not? Our relationship with work is changing, so too will our ethics. I’m good with this guy staying schtum THOUGHT PROVOKING
So this service enables you to send physical mail at scale. No doubt useful for direct marketing when you realise email isn’t working. Obvious applications for recruiting here, I trust OH subscribers will use it sensibly COOL TOOL
Persuasive analysis fromScott Santerns, on a vision of the future which I think will become consensus. Our lack of answers to the challenge of tech unemployment will also become consensus. Perhaps the machines what we should do when there is actually no need to do it. FUTURE OF WORK
An interesting attack on Granovetter’s network theory, on the power of weak ties. This is probably a density issue, but OP’s main point of valuing your current work colleagues more is probably sound. NETWORKING