We’re talking the NFL, recruiters learning from the candidate side content,anothersuperb report from HackerRank, essays on expertise vs silver bullets, essays on experts vs generalists, one very cool voice to text transcription service (no more interview notes?), the return of the Big List of Recruiting Events and much more – it’s Issue 74 of Recruiting Brainfood!
Special thanks this week goes to: Kevin Green, Greg Savage, Colin Donnery, Bob Lehto, Jonathan Kidder, Tris Revill, Italo Mouzinho, Steve Jacobs, Ivan Harrison, Ian Stephens, Kasia Borowicz, Baiba Ziga, Cherry Swane, Chris Raw and Ken Collins for your very public support of this newsletter. It’s massively appreciated and really does help us grow – thank you!
Can you help? Share this link:recruitingbrainfood.comon a LinkedIn status update and recommend to your network to sign up.
Hung Lee is the founder ofWorkShape.io– the revolutionary recruiting platform for Software engineers
This week’s brainfood is supported by our buddies at Xref – the leading an online employment reference checking tool that is easy to use, mobile-ready and fully reportable. Get rid of your reference checking headache – sign up for a free demohere! SPONSORS
Simple protocol by Facebook’s VP of AR,Andrew Bosworthwho’s developed an algorithm for self-directed on-boarding. It’s …quite obviously a very good system and behooves us in HR / TA to reverse engineer it and implement. CANDIDATE EXPERIENCE
We all know that interviews is are deeply flawed assessment methods. This candidate interview guide exposes them by teaching technical job seekers how to navigate through them. Main point? deliver on the preconceived ideas of the interviewer. Food for thought here, for us, on the other side ASSESSMENT
Our buddies atHackerRankare coming out with a very decent series of reports these days. This is data from a late 2017 survey of 14K developers (around 2k of whom self identified as women) on background, degree type, programming language preference. Dig in, it’s relevant and it’s digestible. D&I
I had the pleasure is sharing a stage with Global VP of Talent Acquisition Kevin Blairlast month and was privy to some of the thinking here – IBM rolling out Agile in TA. Here is the comprehensive overview byDave Putterman published on Linkedin and more on the conversationhere. CULTURE
Excellent post fromKim-Mai Cutler, Operations Partner at Initialized Capital on remote work culture. Main takeaway?Don’tfly in future remote employees for in-person interviews – that’s not how they are going to be working, and all you’re going to get are false signals. CULTURE
So this is the future of data enrichment gmail / chrome plugins that operate on LinkedIn – they get bought, upgraded, and paywalled. Well linked summary from long time brainfooderJonathan Kidder, a recruitment blogger you really should follow. NEWS
How good is your google fu? Mine could definitely be better, which I proved by viewing this search engine query guide which was shared with me by brainfooderDenis Dinkevich. It’s a comprehensive guide on how to use search operators, properly. If you’re a sourcer, you need to download / read this. SOURCING
Decent interactive report from PwC – you can segment on territory and year, and track progress or lack thereof. Main findings? Maternity and occupational choice are the biggest drivers for earnings inequality. You can also download the full reporthere D&I
Transcribing interview notes…. is one recruiting function we would all want to see automated. Our buddies atAI Sense may have the solution – check out Otter app released last week on the app store, which purports to do exactly this. Download it and have a play – seems to work… COOL TOOL
Nice piece of work from our buddies atBeamery, with some primary data on budget allocation for recruitment marketing. Key question to answer: hire the specialist or buy the tool? Most are buying the tool, which is wrong I think RECRUITMENT MARKETING
Expertise maximises your reward in times of stability, but makes you vulnerable in times of change. In the era we’re heading towards, should we generalise or specialise? It’s an essential dilemma, for us and the people we recruit. FUTURE OF WORK
‘Do you like men?’ and ‘Is your mother a prostitute? Apparently these were the questions asked to former LSU running backDerrius Guiceduring interviews at the NFL Scouting Combine last week. ‘Pressure interview techniques’ was the excuse, but really, it’s archaic stuff in the very weird world US sports. D&I
Bookmark this page folks – it’s theBig List of Recruitingevents to attend in 2018. There’s plenty happening this week – TaTech Europe, Hiring Success 18, Landing Festival in Berlin, Berlin TA Labs…all of this and more. PS: if you are an event organiser and want to list your event here, please do so at the bottom of the spreadsheet – I’ll merge it in
If are a brainfood subscriber and want to post your in-house recruiting / people ops / HR jobs in next weeks newsletter, please email me at [email protected] with job title and link so people can apply.
I’m going to one of my fave places Berlin for most of this week, so hit me up if you want to catch up and have a coffee. I’m mainly eating Persian food withMoe Narariha on the 13th, at Landing Festival withPedro Oliviera on the 14th / 15th, Berlin TA Labs on 14th evening, and hanging out withAnna Otton the 16th – hit me up if you want talk recruiting or the future of the planet at any of these events. Email me on [email protected] or twitter@HungLee.