Talent Savvy

In this weeks episode Bas van de Haterd, Kelly Robinson and Marlies Farril talk about several things.

Kelly starts with a few Linkedin tips he learned from a report by pager. Download the entire report here:

https://paiger.co/linkedin-algorithm/

The topic we talk about is fixing staffing shortages and we talk about the award winning case by Schiphol. Where they basically fixed the problem in a way most companies can if they want to. Be decent to candidates: Call them in a day, or two, and they also used a very smart, again candidate centric, advertising strategy.

We dissect the case and see how Schiphol managed to go from hours of waiting for security and canceling flights to a fully staffed airport in just 6 months.

The Dutch article on Schiphol's winning the Werf& award.

https://www.werf-en.nl/schiphol-eiffel-partou-en-dji-winnen-werf-awards-2023/

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Schmeisser talk about generative AI and ChatGPT in particular and the expectations we have on new products that suppliers will come up with in the next 6 to 12 months.

We'll be talking about what we expect from AI to change for TA. An episode that might actually be inspirational for many providers.

We talk how Generative AI can leapfrog the companies with technical debt to the front of the pack and how it can help companies that don't have all their data in order yet.

We talk about where generative AI can help us become better, what we hope our providers of the current tech stack will add and, to use the words of Oana, how we can get promoted faster (if that is our goal).

The newsletter we mention on the 4 stages of the use of generative AI in recruitment by Hung Lee:

https://www.linkedin.com/pulse/week-recruiting-issue-111-hung-lee/

The HBR Ideacast podcast: https://hbr.org/podcast/2023/05/how-generative-ai-changes-productivity

In this weeks podcast Kelly Robinson talks with Alex Churchill

They talk about why internal recruiters are better than external one

Why Employer branding is essential

What AI will and will not do for recruiting

The base for this weeks discussion is the Linkedin Talent Insights report 2023.

The Linkedin talent insights report that's being discussed:

https://business.linkedin.com/talent-solutions/resources/future-of-recruiting

In this episode Oana, Sofia and Michael talk about quality of hire

The article Oana references

https://directionallycorrectnews.substack.com/p/people-analytics-primer-quality-of

Since there is still lot of talk about a recession looming, we thought we'd reply an episode recorded last year in June when there was lots of talk about a recession as well and how should you as a recruiter handle this.

In this weeks episode Bas is joined by Kelly and Sofia to talk about recruiting in a recession or downturn. 

First we'll talk about the question is a recession is imminent. The short answer is: it seems that way but it won't be as bad as we've seen before because there are still so many jobs. 

Then we talk about what to do in these times if you are still hiring. Do you hunt people in companies in turmoil? What can you expect from people on the 'let go lists' and how has this world changed over the past years. 

The short answers are: it's changed a lot and Sofia has, as always, good insights from a practitioners stands. 

News items that come up are: 

Elon Musks's return to the office: https://www.bbc.com/news/business-61666339

Layoffs at so many companies: 

Klarna: https://www.bloomberg.com/news/articles/2022-06-01/klarna-ceo-s-linkedin-post-hailing-fired-staff-divides-opinion

Getir: https://www.freightwaves.com/news/getir-laying-off-thousands-of-workers-cutting-expansion-plans

TomTom: https://www.businessinsider.com/tomtom-gps-navigation-tech-layoffs-employees-maps-unit-2022-6?international=true&r=US&IR=T

Layoff tracker by Techcrunch: https://techcrunch.com/tag/layoffs/?guccounter=1

This week we have a rerun from an earlier episode from august 2022.

In this episode Bas, Olga and Matthias discuss strategic TA metrics. 

Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24. 

The article that's the basis of our discussion is: 

https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/

We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world. 

Items we'll be talking about are among others:

+ Measuring is more important to understand what's wrong instead of who to blame
+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?
+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding) 
+ Set more culture-driven metrics (diversify company culture) 
+ Projection of skill gaps to the fill the gaps in the future
+ Employee Engagement to connect with why people leave or on how long to onboard

Scenario planning are answering the big 'what if' questions. It's not just the likely scenario, the most common what if's, but also highly unlikely. Only one company in the 1970's had scenario's on 'what if OPEC limits oil severely'. That was Shell, that profited from the crisis and became the worlds largest oil company.

In TA we don't do enough scenario planning and most people don't even know what it means. So in this episode we try to do in 30 minutes what normally takes half a day to a full day. And we only look at one option, while a good scenario plan has several.

In this episode we answer the question:

We work at a large retailer in Germany.

What if hourly work is outlawed?

The reason we chose this is that on the one had, it seems far fetched and outrages, on the other had, the Dutch have just initiated a law basically doing just that. What are the option a large retailer than has? We discuss them, see pro's and con's and come to a conclusion.

Again, this is all in a pressure cooker style, while a good scenario planning exercise usually lasts between half a day and a day and has several people with different backgrounds in the teams.

In this weeks episode we try something new. Kelly interviews Jim Durbin, aka the Indeed whisperer.

Jim trains people on using software, basically Linkedin and Indeed. Understanding Indeed saves you a lot of money in advertising.

This episode is full packed with advise from a trainer on using Indeed, Linkedin and other 'recruiting software'.

Connect with Jim via: https://www.linkedin.com/in/jimdurbin/

This week we talk Strategic Recruitment and becoming a strategic department.

The base for todays conversation is the newsletter by Kevin Wheeler: https://fotnews.futureoftalent.org/p/why-has-recruiting-been-hit-so-hard

The podcast where Matt Alder with Kevin Wheeler we mention: https://recruitingfuture.com/2023/03/ep-505-accelerating-change/

We talk about how you can get the respect from the board.

We talk about system integrations, not technically, but mentally. Should learning and development be part of TA or at least be our best friends?

We talk about total talent acquisition and embracing the gig economy.

We talk about scenario planning. Why do we not have scenario's ready and know how to act on outside influences. Why was there no scenario ready for raising interest rates? Or dropping interest rates. Or a bird flu pandemic? Or whatever event might happen.

Four steps to take to become more strategic.

In this podcast Olga, Michael and Sofia talk about hybrid, remote and back to the office policies.

Sofia works for a full office organisation and wouldn't want it any other way.

Olga works full remote and wouldn't want it any other way.

Michael works hybrid with 2 days a week in the office.

The article mentioned in the podcast by Michael: https://hbr.org/2022/11/revitalizing-culture-in-the-world-of-hybrid-work?registration=success

In this episode Bas, Olga and Dez talk about bias in algorithms. 

We talk about ChatGPT and the research about bias in their job descriptions. 

The Danish article we reference on bias in ChatGPT: https://bootstrapping.dk/ny-forskning-drop-chatgpt-hvis-i-bekymrer-jer-om-inklusion/?fbclid=IwAR3HGFVikzo1daoykxOLIippwmrCp7P5GWL-fZiEoGw4OS--gQXtlRrfi6I

The Textio article on bias in ChatGPT: https://textio.com/blog/chatgpt-for-hr-4-questions-to-ask-before-you-buy-a-new-ai-tool/103481698366

We talk about bias in programmatic advertising and Facebook advertising.

Also we talk about bias in selection. And we reference workday being sued on a bias in their algorithm. 

The article on workday being sued: https://www.theregister.com/2023/02/23/workday_discrimination_lawsuit

In this episode Matthias, Akbar and Sofia talk about Bias in hiring. They go through the entire proces from Intake meetings, sourcing of candidates, to selection and the hiring decision and talk how bias can creep in and what role there is for TA to combat this. 

The show is full of advice on how to combat bias on every stage of the recruitment process. 

In this episode Dez, Matthias and Bas talk about two CEO reports. Both mention talent and talent acquisition as top priorities for the C suite. 

We talk about the global leadership report

https://www.dropbox.com/s/536o80740ss51fm/Global%20Leadership%20Forecast%202023.pdf

and Forresters CEO report.

https://www.forrester.com/bold/navigating-the-downturn/

Why you should know these reports, what you should know about them and how a TA manager can better speak to their C suite when they do.

In this episode Oana Iordachescu, Chantelle Jones and Marlies Farril talk about how layoffs are impacting overall recruitment practices. 

The base for the conversation is an article in Forbes:

https://www.forbes.com/sites/rodberger/2023/01/24/layoffs-at-tech-giants-impacting-recruiting-practices/?sh=482e8be51f03

Are the current lay offs a result of bad workforce planning? And is it the time for Talent Acquisition to start engaging with this capacity. Can and should Talent Acquisition take a more strategic role, to not just look at bums in seats, but also help make choices between contingent and staff decisions? 

The current lay offs in the tech sector, also the TA professionals that are let go, means also losing organizational knowledge and external networks. We will also see people leaving the industry, either leaving the sector or leaving the TA business completely. 

Marlies and Chantelle see the current lay offs effecting RPO like structures in a positive way. More and more start-ups and scale ups lost knowledge and manpower they still needed, but maybe not on a full time basis. The question is, will this fractional recruitment stay or will we start hiring full time as soon as the threat of a recession is over?

Is job rotation, or rotational work, especially in times like these when there are lay offs glooming perhaps a good solution? A good recruiter should have some sales skills, so doing some time in the sales department if they are looking might be a good idea. 

In this episode of Talent Savvy Bas van de Haterd talks with Kelly Robinson and Matthias Schmeisser about what jobseekers really want and what companies can do about this, without having to involve lots of management or C suite executives. 

What jobseekers wish the employers knew is a massive research by Boston Consultancy Group. Over 90.000 people from 160 countries were interviewed and the results are staggering. Read the entire report here:

https://web-assets.bcg.com/6e/76/609c8245499c8047a48c82588ecf/what-job-seekers-wish-employers-knew.pdf

Important fact 1: 52% would reject an attractive offer if they had a negative experience in the process. And actually saying a decent process a reason for accepting the offer is putting the bar really low. 

Another important fact: 40% of the candidates like assessments. But nobody really likes one way video interviews. 

Another fact: 75% is still looking for a full-time job, but that does means the 15% of gig workers and freelancers is really rising. And most still want to work for bigger companies. 

And we talk about money... salaries. Number one reason to reject an offer is salary, number one thing they look for in a job description is salary. 

If you want to know what your future employees want and why they reject you as an employer, you want to listen to this podcast. 

This week we talk about outreach messages. How do you reach out to candidates yo are sourcing? 

Bas van de Haterd is joined today by two expert sourcers, Sofia Broberger and Dez. S. Papp. 

We talk about what you should do, and shouldn't to. We talk about basing outreach messages on data, on how ChatGPT might effect the outreach messages. 

Sofia says a message should be personalised in two ways, both personalise to the recipient, but also your own personal way of speaking. 

And we shouldn't overthink our outreach messages. Engagement is essential. Trigging the recipient curiosity is another essential thing. 

Today Bas, Sofia and Dez talk about Boomerang hires. 

In these times it might be a good idea to re-hire people that left. 

Bas has some examples of boomerang processes, alumni BBQ's and calling the regrettable hires within their probation period. 

And Sofia explains the law in Sweden is that if you fire some for 'not enough work' and you are hiring someone again for that job, you need to offer the person you fired the job first. 

The Korn Ferry report we are talking about: 

https://www.kornferry.com/insights/featured-topics/talent-recruitment/talent-acquisition-trends-2023

Bas van de Haterd today is joined by Olga Smelova and Michael Delaney on referral hiring. 

It seems so many organisations are revamping their referral programs, so in this episode we share all our experiences with referral. 

We talk about the tools and processes you need to have in place before you can really support the referral proces. 

We talked about the bonus. Do you need to pay cash? How much does the amount matter? Do you do raffles? Do you do non cash incentives? 

When do you pay the bonus? 

What can you do 'event wise', like with lunches, drinks and during the onboarding? 

We share all our experiences from all the different companies we've worked for, from start-ups to big corporates and governments. 

In todays episode we're talking about Chat GPT. 

If you haven't tried it yet: play with it. 

https://chat.openai.com/auth/login

What are our experiences? What can you use it for right now? 

Bas wrote a blog about it on Employer Branding in Dutch, without editing, Marco read it and says it's very human written. 

The blog: https://digitaal-werven.nl/employer-branding-binnen-je-recruitmentsite/

Chantelle has used it for training purposes. 

Marco is looking at it for content creation and copy writing on behalf of Employer Branding. 

In this episode we discuss what's possible now, where we might be going and how we would use it to augment us as recruitment. 

We look at different scenario's of how it might be used, like in giving feedback to applicants, creating employer branding content and personalised messages in sourcing. 

In this episode Bas van de Haterd, Marco Dalmeijer and Marlies Farril will talk about two of the most important aspects for developers: working with great colleagues and development oppertunities. 

The episode is based on research by Otta that shows us that two of the three most important aspects for developers are working with great colleagues and development and growth oppertunities. 

We talk about the best chances we have seen or done in exposing people to great colleagues, how do you embed it in your recruitment marketing strategies? Where do you show it? What have we seen work? 

The research from Otta can be found here: https://employers.otta.com/blog/candidates-job-preferences?

The first show of 2023 is the second round of predictions for 2023. 

In this episode Steve Jacobs, Dez Papp and Matthias Schmeisser will predict 2023. 

Matthias predicts what technology will be the biggest hype to implement in the year. 

Steve predicts that tech candidates are becoming more risk averse, so traditional companies will have a better chance of hiring top talent. 

Dez predicts that hiring managers will ignore all the information about the labor market and still feel recruiters aren't doing their job well. 

Finally Matthias will also predict we have not seen the last of the lay offs in start-ups and scale-ups and Steve predicts a lot of mergers and technology mergers. Giving lots of unrest and chances to recruit great candidates. 

In this episode Bas van de Haterd, Akbar Karenga and Giles Symonds talk about apprenticeships and how they might be used to close the skills gap. We talk about the differences in government support for them, the UK has a paid scheme where companies get reimbursed for some of the costs, and how this actually seems to sometimes lead to bad outcomes for the quality of the apprenticeship. Some companies use them as cheap labor, something that it's not meant for of course. 

The great thing about the UK form of apprenticeships is that the qualifications are credentialed, so apprentices can show they had official training that is at an equal level with the formal training. 

It's clear that apprenticeships have a much bigger and formal history in the UK than in most other countries. So many TA professional not from the UK can learn from it and see the potential pitfalls and potential oppertunities. 

The article we reference in the podcast is: https://www.bbc.com/news/business-63762317?fbclid=IwAR3U82fuOlZBNB9NZA2CIRIWe8bU6FZMcZ53xbI9fXshYEJUQkLmAvjPPFg

In this episode Akbar Karenga, Marlies Farril, Giles Symonds and Bas van de Haterd give their predictions for 2023. 

We'll be predicting and talking investment in tech and how that will influence the hiring market.

We'll be predicting and talking salaries, and mainly salaries in tech and other sectors.

We'll be predicting and talking the change of talent acquisition to talent management. 

We'll be predicting changes in ageism and early to late retirement. 

In this episode Bas van de Haterd, Dez. S. Papp and Akbar Karenga look back at 2022. 

What did we see happening in the market?

We saw people getting closer, the profession seems to be up skilling and coming closer. 

We talk about the actual rise of AI and becoming useful products for TA. AI creation tools have become useful for recruiters and that's something we'll remember 2022 about.

We talk about using AI for selection and the problems that have and might arise there. 

Another thing we'll remember 2022 about is buying the wrong technology and blaming the technology.

And we'll remember 2022 as the year where ATS's, especially those for the mid market, have added a lot of really useful functions. 

Illness hit the Talent Savvy team this week, so no recording. Hence a rerun of an episode from almost a year ago that is still as relevant as ever: writing a good job ad. 

Bas, Sofia and Kelly discuss three statements concerning the Job advert.

1. It's an advert, not a description. What's the difference and what makes a great job ad?

2. Your job advert should not be the same on your corporate careers website as it is on external media. Or should it be?

3. You should change the content of your job at at least every six weeks if you are recruiting regularly or permanently for the same job.

With specific examples from both sides of the Atlantic to inspire you on writing better job ads.

The co hosts can be contacted at

https://www.linkedin.com/in/kellyjrobinson/

https://www.linkedin.com/in/sofiabroberger/

https://www.linkedin.com/in/basvandehaterd/

In todays show Bas van de Haterd, Kelly Robinson and Oana Iordachescu talk about the great retirement and how this effects the labor market and how we as recruiters could, or should, deal with this. 

The research this episode references is by the phoenix group:

https://www.thephoenixgroup.com/sites/phoenix-group/files/2022-11/Phoenix-Insights-The-Great-Retirement.pdf

We try to answer the question why people in the UK are so much less happy with their work? And do people in for example Germany, another country in this research, have a more common sense of what work is for? 

Kelly, being a dual citizen from both the UK and the USA and having lived and worked there, was surprised with the little number of days off in the USA when he first came there, but still sees the satisfaction is higher than the UK. 

We talk extensively on ageism and hiring the fifty plus. And bringing your whole self to work and how that influences you willingness to keep working despite your age. 

In this special 50th episode the team of Talent Savvy shares the best advice we got and how it impacted our careers in Talent Acquisition. 

You'll be hearing the best career advice as a recruiter they've got from:

Michael Delaney: https://www.linkedin.com/in/michaeldelaney1/

Sofia Broberger: https://www.linkedin.com/in/sofiabroberger/

Giles Symonds: https://www.linkedin.com/in/pharmaceuticalrecruitment/

Marlies Farril: https://www.linkedin.com/in/marliesfarrill/

Bas van de Haterd: https://www.linkedin.com/in/basvandehaterd/

Oana Iordachescu: https://www.linkedin.com/in/equalopportunity/

Matthias Schmeisser: https://www.linkedin.com/in/matthiasschmeisser/

Olga Smelova: https://www.linkedin.com/in/osmelova/

Kelly Robinson: https://www.linkedin.com/in/kellyjrobinson/

Steve Jabons: https://www.linkedin.com/in/stevedjacobs/

Enjoy the show. 

Bas van de Haterd, Dez Papp and Sofia Broberger talk about hiring entire teams at once. 

The recent lay offs might have great chances not just hiring a single good candidate, but an entire team. The reason for this podcast is a recent event Bas visited about hiring Polish IT people and one thing that the experts there said was that many Polish developers are such close friends with their colleagues that they would not leave without their team.  

Should you do hire entire teams? What's the upside and what's the downside? 

Sofia has actually had candidates rejected the offer as they wanted and Bas once changed jobs with a team mate. 

We think about the possible upsides and downsides and the way you might go about this. 

In this episode Bas van de Haterd, Matthias Schmeisser and Akbar Karenga are talking about the tech layoffs and hiring freezes in tech. It's not just the venture backed firms that are letting people go, it's also the hiring freezes at big tech that are influencing the market. 

The article we talk about in this episode is this piece on pragmatic engineer: 

https://blog.pragmaticengineer.com/big-tech-hiring-slowdown/

We ask ourselves the question: is this the moment for big corporates and governments to start hiring tech talent? Matthias and Akbar don't seem to think they really have a chance. But we will give them tips on how to try. We'll also give specific tips to start-ups and scale ups on what the emphasise when approaching tech talent in this market. 

In this episode Bas van de Haterd, Kelly Robinson and Michael Delaney talk about what TA can learn from professional sports. For once there isn't an article to share as we discuss this based on talks we saw at conferences. Bas saw the Sport scientist of Soccer team PSV at Digitaal-Werven this year and Kelly remembered an inspiring talk by coach K from Duke university and the American Olympic Team on a Career builder event a few years ago. 

Kelly says he was fascinated by the fact that this coach had people learning to tie their show laces. The best in the world, learning the most basic of things and he wonders, do we in TA still coach enough about the most basic elements of recruitment: the job intake? Shouldn't we spend more time and effort on coaching basics next to innovating?

Michael's daughter was a college level distance runner and what he took from seeing her train is that they train her the same thing every time. This way it becomes muscle memory, doing something right 1000 times, makes you not use any cognitive load doing it. And as a team player himself, rugby league, he is always taking the team strengths and weaknesses into the equation when making a hiring decision. 

We talk about accepting being average or even below average on something if you excel at other things. 

We also talk about training the basics, coaching the basics, helping our TA team to become better. Although we might not frame it as improving the basics, as that might sound boring and framing it different. And we should probably also focus much more in small improvement. 

If you love sports, different spots, you'll love this episode and see the things we can learn from sports as TA professionals.

In todays episode episode Bas, Marlies and Steve talk about leveraging niche networks for recruitment. How niche can you get (the scientific forum for salt water membrane technology)? can you be part of a recruitment network and help other networks? What are do's and don't? What are successes we've had in leveraging niche network.

The reason for this discussion is the article in BBC:

https://www.bbc.com/worklife/article/20220912-the-whisper-networks-helping-workers-get-jobs

Small note: Steve's connection was lost in the beginning of the recording, so it takes a while before he gets going.

Bas van de Haterd talks with Steve Jacobs and Oana Iordachescu on the talents and skills that a recruiter needs to stay good at their job.

The article this podcast is based on is from the Kevin Wheeler's newsletter (that we highly recommend):

https://fotnews.futureoftalent.org/p/the-six-recruiting-skills-you-need

Oana actually asked her team even what they thought about the 6 skills Kevin wrote and she thinks he's missing one important one, project management. It's so important to have those skills as a recruiter than ever. 

We all agree that no recruiter needs to be, or can be, excellent at each skill. But you might need a minimal level of these skills and be aware of your strengths to be able to compensate.

There is also a great discussion on data and understanding data and using it. It's one of the most important skills of a recruiter, not writing an algorithm, but understanding the outcome.

We also talk on the skills that Kevin doesn't matter. Project management, mentorship and creativity.

This week Bas van de Haterd, Matthias Schmeißer and Dez s. Papp talk about how to become a talent advisor. 

The podcast is based on this article by John Vlastelica on becoming a talent advisor. 

https://www.linkedin.com/business/talent/blog/talent-strategy/be-seen-as-talent-advisor-by-hiring-managers

A talent advisor is a more strategic recruiter, someone who doesn't just take orders from line management, but is seen as a consultant, an expert when it comes to filling the roles the line might have. 

We talk about stop calling intake meetings, intake meetings. Is the name important or is it how you do the meeting? Opinions differ on this, but all agree that we need to behave different in the meetings. 

We talk about surveying recruiters about hiring managers and having data on hiring managers and who should be giving the feedback to the hiring managers. 

We also talk about how to do good intake meetings to get to the 'hire better quality', what should we be asking in the intake meeting, or whatever we'll be calling them. 

We also give many suggestions on how to be a talent advisor, examples what we should be doing to be seen as a talent advisor. How do you stand your ground as an expert, what can you do to show your expertise and get the respect from the hiring managers?

In todays episode we have a unique cross over podcast with the Recruiting Future Podcast with podcasting legend Matt Alder. We talk about a topic that's close to our hearts for ever, the candidate experience. 

The episode is based on this excellent article by kevin Grossman on ERE, that nothing really changed. 

https://www.ere.net/whats-new-and-fresh-in-the-candidate-experience-absolutely-nothing/

We discuss what has changed and what hasn't changed, but also we give great examples of organisations that really did improve the candidate experience. Examples of frequent communications, improved onboarding experiences, great job ads and additions on the job ads and great feedback examples based on modern (assessment) technology. 

In the candidate experience, nothing fundamental has changed, but the technology to deliver to those fundamental candidate desires has changed and it's a lot better to be able to do this at scale. 

The episode in the recruiting future podcast we mentioned where Matt interviewed the author of the article Kevin Grossman:

https://recruitingfuture.com/2021/03/ep-340-changing-candidate-experience/

If you haven't signed up yet to recruiting future, you should. On Apple podcasts: 

https://itunes.apple.com/podcast/recruiting-future-podcast/id963756980?mt=2&ls=1

In this episode Marlies, Chantelle and Matthias talk about the artikel in the NY times: Boy Bossed of Sillicon Valley are on their way out and how this impacts TA. 

https://www.nytimes.com/2022/08/10/business/silicon-valley-boy-boss.html

We're going from peace time CEO's to war time CEO's. We going from unlimited growth back by VC money to a proces mindset that fosters sustainability and long term planning. What does this mean for the start-up recruitment and TA teams? 

How do we add value as a TA organisation now what we need less bums in seats and what can we do on a more strategic level to add to the organisation?

Do the KPI's change? And if so, what should you start reporting on? 

What other activities do we start to develop as a TA team?

And how do we show the value we as a TA team offer to the organisation. 

The Recfest talk by Bill Boorman can be watched at: https://recfest.co.uk/recfest-on-demand-ta-tv/

Bills article: https://blog.horseflyanalytics.com/2023-hiring-storm-warning

Today Bas van de Haterd talks with Dez Papp and Kelly Robinson on the topic of the TA tech stack. 

How important is your TA tech stack for hiring the right recruiters? A recent poll said that the majority of recruiters and TA professionals, or at least the great ones that are a member of Recruiting Brainfood would reject a job at your organisation if they did not get the tools they believe they need to do a good job. 

The conversation is based on the article from Tick Sackett in SHRM. 

https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/building-a-recruitment-tech-stack-shrm-talent-22-tim-sackett.aspx

In the episode we answer questions like: 

How important is the ATS?
How do we look at point solutions?
What are the best solutions? 

We talk about what's the best way to implement new tools and what's the best tools you should be looking at?

We give examples of great technology helping your recruiters do their work better, making them happier and more efficient. 

In today's episode Bas van de Haterd talks with Oana Iordachescu and Giles Symonds on the subject of company culture and talent philosophy. 

The base for this episode is a newsletter by Recruitment legend Kevin Wheeler on this topic. 

https://fotnews.futureoftalent.org/p/whats-your-firms-culture-and-talent

He talks about that your company culture needs to be reflected in your talent philosophy. How does your organisation deal with poor performing employees? Who get promoted? What is our bonus based on?

Can we influence a talent philosophy? And how do we influence it? We give examples on how to do it right and how to do it wrong. 

Can we design a talent philosophy to do 'tours of duties' elsewhere for example? Or do we have a train graduates? 

In this episode Bas van de Haterd (https://www.linkedin.com/in/basvandehaterd/), Michael Delaney (https://www.linkedin.com/in/michaeldelaney1/) and new co host Giles Symonds (https://www.linkedin.com/in/pharmaceuticalrecruitment/) talk about candidates who want to switch industries. 

In a McKinsey report it's mentioned that much of the great resignation is caused by candidates that are switching industries. As 'industry experience' is still a hot topic with hiring managers, how do we as TA deal with this? And should we target specific industries to recruit if we know selling a switch is easy for them? And is there a difference between the openness of hiring managers for people without industry experiences between corporates and start-ups? 

The report mentioned in the podcast: 

https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools

Another report mentioned in the podcast: 

https://blog.radancy.com/2022/07/21/july-2022-labor-market-update/

In todays episode Bas talks to Olga and Steve on expanding your talent pool by hiring on aptitude in stead of resumes and previous experience. 

The discussion is based on the article in Inc magazine on Google's project manager training program that then puts them in work experience programs at Google as project managers. 

https://www.inc.com/kelly-main/hiring-google-experience-aptitude.html

We'll share a lot of examples in this episode of other organisations doing similar things, but differently. As Google lets people go through a free online training, others are looking at trainee programs. Olga shares an example of her old employer Pepsico using a business case in stead of a cv selecting trainees and where it does work, both in sectors as well as geographically. Bas shares a case from the City or Rotterdam where they used a case study to select social workers without even looking at a cv. Steve and Bas share experiences with trainee programs for IT staff, with or without any IT degree and hiring recruiters using aptitude tests in stead of a resume. 

One of the hardest parts is of course convincing the hiring managers. Olga shares an example of how they got some managers to look beyond the resume. Bas shares some examples of how sharing data with hiring managers can help as well. 

If you are looking for inspiration to broaden your talent pool, this is the podcast to listen to.

In todays episode Bas, Sofia and Marlies talk about compensation and benefits. Not complaining about it as TA usually does, but talking about the things we can influence as TA professionals. 

The article that led to this podcast is a Substack newsletter bij Andre Nader who explains how equity compensation has fallen for the Faang / Maang companies and how that makes hiring more difficult. 

https://andrenader.substack.com/p/tech-salary-crash?fbclid=IwAR32jUR-zBoKAaX57YwEyMUyDP54-eiI-7WY5HIUITc1OHiztOeIN_Fe5po

First thing we realise is that compensation in equity is very different from where you are located and the fiscal regime that comes with it. 

Also the national attitudes to bonuses and equity is very different and that needs to be taken into account and as a TA professional you need to understand the attitude to flexible compensation and adjust your sell on it. 

Great examples from Marlies is that at one of her former employers they gave the choice to the recruit. The recruit was able to choose between how much fixed and how much equity an employee would get. 

Marlies also gives great examples that part of the selling is explaining the total comp and make it very visible. Especially with international hires you need to explain everything, not just the money. 

 An episode full of examples of selling the compensation in a way of story telling to candidates. 

In todays episode Bas, Olga and Matthias discuss strategic TA metrics. 

Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24. 

The article that's the basis of our discussion is: 

https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/

We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world. 

Items we'll be talking about are among others:

+ Measuring is more important to understand what's wrong instead of who to blame
+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?
+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding) 
+ Set more culture-driven metrics (diversify company culture) 
+ Projection of skill gaps to the fill the gaps in the future
+ Employee Engagement to connect with why people leave or on how long to onboard

I today's Episode Bas is joined by Marlies Ferril from Canada and Michael Delany from Australia. A true tri continental podcast with ideas from all over the world. 

The topic of today is Growth hacking for recruiters. 

The main article we are talking about today is: https://www.growthtribe.io/blog/hiring-a-high-performance-growth-hacker-a-checklist

Another article that is mentioned today is: https://www.linkedin.com/pulse/insane-personification-linkedin-image-messages-jos%C3%A9-kadlec/

The talk on DW Digitaal that is referenced (in Dutch) in personalised landing pages: https://www.youtube.com/watch?v=T3P37aw_SqM

We talk about the importance of being a system thinker and adjusting the technology to take out the bottle necks. 

We talk about the hacks where you can use technology to personalise at scale. 

We talk about small improvements with big impacts. 

We talk about having a T shaped profile. 

In today's episode we talk about lessons from Recfest. The biggest recruitment event in the world. Together with Chantelle and Olga we talk about our main take-aways. What did we learn. 

We talk about Bill Boorman's closing keynote on safeguarding your job, Felix Wetzel's how should vendors approach TA leaders, Nokia's internal mobility strategy, Haver's talk on using data to increasing diversity, but also how to tie it to bottom line of the company. AstraZeneca's talk on the candidate journey. We talk about pre boarding. 

And to end up we talk about outsiders talking about recruitment. A famous British artist and Olympic gol medalist talked at Recfest and had some awesome take-aways for us as well. 

Connect with Chantelle at:

https://www.linkedin.com/in/chantellejones/

Connect with Olga at:

https://www.linkedin.com/in/osmelova/

Connect with Bas at:

https://www.linkedin.com/in/basvandehaterd/

In this weeks episode we'll be talking about what candidates want based on the report 'what turns candidates off' from Starred. 

You can download the full report at: https://starred.com/what-turns-candidates-off/

Together with Sofia and Steve I'll talk about the lead findings from the report, notably: 

- Feedback to candidates

- Quality of assessment

- Diversity Equity and Inclusion (DE&I)

- Compensation

If you have feedback about the episode, please reach out to us via Linkedin:

Sofia: https://www.linkedin.com/in/sofiabroberger/

Steve: https://www.linkedin.com/in/stevedjacobs/

Bas: https://www.linkedin.com/in/basvandehaterd/

In this weeks episode we talk about how much we can ask a candidate to do in the selection procedure? 

Marlies at her former employer used to pay for original work that they are asking that's going to be more than 2 hours work for the applicant. 

Sofia's company actually changed the work samples to non original work, to make sure candidates don't feel exploited. 

Should you start paying after a certain amount of time invested? Like 5 hours as Marlies suggested? Or should it be when original work comes into play. 

Listen to our discussion on using tests and paying applicants. 

The article on the investment in testgorilla: https://techcrunch-com.cdn.ampproject.org/c/s/techcrunch.com/2022/06/13/testgorilla-scores-70m-for-skills-tests-aiming-to-replace-the-recruitment-resume-dump/amp/

The BBC article on 'going to far' in what you can ask a candidate: https://www.bbc.com/worklife/article/20220511-the-working-job-interviews-that-go-too-far

The article mentioned by Marlies on the Toronto start-up that's paying for job interviews: https://toronto.ctvnews.ca/this-ontario-company-will-pay-you-for-a-job-interview-and-here-s-how-much-1.5816120

Connect with the co hosts:

Sofia: https://www.linkedin.com/in/sofiabroberger/

Marlies: https://www.linkedin.com/in/marliesfarrill/

Bas: https://www.linkedin.com/in/basvandehaterd/

In this weeks episode I'm joined by Kelly and Sofia to talk about recruiting in a recession or downturn. 

First we'll talk about the question is a recession is imminent. The short answer is: it seems that way but it won't be as bad as we've seen before because there are still so many jobs. 

Then we talk about what to do in these times if you are still hiring. Do you hunt people in companies in turmoil? What can you expect from people on the 'let go lists' and how has this world changed over the past years. 

The short answers are: it's changed a lot and Sofia has, as always, good insights from a practitioners stands. 

News items that come up are: 

Elon Musks's return to the office: https://www.bbc.com/news/business-61666339

Layoffs at so many companies: 

Klarna: https://www.bloomberg.com/news/articles/2022-06-01/klarna-ceo-s-linkedin-post-hailing-fired-staff-divides-opinion

Getir: https://www.freightwaves.com/news/getir-laying-off-thousands-of-workers-cutting-expansion-plans

TomTom: https://www.businessinsider.com/tomtom-gps-navigation-tech-layoffs-employees-maps-unit-2022-6?international=true&r=US&IR=T

Layoff tracker by Techcrunch: https://techcrunch.com/tag/layoffs/?guccounter=1

In this weeks episode Bas, Steve and Marco talk about podcasting for recruitment. Marco has been developing a podcasting strategy for his current Employer Branding gig and talks about the choices they've made an why they made them. 

Also two Werf& awards have been awarded to cases recently involving podcasts for recruitment and employer branding. The AIVD (Dutch NSA/CIA/MI6) won the jury award for their 'puzzle' podcast case, where they used podcasts to get people to look for information just like a spy would do. Jumbo won the people's choice award for their case focussing on the exams last summer with a video talkshow and podcast, attracting lots of talent to their careers website and converting them into temporary workers over the summer. 

Marco is currently building a podcast for Just Eat Takeaway (JET) on showing the culture at Jet. He's sharing the choices they made and why and how you should think about podcasts when you are thinking about implementing them for your employer branding or recruitment. 

In this weeks episode we'll be talking about remote work. 

We'll be talking about remote work and does it help or hinder teamwork? What are the essentials of making remote work work? Hoe does it impact the talent you can recruit? 

We have two experiences experts: Lucy Williams who manages her team remotely as a TA leader and Akbar who's worked with remote teams and has worked remote first start-ups. We talk about the important questions what do we need to do in person? What can we do remote? What do we need to do synchronised and what do we do a-synchronized. 

The news articles referenced are:

Akbar's article in Nature on the negative sides of remote work and it curbing creativity

https://www.nature.com/articles/s41586-022-04643-y

Bas' article on remote work on the positive sides of remote work and it increasing collaboration and break through ideas. 

https://voxeu.org/article/how-remote-collaboration-impacts-innovation

In this episode Bas, Ben and Steve talk about the recruiter experience. The candidate experience is the most talked about topic in the world, but we don't focus enough on the root cause, the recruiter experience. What can we do to improve the recruiter experience. How can we set the recruiter up for success? How do we give recruiters the time to be more human to candidates and give for example feedback to them? 

Ben's artikel on the recruiter experience

https://www.linkedin.com/pulse/recruiter-experience-probably-ruining-your-candidate-ben-gledhill

News of the week: 

Ben's news on legal company cutting salaries

https://www.bbc.co.uk/news/business-61298394

Bas' news on the journalist freedom drop

https://www.euractiv.com/section/politics/short_news/dutch-press-freedom-ranking-drops-significantly/

In today's episode we will talk about Personal Branding for recruiters and recruitment leaders with Sofia Broberger - Sourcing Trainer, Speaker and Consultant and Steve Jacobs - RL100 Member | DBR Admin.

As Jeff Bezos put it  "Your brand is what people say about you when you are not in the room."

We will dive deeper into topics such as the Social Selling Index on Linkedin, the power of weak ties vs strong ties and your USP.

We hope you enjoy the show!

While Bas is still touring as the TA expert that he is, this episode is brought to you by Oana Iordachescu, Lucy Williams and Ben Gledhill. They discuss the rise if the Embedded Model in TA with its challenges and opportunities: what makes a good partnership, what should recruiters expect and what are the trends to follow on the options for TA augmentation.

Ben's news: https://www.linkedin.com/pulse/recruiter-resilience-essential-stack-component-ben-gledhill/

In this episode Bas, Oana and Kelly will be talking about recruitment marketing automation. 

The news of the week is the purchase of Candidate.ID by ICIMS. 

https://www.icims.com/company/newsroom/march29announcement/?fbclid=IwAR2-Qtl8UaK-dOeFZcpy8mBOl3MiyHfortoKehhml87EIdBrUpQKr_WlpgY

Talking recruitment marketing automation. 

We talk about starting small and where to start with recruitment marketing automation. 

We talk about using existing content in your recruitment marketing. 

We talk about the technology that can assist you with that. 

You can connect with Oana: https://www.linkedin.com/in/genderequality/

You can connect with Bas: https://www.linkedin.com/in/basvandehaterd/

You can connect with Kelly: https://www.linkedin.com/in/kellyjrobinson/

In this episode Bas is joined by Sofia and Oana on talking sourcing. Sourcing the candidates that get so many offers. How do you engage with them. Reach out to them. Get them to respond. 

We answer questions like:

- What's the best opening line? 

- How do you engage? 

- Do you need to be explicit or implicit in your communication?

- Do you connect on personal or business interests? 

- Where's the line between stalking and persuading a candidate?

- Pre-hire and hire fases, take your time. 

News of the week: Suing Glassdoor to get the names behind bad reviews:

https://www.stuff.co.nz/national/300520880/kiwi-toy-giant-zuru-wants-to-identify-and-sue-former-workers 

Connect with the co hosts:

You can connect with Oana: https://www.linkedin.com/in/genderequality/

You can connect with Sofia via: https://www.linkedin.com/in/sofiabroberger/

You can connect with Bas via: https://www.linkedin.com/in/basvandehaterd/

In this episode I'm joined by Kelly Robinson and Marco Dalmeijer and we're talking Metaverse jobfairs. Kelly is a big fan, Marco and Bas are more sceptical. 

Marco has some awesome idea's on how to make your Metaverse jobfair more attractive. What if we get inspirational speakers to join us in the metaverse. Perhaps even diseased people, like the former but famous CEO or founder. 

This episode if full of ideas on how to experiment with metaverse jobfairs and the general advise is: attent them, experience them, learn and see what's possible.

News of the week: 

Metaverse jobfair experience:

https://www.businessinsider.com/metaverse-job-fair-avatar-creepy-careers-2022-2?international=true&r=US&IR=T&fbclid=IwAR2pffjwDaAw_J_2tmu4F5__3cJdx0JIBW8OUIid_wGf1_M2S5Rz_pVCbBs

Additional information on the metaverse and hiring:

https://bluivygroup.com/blog/how-the-metaverse-will-change-your-employer-brand-and-workplace-culture/

Baker Tilly plants a tree for every hire they make (Dutch article):

https://www.consultancy.nl/nieuws/39677/baker-tilly-eerste-partij-die-recruitment-koppelt-aan-planten-van-bomen

Connect with the co hosts at:

Marco Dalmeijer: https://www.linkedin.com/in/dalmeijer/

Kelly Robinson: https://www.linkedin.com/in/kellyjrobinson/

Bas van de Haterd: https://www.linkedin.com/in/basvandehaterd/

In this weeks episode Sofia and Bas talk about work simulations. The most predictive of all assessments. Sofia uses work simulations for mainly tech and creative roles, while Bas did a few one of simulations for marketeers and so on. 

Sofia shares what's important to give the candidates a great experience as well to show your quality. We also discuss if people should be paid for doing extensive work samples and how to avoid candidates being really annoyed if the input from the work sample ends up being used, for example because you were already building it or because more people came up with the same work sample? 

Links to the news items: 

Spies set up a recruitment agency to blackmail people for trade secrets: https://fd.nl/politiek/1429237/russische-en-chinese-diensten-gebruiken-linkedin-voor-spionage-bij-nederlandse-bedrijven?

Lazarus heist podcast: https://www.bbc.co.uk/programmes/w13xtvg9/episodes/downloads

Connect with the co-hosts on:

You can connect with Sofia via: https://www.linkedin.com/in/sofiabroberger/

You can connect with Bas via: https://www.linkedin.com/in/basvandehaterd/

In this episode Bas van de Haterd is joined by Akbar Karenga from the UK and Kelly Robinson in the USA to talk about mobile recruitment experiences. We answer the following question: 

- What do you think is the biggest difference mobile and desktop? 

- How do you make a mobile apply process? 

And we give examples for great mobile recruitment experience. 

The news of the week 

Bas' Ikea news on refugees: https://www.ikea.com/nl/nl/newsroom/corporate-news/ikea-stoomt-vluchtelingen-klaar-voor-de-nederlandse-arbeidsmarkt-pub281b8b30

Akbar's news on recfest: https://recfest.co.uk/ 

Also mentioned in the conversation are:  https://www.chatterbox.io/ helping people usually over looked, refugees, lead learning and development programs at international corporates.

And https://tapkit.com/ is a great tool to experiment with mobile/social friendly experiences

Kelly: https://www.linkedin.com/in/kellyjrobinson/

Akbar: https://www.linkedin.com/in/akbarkarenga/

Bas: https://www.linkedin.com/in/basvandehaterd/

In this episode Bas and Oana talk about TA tech. What are the most useful tools Oana has used in her extensive career? What offers most value? And what are tools Bas really doesn't like and don't add value? 

Links to the news of the week:

Oana's news: 

- Better.com layoffs via Zoom: https://edition.cnn.com/2021/12/07/business/better-zoom-firing-employees/index.html

- Foodpanda's layoffs: https://www.startbase.com/news/foodpanda-muss-300-angestellte-entlassen/

Bas' news (in Dutch) on Randstad is to sue van Lienden and business partners: 

https://www.nu.nl/economie/6174467/randstad-doet-aangifte-van-oplichting-tegen-van-lienden-en-zakenpartners.html

To contact the co-hosts you can visit their Linkedin profiles.

Oana: https://www.linkedin.com/in/genderequality/

Bas: https://www.linkedin.com/in/basvandehaterd/

In today's podcast Bas, Sofia and Kelly discuss three statements concerning the Job advert. 

1. It's an advert, not a description. What's the difference and what makes a great job ad? 

2. Your job advert should not be the same on your corporate careers website as it is on external media. Or should it be? 

3. You should change the content of your job at at least every six weeks if you are recruiting regularly or permanently for the same job. 

With specific examples from both sides of the Atlantic to inspire you on writing better job ads. 

The co hosts can be contacted at

https://www.linkedin.com/in/kellyjrobinson/

https://www.linkedin.com/in/sofiabroberger/

https://www.linkedin.com/in/basvandehaterd/

In this show Bas is joined bij Oana Iordachescu to discuss the pre selection proces and especially the use of tests as (one) of the very first steps in the proces. 

The statements we discuss are:

1. Using a test early on in the process actually increases the candidate experience

2. In order to be as inclusive as possible, an organisation should allow the candidate to choose a test. 

Bas describes how using tests at the very first part of the process doesn't take more time for applicants, as data shows the average applicant spends about 30 minutes on optimising a resume anyway, but it does allow for decent feedback on the rejection. Something Sofia talked about in episode 5, the candidate experience was a great complaint from candidates who believed their resume wasn't actually looked at. 

Oana describes how different people, especially in tech, like different types of technical tests and excel in those. Hence it should be possible for them to take the test that best fits their quality. 

To contact the co-hosts you can visit their Linkedin profiles.  

Oana: https://www.linkedin.com/in/genderequality/

Bas: https://www.linkedin.com/in/basvandehaterd/

In this show Bas is joined by Kelly Robinson from the USA and Sofia Broberger from Sweden in a discussion about corporate careers websites. Bas, who has been researching careers websites shares valuable insights from the best in class, Kelly shares interesting data on mobile applications and on the why and how to be great at Mobile and Sofia shares a personal story on why lowering the barrier to entry to apply doesn't always work out well, especially if you have a very well known brand for children.

The co hosts can be contacted at

https://www.linkedin.com/in/kellyjrobinson/

https://www.linkedin.com/in/sofiabroberger/

https://www.linkedin.com/in/basvandehaterd/

In this show Bas is joined by Kelly Robinson from the USA and Sofia Broberger from Sweden in a discussion about using data and especially external data for recruitment decisions. We discuss the differences in perceptions for different countries on length of processes and interviews, based on external benchmark data and how this might correlate with labor laws. Kelly notices we are still having the same lack of internal data as we did 10 years ago and Sofia cautions for relying too much on external data when they have a stake in the game.

Useful cases are shared on how to use data to improve decisions and when it's good to use external data and when it's better to se external data and how to combine both sources.

The article referenced can be found at

https://intelligence-group.nl/en/news

The co hosts can be contacted at

https://www.linkedin.com/in/kellyjrobinson/

https://www.linkedin.com/in/sofiabroberger/

https://www.linkedin.com/in/basvandehaterd/ 

In this Episode Bas is joined by his co hosts Sofia Broberger from Sweden and Akbar Karenga from the UK in a conversation about the candidate experience. 

Next to an interesting discussion about when does the candidate experience start, at application or way before we dive into the most important aspects of the candidate experience. Communication and Speed of communication. 

Topcis we discuss is how the phrase a rejection, how and when to communicate the process to the candidate and do you require cover letters and even cv's. Many differences in application culture show up in this conversation as well. 

Linkedin profiles of the co hosts:

https://www.linkedin.com/in/akbarkarenga/

https://www.linkedin.com/in/sofiabroberger/

https://www.linkedin.com/in/basvandehaterd/

In this episode Bas van de Haterd is joined by Lucy Williams and Oana Iordachescu again. With their extensive experience leading TA teams both Lucy and Oana have great experiences to share on building TA teams. In Episode 3 we discuss the foundation of building a great team. In this episode we talk about the different roles in a TA team, if you need specific Sourcers, Employer Brand specialists, TA data analysts and the role technology can and should play in augmenting TA practitioners. 

Important roles talked about are Sourcers and how we should treat them, Recruitment marketeers and Employer Branding specialists and where in the organisation they should sit in the organisation and data analysts for TA.

Lucy has been the head of Talent Acquisition for Visa in the Middle East, Africa and Central Europe for many years and is now the global head of TA at German scale up sennder. 

Oana has been in tech recruitment at Facebook in Dublin and was a TA team lead at Brainspotting in Romania, Booking.com in Amsterdam, Criteo in Paris, Zalando and now Wayfair in Berlin.

You can connect with the co hosts via:

Lucy: https://www.linkedin.com/in/lucywilliams123/

Oana: https://www.linkedin.com/in/genderequality/

Bas: https://www.linkedin.com/in/basvandehaterd/

In this episode Bas van de Haterd is joined by Lucy Williams and Oana Iordachescu. Both have extensive experience in leading TA teams. Lucy has been the head of Talent Acquisition for Visa in the Middle East, Africa and Central Europe for many years and is now the global head of TA at German scale up sennder. Oana has been in tech recruitment at Facebook in Dublin and was a TA team lead at Brainspotting in Romania, Booking.com in Amsterdam, Criteo in Paris, Zalando and now Wayfair in Berlin. 

In this episode we talk about the foundation of building a great TA team. About building a strong culture and being a good TA leader, but also about cognitive diversity and a little about the role of technology in building that team. 

You can connect with the co hosts via:  

Lucy: https://www.linkedin.com/in/lucywilliams123/

Oana: https://www.linkedin.com/in/genderequality/

Bas: https://www.linkedin.com/in/basvandehaterd/

In this episode Bas van de Haterd and Kelly Robinson talk about optimizing your recruitment advertising. They talk about writing a job ad in stead of a job description, the importance of job titles, photography surrounding the job ad, mobile experiences and what to emphasize in the title and the text. 

You can connect with the co hosts at:

Bas: https://www.linkedin.com/in/basvandehaterd/

Kelly: https://www.linkedin.com/in/kellyjrobinson/

Talent Savvy aims to inspire listeners in both Europe and the USA and of course the rest of the world, with best practises and tips from both sides of the pond. 

Bas van de Haterd and Kelly Robinson discuss ways organisations can get more applicants by increasing conversion on their corporate careers websites as well as open hiring initiatives. 

You can connect with the co hosts at:

Bas: https://www.linkedin.com/in/basvandehaterd/

Kelly: https://www.linkedin.com/in/kellyjrobinson/