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Emma Neary and Alan Walker talk direct sourcing, and how candidate experience plays a big part in this. They discussed what an organisation needs to do to move towards a direct sourcing model, the important things to be mindful of, and some of the quick wins that can accelerate this approach.
Here's the link to the video version of this conversation:-
https://academy.clickiq.co.uk/emma-neary-on-the-guide-to-direct-sourcing-candidate-experience/
In this episode, Alan Walker talks to Kasia Tang, about the secret to building high-performing recruitment teams.
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In this episode, Alan Walker talks to Mohammed Baig of VSO (Voluntary Services Overseas) on how he has overcome the challenges of being asked to hire over 4,000 volunteers per year.
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In this episode, Alan Walker talks to Akbar Karenga on why recruiters should act more like marketers if they want to be successful.
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In this episode, Alan Walker speaks with Theo Smith about Neurodiversity in hiring and employment.
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In this episode, Alan Walker speaks with Liz Dowling about hiring in a hyper-growth start-up.
In this episode, Alan Walker speaks with Phil Catcheside about the candidate market segmentation project he is leading at Network Rail
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Jim discusses the latest innovative recruitment strategies.
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Jim Stroud discusses the world of recruitment.
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Alan Walker speaks to Yodel's Head of Resourcing Ben Gledhill, on how he is transforming hiring in their business.
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In this episode, Alan Walker speaks with Gary Manning of Touch Surgery about life as a recruiter in a fast-growing startup, some of the challenges and his advice as to how to overcome them.
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In this episode, Alan Walker speaks with Jim Stroud of Click IQ on a whole heap of stuff - the majority of it related to hiring, much of it about AI, some of it about his shoes (or lack of).
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For more great content, check out https://academy.clickiq.co.uk/
In this episode, Alan Walker speaks with Helen Durkin of Indeed on the subject of Employer Branding.
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For more great content, check out https://academy.clickiq.co.uk/
In this episode, Alan Walker speaks with Kirstie Kelly on the subject of wellbeing in the workplace.
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For more great content, check out https://academy.clickiq.co.uk/
Chris Stewart and Alan Walker discuss content, career sites and social media – and how they all play a part in a highly effective recruitment marketing strategy.
In this conversation with Chris we discussed:
Where recruitment teams should start, when starting to produce content.
Why creating content doesn’t need to be difficult, or expensive.
The power of video content, as the medium of choice when trying to drive engagement with graduates.
How you find out which type of content will work for your audience.
Which channels are most effective for distributing content.
Whether tailoring content for particular channels is important.
If SnapChat is an effective recruitment channel.
How to build an award-winning career site, and how long it takes, and which functions to partner with.
Turning employees into brand ambassadors (and keeping them there).
Social media as a recruitment tool, it’s effectiveness for specific campaigns and how to use it to attract talent.
For the video of this interview, check out:-
https://academy.clickiq.co.uk/chris-stewart-on-content-careers-sites-and-social-media/
Tom Baker and Alan Walker talk about where an organisation should start with their employer brand strategy.
How to bring it to life; which colleagues to partner with; measuring the effectiveness of your employer brand strategy – and the importance of purpose.
Where an organisation needs to start with their employer brand strategy
The role of the employee value proposition (EVP) in employer brand
How an organisation defines their EVP
The importance of tailoring your EVP, for particular talent segments
How to activate your employer brand and the channels to use
Why perfection isn’t necessary from day one and your brand can be built on
Which colleagues recruitment teams need to collaborate with, to ensure the success of their employer brand
What organisations can do about the stuff that is hard to control (Glassdoor etc)
How organisations can turn their employees into advocates
The basic requirements of a career site, and how to deal with a legacy applicant tracking system
Which measures should a recruitment team put in place to measure the effectiveness of their employer brand
Using ChatBots as a tool to convert potential candidates into applicants
How corporate brand links to employer brand
The importance of purpose in employer branding
For the video of this interview, check out:-
https://academy.clickiq.co.uk/tom-baker-on-managing-your-employer-brand/
Emma Neary and Alan Walker talk direct sourcing, and how candidate experience plays a big part in this. They discussed what an organisation needs to do to move towards a direct sourcing model, the important things to be mindful of, and some of the quick wins that can accelerate this approach.
The key things that need to change to move towards a direct sourcing model.
How to move a recruiter from being an order taker to being a business partner.
The essential elements of taking a recruitment brief, and the need to ask “why?”
How taking a brief improves the ability for a recruiter to support candidates through the recruitment process.
What a recruitment team can do to be seen as strategically important.
How infusing a recruitment culture throughout an organisation, can deliver better results.
Things we can do to improve the candidate experience.
The role of technology, and how it can support a direct sourcing strategy.
What technology can do better than humans.
The importance of the recruitment process moving quickly, and the bottlenecks to work on.
How an organisation can market their opportunities more effectively.
For the video of this interview, check out:-
https://academy.clickiq.co.uk/emma-neary-on-the-guide-to-direct-sourcing-candidate-experience/
Andy Curlewis and Alan Walker discuss why marketing is an essential part of any modern recruiters toolkit; some specific tactics and techniques; and how to measure the effectiveness of a recruitment marketing strategy.
In this conversation with Andy we discussed:
Why marketing is an important skill for recruiters.
The difference between talent pipelining, talent pools and talent communities.
Whether building talent pipelines is the right thing to do, and how to build a talent pipeline (if it is).
The types of content that can be used in recruitment marketing.
What key metrics you should be measuring.
Does social media work?
How an organisation can differentiate themselves on social media.
User-generated content Vs corporate/marketing content.
The effectiveness of direct marketing through social.
For the video of this interview, check out:-
https://academy.clickiq.co.uk/andy-curlewis-on-pipelining-marketing-metrics-and-content/
Katrina Collier and Alan Walker discussing everything from technology through employer brand – but centred on the need for both recruiters and hiring organisations to be more human and authentic, and for them to put candidate experience at the heart of everything they do.
In this conversation with Katrina we discussed:
How recruiters who use technology to spam will eventually be replaced by technology.
What a recruiter can do to position themselves as a recruiter who is worth talking to.
Why most recruiters are “too corporate” and need to be more relaxed, personable and approachable.
The techniques a recruiter can use to make themselves stand out.
How a company can check that their online presence represents them accurately.
Why authenticity is important, for organisations and recruiters.
How being unique in your approach to candidates is essential, in a market where there is a candidate shortage.
How technology can help with personalisation at scale.
The importance of getting candidate experience right, and the things we can do to improve.
Whether matching tools are an effective tool, whilst we’re still reliant on peoples ability to write a CV/resume.
Why recruiters really shouldn’t be ghosting candidates.
What hiring manager training can do to improve recruiting performance.
For the video of this interview, check out:-
Caroline Evans and Alan Walker discuss how some of the techniques used in consumer marketing can be equally successful in recruitment marketing – and why those two things are so similar.
In this interview, we learnt:-
How the techniques used in non-recruitment B2C marketing can be used in recruitment marketing
Personas – what they are, and how they are used to inform a B2C marketing strategy
How personas can be used in recruitment marketing
How to start building out personas, and techniques used to define them
The number of digital touch-points it takes to convert a customer, and how retargeting is an essential part of a marketing strategy
The challenges around attributing the source of leads, and the relationships between channels
How “offline” (i.e. non-traditional digital) can be an effective addition to digital marketing channels
The importance of tracking every stage of the customer journey
Automation, and how it complements the art of marketing
How personalisation is key to brand differentiation
Measuring the success of marketing in a B2C environment, and KPI’s that can be used
Building brand awareness, its importance, and checking whether people understand it
For the video of this interview, check out:-
https://academy.clickiq.co.uk/caroline-evans-on-what-recruiters-can-learn-from-marketing/
Bill Boorman and Alan Walker discuss the future of recruitment. What the more recent changes in the media landscape mean to recruiters; the key channels for the next few years; how recruitment needs to change; and how to build a talent technology stack in different types of organisations.
In this interview, we learnt:-
What the changes within the recruitment media landscape, and the entrance of Google and Facebook into the market, means to the industry
What the key recruitment channels will be over the next few years
The role of performance media in the future, and how paying for hard results (rather than just clicks) will become the norm
The evolution of the talent acquisition function, and how hiring and learning will become more closely integrated
The elements of talent acquisition that will be automated, and how we can make sure automation improves the recruitment process
Where should an organisation start when building out their talent technology stack, and how to join it up
The core set of technology tools that a new recruitment team should have in their locker
For the video of this interview, check out:-
https://academy.clickiq.co.uk/bill-boorman-on-the-changing-recruitment-landscape/
Hung Lee and Alan Walker discuss how building a personal brand can help with both short-term goals and long-term career aspirations, and how growing a community needs the right approach – but the benefits can be amazing.
In this interview, we learnt:-
The importance of building a personal brand in the recruitment space
What a recruiter can do to build their personal brand
What collaboration and partnerships can be the key to success
How being present and active online can accelerate relationships
What a talent acquisition leader can do to position themselves as influencers or thought leaders
What triggered the idea behind Recruiting Brainfood, and the benefits Hung has seen from developing his personal brand
How recruiters can build and leverage communities
Why members must “self-identify” to be truly part of the community
What community members expect, and how to encourage engagement
The benefits of building communities for recruiters, when they should consider doing so, and the ROI
Why supporting existing communities, rather than building your own, can be beneficial
https://academy.clickiq.co.uk/hung-lee-on-building-your-personal-brand/
Morgan Lobb and Alan Walker talk all things diversity and inclusion. Why it’s important, what organisations need to do to make themselves more inclusive, and the steps they can take to hire more diverse talent.
In this interview, we learnt:-
The difference between the terms diversity and inclusion, what they each bring to the table and how we need to get both right
How an organisation can identify whether they have an issue around diversity or inclusion
The known benefits of diversity and inclusion, and the research that backs it up
Steps an organisation should take first, to make themselves ready for diverse talent to enter their workforce
How an organisation can tackle bias (unconscious and affinity)
What a hiring team should do to attract & hire more diverse talent
Where an organisation with low levels of diversity currently can demonstrate their commitment to inclusion in the future
Changes that need to be made to the recruitment process to make it more accessible & inclusive, so the best person is hired
Do blind applications (no names) work?
For the video of this interview, check out:-
https://academy.clickiq.co.uk/morgan-lobb-on-how-to-improve-your-diversity-inclusion-strategy/
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