This Week, In Recruiting – Issue No6

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Brainfood Open Kitchen: Public Mistakes Hurt Less

I was going to write a direct follow-up to the Coasian Constraints piece but as I made a pretty bad public mistake last week, I am going to talk about that instead.

For people who want the full context, I explain it here and here. The bottom line is I made a scheduling error and sent Issue 237 of Recruiting Brainfood prematurely, a shocking disruption of form to an otherwise clockwork distribution of 236 previous issues.

Now it’s never a good thing to accidentally email 24,000 people but the response from the community has been so magnanimous that it has caused me to reflect deeply on why it has been this way. I can’t help but conclude that having an ‘open kitchen’ approach to work might a big part of it. Mistakes seem to be less damaging, and recovery from those mistakes, faster and more complete, when you operate in the open.

Why is this?

1. Greater Efficiency – you are not spending any time or energy doing a cover-up, mainly because basically you can’t. Defaulting to the public means that your mistakes are going to visible pretty much as soon as you make them – indeed, members knew about this episode hours before I did. By the same token, there is no time or energy spent allocating blame – pretty clear whose fault it was. All of this means that you are moving toward ‘solutions mode’ more efficiently – grasping the nettle early so to speak, rather than wasting time worrying about how to make it hurt any less.

2. Greater Forgiveness – people seem to be more forgiving of mistakes when you are already operating in the open. Recall just a few weeks ago the furor when Khloe Kardashian’s social media team accidentally posted a non-photo shopped image of her in a bathing suit, then proceeded to use every platform for not taking it down? I got the sense the public was more p1ssed off with the energy spent covering it up than with the initial ‘error’ of the post. As a society, we may have reached a point where we have become intolerant of ‘brand maintenance’ and much prefer ‘imperfect authenticity’ instead.

ūüĎÜCovid-19, and the complete collapse of professional vs personal space, likely has a lot to do with it.

3. Great Opportunity for Deepening Relationships – turns out, fessing up your mistakes is a pretty good way of getting your community to re-engage. We all make mistakes so making them a topic of the public debate turns out to be an engaging topic with a lot of people. It was a great opportunity to reconnect with old friends and to make new connections that otherwise may not have been made.

Public mistakes then – combined with a public apology – can become a shared activity with the community, when you engage earnestly with the members about it. Through the public discussion, any harm from the initial mistake gets neutralized. Perhaps in time, the episode may even become a shared memory – an in-joke that you can deliver at some future date, serving as a wink to the OG’s who was with you when the XYZ disaster occurred.

So lots of things to think about, but this moment and your amazing response to it, has increased my confidence that being ‘open with your journey’ is the way to go.

That said, we cannot spend all day in the kitchen – open or otherwise – so time to enter the lounge ūüĎá


What’s in the News

LinkedIn introduces¬†LinkedIn Learning Hub, fully entering into the skills development space. It’s the obvious (only?) player with the ability to roll out learning experiences at scale, so 6 years after buying Lynda, they seem to be finally doing something about it. Josh Bersin as ever, has the best breakdown¬†on the release.

It’s a great time to be payroll tech, as¬†Deel¬†becomes the latest HR tech unicorn with a $150 million fundraise to build out its global payroll solution. Now valued at $1.25 billion, payroll services – especially payroll fit for the distributed world of work – are the surefire winners of the pandemic economy.

Finally, has the backlash against Clubhouse started yet? Valued at a massive $4 billion, Clubhouse is now clearly an existential sprint. Twitter already have Spaces, though on a slow roll-out, Reddit Рthe No1 platform for interest led online community, launches Reddit Talk, and last week, Mark Zuckerberg himself announces an audio-only version of Rooms, the stalled Facebook video conferencing service, which itself was an attempt to tap into the growth of social video.

And of course, LinkedIn Рthe king of stalled beta products Рmight actually start rolling out a load of them in a batch РCreator Mode, Stories, Newsletters, LinkedIn Live, and yes, an Audio only service. Techcrunch has a decent summary of this, here

If you are a recruitment service provider or technology business and have any news to share,¬†comment below, this is your application to get into next week’s edition of This Week, In Recruiting. Make sure to @ mention me so that I see it


What’s On?

#SOSUD – Sourcing Summit Diversity, April 27th-28th, 1.00 pm to 10.00 pm CET

Extraordinary lineup assembled by Phil Tusing for consistently one of the best-recruiting events in the calendar. I can also say that #SOSU was the first (and to date, maybe the only?) conference to properly nail the networking element that is so conspicuously missing from other networking events. Must attend for any recruiter actively sourcing Рregister here (PS: BRAINFOOD10 discount code for 10% off ticket price)

Planning for Growth – Why Hybrid Hiring Is Critical For Talent Acquisition Leaders, April 27th, 11.00 am BST

Hybrid Hiring folks Рlike the term(!) Рrefers to blending together in-house + flexible outsourcing + automation to deliver on-demand to employers who can no longer accurately conduct workforce planning in the old way. Great guest line up including Ewa Zajac, Lesa Molinari, Lisa Kelly, and Jon Hull. Register here

Going Global With Data-Driven Excellence with Danfoss, April 27th, 2.00 pm CEST

Recruitment case studies/practitioner knowledge drops have consistently been one of the most popular categories of content in Recruiting Brainfood. Our buddies Talenthub welcome Martin Lehnert from Danfoss to discuss how he upgraded candidate experience throughout a global organization. Register here

Humanize Your Brand and Transform Your Hiring, April 27th, 2.00 pm CEST

Roundtable with our buddies iCIMS and Fosway CEO, David Wilson, on how your current employees are the biggest talent magnet for your future employees. Interested in Employee Generated Content (EGC)? Sign up here!

Decoding Global Career Shifts, April 28th, 2.00 pm to 3.00 pm BST

Kate Kavanagh (Managing Director of The Network) and Nick South (Managing Director and Partner of Boston Consulting Group) will present key findings of the Global Talent Survey, where over 200,000 workers from across the globe were asked about their career expectations and aspirations in the post-pandemic world. Must attend for anyone who is setting TA strategy. Register here

Bridge Your Tech Talent Gap with The Power of The Human Cloud, April 29th, 3 pm UK/4 pm CET/10 am EST

If Covid-19 has taught us anything, it is that companies that can scale up / down, fast are the ones that are most future-fit for the challenges of the post-pandemic era. Find out how you can do it, via the ‘Human Cloud’. Register here

Brainfood Live On Air – How to Hire your Senior Exec Team, April 30th, 12.00pm BST

Have you ever hired at C-level? I haven’t and I reckon lots to learn from people who have. This is recruitment at exec search level – how to hire when the incumbent is still in place, how to identify, approach, and assess senior leadership talent. With Jane Reddin, Talent Director at AlbionVC,¬†Alia Khattab, Senior TA Partner (Exec Hiring) at ServiceNow,¬†Kean August, Head of Exec Hiring at Zalando and¬†David Perry, Founder at Perry Martell. Can’t miss this one folk – register here¬†

If you have an event, webinar, or podcast going on next week and want it featured in next week’s newsletter, comment below¬†with the link and event details. Don’t forget to @ mention me so that I see it


Who’s Hiring?

This segment continues to be packed with job opportunities – I think we have had no less than 20 jobs here every week. To clear on which jobs can be featured here – any role which is ‘direct employer’ i.e working for your business, and for which TWIR audience can reasonably be seen as the relevant audience for that job. People who read this are mainly recruiters (agency, in-house, RPO), HR pros, rec tech vendors, etc.

Talent Acquisition Manager, Choco, Chicago, IL, USA

Talent Acquisition Manager, Choco, Berlin, Germany

Campus Recruiter, Choco, Berlin, Germany

Technical Talent Acquisition Manager, Choco, Berlin, Germany

People Operations Specialist, Choco, Paris, France

Talent Acquisition Associate, Article, Jersey City, NJ, USA

Talent Acquisition Specialist, Article, Vancouver, Canada

Talent Acquisition Manager – Fulfillment, Article, Los Angeles, USA

Senior Talent Acquisition Manager (m/f/d), Taxfix, Berlin, Germany

Talent Sourcing Recruiter – EMEA (12mth FTC), PRA, Remote EMEA

Client Facing Recruiter – EMEA (12mth FTC), PRA, Remote EMEA

Staff Recruiting Consultant – South Africa (12mth FTC), PRA, Remote, South Africa

Inhouse Talent Associate, Pax8, Farnborough, UK

Talent Acquisition Manager Engineering (m/f/d), Personio, Munich, Germany or Remote

Talent Acquisition Manager – Product & Analytics (m/f/d), Personio, Munich, Germany or Remote

Talent Sourcer (m/f/d) (German speaker), Personio, Munich, Germany, or Remote

Senior Talent Acquisition Manager (m/f/d) (German speaker), Munich, Germany

Talent Acquisition Manager – Business (m/f/d) (German speaker), Munich, Germany

Corporate Director, Diversity Talent Acquisition, Montage, South Florida, FL, USA

Talent Acquisition Partner – Product, Wolt, Berlin, Germany

Talent Acquisition Partner – Product, Wolt, Helsinki, Finland, or Remote Europe

Tech Recruiter, TUI, Remote (-2 / +2 GMT)

Medical Recruitment Consultant, MatchMedics, Remote, Ireland

Recruiter, Anglo American, Johannesburg, South Africa

If you want your job freely promoted in this newsletter next week,¬†comment below¬†with the link to the job. No third-party jobs or links to third-party sites. Don’t forget to @ mention me so that I see it


Who’s Available?

Arnaud Kirkwood, formerly Regional Account Director with Stack Overflow, is now on the market for the first time in 7-years. Now looking for a customer-facing role in Recruitment Technology / HR Technology / SaaS covering ANZ/APAC. Contact Arnaud directly here!

If you are on the market or available for extra,¬†comment below¬†with the ideal type of job you are looking for (job title, type of company, contract type, location). Don’t forget to @ mention me in it so that I see it


Who’s Moving?

Congratulations to my friend Ana Sofia Tavares, who after four years scaling up Pipedrive, has been appointed Global Director of Talent Acquisition at PandaDoc. Staying in Lisbon, fast becoming one of the go-to hubs for European tech.

Daniel Ridd, after 5 years as Senior Enterprise Account and New Business Manager at¬†Indeed.com, joins Vervoe as VP of Global Sales. Big score for Omer Molad. Daniel is also hiring for this team, so get in touch if you’re keen on a client-facing role in recruitment tech in APAC

Christian Saade, leaves Join Talent after years, to take up a new role as Talent Acquisition Lead with HealthHero. Fascinating to see the fluidity between in-house and tech RPO – a good thing I think for the industry as a whole.

Finally, the awesome Tami Rosen Рformer CPO at Atlassian, takes on the Chief People Officer at fintech unicorn, Papaya. I had the pleasure to share the stage in AltSpace with Tami last year Рshe is a class operator.

If you have made a senior exec appointment to your business,¬†and feel the wider community needs to know about it,¬†comment below¬†with the details and see it featured in next week’s issue.¬†Don’t forget to @ mention me in it so that I see it


What are you doing?

Congratulations to¬†Mark Long, who launches his new business Numi to help companies scale up. Particularly love etymology …” Numi is all about the creation of a ‚Äúnew me‚ÄĚ, by listening closely to each person’s unique motivations, we help candidates to become the best versions of themselves.” Good luck Mark

Helena Turpin is looking for Australian HR / TA folks to help train algorithms, evaluating, and mapping job titles. Paid gig for what should be easy-to-do temp work, work remote anywhere in Australia. Complete the form here

Congratulations to Lesa Molinari for taking up her post in the RL100 Leadership Advisory Council. RL100 has been one of the most effective leadership forums in our industry, expertly managed by the good folks at The Recruitment Events Co.

Gaurang Torvekar and the Indorse crew are getting into the blockchain business. Check out the NFT scanner chrome extension if you want to see who really owns your NFT

If you are doing something new,¬†comment below¬†with what it is and share a link to where you want people to go. Don’t forget to @ mention me in it so that I see it


End Notes

Ok so that’s it for another This Week, In Recruiting

Remember if you want to get into next week’s issue whether it be for personal news, jobs you’re hiring for, company announcements, product releases, or anything else you would like the community to know about, just comment below on this article, and let me know.

Have a great week everybody


Hung Lee is the curator of Recruiting Brainfood, and now This Week In Recruiting. Subscribe to both of you are into recruiting or HR or just interested in the world of work.

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