This Week In Recruiting - Issue 35

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Open Kitchen:?Time To Diversify TA

Last week, we discussed the current market conditions for recruiters and Why It Makes Sense to Quit Your Recruiter Job . This week, let's take a look at those same conditions but from the employers perspective. If you're hiring for recruiters for your team or business, what should you be doing?

1. Hire Young (especially if you're shifting back to office)

Image: The Class of 2021 Report, iCIMS 2021

The desire for remote work is generational - early career talent wants to have at least some element of their experience in an in-office environment. They are acutely aware of the importance of osmotic knowledge transfer and the building of professional network value. If veteran workers have had enough of the office, it is the early entry workers that can't get enough of it. So, if you can predict that your business will commit to in-office environment, you should switch immediately to focus on early entry talent that most wants to work in this mode.

2. Hire Old

Image: Shut Out, Forced Out & Overlooked , 55redefined, 2021

Age-ism is pervasive, under reported and we recruiters are far from insulated from it. There has been some outstanding leadership on the topic from the likes of Dorothy Dalton , Jo Weech and others who have outlined the situation from candidate and employ perspectives. Pertinently in the current context, it also a missed opportunity to fill in gaps in the recruiting team by bringing in skilled workers which other employers may not be targeting. Can we see an example of an employer actively targeting older workers, older recruiters? I can't remember seeing one. Seems to me that there is a going to be some advantage to an employer who can orientate their hiring philosophy to not only include 50+ year workers but actively attract them.

3. Hire Under Represented

Image: CIPD, Race & Inclusion in the workplace , 2021

Recruiting - as well as HR - remains remarkably homogenous, despite our role in fostering diversity & inclusion. Again, ethnic minorities have an unexplained higher rate of unemployment compared to ethnic majorities in the pandemic era, and so this might be another example of where the active targeting of under represented groups might simultaneously speaks to job candidates most willing to engage and take up job offers. In the case, where there might be a lack of prior experience, we may choose to hire-to-train job candidates who have adjacent skillset or may have 'pre-trained' the soft skills which most of us agree are the most significant components of recruiting work.

4. Shift to Remote

Image: What Do Recruiters Want? 2021

An obvious yet often shirked option is to respond to current market demand by shifting to remote first mode of work for TA. This removes geography as a consideration for both candidate and employer and opens up the possibility of hiring from the global marketplace for skilled recruiters. If you are operating in a high income economy, there is a good chance that you will be able to outcompete local employers with compensation that would still be reasonable for the CFO.

Some RPO's have done this strategically - Join Talent could not have scaled up their operations without an early decision to building delivery capacity from the South African recruiter market. KANDIDATE likewise, focusing on tapping the extensive Ukraine recruiter market. RPO's are doing it - will internal TA teams, or recruitment agencies follow? Inevitably, I think.

5. Near Shore / Offshore TA

Image: Brainfood Cities , Recruiting Brainfood 2021

That remote working is a precursor to job flight to near shore / off shore is uncomfortable yet inevitable reality. Employers that more efficiently alleviate their resourcing needs by relocating the jobs permanently into places where they are confident they can consistently hire for the skills will gain clear advantage against their competitors. Buyers of those services are not going to be concerned with macro economic issues at national level - they just need delivery. New services - like Deel , Remote and others - offer same day compliance and payroll for new employees, where ever they may be in the world. If you have any kind of significant recruiter function, chances are you will be using these services soon, if you're not already.

Or....We Could Just Fudge it

I wonder how many employers are still in the holding pattern, circling the skies waiting for the most opportune to land on a permanent statement on how they plan to operate going forward. Often derided as the coward's choice of non-choosing, delaying the decision until market conditions change to be more favourable is a legitimate policy position. If you believe - ultimately - that it does not take that much time to 'make a recruiter' then you may well be wise in fudging it until market supply increases as more people join the industry.

Anyways, more thinking to come on 'how to make a recruiter'. Time to leave the kitchen and get into the lounge ??

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What's in the News?

Bulhorn , the dominant applicant tracker for the agency market, acquires data analytics firm cube19 to provide real time analytics to recruiters

Partners marketplaces have always been a great way to identify future acquisition targets - production proofing with shared customers. Congratulations to both parties in this deal. Read the press release from Bulhorn here

PageUp acquire eArcu

Consolidation of the fragmented ATS sector as Australia based PageUp acquire UK based eArcu and instantly increase presence in UK and EMEA markets. Great to see some strong HR tech products coming from Down Under - we've profiled a few of these already in Founder's Focus - and it looks like they are coming shopping in the UK. Read the PR here

Portugal bans employers from sending text or email to staff outside of contracted working hours

Can't see this ever happening in the US, where perhaps this problem is most acute, but interesting to see some national governments police the line between home and work. BBC report on it here

Facebook bans political targeting , sort of

In a 'too little, too late' move, Facebook plan stop allowing advertisers to target users based on their history of posting, reading or liking content related to subjects such as sexual orientation, religion and political beliefs. Also begs the question - is targeting the problem, or just that human beings are forever divided on opinions on society and cosmology? Either way, Facebook ads will get progressively less accurate as the zeitgeist moves against ad targeting in general. Have a read

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 addition of This Week, In Recruiting. Make sure to @ mention me so that I see it

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What's On Offer?

Brainfood Jobs - 100% discount offer on as many recruiter jobs that you want to post.

Only condition? Complete the What Do Recruiters Want? Survey to get a custom discount. If you're hiring for your agency business, TA department or Embedded recruiter crew, this should be a no brainer.

If you are a recruitment service provider or recruitment technology vendor have any?exclusive?offer for the community,?comment below?with your offer in order to be included in next week's edition of This Week, In Recruiting. Make sure to @ mention me so that I see it.

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What's Going On?

Cornerstone Convergence 2021 , Nov 16-17, 09.00am

Cornerstone OnDemand's big online event this week, and it looks like a stormer. Dan Levy, Malala Yousafzai, David Meade headline. Free to register so get to it here

Brainfood Live On Air -Ep134 - Candidate Journeys: The Good, The Bad & The Ugly , Nov 19, 2pm GMT

In candidate short market, finding people willing to speak with you is only the start of your problems - getting them to stick with you through the hiring funnel and out the other end is another order of work! How can employers create better candidate experiences in this year of the candidate short market? With Tim Sanchez , Global Head of Talent, (Tigo), Susan Strayer LaMotte , Founder, (exaqueo) & Koos Wurzer , Global Head of Employer Branding & Candidate Experience (Danone). Register here

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

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Who's Hiring?

Senior Technical Recruiter , VanMoof, Taipei, Taiwan

Senior Tech Recruiter (m/f/d) , Friendsurance, Berlin, Germany

People Ops Manager , Salesroom, London, UK

Tech TA Specialist , Kinsta, Remote EU

Talent Acquisition Specialist - Tech , Street Group, Manchester, UK

Senior Tech Recruiter , Fonoa, Remote EU

Tech Talent Sourcer , Fonoa, Remote Global

Talent Acquisition Manager (m/f/div) , Moonfare, Berlin, Germany

Senior Executive Recruiter (m/f/div) , Moonfare, New York, NJ, USA

Strategic Talent Sourcer (m/f/div) , Moonfare, Berlin, Germany

Senior Tech Recruiter (d/f/m) , Taxfix, Berlin, Germany

Tech Recruiter (m/f/d) , SoSafe, Cologne, Germany

Manager Talent Acquisition , gridX, Munich, Germany

If you want to get your job featured, post jobs on the Brainfood Jobs Job Board?here

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Who's Moving?

James Brewin joins to Snyk as Director of Talent Attraction. Long time talent leader with the Publicis group, it seems a lifetime ago when I first spoke to James about software developers in 2016! Congrats to James - and well done making a big move.

Jon Hull joins to Balfour Beatty as Head of Resourcing, having previously spent time leading the resourcing functions of Nationwide, Carillion and Sodexo. Few people in the industry have experience of large scale volume hiring as Jon - big win for Balfour and look forward to seeing what you get up there hombre ??

Agnes Novrin joins H&M Group as Talent Acquisition Partner - Business Tech. Remarkable to think about how great an impact Swedish consumer brands have on global consumer behaviour. Likely all of us have at least one H&M item in the wardrobe, like we have at least some IKEA in the house! Congrats to Agnes, a long time brainfooder and great contributor to the community

Becky McCarey joins Informa as Early Careers and Talent Manager after spending time with Nominet and Amazon. As the shift the remote increasingly looks to deter veteran workers from the office, hiring for early career talent will become even more important for employers committed to some sort of office. Excited to see how you get on with this move Becky - let us know how you get on.

Sam Cooper joins PredictiveHire as Head of Growth, EMEA after spending two years as Head of Sales EMEA with another Australia headquartered company, JobAdder. Great to see this investment in the EMEA market - PredictHire have some outstanding case studies already of how their assessment tech can help high volume hiring.

Melinda Starbird joins OfferUp as Chief People & Diversity Officer having previously held leadership positions with Whitepages and Auth0. I remember speaking with Melinda a long time ago - maybe even pre-Brainfood days - so it's great to be reminded of good news like this!

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 weeks issue.?Don't forget to @ mention me in it so that I see it

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What Are You Doing? Movember TakeOver

So it looks like Adam Gordon is the only one taking advantage of the 'Movember Takeover'. This is an example, I think, of one my many bad ideas which don't work ??. That said, you might as well donate ￡10 for the great cause of suicide prevention, which is one of the leading causes of premature male deaths in the UK and beyond. Here is the link to donate.

If you are doing Movember,?comment below?with what it is and share a link to your Movember page and I'll feature it in next week's issue. Don't forget to @ mention me in it so that I see it

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End Notes

Only 6 weeks now to the end of the year and inevitably thoughts go to reflecting on the year and what has / has not happened in recruiting. I am always too late to write about this so I'm going to think about it now and see whether there is any interest in seeing a 'Year In' series i.e 'A Year In Artificial Intelligence' or 'A Year in D&I' etc. Could be a series of essays probably on LinkedIn, where I'll draw mainly from the featured articles. conversations and topics in Recruiting Brainfood.

Is this worth doing?

Let me know in comments if you think so, and if so, which topic would be of most interest to make sure is covered

• Sourcing
• Future of Work
• Blockchain
• D&I
• Recruitment Marketing
• Employer Branding
• Culture
• Remote work
• People Analytics
• Engagements
• Candidate experience
• etc

Hung

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