This Week, In Recruiting - Issue #36

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Sponsored by our friends at Greenhouse

The Great Rehiring is here – and that means the competition for talent is even tougher. With top talent flooding the market, many businesses have focused their efforts on filling open roles, fast. Hear business leaders and diversity experts at Greenhouse, Checkr and Justice Reskill discuss why?the time is now to prioritize fairness and DE&I in your hiring strategy.?

In the Greenhouse platform, we’ve seen that, on average, companies are making 50% more hires per month than they were at the start of the year. We surveyed 1,000 C-suite executives and HR managers?to learn about how they are taking advantage of this hiring surge to reset and revamp their talent strategy.?Check out results from the?Greenhouse 2021 Employer Hiring Sentiment Report?to understand what challenges they foresee in the months and years ahead and how they plan to overcome them.?

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Open Kitchen:?History of Recruiting 1990's - 2015

There's this really interesting project by recruiting legend Gerry Crispin - History of Recruiting 1900's to Present Day.

It's a timeline of seminal events that have shaped our industry - from technological innovation (ARPANET), social drivers (i/e WWI), changes in employment law (Civil Rights) and the actions of individuals which had the effect of changing the landscape of recruitment. You can read it the latest issue of Recruiting Brainfood - it's the first post featured.

It's got me thinking about my own experience of the history of the recruiting industry, particularly of the moments which I know now to be pivotal for how we do our work. Here are the 5 which stand out for me:

1. Mid 1990's / Early 2000's - Rise of the Web 1.0

Image: planetrecruit.com archive.md

When I first got into recruitment in the early 2000's, putting an advert in a newspaper or magazine was still the primary way to acquire candidates. You needed an office in order to house filing cabinets to house the hard copy CV's that were sent in, by post. A well placed advert in a premium publication could cost you ￡30,000 and generate thousands of applications. The alternative was phone sourcing and making hand written notes of the information you gleaned from the call. It feels so incredibly old school now. It took the rapid mass adoption of the Internet to really change all of this - suddenly employers and recruitment agencies could place job adverts onto online portals for a fraction of the cost of print; consequently there were many more job adverts and many more candidates than ever before.

The internet democratised recruitment advertising - the management of which moved from specialist agencies who were able to negotiate volume deals with expensive print media - to individual recruiters posting up jobs by the dozen on sometimes free, otherwise low cost websites like JobServe and PlanetRecruit. I entered the industry in the middle of this transitional moment; in fact I joined a subdivision of an 'IT' recruitment agency, specialising in what was then called 'New Media' recruitment - hiring early web professionals, using online techniques.

Outcome: Candidate data becomes cheap as online advertising destroys print advertising

2. Mid 2000's - Rise of Web 2.0

Web 2.0 was around in the 2000's but we really didn't know what it was or why it was different from Web 1.0 until Facebook surpassed MySpace in 2008 and became perhaps the first social network where everyone you knew had a profile. The idea of posting updates that your friends could see was not only amazingly addictive but also educated us that these online spaces were more than just lists of contacts on a webpage, but a place where we could communicate, demonstrate and perform.

Modern "Sourcing" really started at this point, rapidly becoming a distinct function of recruiting through a focus on interrogating online systems to retrieve unstructured data freely generated by users of social networks, which then could be recombined into candidate profiles which recruiters could try and actively poach.

Social media democratised headhunting - previously the purview of exec search supported by battalions of researchers, the idea of mapping out a market of skills and soft approaching passive candidates became something any recruiter could do. In fact, it became the most valued thing recruiters could do.

Outcome: Sourcing became it's own thing, and then the premium thing, recruiters did.

3. LinkedIn Goes from Anti-recruiter to Pro-Recruiter

Few remember that when LinkedIn started in 2003, it was an explicitly an anti-recruiter disruptor - professionals would get together and solve resourcing problems themselves via online networking without recourse to expensive recruitment agencies. This position changes in 2006 when LinkedIn launched Public Profiles - moving from a closed address book which no one could search (this was pre-Google remember, and therefore pre-X-ray) to becoming an openly searchable database for the first time. Recruiters jump on it and quickly become the most dominant daily user type of the platform.

LinkedIn's ubiquity - you can't really afford not be on it, if you're a white collar worker - further accelerated the fragmentation of the agency market. Individual recruiters - previously locked into dependency on employers database - can now set up and start trading with a database of candidates and clients made portable by having a strong LinkedIn network. Direct employers also take advantage, inducing agents to move in-house and build internal recruiting capability, with LinkedIn as the solid substrate for this strategy.

Outcome: LinkedIn democratised recruitment (yeah I know, triggering thing to say)

4. Newsfeed Algorithms move from Chronological ?? 'Relevance'

Image: Facebook Newsfeed Algorithm History, Wallaroo

We didn't know it then, but Facebook's shift away from chronologically ordering the newsfeed to one based on relevance (measured by engagement) changed the way we used social networks. Previously primarily a database (albeit dynamic, self expanding and self updating one), the change from chronological to engagement ordering allowed a subset of already hyper networked users to think of social networks as a distribution channel to push information (build audience) as much as it was a database to extract data (sourcing).

It was at this point that it become viable to think about implementing talent attraction ideas that wasn't explicitly job advertising. Employer branding, coined as far back as the early 1980's, finally moved from concept to implementation as smart companies manipulated the engagement algorithms to reach audiences far greater than could be achieved through any paid advertising approach.

With 'engagement velocity' (look it up) becoming the default way in which user generated content viralised across a social network, individuals were also able to reach these audiences The 'influencer' was born on Youtube, but quickly appeared to any social network with a newsfeed, including here (hi Oleg)

Outcome: Influencers emerge, a precursor to the creator economy and whole new way of thinking about community based hiring

5. Covid-19 & the Shift to Remote

We're still in the middle of this so whilst it's too early to historicise the pandemic, it's also pretty clear to everyone that this too is a seminal moment in the history of recruitment, equal of any of those I've listed above, or which appears in Gerry's history.

Prolonged and repeated lockdowns has proven to us that many jobs can be performed remotely away from an office. The impact of this on how we recruit has yet to be fully felt but already we will be familiar with changes in process - can any of us imagine conducting an in-person 1st stage interview instead of a zoom call? We are beginning to realise that many of the elements of our recruiting process, particularly in assessment, was based around the default of the person eventually having to coming in and sit at the desk working with us 40 hours a week. That this model is now be obsolete, means that our processes designed around this template might already be anachronistic

Outcome: probably a full on revolution in how we recruit, or whether recruitment at all is the right word or even the right thing for companies to do to fill resource needs

Can we collaborate on the 'History of Recruitment'?

Of course I have missed out huge moments. GDPR, Trump / Brexit, IR35, H1B and more.

Any history compiled by a single author is incomplete, so I wonder whether we can collectively expand on this. We all look at history from our own limited views, but if were to combine them, then perhaps we might be able to build a richer picture for us all to share. Gerry's document is great but noticeably US centred; my short contribution here is almost entirely based on online innovation.

Can you add something in comments below from your own experience, in your own industry / country / sector / experience you would call pivotal? Maybe we should crowdsource this.

Anyways, out of the kitchen, onto the lounge ??

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What's in the News?

VideoMyJob raise $2 million, in yet another fundraise for Aussie tech

I spoke with CEO and former colleague(!) David Macciocca last week on his video interview series, Talent Blazers and we had the chance to chat off-camera on what the plans for the investment. Expect more VMJ outside of APAC folks - UK and US in particular target markets for growth.

PageUp make another acquisition, this time candidate engagement platform, PathMotion

PathMotion stays as stand alone to the PageUp ATS core solution, but will no doubt be offered as a value add option to the customer base. eArcu last week, PathMotion this, will PageUp make it a hat-trick of announcements next week? PageUp presser here

Workday acquire VMS solution VNDLY

This deal is all about total talent management, expending the scope of HR tooling beyond FTE's. As workforce composition become increasingly complex, core platforms are going to have to buy or build ways of dealing with non-FTE workers. Workday decide to buy - PR here

Roleshare raise ￡550,000 seed round

The idea of 'one person, for one full time job' has always been a challenging model for many of us in society, especially women who often shoulder the larger proportion of responsibility for the primary care of others. Great to see HR innovations around this. Techcrunch report 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 addition of This Week, In Recruiting. Make sure to @ mention me so that I see it

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What's On Offer?

Ok for those who cannot make the physical event in Berlin, Tech Rec 2021 is offering 100% free two day tickets for the online attendance. Key thing to understand about Tech Rec - it is practitioner lead case study and workshops from the best tech employers in Europe, featuring teams from Spotify, Zoom, Babbel, Zalando, SIXT and many more. If you're a tech recruiter, sign up here.

[small print: agencies and vendors not included in this offer this time round]

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?

Future of Work From All The Perspectives, Nov 23, 1.30pm GMT

An interesting panel discussing the future of work; Clair Bush is a superb moderator and this series has huge promise. Looking forward to the learning - free to register so do so here

Humanise Your Brand & Transform Your Hiring, Nov 24, 2pm GMT

I'm in this panel discussion on the techniques employers can use to humanise their brand. Good chance we'll be talking EGC 'employee generated content'. If you're looking at ways to unlock this technique for your business, this will be a good one to watch. Free to participate so register?here

Recruitment and Employers Confderation Awards 2021, Nov 25, 6pm,

Perhaps the last major industry awards, the REC Awards recognises excellent in the UK recruitment agency marketplace. If you're in the sector or plan to sell to it, this is the type of event which would be well worth your time. I believe it is members only, but I could be wrong....book a table her

Brainfood Live On Air - Ep135 - Switching Industries: A Guide for Recruiters, Nov 26, 2pm GMT

How easy is it for recruiters to switch industries? This is something all recruiters need to get good at, as we never know what the next hot market is going to be. We speak to recruiters who have recently made this change, and those who have made a great habit of it ;-). With Alla Pavlova, Recruiter (Riot Games), Christine Ng, Head of Talent & Media (Quantum Motion), Vanessa Raath, Founder (Talent Hunter) & Katrina Hutchinson-O'Neill, CEO (Join Talent) - register here

Phenom AI Day, Dec 9, 11am ET / 5pm CET

Love the mystery behind this. Our buddies Phenom People are putting on a one day event examining the situation we see ("The Great Resignation") and what we need to do about it. Virtual event, free to register but limited seating, so register now before they all go

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 Tech Recruiter, Digiterre Ltd, London, UK

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

Recruitment Marketing Coordinator, Change State, Remote USA

Talent Research & Sourcing Specialist, Netlify, Remote USA

Senior Sales Recruiter, Netlify, Remote USA

Senior Talent Sourcer, Rasa Technologies Inc, Remote USA

Recruiter, Single.Earth, Remote EU

Recruiter, eAgronom, Remote EU

Recruiter, Cielo Talent, Wroclaw, Poland

Recruitment Advisor, (Romanian Speaker), Cielo Talent, Remote EU

Recruitment Advisor, (German Speaker), Cielo Talent, Remote EU

Senior People Manager (m/f/x), HelloBetter, Berlin, Germany

Technical Recruiter, RFA, Manhattan, New York / New Jersey, USA

Technical Talent Manager, Worksome, Copenhagen, Denmark

Technical Recruiter, Wincent, Bratislava, Slovakia

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

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Who's Moving?

Tracy Quinn makes a big move, joining Bechtel Corporation as Regional Head of Talent Acquisition - APAC & India, after nearly 7 years in various leadership roles at Mondeléz International. Leaving Melbourne too to relocate to sunny Brisbane. Congratulations and good luck with the moves!

Gemma Lockhart joins The Body Coach as Head of People. One of the guaranteed growth sectors of the economy in the post pandemic world will be greater interest and investment into personal health - exciting space to build a business.

Katharina Horst joins Planetly as People Lead, after spending time with Moss and BCG Digital Ventures. Going green is another surefire winner (we need it to be) of the post pandemic world - an entirely new layer of value applied to almost any sector. Planetly one to watch.

Isabella Lampela joins Wolt as Employer Brand Lead after 4 years in similar roles with (Transfer)Wise. We've been spending a lot of time on Brainfood Live this year talking about EB - sure to be a key concern for talent attraction as the world shifts increasingly to distributed working.

Skye Trubov, joins ASOS.com as Head of Talent Management. Great to see more psychologists getting into HR - surprisingly few psychologists in people functions - I suspect we are going to correct this anomaly within the next few years.

Finally, more hires in then TA function at Snyk, Octav Buzoianu joins as Principal Talent Partner whilst Holly Youdan joins as Senior Talent Acquisition Partner. Some squad being put together there.

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 my Movember TakeOver project has been a complete fail - it has simply become an Adam Gordon campaign promo.

Suffice it to say, I'll be glad when it's all over. Donate here, ￡10 will do.

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

Ok that's it for another week, of TWIR

I think it is starting to get genuinely quite cold - you know it, when you feel it, in your feet. And I say this as a person with under floor heating installed. Still, keeping environmentally sound for as long as possible so it is an extra sweater and kicking the football indoors to stay warm. No neighbour complaints so far.....

Let me know about crowdsourcing the history idea - might be the next big thing we try.

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.