Aired 1 year ago 2:12
aylesford Discussed on KFC Radio
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Aired 1 year ago 23:27
Ken Middleton: Thank You for Ghosting Me During Your Interview Process
Ghosting has come full circle now that it is a talent-driven market! Â There is no excuse for ghosting someone on either end of the hiring spectrum. It is a vicious circle that just breeds ill will.Â Â Frankly, as a recruiter, company ghosting helps us to lure your best people out of your company. Â Why do companies engage in such behavior? We are going to figure that out today! Â Todayâ€™s Quote: Your brand is your public identity, what you're trusted for. And for your brand to endure, it has to be tested, redefined, managed and expanded as markets evolve. Brands either learn or disappear. Â Lisa Gansky - She was the co-founder and CEO of Global Network Navigator, the first commercial website, which was acquired by America Online Â Our guest today: Ken Middleton, DevOps Recruiter of yourdevopsrecruiter.com Â Ken M. MiddletonÂ spent 10 years working for the largest IT staffing company in the world before deciding it was time to bet on himself. He started YOUR DevOps Recruiter to focus on connecting the best DevOps candidates to the best DevOps companies while evangelizing DevOps to the masses.Â Â One way he accomplishes this is through his YouTube channel, The Dhub Repository, in which he posts weekly DevOps career tips, rants on what bugs him about the recruiting industry, and interviews DevOps SME's on different DevOps topic, in a segment known as DevOps Defined. Â I have heard Ken rant about ghosting which is what makes him a perfect guest for todayâ€™s show! Â Today we are going to cover What Causes Ghosting? How to Stop Ghosting Â What is the problem? Â Clients ghosting candidates. No feedback or super slow feedback after long extended amounts of time with no updates along the way. Â Why might companiesâ€™ ghost? Litigation fears Running too fast to pay attention Just lazy, inconsiderate or Arrogant â€¦ Â What are the causes? HR representatives being overworked with numerous positions. Not considering quick and timely feedback is important to the candidate experience. Not have a clean process in place to follow up with ALL candidates, not just the ones they want to hire. Not giving a sh*t about candidates who they don't want to hire and just letting it fall by the wayside b/c of a feeling of superiority and snootiness towards candidates that apply to them. (i.e. they came to us for a job, right?) Rickâ€™s Two Cents Communication Ghosting occurs on the company side when companies are unsure about a person.Interviewers do not know the right questions to ask, how to dig so they did not gather enough evidence to make a decision. The key indicator of a bad hiring process. No clear structure on the information that needs to be extracted Without direction, people fall back on what they know. Side Note: Your Bad Glassdoor reviews are a recruiter's best friendâ€¦ How to treat people interviewing at your company Â Solutions Stop having your HR representative work on so many positions at one time - Prioritize what's important...not what you MIGHT need down the road or later. Create an automated process to respond to applicants - There are CRM's that have this functionality where you can send multiple emails to candidates. Â Avionte, what I use, is able to do this. Create a better follow up process for quick feedback - Schedule the feedback meeting within 24 hours of the interview. Don't let it happen by chance. It needs to be planned and everyone has to understand the importance of it. Create standards for feedback to all candidates and an update process/rhythm - Just because you don't have an answer doesn't mean you shouldn't communicate with your candidates. At least once a week is a good rhythm that will keep them engaged and protect your company's brand to not be a "ghoster." Give a sh*t - Not Just because it's the right thing to do but because it protects/helps your company's brand and ability to recruit in the future. Â Understand that feedback is part of the candidate experience (some would argue the most important since primacy and recency (first and last) is often what people remember about most experiences) Â Rickâ€™s Process to eliminate ghosting Eliminate the transactional mentalityProtect your company brand Understand the Reality of the Talent Market Breed the right culture Communication, gather feedback quickly Â *** Realtime Feedback!! Process for quick decision making & feedbackLead person monitoring the interview (founder, HR, Recruiter, Admin) Build in Knock-Out questions Debrief each interviewer as they exit the interview. (Max 10 minutes) - add that to the managers calendarEvidence to support a â€œNoâ€ If they dont pass the knockout, let them go Â Key Takeaways Feedback (good or bad) is super important to candidates and if you want to attract the best talent and protect your company brand you need to get great at delivering this in a timely manner. This doesn't happen unless you make it a priority as part of your candidate experience process, and if you don't think you have a process, you actually do and I'm pretty sure it's BAD. We all need to CARE more. Â Looking for a job is sometimes one of the hardest and most difficult times in someone's life, and we need to treat people with that in mind in relations to our interactions, as opposed to just focusing on fill another job for your company. Â
Aired 1 year ago 22:06
Liran Kotzer: Will AI Really Keep People Engaged with Your Company?
What do perspective Employees really want? A Personal connection or an automated interaction? I argue personal connection!My hope is that AI will be the disruptor that eliminates the transactional relationship from the recruiting process.Â AI is here and already starting to affect the way in which people interact with potential employers. Â Todayâ€™s Quote: "Automation is going to cause unemployment, and we need to prepare for it." -Â Mark Cuban Â Our Guest: Liran Kotzer, Founder & CEO of Woo.io.Â A serial entrepreneur, Woo.io is Liranâ€™s third startup. For the past decade, he has been immersed in helping redefine and advance the online tech recruiting and hiring market sector. Liran spotted a market gap for helping employers and tech talent find each other much more efficiently, without all the hassles and wasted cycles between the two groups. Show hightlights: Where AI is already having an impact & where it is REALLY useful Should you Leverage AI to maximize your impact (employment brand awareness) What AI can and cannot do NOW in terms of recruiting very interaction is totally transactional- can not be humanized...yet Canâ€™t yet fake a â€œPersonalâ€ connection The nuances of human interaction @scale- need technology to do the heavy lifting Continuing an ongoing relationship Automation using AI & ML What do people (candidates) really want? Personal connection to release or an automated release? Communication, feedback & closure Cultivate a relationship for relevant skills for future Can automation REALLY cultivate relationships?? No- Neither can email or texting What recruiting functions is AI replacing Transactional components Sourcing, Gathering intel (contact information), Farming Process Where is AI in recruiting relevant now AI & ML to keep a pipeline warm. Ability to create communication with the candidate in a unique & personalized way to help them to keep them engaged. To be able to recognize changes in behavior. Understand your relevant audience. Can do the job and feed the culture (flexible) Expand your target audience ("official" resume vs. True Skills) Content? Skills-based recruiting Take Aways Shifting from transactional recruiting into a long term relationship is a critical component for winning the right talent ahead of the competition Technology can mainly assist you in maintaining long term relationships with your pool of talent and also with scouting the right people at the right time Technology will not replace human interaction.
Aired 1 year ago 20:34
Chris Russell: Better Ways to Post & Pray Your Job Descriptions to Life
"Post and Pray" yields mediocre results and yet It is the go-to method for most companies, especially startups. Look, dating apps have evolved so let's take a page from them and figure out creative ways to attract talent. After all, your companies success or failure hinges on it! Todayâ€™s Quote: "Pleasure in the job puts perfection in the work."Â -Â Aristotle Show Guest: Chris Russell is the Managing Director of RecTech Media.Â He is a digital recruiting expert. He began his career as a job board owner where he first learned the craft of attracting talent online. He's also a former corporate recruiter with real-world experience in the recruitment process and technology implementation. As as a recruiting technology/marketing consultant he advises both employers and vendors on how to attract candidates or clients. He frequently blogs on the news site, RecruitingHeadlines.com, podcasts a weekly show called â€œRecTechâ€ and conducts live video training on recruitment marketing tools and tactics at RecTechLive.com. Episode highlights: Why you should look at approaching job postings differently The best ways to market your opportunities Tools available to help you automate the process Letâ€™s talk about the approach almost all companies take Write â€œjob descriptionsâ€ (wish lists) Do Not copy old ones! Post on job boards Farm the Job boards Passively work employee referrals The Job Description Format -short 300 words or less - According to Linkedin? Employer value proposition Q&A job descriptions Video Cybersn.com Harry joiner - long form job Rickâ€™s Format: Build yourÂ job descriptions around uncovering a Career Wound Build in Performance Metrics! - Let people know how they will be evaluated in their first 90 days Tools to Use Ripl- social media video slideshows Buffer, deliverance, smartercueue Legend.im- turns text into animation gif clipomac Where & How to Post Indeed- biggest board out there. - active candidate pool Linkedin- Facebook job board-blue-collar, hear Google for jobs - Take advantage of all the free avenues Take an Omnichannel approach- you need to be on all the channels. Be where your candidates are and continuously add content Automate the flow of content out. Be resourceful - text or email creative pictures (you next to a whiteboard with the personâ€™s name written on it) Angelist? **Pushing out to facebook, twitter & LinkedIn. Video gets the most engagement and exposure Times to post 4-6 pm at night FB- 3 pm on Wednesday Key Take-Aways Go Short or Go Long! Re-format your job descriptions to Attract people! Define the % of time spent on tasks as well as performance metrics Market your jobs by taking an omnichannel approach Get Creative & use Tools to automate getting out your message