Recruiting Brainfood for the week ahead - Issue #277

This week’s brainfood is supported by our buddies KANDIDATE

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Important question, especially as it seems that the type of ATS your business is using has an impact on the relative attractiveness of your job. 2571 recruiters completed responses to this question, hundreds each in most of the core territories where brainfood is regularly consumed. Take a look, see what your compatriots are using and if you’re a ATS vendor, check out which territories you are performing well in. Bookmark the too - as I get through your responses to other questions, we’ll graph it out on this insights page.

Instagram has kind of been overtake by TikTok but it has been entirely blown away - over 1 billion people have an account. Consequently being able to search it with a simple aggregator might be more than useful. Here it is, a pretty cool tool.

Pretty much the definitive report for the mobile landscape in 2022. Expertly designed, each page (there’s 73) is self contained with high enough information density to have stand alone value. Obviously not recruiting specific but if you care about how people - especially Gen Z - are connecting and talking with each other, this is an essential read.

Is there a worktech vendor that commits more to the production of high quality, industry changing content than Culture Amp? I’m not sure there is. Over 1 million respondents(!) to this survey on DE&I. It’s a landscape report has become an annual must read.

We don’t talk about menopause nearly enough, n wider society and certainly not in the professional context. So this is a really important post by Katrina Collier, particularly when you think about attrition risk, labour force participation, the ‘missing millions’ of workers….this is the first time I’ve seen anyone talk about menopause being a factor. Read it folks.

Entirely plausible story of a the single technology expert in a non-tech environment, working remotely in the Covid era. Stuff like this is a reason why there is a boss vs worker disconnect on the return to the office. Because if you can get away with it, why wouldn’t you? And indeed, if the output is what we are paying for, what would be the problem?

Brainfooder Samuel Leduc has put together some smart ideas here, particularly in trying to model the psychological profiles of potential candidates based on their intrinsic motivations. The piece needs editing but as it’s a community project on Notion, it seems you can do exactly that. Some brainfood for sure - take a look here.

Pretty much ‘by-the-numbers’ report from LinkedIn Talent Solutions on the relevance of company culture to talent attraction. Stop press: it’s quite important. Still, there are some decent cameo case studies in this, as well some interesting stats collected together from LinkedIn user behaviour. Worth a read.

The shift to remote is simultaneously a (re)globalisation of the labour pool; but instead of relocating workers, it’s a relocation of the jobs, with implications for employers, economies, businesses and people on both sides of the exchange. This post casts a negative view - US employers playing the predatory role; a more generous analysis might that this could be seen as form remittance, with those extraordinary wages being earned and spent in local economies.

Getting a lot of vendors come to me for advice on content strategy, which is a problem because what the hell do I know about it?? Got me thinking about how other businesses do it and so I came across this post on ‘influence maps’ - how to use behaviour design principles in marketing.

Genuinely useful research by Glassdoor, which tracked the number of times ‘inflation’ was mentioned in user reviews, presumably as a concern over pay. Perhaps implementing (and mentioning) inflation responsive pay scales might help employers compete for talent?

Compiled by brainfooder Keith Mackenzie, this is a fantastic curated crowdsource for business and recruitment leaders to dip into - have a read.

…which pretty much says it all. It’s a massive resource which might be getting to the point of being difficult to navigate, but there is no question of the value being shared here. If you’re looking to build a career progression framework - which, you know, might crucial for retention and attraction - then this post is a resource you’re going to need.

H/T brainfooder Dina Bayasanova for the share in the fb group

The ‘beauty bias’ may be the only bias that we all accept exists. Some interesting research in the hospitality sector to suggest that masking levels the playing field when measuring customer satisfaction. I wonder how this might apply when we do recruiter NPS. Can you bump up your company score by hiring more attractive recruiters? It might be an uncomfortable truth that, yes, you absolutely can.

So what do you think of Bill Gates’ CV in 1974? Got to be honest, first thing I noticed was the inclusion of ht / wt information - was this ever a standard?

Spoiler alert: young Bill was a lean and mean 5'10, 130Ib at aged 18

Fascinating conversation with Edward Glaeser, an expert on urban economics and co-author of the book Survival of the City. An optimistic take on the resilience of the city, and why great cities will rebound back from Covid-19. Great listen folks.

Fascinating 40 minute video presentation on how online advertising works. Technical but delivered to the EU commission, so designed to be accessible to the laity. Whether you are an online ad expert or not, you should watch this.

The backlash against best practice continues apace, and I think we might all be better for it. The main theme is that every business is different, and that strategy / approach needs to be emergent from your context, not imported in from outside. Hard to disagree.

H/T to Bas van de Haterd for the share