Recruiting Brainfood for the week ahead - Issue #278

This week’s brainfood is supported by our buddies, Join Talent

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This brilliant post on the absolute state of the LinkedIn newsfeed turns out to be a very useful breakdown on how the newsfeed algorithm actually works. So…can we apply the learning here and avoid the cringe? H/T to brainfooder Andrew Stetsenko for the share.

You hope never to have to use this template, but if you are ever put in a situation where mass lay offs are happening to colleagues and team mates, the very least TA / HR can do is help those affected find new work. H/T brainfooder Lars Schmidt for the share in the fb group

There is plenty of blog posts online from software engineers lambasting tech recruiters so this one stands out because it takes quite a different view. Some insight here too, for understanding candidate experience, especially for in-demand workers are inundated with solicitation.

If you send email you really need to know what SPF, DKIM, and DMARC are. Researching it is usually a turgid undertaking, akin to doing your tax return, so this is a very cool interactive tool which is going to teach you whilst you play….so have a play

One of my default recommendations is to follow Andy Foote on LinkedIn. It is because of laser focused, deep dive content like this exceptional breakdown on LinkedIn Audio, which essentially does the hard work of figuring out what’s going on for you. Must read for all content creator types.

Is the Great Resignation a trial balloon for a much bigger problem…..actually running out of people? It’s an iron law of socio-economics that with economic development comes population decline - and it is inevitable that this becomes a recruiting problem. With democratic societies polarised by the caustic immigration debate, bringing in foreign workers is no longer the politically viable path it has been. I have no idea what to do about this (hiring the retired like Japan, keep pushing back the idea of retiring altogether like the UK?) but, as OP says, we do have to start talking about it.

Some cool data visualisation from our buddies at Revelio Labs, charting the a) salary increase for recruiters, b) headcount for recruiter roles and c) shifting skills in-demand for recruiters. It’s brainfood.

The path to wisdom comes from asking questions rather than presenting answers. Now I’m not saying that brainfooder Tim Sackett is anything near being a wise man, but he does have a knack of interesting and pertinent questions.

I’m always going to have time for brainfooder Kevin Wheeler, one of the few visionaries in our business, whose forecasting has generally be on or at least adjacent to the mark. What about this image for the future of recruiting? NB: I think Kevin is wrong about recruiting moving to marketing, we need to move back into HR. Talking about this on Brainfood Live later this month, so sign up here if you want to talk about it.

Kind of has it all - allegations of paid incentives to throw games, of minority candidates invited to interview to hit diversity quotas, and a crazy example of a congratulatory texts sent to the wrong candidate. The Brian Flores affair (surely it is affair status by now) is a very serious challenge to value of one of the great ideas in diversity hiring which had moved beyond the NFL - the Rooney rule and the requirement to interview, but not necessarily hire, under represented minorities for leadership positions. H/T brainfooder Colin McNicol for sharing in the fb group.

Of course ‘Customs Officer’ is the No1 for the UK - Brexit Britain adding value by adding to the red tape economy 👍

Anyways, this research on fastest growing jobs in 2022 from LinkedIn is pretty interesting, especially as you can generate country reports for the Australia, Brazil, Canada, France, Germany, India, Italy, Japan, Mexico, the Netherlands, Poland, Spain, Sweden, the US. Take a look.

I’ve come to expect cliche when I see listicles like these, even if they are in my now favourite format of a twitter thread. But reading this effort from Joris Luijke, quickly disabused me of my preconceptions. It’s an excellent, cliche free thread, mainly on the impact of remote working.

Apocryphal or not, this type of incident is not beyond imagining, especially in the world of remote work / remote hiring where there is far less information exchanged than in on-premise hiring. An edge case for sure - for now. H/T to brainfooder Chris Yea for the share in the fb group.

Cool bit of research from brainfooder Simon McSorley, whose team manually reviewed the benefits offered by 125 tech businesses in Australia. Useful for all our buddies Down Under, but relevant to anyone who wants some kind of benchmark on how competitive your business is for tech talent.

Excellent post on how our relationship with worktech needs to be ‘cautiously optimistic’, especially once we understand that ‘fairness’ is not necessarily determined at the gate. Three takeaways at the end are well worth the time of everyone here.

The most simple ingredients toward putting on a great podcast is to have smart people talk about things they are knowledgeable and passionate about. Brainfooders Bas van de Haterd, Kelly Robinson and Sofia Broberger in this one talking creative (and maybe desperate!) ways to attract candidates.

UK data from the Institute of Fiscal Studies, this 1 hour presentation is a very decent overview of how jobs, wealth and economic prospects are distributed throughout the UK, with some obvious implications for candidate sourcing / talent attraction.

Suffice it to say, a fascinating podcast on inclusive hiring. Give a listen folks, it’s worth it.