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Issue One - Welcome to the Party Pal! |
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So here's what I'm thinking :
- My authentic voice - You are talking directly to me. That means low level instruction on data driven recruitment, but also weird humour, and the occasional rant. I figure, this is my platform, why compromise my voice?
- Practical Content - I started writing on LinkedIn because I couldn't find recruitment thought leaders who would go in-depth on REAL problems that REAL recruiters face. It was all high level and Sineky.
- Under a 5 min read. If you didn't get practical value from my newsletter by the time you finished your coffee, please come to my house and throw wet fish at my windows.
- I want to expand our community, learn and teach - There are no high priests of recruitment with unbreakable, unshakeable rules. So I want to invite all the truly excellent recruiters I have met on my journey to contribute, so I can continue to learn as much as teach.
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BUT FIRST - A WORD FROM OUR SPONSOR |
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The Data-Driven Recruiter Newsletter is proudly sponsored by Existential Dread.
Does your hiring manager need to see "three more candidates to compare"?
Does your candidate need to speak to their boss about your offer?
Yes these problems can affect a recruiter's happiness, sleep and mental health.
But with new formula Existential Dread, those problems are a thing of the past! The constant, creeping drip of time will drown out all your problems....eventually.
So next time you are feeling blue about an offer rejection, just grab yourself a big fat dose of Existential Dread
(10% off with this Newsletter)
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The Data-Driven Recruiter Newsletter is proudly sponsored by Existential Dread.
Does your hiring manager need to see "three more candidates to compare"?
Does your candidate need to speak to their boss about your offer?
Yes these problems can affect a recruiter's happiness, sleep and mental health.
But with new formula Existential Dread, those problems are a thing of the past! The constant, creeping drip of time will drown out all your problems....eventually.
So next time you are feeling blue about an offer rejection, just grab yourself a big fat dose of Existential Dread
(10% off with this Newsletter)
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Why Can't Your Hiring Managers See What You See?
One of the most difficult parts of our job as recruiters, is helping our hiring managers understand the impact of good versus bad recruitment practice.
It can so easily boil down to a battle of opinions and lead to a lot of stress as you are forced to push candidates through a process you know isn’t as high quality or candidate centric as it could be. Not to mention the impact on cost per hire and time to hire.
If only they could SEE the difference.
So for my first issue, here is a bribe gift. Process Lab. It's a single page Business Intelligence tool that helps you visualise and plan out current vs ideal recruitment processes, and the level of effort need for each. I have found it incredibly useful in these scenarios :
1. Working with hiring managers to show the impact of bullshit processes.
2. Working with recruiters to help visualise the time and effort saved when recruiting using best practices.
3. Pre-sales if you are an agency or embedded business. Showing the level of effort needed to make a gajillion hires in 45 minutes.
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How to Use Process Lab
- The green box is an input for target hires.
- The little boxes on the right are inputs for your conversions at each stage(%)
- The boxes in the middle are outputs that give you the volume needed at every stage based on the target hires and conversions.
- Set your inputs based on either a current state to show how much average volume you are doing to make hires, or input ideal conversions to show how much time and money you could save with better conversions.
- Right click off to the side to download the report as a slick PDF. good for reporting and presentations.
- If your process has a different number of steps, just set one of the middle steps to 100% conversion to effectively ignore it.
Totally free. Get in touch if you want any advice on how to best use it for your individual needs.
Check It Out! |
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Awesome Recruiter Spotlight |
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It’s a BRUTAL market out there for recruiters just now. And since this is my little soap box, I’ll be damned if I don't use it to help some of the best recruiters I've ever had the privilege of working with.
So this is a spotlight on one particular recruiter you would be lucky to work with too.
Meet Charlie Qazi
- Charlie is an exceptionally knowledgeable Senior Technical Recruiter based in London. I worked with him at Scede where he was consistently the top recruiter for a pipeline of the most technically challenging roles on the market.
- He has a bachelors degree in computer science so his screens doubled up as light technical interviews.
- This made is tech interview conversions remarkably high, so happy engineering managers who see mostly excellent candidates.
- He also knows more about the late eighties tv show Only Fools and Horses than anyone in the world.
- In any other market, tech companies would be in a bidding war to secure Charlie.
So as a thank you for the bribe gift, here is what I need you to do :
Connect with Charlie on LinkedIn. Link him any roles you are aware of in your company or on the wider market. Add him in any "I'm hiring" posts.
He's available just now for remote or London based roles.
It would make my month if this small but mighty group of recruitment nerds pulled one out the bag for one of our own. |
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