Recruiting Brainfood for the week ahead - Issue #273

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This was the report caused me to ditch my policy of only including content with “2022” in the headline. McKinsey Global Surveys is a review of the year just gone but nevertheless has more than an eye towards what employees and employers have to do in 2022. Valuable report and a great benchmark for any TA / HR / L&D strategy you have this year - download it here

Damn useful calendar of the major events happening in the world. The regions covered roughly map to the community distribution of brainfood so this resource should be super useful for anyone looking to optimise the timing of a marketing campaign. Must read

Hard to avoid cliche when doing short term prediction posts, but this one from Glassdoor manages to include some unobvious themes to look out for 2022. Particularly resonant for me? ‘Workforce population expanding beyond the company boundary’. We ‘recruiters’ need to expand scope and change our name…

Start-of-the-year is great because smart vendors load up their best ideas into massive how-to guides like this. If you know nothing about content marketing, spending 10 minutes on this will get you to a level ahead of most pro’s. It’s early days but you’re unlikely to find a better all-in-one content marketing guide. Must read for anyone producing content on the Internet. Combine with the twitter calendar post above, and you’ll win the Internet for 2022.

If you wanted a one webpage to tell you a little bit about how the world works, you could do worse than check out this list of data visualisations from Visual Capitalist. Some job stuff in there too, but really, every one of the 21 is either directly or indirectly relevant to the work we do. Have a look here

This collection of big ideas is something we need to do for brainfood next year. Love the expansiveness of the topics covered ranging from 4 day week being the killer EB differentiator to the empowerment of pro athletes against their governing bodies. Some really great stuff here - another must read

Including this annual report from Github because I really need to get it into the larder. It’s essential a report on what 73 million software developers have been doing on their platform, and consequently, a great resource for tech recruiters to better understand the candidate population they are recruiting from. Also a decent conversation starter for candidate engagement.

Excellent compilation of automation statistics, put together in an interactive website which allows easy navigation to the parts most relevant to current needs. Lots for us here, including which sectors automation will have greatest impact and jobs for the future in light of automation. One of those resource posts which you bookmark for referencing to all year.

Of course vendors are going to produce forecasts which mirror their product roadmap - wouldn’t be much of a roadmap if they didn’t believe in it. Our buddies at Lever go heavy on ‘automated candidate nurturing (agree) and data driven recruitment (also agree). Worth a read.

Compensation in a remote first / remote friendly / remote only(?) world is going to be on the core challenges for HR in 2022. I pretty certain that two progressive movements of salary transparency + location agnosticism isn’t going to fly. Here are 10 companies who don’t agree though.

We are getting to the point where you can’t not ‘hire for tech’ even if you’re not a specialist tech recruiter. This report from Deloitte Insights, surveying CIO’s on what they thing are going to be ongoing trends in tech in 2022 is a high level, yet bedrock material for any recruiter hiring for these skills - download here

Bit of curates egg this one - the skeleton of a great research piece is here, especially with the work trends ➡️ ‘talent implication’ structure, but it could really have done with more depth of analysis. Still a a decent trends report with a recruiting (it’s from Korn Ferry) focus. Download it here

Retention might needs its own category as we can expect this to be one of the hard challenges for organisations in 2022. Particularly concerning is the implications of the research here by Qualtrics - it is women leaders who are most likely to leave. Accessible report, recommend you read it.

Waitbutwhy - one of the webs most popular blogs- remains unique in how it delivers immensely rewarding life improving content in a humorous and accessible way. So when author / illustrator Tim Urban threads some thoughts on what to think about for 2022, you have got to know I’m going to read it. Profound wisdom through simple drawings. Brilliant stuff, read and follow

Some cool (and useful) consumer persona’s for us to think about in 2022. Are you a ‘radical optimist’ in a desynchronised society? I’d say I’m more of a cheerful pessimist but that’s only me 🤣. Easy 7 pager, worth reading especially if we want another angle to understand candidate / employee psychology.

One of the many insightful observations in this excellent annual report from Accenture-Fjord. Again mainly consumer focus but in the era of the ‘holistic human’ we cannot afford to think of people as just job candidates.

Fascinating exploration in the phenomenon of ‘lying flat’ - a euphemism for getting off the career track and re-orientating your life on other things aside from work. Personal stories from USA, Germany and China on the phenomenon, brainfood for us on how important a trend this may be for recruiting, retention and job design.

Great conversation between two of the best commentators in our business. It’s Matt Alder talking with Lars Schmidt from Amplify Talent about the lessons from 2021 and the potential of 2022. Tune in folks, have a listen.

Concise and clear market overview on compensation and benefits data in the UK. Relevant to all UK brainfooders I should imagine. Only 25 minutes, have a listen / watch here

It is Goldman Sachs talking Global Economics for 2022. How big a problem is aggregate inflation going to be? Will wages be able to keep up? Can Recruiting Brainfood continue to maintain its insane price freeze for sponsors? All questions to be answered; GS do a decent job of covering the high level in a reasonably accessible way. Listen to it here