This week’s brainfood is supported by our buddies, Oyster

Oyster is on a mission to create a more equal world by making it possible for companies everywhere to hire people anywhere. Their end-to-end distributed HR platform enables companies to deliver locally compliant payroll and benefits, as well as a smooth onboarding experience to team members and contractors regardless of their location.

Want to know the quickest way to separate rhetoric from reality when it comes to company (or personal) values? Force a choice. Life is about trade offs folks, so why do you try this thought experiment - what is your corporate anti-value? It’s the difference between what you really stand for vs virtual signalling. Must read

4000+ recruitment agents worldwide completed this report on recruiting trends conducted by our buddies at Bulhorn. Some interesting data from the 3rd party supplier side of our industry. Take a look folks here. H/T to brainfooder Maiken Baromich for the share.

It may be titled ‘basic principles’ but this 127 page tome is pretty much the comprehensive guide for recruiters and HR folks on People Analytics. I spoke to a newly hatched CPO friend of mine recently and she said People Analytics was a key component of her step up to the top role. So if you care about that, you should have a read of this.

Aaron Lintz for the share in the fb group

The nature of globalisation over the past 3 decades has meant the internationalisation of the workforce for many organisations, something the shift to remote is meant to accelerate. Yet if the world does spiral into greater conflict, we’re going to have to handle the fallout at the company level. Does anyone know how to do this? Rhetorical question -because nobody does. Gergely again with the chat, this fellow is must follow btw

No time to read brainfood? You could try listening to it instead via this chrome extension and mobile app, which converts text-to-speech in 50+ languages. Going to try listening to some white papers when I got to sleep, maybe I get smarter in the morning 🤣. Give it a shot, no one has time to read research docs.

I think this is the way most employers are going to go - building and publishing their comp calculator, so that you candidates and employees alike can see how much they and everyone else in the business is being paid. Wait, I take it back - I think this is the way upper quartile payers are going to go, as comp transparency will quickly become EB and a deliciously subtle symbol of elitism to boot. Good example here by Codacy on how to do it though, so if your company are good enough, check it out 😉

The iron law of regulation is the production of unexpected consequences. When the US state of Colorado mandated the publication of salaries for job ads, a lot of employers responded by saying ‘folks from Colorado need not apply’. Here’s a database of those employers, in an effort to shame these employers into doing better. Tough situation for the individual job poster - I suspect in many cases might be instructed not to publish the comp. Worth a Brainfood Live I think - let me know in reply to this email if you want me to do show on this.

Are candidates unfairly judged based on how they sound? Just takes a moments thought before you realise….yeah…that is exactly what happens. Being a voice coach is likely to a growth career.

Pretty much a ‘meat and potatoes’ guide on tech hiring but it is clear and concise. Easy read reminder for experienced tech recruiters and an excellent how-to for those entering the industry. A lot of folks have these past 12 months - send them this.

H/T to brainfooder Denys Dinkevych 🇺🇦 for the share

I am not seeing any of this of loot 🤣.

Seriously though, it is clear that getting influential people in-industry is a pretty good way to amplify your message, whether it be for B2C products, jobs you’re hiring for, or recruitment technology you’re selling. Benchmark report is going to help you build your business case, recruitment marketers, must read.

H/T Nathan Jefferson for the share in the fb group

The four rituals are:

Schedule, schedule, schedule. You got to book it in folks, otherwise it will not embed. Easy read, easy do.

So this thread kind of loses its way after point 13) but it does surface up some important ideas such as the loss of implicit knowledge that occurs when talent rotation is too fast in a team or business. In other words, we need to either build in redundant capacity for senior / experienced / important members of the team (hire they replacement before they go) or document the knowledge and make it explicit. Anyway, it’s a tough read but there is something here. Give it a chew and let me know if you get through it.

Radical analysis as usual from Branko Milanovic who refuses the possibility of a conventional take but that is why is voice is so valuable in these days of churn. Have a read if you want to zoom out a little.

Good question and excellent career advice from a developer into his third decade. Important when thinking about retention and internal mobility, but also got me thinking about how applicable the concerns are toward our industry. What happens to recruiters at 35+? Similar issues I think….

Vladimir Putin has kind of ended Covid-19, so this is probably the last Covid related post I’ll be including in brainfood. Decent report from PEW on how the pandemic has reset worker expectations from employers. US data but a great deal is transposable to other regions. Relevant to EB folks

I should really rename this category ‘Web3’ but I will need to rejig the Brainfood Larder in order to do so, so for the moment, it will stay as ‘blockchain’. Cool pseudo history on DAO - or distributed autonomous organisations - maybe a future of how we organise labour. Critically relevant because recruitment is fundamentally solving the problems of the pre-Web3 world.

This guy basically DIY’s a CRM system using Airtable and a taxonomy classifying contacts based on their fundamental value. As recruiters we probably have a shop bought system which does all this and better, but I wonder whether this could be useful as a separate ‘career & personal development’ CRM, a little app which you can use to better stay in touch with people who are important to you. Take a look, let me know what you think

Not many people - other than US congress - can get 2 hours with Mark Zuckerberg. Lex Fridman can and his interviews are always fascinating conversations about deep topics. Future direction of Meta and what it means for work.

I may be wandering into diva territory on this podcast with the ever awesome Francesca Rodriguez Balit, but I had a great conversation on what makes a great event and how you can get your speakers to amplify it for you. It’s not about the appeals, but the details.

The legend that is Bill Boorman joins Australia’s No1 recruiting podcast to talk about ‘extreme networking’. Bill has spent the pandemic out of the spotlight, working tirelessly with homeless communities to provide better lives. He’s learned a few recruiting lessons along the way though, which he shares in this awesome conversation