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This is a discussion between Bas van de Haterd and Dr. Charles Handler on the global perspective on talent. The two discuss recent developments in the talent acquisition industry, particularly focusing on Workday's acquisitions, the rise of AI agents, and Open AI's plans to enter the job market. The three topics we discuss: Workday Acquisitions and AI Agents and how this will impact Workday as a company, but also the implications of TA Technology in general. http://bit.ly/4pV7xQy https://bit.ly/491KoWJ https://bit.ly/3MT8Vo4 Open AI Entering the Job Market in combination with Emploi's Recruiter Nation Research that states lots of TA leaders are thinking about the TA tech stack. https://bit.ly/4psYO7f https://techcrunch.com/2025/09/04/openai-announces-ai-powered-hiring-platform-to-take-on-linkedin/ And thirdly a Dutch Labor Law Case Study, where a woman worked three full time jobs and called in sick on one of them, still collection pay. https://bit.ly/4qnP8LQ

In this episode Bas, Matthias and Oana discuss the month of August in the European TA landscape. We start talking about the weather and how that is changing the preferred location to work. The European North has discovered... heath... And we talk about adapting to a warmer world based on this article: https://laetitiaatwork.substack.com/p/what-future-of-work-in-a-warmer-world We talk about leadership and growing to leadership positions in Talent Acquisition based on Linkedin data: https://www.linkedin.com/business/talent/blog/learning-and-development/want-to-be-a-talent-leader-heres-how-600000-others-got-there We talk about the European Start up scene based on research by Marq: https://pubsecure.marq.com/adc1b9f6-c29c-4ab4-aed2-a3c8f11bd10b/document.pdf We talk about Skills hiring, TikTok's investment in this, Coors Miller's sort of move to this https://www.rte.ie/news/business/2023/0809/1398756-tiktok-sets-up-digital-upskilling-fund-for-young-people/ https://www.ere.net/articles/parent-company-of-coors-and-miller-abolishes-the-cv-sort-of And we talk about an exit for an assessment company that was expected and unexpected and why that was the case. https://www.recruitmenttech.nl/2023/08/24/main-capital-verkoopt-meerderheidsbelang-assessio-aan-britse-investeringsgroep/

In this case study narrator Bas van de Haterd tells you the case of hiring air traffic controllers and how they got to 160% increase in quality of hire, while lowering their requirements on education. By using technology to test all applicants they were able to better select candidates and they learned that educational success had very limited correlation with the qualities you needed to have to become a great air traffic controller.

In this case study Bas van de Haterd tells you about an old award winning case from the Airport of Schiphol. It's about a recruitment marketing campaign actually from some years ago, but that still holds it's place. The excellence of this campaign was that is started with persona's, and really did what you are supposed to do with persona's, personalise the campaign based on them. So different ads, with different photo's, different motivators to want the job and different landing pages that corresponded with the ads.

Talent Savvy presents case studies, short description of cases that we think are too good not to share. In this case study one where narrator Bas van de Haterd was personally involved, hiring in (very) niche communities. How do you know about them? (Spoiler: the people doing the job) How do you get involved with them? (Spoiler: you don't, others do) And how do you get your non recruitment staff to help you identify them?

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Smeißer discuss the most important developments in the European Talent Acquisition market for July. These monthly wrap ups will look back at the most important developments around Europe that influence TA. In this episode we talk about - The new immigration laws in Germany, especially focussed on filling skills gaps - The increasing interview cycles and times to hire. - The bankruptcy of HR tech firm Brandchart - The HR tech funding market in general - New funding for several HR tech firms like Propel, Settly and StellerUp

You co hosts this week are Bas van de Haterd, Marlies Farril and sofia Broberger. This week we talk review sites, like Glassdoor. How do we deal with it as recruiter? The article we reference is: https://www.careerfair.io/company-reviews We of course will not promote fake reviews, but how and who do you as to do a review? Hoe do you use it as a review tool? Can you point to certain departments that are not giving the candidate a great experience. And we disagree on the future of reviews and review sites in the age of ChatGPT. Not just in writing reviews, but also in analysing worker sentiment.

In this episode Oana and the new co host Martin Dangerfield review the year so far. What's going on in the world of talent acquisition? Is it doom and gloom? When do we expect things to change and how will they change?

In this episode Matthias and Alexa talk setting up TA teams when scaling up your company. What type of roles do you prioritize at what point? How many people do you need for jow many reqs? How do you report to senior management?

In this weeks episode Bas van de Haterd, Kelly Robinson and Marlies Farril talk about several things. Kelly starts with a few Linkedin tips he learned from a report by pager. Download the entire report here: https://paiger.co/linkedin-algorithm/ The topic we talk about is fixing staffing shortages and we talk about the award winning case by Schiphol. Where they basically fixed the problem in a way most companies can if they want to. Be decent to candidates: Call them in a day, or two, and they also used a very smart, again candidate centric, advertising strategy. We dissect the case and see how Schiphol managed to go from hours of waiting for security and canceling flights to a fully staffed airport in just 6 months. The Dutch article on Schiphol's winning the Werf& award. https://www.werf-en.nl/schiphol-eiffel-partou-en-dji-winnen-werf-awards-2023/

In this episode Bas van de Haterd, Oana Iordachescu and Matthias Schmeisser talk about generative AI and ChatGPT in particular and the expectations we have on new products that suppliers will come up with in the next 6 to 12 months. We'll be talking about what we expect from AI to change for TA. An episode that might actually be inspirational for many providers. We talk how Generative AI can leapfrog the companies with technical debt to the front of the pack and how it can help companies that don't have all their data in order yet. We talk about where generative AI can help us become better, what we hope our providers of the current tech stack will add and, to use the words of Oana, how we can get promoted faster (if that is our goal). The newsletter we mention on the 4 stages of the use of generative AI in recruitment by Hung Lee: https://www.linkedin.com/pulse/week-recruiting-issue-111-hung-lee/ The HBR Ideacast podcast: https://hbr.org/podcast/2023/05/how-generative-ai-changes-productivity

In this weeks podcast Kelly Robinson talks with Alex Churchill They talk about why internal recruiters are better than external one Why Employer branding is essential What AI will and will not do for recruiting The base for this weeks discussion is the Linkedin Talent Insights report 2023. The Linkedin talent insights report that's being discussed: https://business.linkedin.com/talent-solutions/resources/future-of-recruiting

In this episode Oana, Sofia and Michael talk about quality of hire The article Oana references https://directionallycorrectnews.substack.com/p/people-analytics-primer-quality-of

Since there is still lot of talk about a recession looming, we thought we'd reply an episode recorded last year in June when there was lots of talk about a recession as well and how should you as a recruiter handle this. In this weeks episode Bas is joined by Kelly and Sofia to talk about recruiting in a recession or downturn.  First we'll talk about the question is a recession is imminent. The short answer is: it seems that way but it won't be as bad as we've seen before because there are still so many jobs.  Then we talk about what to do in these times if you are still hiring. Do you hunt people in companies in turmoil? What can you expect from people on the 'let go lists' and how has this world changed over the past years.  The short answers are: it's changed a lot and Sofia has, as always, good insights from a practitioners stands.  News items that come up are:  Elon Musks's return to the office: https://www.bbc.com/news/business-61666339 Layoffs at so many companies:  Klarna: https://www.bloomberg.com/news/articles/2022-06-01/klarna-ceo-s-linkedin-post-hailing-fired-staff-divides-opinion Getir: https://www.freightwaves.com/news/getir-laying-off-thousands-of-workers-cutting-expansion-plans TomTom: https://www.businessinsider.com/tomtom-gps-navigation-tech-layoffs-employees-maps-unit-2022-6?international=true&r=US&IR=T Layoff tracker by Techcrunch: https://techcrunch.com/tag/layoffs/?guccounter=1

This week we have a rerun from an earlier episode from august 2022. In this episode Bas, Olga and Matthias discuss strategic TA metrics.  Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24.  The article that's the basis of our discussion is:  https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/ We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world.  Items we'll be talking about are among others: + Measuring is more important to understand what's wrong instead of who to blame+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding) + Set more culture-driven metrics (diversify company culture) + Projection of skill gaps to the fill the gaps in the future+ Employee Engagement to connect with why people leave or on how long to onboard