The Modern Recruiter

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Hello everyone, and welcome to this podcast episode! I'm Robin Choy , CEO of HireSweet . Each week, I address various recruiting issues such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelancer, hiring manager. Whether you're just...

Hi everyone, and welcome to this podcast episode! I'm Robin Choy , CEO of HireSweet . Each week, I humbly tackle recruiting issues about recruiting outreach, interviewing, employer branding, career management, and anything else that could be helpful to you as an aspirational recruiter (whether you are an in-house recruiter, an agency recruiter, a freelancer, or the founder of an early stage startu...

Hi everyone, and welcome to this podcast episode! I'm Robin Choy , CEO of HireSweet . Each week, I humbly tackle recruiting issues about recruiting outreach, interviewing, employer branding, career management, and anything else that could be helpful to you as an aspirational recruiter (whether you are an in-house recruiter, an agency recruiter, a freelancer, or the founder of an early stage startu...

Hi everyone, and welcome to this podcast episode! I'm Robin Choy , CEO of HireSweet . Each week, I humbly tackle recruiting issues about recruiting outreach, interviewing, employer branding, career management, and anything else that could be helpful to you as an aspirational recruiter (whether you are an in-house recruiter, an agency recruiter, a freelancer, or the founder of an early stage startu...

Hi everyone, and welcome to this podcast episode! I'm Robin Choy , CEO of HireSweet . Each week, I humbly tackle recruiting issues about recruiting outreach, interviewing, employer branding, career management, and anything else that could be helpful to you as an aspirational recruiter (whether you are an in-house recruiter, an agency recruiter, a freelancer, or the founder of an early stage startu...

Subscribe here: 👉 Apple . 👉 Spotify . 👉 Deezer . About this episode :   Why are many recruiters trapped into hiring as many people, as fast as possible, again and again? Maybe because KPIs are wrong. Everybody uses the same (us included) and I actually never really challenged this. It makes a lot of sense though: optimizing for time-to-hire pushes to close hires as fast as possible and move on...

Building a culture of recruiting early on in your company is critical. Miss that step and everything will get harder as the company grow: -harder to hire top performers. -harder to reach your targets. -harder to... simply grow. Matt is an Operation Partner at Human Capital, a VC firm based in SF, in addition to being a former sourcer at Google. In this episode, Matt explains: -how to use your sale...

I often see recruiters addressing recruiting content like this: -a video by there -occasionally an article -possibly a LinkedIn post. All a bit random (and me the first!). Why? Because we were never given a simple, clear and efficient framework to know which type of content to do, and how to schedule it. So I wanted to find for you a playbook to get there finally. This is the topic of the latest e...

Everybody talks about search in sourcing: Booleans, X-Rays etc. But finding candidates is not as valuable as 10 years ago.  Because now almost everybody is on LinkedIn. The real valuable expertise?  Getting people to reply: copywriting, personalization. That’s what I believe at least.  The thing is… Balazs Paroczay believes the complete opposite.  Balazs is a legend - a multiple speaker at events...

Christine had a very interesting challenged: engineer the Financial Times’s tech employer brand. Of course the FT is famous around the globe for its business publication - but when Christine started working on it, the employer brand on engineering & tech roles was close to 0. The way she improved the employer brand on engineering & tech at FT was actually very close to how any startup coul...

« Recruiters should personalize their messages to candidates to increase their reply rates.” Ok. But what if we can’t personalize because we have to send messages to hundreds of candidates? In that case, you’ll need a more advanced technique: making your messages stand out. Writing messages that are not personalized, but that have super high response rates. Jonas Waloschek, Senior Technical Source...

Yelling at your recruiting team “be better” will never make them better. Having a right-minded coach above them, will. I’ve been wanting to do an episode on this topic for a while:  how to coach your recruiting team well, to make them outperform. So I decided to bring Chris Ahsing on the podcast. Why Chris? Because in addition to having been a recruiter at Google and Dropbox, he is also... a footb...

The baseline experience for candidates is terrible - most companies don't really prioritize improving it. That's a blessing for companies who do, because a very small investment into candidate experience can turn into a strong competitive advantage! Troy has been in the war for talent for years (previously founded a recruiting CRM called Resource.co ), and recently launched a company called Guide....

“In recruiting, trust your gut”. B******t.   Any recruiter worth his salt knows that it’s the best way to fall into every possible bias. Doing structured interviews is actually the ONLY way to recruit accurately. Now the question is how to do it.   Good news for you: I invited Adam Redlich, one of the first recruiters at Google back in 2003, to talk about it with me during a podcast episode.   Thr...

Too many companies believe sourcing is an entry-level job. This is the worst way to look at a very critical function. Sourcing is NOT an entry-level job for recruiters! And Garrett is as convinced as I am.    Garrett joined Google when the company had 35,000 employees and left the company 7 years later when they were 180,000. Today, he builds the tech sourcing team at Grammarly.    So who better t...

In that episode, we decided to address the specific challenge of DE&I in companies below 200 people. Step by step, the challenge increases. Here's Claudia advice for companies at every step (0-20 people, up to 100 people, 100-200). Claudia actually wrote an entire outline of this discussion, with links to all the resources she mentions in the recording. Here is it:  https://bit.ly/3NSz4hr -- T...

I’m convinced that nurturing your past candidates to finally hire them is a powerful strategy.    And Lance Sapera is as convinced as I am. He is so much in favor of past candidate nurturing, that his team made 48 nurtured hires the last year at @Talend.    Here’s what you’ll discover in this episode: How to reach a target of 10% of hires coming from nurtured candidates Why they are incentivizing...

In this episode, I welcome Larry Anderson, Senior Recruiter at connect RN.    Larry reveals to me how to greatly improve your conversion rate and candidate satisfaction as a recruiter, by organizing preparation calls and debriefing calls with candidates.    Here’s what we talked about:    1/ Why organizing prep calls and debriefing calls helps improve conversion rates  2/ The 3 parts of a perfect...

Discovery is key in the recruiting process. A good discovery will save so much time later during the recruiting process, help you increase your closing rate and internal satisfaction. Discovery is two-fold: Job discovery (aka the intake meeting) and candidate discovery. In this episode, James shares his tips on how to run a proper discovery with both sides - he even goes further and shares the lin...

In this episode, we talk with Mike Cohen, CEO at Wayne Tech, about employee retention.    And you’ll see that Mike is brutally honest. Mike talks a lot about it’s own company culture, and why he thinks that strong, unique, and no-b******t values are the key to employee retention.    Here are some of the topics Mike developed:    -The Start-Stop-Continue rule  -What Gen Z is seeking in its job  -Wh...

Talent acquisition is hard: you get overwhelmed with tons of notifications, open hundreds of Chrome tabs, send dozen of outreach messages.    And sometimes get no reply at the end of the day. That candidate who was sure a sure hire suddenly declines the job offer. You lose purpose.    A purpose and intrinsic motivation are so important in recruiting - much more than targets and metrics. That's why...

I get questions about employee referral programs all the time:    -What’s a good target for our referral program? 15% of hires? 25%? 35%? 55%?  -What should be the reward? If it’s money, how much?  -How can I communicate with my team efficiently?    So here's a podcast to finally answer those questions!    Mostly people understand the value of hires coming from referral (they close faster, perform...

For episode 6 of my podcast “A-players”, I received Shannon Toomey, who explained to me how to be a good first recruiter in a startup.    Shannon was a Senior Tech Recruiter at Dropbox, and was also most recently the first recruiter at Descript, where she had to hire 50 people in 1 year. Here’s what we discussed (among many other things):    -What are the 3 key questions to ask to be sure a candid...