Podcast
Conversations with the people running talent functions, about the parts of hiring that are actually hard. Listen here, or wherever you get your podcasts.
Latest episode · Talent Advisor
Why your hiring managers ignore the training
John on the gap between running a session and changing what managers actually do in the room.
Every episode
Newest first.
Rethinking Quality of Hire and People Analytics at Marriott
Marriott on measuring quality of hire in a way hiring managers actually believe, and what they changed once the data was trusted.
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Why structured interviewing keeps failing in practice
Most teams adopt the format and skip the part that makes it work. The gap is almost always the debrief.
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Are You Building a Recruiting Machine?
Strong recruiting functions are built, not hired. The systems, rituals and standards that hold results steady when the team turns over.
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Why Curiosity Might Be the Most Important Skill for Recruiters
[This blog post first appeared on the LinkedIn Talent Blog in February 2020] Curiosity. It doesn’t show up on nearly ...
How to Assess If a Candidate Is Actually Motivated to Do a Great Job
How Do You Evaluate Intrinsic Motivation to Do the Work When Speaking to a Candidate? …
Corporate Recruiters: Who Is Your Customer?
Want to be a better talent advisor? Want to get out from under the crushing, overwhelming feeling of being unable ...
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Running a bar raiser programme without the bureaucracy
How to hold a hiring bar across a growing org without adding three approval steps to every offer.
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Questions that predict, and questions that just fill time
Behavioural questions tied to the competencies that matter, and how to tell the difference before the loop starts.
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Running a debrief that reaches a decision
A structure that surfaces disagreement early instead of letting the most confident voice in the room decide.
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Getting hiring managers to define good before they interview
Every hire measured against a different unspoken bar. How to get the standard written down first.
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The manager behaviours that quietly sink a loop
Rescheduling, skimming CVs, deciding in the first four minutes. What to coach and in what order.
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How to run a calibration session that sticks
Getting a panel to agree what a strong candidate looks like, using real profiles rather than adjectives.