Claim OwnershipTalent Rebelcast
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Description
We know the talent business. We love the talent business. We talk talent, but with an edge. We are not ones to sugar coat the truth or dance around the hard topics. We think that is what you appreciate about our candid, free flowing conversations. Be ready for plenty of laughs sprinkled with some truth bombs.
49 Episodes
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Tracey & Allyn welcome Derek Murphy-Johnson from Kindercare Education to the Rebelcast. Derek unpacks the concept of one size fits one, a message on the importance of treating each candidate as a unique individual and addressing each recruiting challenge with a unique recruiting solution.
Let's get serious folks.. there are very few if any "original" ideas even in talent acquisition and recruitment marketing. Tracey and Allyn make a case for being open and sharing your thinking and ideas in the talent acquisition & recruitment marketing space so we can all learn and get better together. Hiding your innovation under the covers will not help anyone especially you.
We talk the potential impact and value of having a candidate bill of rights and a set of service level expectations we make public to candidates. The pros and cons of holding ourselves accountable to our candidates.
This weeks conversation includes:
Pondering if its possible to create an employer brand centered around the service provided to candidates
We like the idea of a candidate bill or rights or a service guarantee, but we wonder what would you do to make it right if your TA team misses the mark with a candidate
How can we help TA teams be intrinsically motivated to provide grate service and experience to candidates
Getting real, actionable feedback from candidates is important!
We are back! After several weeks of trying to figure out how to navigate this new normal amid the unreal reality of the Coronavirus, Allyn and Tracey are reentering the podosphere with an honest and unfiltered discussion about the challenges of figuring out how to move forward in a world that has gone crazy around us all.
How do you sell "work" when its actually work? In this episode Allyn and Tracey get real about RM and discuss:
Are RM teams the "Mad Men" advertisers of Recruiting?
What do you do when the work you are marketing just plain Su**s
Do we need work lemon laws?
If there are only 9 core values in the world what good does it do to use them as your marketing pitch?
Where do we prove to candidates what we market is real?
Does tech help us or hurt us a marketers of truth?
Can assessments help you market?
What is the value of doing real human research?
Allyn & Tracey focus on connecting dots this week and do using the word "Gravitas" more then once. We talk about:
How castles make you smarter
Why RM needs to get its head out fo the sand and start really learning about its customers (Candidates)
How Consumer and Recruitment Marketing are different
The connection between cults and strong brands
How RM maybe should focus on identity marketing
There are three types of work according to Tracey: Jobs, careers and callings
Conversion dashboards are more powerful then conversion rate tracking
Friction is the most powerful RM weapon in your arsenal
Allyn and Tracey talk about what it means to be a cult brand and if employer brands have been, are or could be ones? Dive in with us as we think big about whether the real brand is the talent or the company.
Research proves most candidates choose to apply or get connected to your company through friends, family and recommendations from people they trust. Does that mean we should be rethinking who our target market is for RM? Should we be focusing more energy on those that can influence our ideal candidates to consider us versus just focusing directly on candidate marketing?
Not everyday in recruitment marketing in sunshine and roses. In this episode number 13, Allyn & Tracey talk about the uphill struggle we face as we try and incorporate recruitment marketing into the talent acquisition world. Listen to us talk about:
The frustration of having the same conversations over and over again and not seeing real substantive change happening
The importance of removing cognitive escape routes
The challenges posed by trying to get TA leaders to lead their teams to change
How what we measure impacts what we actually end up doing
The importance of the big WHY
Allyn and Tracey tackle their new year's slump by anticipating what all the buzz is going be in recruitment marketing and TA in 2020. Listen to hear what they think you will be talking about this year. Do you a agree?
It should come as no shock to you that the RM Rebelcast is born of our love of TA and an ethos cultivated through our passion for all things Star Wars. As the final episode of the Skywalker Saga launches into a movie house near you, Tracey and Allyn take on a topic four decades in the making... Talent Acquisition in the Star Wars universe. Grab some popcorn, pull up a comfy chair and listen is as we geek out on the galaxy far, far away.
Ben Gledhill, Head of TA from Yodal joined our second cocktail hour to talk chit chat about our TA wishes. We had such a fun conversation and Ben validated for me my belief that some very interesting things are happening in TA across the pond. In this cocktail hour we talked about our wishes for TA as we head into the end of 2019 and the beginning of 2020. Listen to hear us talk about:
Dr. Who's Tardis
The message we want all TA tech vendors to hear
Holiday elves
Fairy Dust
Magic
TA Dreams
Allyn & Tracey discuss the roles or recruitment marketers and sourcers and ponder what makes them the same and different. The question this week is are they different roles in recruitment? We discuss:
Are recruitment marketers really sourcers with fancy titles?
Are sourcers more like recruitment marketers or recruiters or neither?
When recruiters say they source do they really?
Is LinkedIn really to blame for, well everything?
Is TA tech changing the roles and tasks of recruiting and what will be the downstream implication of that happening?
A deep dive in how Intel addressed the need for multiple roles in recruiting.
The episode that almost wasn't, has been found and published for your listening pleasure. Allyn and Tracey talk about CRMs and their value. This episode asks some big questions and pushes all of us to go deeper than the marketing spin of tech suppliers to examine what the real use cases are that drive recruitment marketing work. Listen in to hear us talk about:
Our questions about the use case and viability of recruiting robot interviewers.
Could we live without a CRM and maybe even be better off?
Why do tech vendors keep trying to tell us what our real world use cases are?
Allyn & Tracey are joined by Julia Levy this week to share some virtual cocktails and discuss the top 10 things every recruitment marketing team needs. This week we talk about:
Heated seats a plus or minus?
The value of career sites
The merits of choosing the craps table in Vegas (hint its for the free drinks)
Getting the right people supporting your recruitment marketing
Data, Data, Data
Is recruiting more like Survivor or Hunger Games?
What it means to be purposeful in your recruitment marking efforts
Allyn and Tracey have a spirited discussion about the impact of thinking about candidates as consumers. This week we banter about somewhat different perspective on the topic. Listen in to hear about:
Why Tracey thinks calling candidates consumers in bullish***
Why Allyn thinks understanding consumer behavior is essential to good candidate experience design
Allyn and Tracey tackle the topic of pipelines this week and discuss what in their opinion is and is not a pipeline. We chat about:
Why an applicant list IS NOT a pipeline
The value of a pipeline is in how up to date it.. Stale contacts are BLAH
Prioritization makes a pipeline useful... Do you have a prioritization strategy?
Serial applicants are a good thing Serial killers are not
Allyn and Tracey have a no holds barred conversation about candidate nurturing. This is not the same old tired conversation about keeping candidates warm. It is time to evolve our notion of nurturing. Are you ready? In this episode we challenge you to:
Engage in two way conversations with candidates... Break down the 4th wall
Provide value by actually listening to what candidates have to say and acting on it vs just pushing content at them... Don't be a Sociopath
Fall conference season is upon us and for many of us it can be daunting. This week we provide practical tips for how to get the most out of attending a conference or following along virtually. Some tips you'll get this week:
How to prep for the conference ahead of time
What type of sessions to be on the look out for to increase your opportunity to make connections
How to navigate the expo hall
What to do when vendors invite you to evening after parties
Allyn's secret tip for managing meet and greets
How you can be a participant and follow along even if you don't get to attend a conference in person
In episode #1 Allyn Bailey and Tracey Parsons dive into a conversation about creating "ideal" experiences in recruitment marketing and talent acquisition.
We tackle some big questions:
What is an ideal experience and should we care?
What makes recruitment marketing and product marketing different?
Should we be inserting friction in our processes?
What do relationships have to do with good recruitment marketing?
join the conversation on twitter @rrebelcast
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