Brain to Brain Communication… Its a thing. 

THE JIM STROUD PODCAST | Brain to Brain Communication… Its a thing.

# 1: Believe it or not, scientists connected 3 human brains together and used that connection to… play Tetris because… why not? This new technology represents a LOT of possibilities, both positive and negative. On the positive side, I can imagine paraplegics using this tech to move prosthetic limbs. On the negative side, I foresee a HUGE problem for the HR department. Tune in to the first episode of my new podcast to see what I mean.


Click here to listen on Anchor.fm

Links related to this podcast:

Scientists connect 3 actual human brains (then make them play Tetris)
# Facebook is building brain-computer interfaces for typing and skin-hearing
# Elon Musk launches Neuralink, a venture to merge the human brain with AI
# Why You Will One Day Have a Chip in Your Brain
# Mental message sent from one person to another 4,000 miles away
# Brain Control With Light: It’s Possible With Optogenetics

Special thanks to our sponsor:

Evolve Summit


EVOLVE! Summit:  The Greatest Recruitment and Sourcing Conference in CEE! Join Jim Stroud and a host of recruiting and sourcing experts from around the world, November 13-14, 2018. Click here for more information.

About the podcast:

The Jim Stroud Podcast explores the future of life itself by examining emerging technology,  the changing world of work, cultural trends and everything in between.

About the host:

Over the past decade, Jim Stroud has built an expertise in sourcing and recruiting strategy, public speaking, lead generation, video production, podcasting, online research, competitive intelligence, online community management and training. He has consulted for such companies as Microsoft, Google, MCI, Siemens, Bernard Hodes Group and a host of startup companies. During his tenure with Randstad Sourceright, he alleviated the recruitment headaches of their clients worldwide as their Global Head of Sourcing and Recruiting Strategy. His resume and career highlights can be viewed on his website at www.JimStroud.com.

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Google, don’t be evil! Too late…

Google Dragonfly

Google’s motto used to be “Don’t Be Evil” but, they removed it.
I don’t know why. Maybe its because of projects like Dragonfly.
Dragonfly is a search engine made for China. At the request of
the Chinese government, some info will be blocked from
Chinese citizens.

I think that’s evil. Other people do too. Among them, Google’s
own employees. Some people have even quit Google over it.

I plan on quitting Google because of Dragonfly and other things.
I’m not going to do it all at once. It will be gradual. The first
thing I will do is list all of their “free” products I am using.
The second thing is to seek out alternatives, especially those
that are more privacy conscious, and move forward with them.

I will likely not stop using Google overnight. However, I will
immediately reduce its influence in my personal life by
using it only for work-related stuff. Care to join me?

Google alternatives I am reviewing and/or now using.

Instead of Google Chrome
# Brave | I use it now.  I love it.
# Vivaldi | I use it now. I love it.
# Firefox
# Maxthon

Instead of Google Search
# DuckDuckGo | I use it. I love it.
# Yandex
# Qwant
# Startpage

Instead of Gmail
# Protonmail
# Mailfence
# Tutanota
# Mailbox

Instead of Google Plus
# MeWe
# Gab
# Diaspora

Instead of YouTube
# Real.video
# Vimeo

If you know of any other tools I should be using, please do let me know in the comments below. Thanks in advance.

Jim

How many reqs should a recruiter be able to handle?

The short answer is, “it depends.”

The medium response is 25-30.

This is the long answer:

When it comes to figuring out how many requisitions a recruiter should be able to handle, the variables are limitless. Nevertheless, I will mention the more notable considerations and some reasoning for each.

Quality of Hire: If you want the best of the best, its going to take a lot of selling to convince them to join your firm. Whether or not you represent a Fortune 50 company or a lower 1,000. If the person you want to hire is really good, chances are you will be competing with other companies who want them as well. On the flipside, if the role is not so critical and average workers are acceptable, a larger requisition load is not unreasonable.

Passive candidates vs Active Candidates: What type of candidate are you focused on? If you are targeting passive candidates, its going to be a longer sales cycle; such is the nature of that type. If you are grabbing people from a job board, a larger requisition load is not unreasonable. Moreover, its a logical assertion to say that the higher level of the job, the smaller the load.

Experience Level: The best recruiters know how to get things done whereas newbies have a learning curve. The proficiency of the worker has a direct impact on how much work can be handled. This is especially true if the recruiter has to source their own candidates.

Job Descriptions: If a recruiter is handling many different types of jobs then, I would think a smaller requisition load is logical because the recruiter will not be able to submit their candidates to multiple roles.

Employer Brand: If there is a low offer-acceptance rate, then requisition loads should be lowered; chances are so many searches will have to be extended or reopened. That being said, what do the company’s Glassdoor ratings look like? Is there a lot of turnover in the company? What does the stock price look like? Is the ticker trending down or up? If the employee referral rate is low, that suggests a difficult culture to recruit for.

Economic Conditions: If there is a recession in play and layoffs are common in the headlines, chances are candidate response rates will be high. On the other hand, if the economy is booming and the unemployment rate is low, recruiters will have to wait longer to hear back from potential hires.

Relationship Management: How responsive are the hiring managers? Do they reply to emails in a timely manner? Do they constantly cancel interview dates? The best recruiters are the ones who can best manage the hiring managers they support. It is worth mentioning, some hiring managers purport to be too busy to stop working long enough to interview the help they desperately need.

Administrative Support: Is the recruiter scheduling the screens, interview times, extending offers and on-boarding? Without the assistance of a recruiting coordinator, these duties can really extend the time to fill and requisition load tangentially.

Resource Allocation: What resources are available to the recruiter? Do they have access to LinkedIn Recruiter? Monster? Do they have sourcing support?

Although there is no universal standard applicable to every industry, personal experience and anecdotal evidence say 25-30. Said number is set on a mix of reqs; some high level passives, some active job seekers with a couple of purple squirrels filtered in. As you may imagine, this is a very controversial topic among recruiters (and sourcers for that matter.) I scanned the web to find commentary from recruiters on the topic. (See below) I also suggest checking out SourceCon’s State of Sourcing surveys as their data is invaluable on this topic.

ADDITIONAL INSIGHTS FROM THE WEB

…I’m a corporate recruiter and had a high of 48 openings at one time across 4 business groups (Marketing, Finance, Technical Sales Support [but not IT] and Purchasing). I average between 25-30. I’ve been there since June and have filled 45 positions, but that does include some internal moves (although I still have to coordinate internal interviews and help w/ salary discussions). We have a total of 4 recruiters, a coordinator, and a req carrying Director – will probably hire 300 or more in the next year including a whole lot of entry level college grads – we have a campus recruiter who focuses on that. Don’t hold me to that number- I’m taking a stab based on what I’ve seen this year and what I’ve heard as far as planning in my client groups. [source]

This is not a cut and dry type of answer. It really depends on how many openings you have, what level those opening are (non-exempt, exempt, manager, director, etc.), how “rare” or “common” the skill set you’re looking for is, if it’s a relocation position, etc. If you are an internal recruiter and working for a large corporation then your work load is probably 20 to 30 openings, at varying stages, at any given time. Therefore 8 to 12 hires per month would be about right. If you work for a midsize company, on average you probably have 10 to 15 openings and 6 to 8 hire per month is about what you’d expect. Smaller firms, (300-500) employees I’d expect your monthly job openings to average around 5-10 positions, therefore 0-5 hires per month. It really depends on so many factors and circumstances that I might think an average of 5 hires per month is great, and someone down the street will think that sucks! I’ve recruited for every scenario and size company I’ve described above and those are about what I used to average. [source]

On a large recruiting team, your chance to fill openings is obviously decreased if you are all recruiting from the same talent pool. Also if you are only supporting 2 hiring managers you won’t fill as many positions as a lone recruiter who supports many managers in the organization. Supposing there are an endless number of positions to fill each month for your two managers, a good recruiter should be able to fill at least 10 entry level positions, and 3-4 high level positions. If it’s just one or the other (entry or high level) those numbers obviously go up. All of this is also highly dependent on the hiring process within the organization. Some are much slower than others. [source]

I filled about 85 positions each year while working for large company. These were IT Jobs. Small companies. I filled 20 to 30 positions this year. Currently recruiting for company that 650 employees. I am on track to fill about 60 – 70 this year. So about 5 people per month this year. All IT jobs. [source]

The question is not so much how many can they fill but how many can they “effectively support at one time.” After reviewing our processes and streamlining efforts we are confident that our high volume recruiters can manage 80-100 positions which could translate into three to four open requisistions. Our high volume positions have set start dates in order to meet training class timelines. If a recruiter misses then we can roll those positions into the next req with a post mortem to try and avoid in the future (source, process, hiring manager responsivness, failed background checks). If the positions are ongoing with no set start date for training, being a midsize company, growing fast and that you mention “improving their internal process” I would agree with Peter’s numbers – 6-8. [source]

…depends on what the recruiter and the client want to have happen and what is valued most. As an onsite corporate recruiter, I most value being able to deliver high quality service. In my experience, high quality service = high quality results. For me personally, that means 30 req’s at the most. Anything after that, for a sustained period of time, my ability to deliver high quality service suffers. [source]

The number depends on the effort expended to fill the role. If you are proactively recruiting hard to find candidates I’d say about 1 -2 a month is about right If you are running ads or just reviewing write-ins on your ATS then you are no longer actively recruiting and the number could easily be 12-15+ open jobs on an on going basis. [source]

In my role, I recruit for all roles. Since we don’t have any high turnover roles and only a couple entry level type roles, we focus heavily on quality over quantity. I’m comfortable at 10-12 on an ongoing basis if that mixed between individual contributor roles and some management roles. 15 is my stretch for frontloading and peak periods. Since I currently have 30 openings, I hired a temp recruiter to help me. It all really depends on the role of the recruiter at the organization. So much of my role is employer branding, networking, blogging, and attending a significant amount of career fairs. So it’s possible that my metrics are a little more modest than some. But again, my role goes beyond just back to back phone screens all day. [source]

I’m speaking at the Evolve Conference in Czech Republic! Join me?

I’m excited about speaking at the Evolve Conference in Czech Republic next month.


I have two presentations on the agenda. Check out the descriptions below.

The Perils and Progress of Workplace Efficiency

15 minutes ago, the world changed. Social Media has caused (or greatly contributed to) a mental health epidemic. As a result, companies had to hire smart in order to protect their interests. So, what are they turning to? Advance technologies that monitor the emotional fitness of their workers, artificial intelligence that scan the faces of candidates for truth when interviewing and other means. These methods may improve overall efficiency and the bottom line of the enterprise but at what cost? When does the collection and tracking of employee data go too far? How much privacy should an interviewee expect to have? And most importantly, how will these practices affect the future world of work?

Email, I love you. You’re perfect! Now change

Robots, artificial intelligence, autonomous cars… The future is no longer an ambiguous date for an upcoming time, but is now a reality that is warping the status quo for generations to come. Yet, fortunately for all concerned, there has been one consistent friend accompanying us from the age of usenet, surviving the time of MySpace and even now flourishes in the era of virtual reality. Can you guess what platform has been empowering communications since the dawn of the internet itself and will likely continue on? Of course, it is email. Email has evolved over the years from being a novelty to an essential asset. Yet, with its long history and the occasional hacking scandal, email has yet to be leveraged to the Nth degree within the recruitment industry. Why not? In the presentation, “Email, I love you. You’re perfect! Now change,” Jim Stroud will detail the history of email, speculate on its evolution and share tips and strategies for making the most of a medium recruiters tend to take for granted. If you think you know all that is necessary to manage your email, your recruitment marketing campaigns and have a handle on what’s to come then, this presentation is sure to open your eyes to something new.

See you there?

Jim