Leandro Gomes da Silva

Start recording interview transcriptions and assume good intent. Most people aren’t aware of their bias. Gather factual evidence to lead the conversation in the right direction. Use AI to your advantage, I have built a custom GPT that analyzes interview transcription for biases. By intergrating a bias detector into a scorecard generator it’s a less invasive way of presenting the interviewer with the facts. The AI can then show the exact parts of the conversation where the interviewer might have steered towards bias or might challenge the conclusion of an interviewer at the end.

I have tried many templates and tools but Pitch.com is hands-down my favorite. It has a ton of choices and allows you to pick the type of template that will support your type of presentation. It also integrates with Unsplash for great visuals. This allows you to focus on the content. Remember, while crafting your presentation, to adhere to the golden 10-20-30 guideline: limit it to no more than 10 slides, keep the duration under 20 minutes, and ensure your font size is never smaller than 30 points. This approach ensures clarity and engagement.

Research shows AUDIO is key! I'm using a simple USB condenser mic, which always acts as the icebreaker in any conversation. Especially when your audience uses earbuds or headsets, you will stand out and make a strong impression. Regarding audio, I recommend looking for deals on an Elgato 3 mic. Secondly, lighting is crucial. Numerous tutorials are available on YouTube for reference. Ideally, you would have three lights, but having two is more than enough. The impact of good lighting exceeds the difference between a 720p and a 4K webcam. Speaking of webcams, the Elgato Facecam 1080 is a great choice. It looks crisp, offers extensive control through its software, and its wide lens creates the impression of a more expensive camera setup.

But how do you know if your recruiters are ready to take ownership? Are they asking for feedback from you, the hiring team, and the candidates? Are they looking at the data? Every good recruiter I know is looking at their dashboards on a weekly basis. This means looking in the ATS, Linkedin, and outreach tools to see how their pipelines perform. If you want to get fancy, you can collect candidate feedback through tools like Starred.com. Data tells you the story of how you are doing; it's feedback you can use to improve your performance and that of the hiring team. Leverage frameworks such as Radical Candor by Kim Scott to ensure all of the teams involved in hiring are giving feedback in the same way. How are you asking for feedback?

Are you taking ownership of your work? If you want your team to thrive and take extreme ownership, you need to show them how it's done; you need to own up to all the failures and let them celebrate all of the successes. And it all starts with GOALS. Setting up goals for recruiters is pretty straightforward. It's essential, though, to distinguish between agency and in-house recruiters. While our goals are all about putting butts in seats, they also wildly differ on how we reach those goals. Ensure you have demanding but realistic targets. Focus your team to challenge themselves by constantly trying to hire the same position with fewer candidates. You can do this by increasing effort on aligning with the hiring team.

You’re onstage; you look into the crowd and see all those people looking back at you. Your heart starts beating, and you keep staring at them with no idea what to say… 
This has been my worst nightmare, and it’s a feeling that always creeps up whenever I need to give a presentation. The good news is that it never happens. 
 People want to hear what you want to say, just take your time before you start the main show. Share with the crowd you’re nervous (everyone can relate), take the opportunity to break the ice, and ask a question like “What would you like to learn today?” This will engage the audience and create sympathy for you while giving you the time to become comfortable on stage.