The AI Friday Blues (

Suno, which means hearing in Hindi, offers a wide range of genres from Indie-pop, Jazz, Metal, Electronic music, Hip-hop, to R&B. But you can also choose from instruments and vocal styles allowing you to make music that matches your unique taste and style. Some songs have been listened to over 100,000 times, like Shadows of the Holler and this ポートフォリオ. The fun part is that you can also see the used prompt and thus learn from how others do it and create successful songs.

5 Ways to use Suno for recruitment

  1. Personalized message for potential candidates. This could serve as a unique way to reach out to candidates, where a song is created especially for them based on their resume or LinkedIn profile.
  2. Employer Branding. Organizations can use Suno to create songs that reflect the culture and values of the company. These can then be used in marketing materials and/or social media. It is definitely unique and original.
  3. As a workshop. How quickly can someone master a new AI and translate it into something relevant for work, instructions, creation, or fun.
  4. Interview Ice-Breakers. To create a more relaxed atmosphere during job interviews, a customized song from Suno can serve as an icebreaker.
  5. Internal Communication. For internal recruitment initiatives and referral actions and programs, Suno can help create inspiring and surprising content for employees, such as songs that celebrate successes or accompany important company announcements.

Of course, I’ll gladly admit, these examples are somewhat far-fetched. On the other hand, it is indeed a change. These help undoubtedly to provide a more dynamic and interactive experience for both current and potential employees, making recruitment processes distinctive and in some cases also memorable.

Why 94% of business leaders think twice before hiring Gen Z grads?

Unveiling the hiring dilemma of Gen Z

According to a recent survey conducted by under 1.243 business leaders, 40% of them are not so sure about how prepared graduates from college are for the demands of today’s working world.  Some have expressed this doubt based on a lack in their work ethics or communication abilities as main detriments while others blame it on more deeply-rooted problems within organizational cultures. The outcomes reveal an intricate problem encountered by recruitment leaders who must adjust to changing conditions when acquiring new talents.

One particular reason that is frequently mentioned for this unpreparedness can be found in the culture of organizations. Business leaders are good aware of the fact that many organizations and workplace dynamics can not match with what incoming talent expects or hopes for. This can be about salary, flexibility, working hours, and responsibilities. But, it’s not all about colleagues and workplaces. There are also concern about parental influence, educational patterns, and problems caused by COVID-19. This just goes to show how complex this problem is.

Addressing skill gaps and salary expectations

The survey clearly shows big gaps with recent graduates, based on Work ethic, communication, and technology are top of the list. In addition to this, a staggering 57% of business leaders remember moments when recent grads asked for excessive salaries which created more difficulties for their integration into the workforce. A 100K US dollars start salary was not an exception. It also forces the recruiters to second-guess if they want to hire new workers. They have a responsibility to help fill these gaps and handle hopes from job seekers well.

Insights from the Trenches – A Futurist’s Perspective

Diane Gayeski gives a thoughtful point of view about how the modern workplace is changing and how it impacts age groups. She questions usual beliefs around generational contrasts by comparing what’s seen as softness in Gen Z with experienced professionals leaving important sectors of industry. Gayeski suggests that workforce dynamics require understanding that goes beyond simple age labels. What drives people? What do they need? Listening and understanding talent in every phase of their life makes a company attractive for talent. To attract and to keep. She also highlights the need to adjust organizational structures to these different viewpoints, life stages,  and utilize new talent groups correctly. It’s starts with communication, talking and most of all.. listening.

The Path Forward

In the current climate of uncertainty about how prepared graduates are to enter the workforce, there is an opportunity to take action and align things strategically. I campus recruitment we see that companies already start in the first years of education to communicate and train talent. Not only for recruitment purposes, but also to make sure the skill gap is not too big. If recruitment leaders also create an environment that welcomes different skills and values, they can position their organizations for success in this increasingly competitive landscape. At the same time, by examining traditional methods for hiring and putting money into more targeted actions, these leaders can help recent graduates flourish at work nowadays.



What are 20 questions that keep TA-leaders awake at night in Europe?

  1. What would attract young professionals (3-8 years work experience) to move from corporate to smaller size businesses?
  2. What are the critical criteria to incorporate when crafting a location strategy? What are the top 5 locations (country – wise) hosting security engineers’ talent in Europe?
  3. How do you prepare your Workforce on the upcoming Labour shortage to come in 5-10 years?
  4. How can you assess current & future skills based on skills inference in GenAI?
  5. What are the most effective recruitment channels for attracting talent in the European IT-Sector?
  6. What are in the current time the benchmarks for hiring blue-collar/shop and engineering talent across Europe (within manufacturing sector).
  7. Which three countries can offer highest return on investment in attracting migrant workers to the Netherlands for engineering jobs? (given willingness to relocate and to stay)
  8. How can we persuade freelance nurses to our internal flexible talent pool and show them what advantages a contract has?
  9. How will the composition of the labour market change between now and 2030 in France, Germany, the UK and Italy? What are the structural trends to watch for in each? What are the trends in regards to jobs loss and re-skilling that need to be accounted for?
  10. How will the shortage develop in healthcare and nursing in the next years?
  11. How many Sr. System Engineers with Windows, Linux and Security experience, with sufficient certifications, who speak the German language are available within the bigger area of Rome?
  12. What is the required renumeration to keep the same standard of living when someone moves to another area/city/country.
  13. As most of the workforce is latently/passively looking for a new job, we would be interested to know when a job vacancy stands out for this target audience, and in particular on which (online) platform this is most likely to convert into an application.
  14. What are the data insights for the role of retail field/area manager in the greater Paris region or France.
  15. How big is the candidate market for Audio / Acoustic Engineers in Denmark and what channels to use to reach out to these candidates?
  16. What cities in our near Slovakia have skilled blue collar production workers in manufacturing, automotive, and adjacent industries.
  17. Which channels are European delivery drivers most often use when applying for a job?
  18. Which 3 factors do German store employees find most important when looking for a new job?
  19. What are the best sources for engineers in Poland and the Czech Republic?
  20. What is the average salary range from junior to senior for a front-end developer in the Netherlands (in particular location Randstad)?

You can challenge us till May 17th (00:00) with one free with one question…..

Welcome to AI Friday powered by Revolutionizing Recruitment video’s with Generative AI

What are Generative AI Tools?

Generative AI refers to technologies that can create new content, such as text, images, and videos, based on existing patterns and data. In Adobe Premiere Pro, this technology allows users to generate videos, add or remove objects, and extend the length of videoclips using text prompts. This is similar to Photoshop’s “Generative Fill” feature, but now applied to video.

How Does This Work in Premiere Pro?

Adobe is developing a model that will be part of its Firefly suite. This model will be integrated into Premiere Pro, giving users the ability to make extensive modifications to their video content. Imagine adding an extra scene to a recruitment video without having to shoot new footage. Or seamlessly removing a banana peel from a desk in the background, all with a few simple clicks.


Potential Third-Party Integrations

In addition to Adobe’s own tools, third-party integrations are also being considered, such as Runway, Pika Labs and OpenAI’s Sora. These collaborations would give Premiere Pro users even more options to generate dynamic and engaging B-roll footage, which is crucial for capturing attention in recruitment videos.

The Benefits for Recruitment Professionals

  • Creative Freedom: With these tools, recruiters can bring their creative visions to life without being limited by existing content. You can literally make any changes you want to create the perfect video that matches your brand and message.
  • Efficiency: By using AI-powered tools, recruitment professionals can quickly make changes and don’t have to go back to the drawing board for every little tweak. This saves time and resources, which is essential in the fast-paced world of recruitment.
  • Cost Savings: The ability to extend or modify scenes without additional filming can significantly save production costs. This makes high-quality recruitment videos more accessible to a wider range of organizations.

Future Expectations

While there is no exact launch date yet for these new tools, Adobe’s early demonstration shows promising possibilities. However, it is still uncertain when and how these third-party AI integrations will take place. Adobe describes this integration as an “early exploration,” suggesting that there are still many developments on the horizon.

A New Horizon

For recruitment (marketing) professionals striving for innovation and effectiveness in their communication, the arrival of generative AI in Adobe Premiere Pro opens up new horizons. Whether it’s refining footage or completely reimagining the presentation of available positions, the possibilities are almost limitless.

Adobe is making significant strides with its generative AI-video tools, and this has the potential to fundamentally change the way we think about and work with video marketing in recruitment.

Stay tuned for the latest developments in recruitment, recruitment marketing and HR technology. Tune in next week for a new AI Friday, where we will explore another groundbreaking AI-tool that can enrich your recruitment process.

Follow us on Linkedin for more content:


Welcome to AI Friday powered by Your weekly dose of AI inspiration

What is Seona AI?

Seona AI is an AI-powered SEO assistant, a tool designed to increase your website’s visibility and traffic by automating optimization. Whether you run a recruitment agency or lead a corporate HR team, everyone wants to be found by the right candidates and employers. This is where Seona AI comes in.

Core Features of Seona AI
  • Automatic SEO Analysis: Seona AI starts with a comprehensive scan of your website. This scan provides insights into your website’s SEO strengths, including blog posts and code changes needed to optimize your search performance. In other words, how well you are currently found, the reasons behind this, and how to improve it.

  • Keyword Optimization: Keywords can be seen as the building blocks of SEO. Seona AI helps in selecting and optimizing the right keywords to attract more visitors. It offers in-depth analysis of which keywords are most effective and what the competition is for them.
  • Content Management: Creating and managing content can be a daunting task. Seona AI helps you with this. The system suggests new blog posts, allows you to easily customize everything, and enables you to approve blog posts before they go live.

  • Automatic Code Adjustments: With minimal effort, you can maximize your SEO results. Seona AI automatically applies code changes, such as optimizing so-called meta tags (a short text that describes the page) and adding alt text to images.

Why Seona AI?

In recruitment, visibility is crucial. A well-optimized site does not only attract more visitors, but it also ensures that these visitors are relevant – potential candidates who are actively looking for the vacancies you offer. Seona AI’s automated and user-friendly approach reduces the complexity of SEO, allowing you to spend more time on what really matters:  matching the candidate with their ideal job.

Be at the forefront of the AI revolution

In a world where technology is constantly evolving, the integration of AI into recruitment remains an exciting prospect. With AI Friday, we want to not only discuss the latest tools but also how they can be integrated into your daily recruitment practices. We will look at AI-driven analytics, engagement strategies, and more.

Stay tuned for the latest developments in recruitment, recruitment marketing and HR technology. Tune in next week for a new AI Friday, where we will explore another groundbreaking AI-tool that can enrich your recruitment process.

Follow us on Linkedin for more content:


Recruitment tips: which channel leads to the best candidate?

Your company website: easy, but effective?

The low-hanging fruit of recruiting: posting your vacancy on your company website. It is the most obvious and easiest choice to start. By doing so, you avoid extra costs that you do pay with external websites such as Jobat or VDAB.

However, chances are your job posting will generate less visibility among potential candidates. For instance, applicants must already know your organisation and spontaneously surf to the website themselves. As a result, you won’t reach a large pool of talent.

LinkedIn: battlefield or recruitment blessing?

LinkedIn is the Tinder for HR employees: you scroll through a database of millions of professionals looking for your match. And, let that be an advantage as well as a disadvantage. Like fruit flies on an overripe banana, prospective candidates are overwhelmed by personal messages. Of these, half of them are not looking for a new job, and three quarters are not blown away by the automatic message you only changed the name in.

Recruiting on LinkedIn can pay off when it is part of a broader strategy. Use it not only to share your vacancy, but also to introduce people to your organisation. This way you can let your employees speak or show your business expertise with an interesting blog. And, it doesn’t always have to be serious – a mix of information and entertainment is ideal. A team-building activity where everyone comes to work dressed up? Perfect to show the atmosphere within the company … go for it!

Your own employees: the power of word-of-mouth

Sometimes you have to make it with what you have – and in the context of recruitment this is a big win. Namely, 30% of the new employees coming in are provided by your very own staff members.

That’s why word-of-mouth is one of the most powerful communication channels. Because, let’s face it: you believe the words of a good friend rather than those of a company, don’t you? In addition, this recruitment strategy gives you three additional benefits:

1. Lower recruitment cost

You spend less money on advertisements or job sites. In addition, you spend less time looking for the right candidate. This gives you more free moments for other tasks, which benefits both the organisation and you.

2. Better quality of candidates

Because your employees promote the organisation, candidates get a clearer picture of the company. As a result, expectations are better aligned than when they apply directly through a job vacancy. Your employees will only recommend candidates whose potential they are convinced of. After all, they don’t want to risk their own reputation!

3. Higher involvement of your own employees

Involving your own employees makes them feel part of the larger company goals. They feel intrinsically committed to the organisation as they help build its continued growth and success.

And the winning channel is?

Each channel has its pros and cons. For example, posting a job vacancy on your company website is a small effort, but you reach fewer applicants. You can reach more prospective candidates in LinkedIn, but you will bump into thousands of other companies.

Ultimately, the classic word-of-mouth wins: your employees promoting the organisation. By activating your employees in your recruitment strategy, you attract new and high-quality talent faster.

Curious about how to activate your employees in this word-of-mouth strategy?

Discover the 5 crucial steps in the e-book “How to turn your employees into ambassadors and build your employer brand?”

Recruit via your own employees: 3 successful steps

Employee advocacy: the key to successful recruiting

90% of people trust an organisation more when it is recommended by friends or family. Because, honestly, wouldn’t you rather believe the words of a good friend than those of a company? That is precisely what employee advocacy is all about: getting your employees to talk about your organisation.

“The opinions of people in your professional and social network are still more influential than most marketing tools.”
– Patrick de Pauw, CEO Social Seeder

This form of labour market communication remains the most effective. But, like Rome, you don’t build employee advocacy – or employee engagement – overnight. Engaging employees is an ongoing process. We share 3 tips to successfully launch your employee advocacy programme.


3 tips for a successful employee advocacy programme

1. Make it fun & easy for your employees

To make your employees ambassadors, it is important to emphasise the added benefits for them. For example, they can look with pride at the number of likes and shares they receive, when they share company posts on social media.

Furthermore, it is important to remove all possible barriers from your employee. Therefore, make it easy for them to share social media posts about your company. Thanks to the Social Seeder platform, this can be done in just one click.

Finally, it is important that your employees feel appreciated. Treat your ambassadors to an exclusive breakfast, or involve them in your organisation’s content.

2. Share authentic content

Keep your communication authentic and not just commercial. Your employees don’t like only sharing job vacancies. Besides, distributing a vacancy has true impact if you communicate the company’s values and standards beforehand.

So, avoid just talking about yourself on your website or social media. But, also post a fun company activity or feature an employee. Moreover, they can add personal comments to the company message via the Social Seeder platform – that gives authenticity quite a boost.

3. Analyse to optimize

Measuring is knowing – which is why it is important to evaluate your programme after a few months. Don’t worry, you don’t have to be a data geek to do this. At Social Seeder, we are happy to help you analyse the results.

Delve into the analytics and find out what content employees prefer to share, and what the optimal days are for sharing posts. That way, you can do more of what works, and keep your employees proud brand ambassadors.

Make it fun, authentic and measurable

In a nutshell, your employees are top recruiters! By launching an employee advocacy programme, you turn your employees into proud ambassadors – and they will be happy to share company content on their social media. As a result, you will generate greater reach and trust among potential applicants and customers.

Engaging your employees is a continuous process in which there should be space for fun, authentic communication and analyses for optimisation.

Curious about how this works in practice? Discover the Social Seeder platform in 2 minutes.

Celebrating 25 years of excellence: How Undutchables became a pioneer for international recruitment

If we go back to 1996, CV’s were still arriving by mail or fax. The Internet had roughly 10 million active users — with only 110 or so website accessible via the Web… or your AOL account. Amidst all that nostalgia, two Dutch entrepreneurs decided it was time to start an international recruitment agency in the Netherlands. When Ilse Visser and Judith van der Klundert came together 25 years ago, in a small attic in a town near Amsterdam, it was the start of something excellent.

The start of globalisation

Armed with a catchy name and a catch product, Undutchables sought to help the influx of foreigners entering the Netherlands around that time. Often not speaking a single word of Dutch, they sought refuge in an agency that was able to set them up with companies looking for multi-lingual employees.

And though Undutchables’ origins lie in the town of Amstelveen, where its first headquarters were based, it slowly moved all over lowland region of Western Europe. After opening offices in all major Dutch cities (Amsterdam, Utrecht, The Hague, Rotterdam and Eindhoven), it even opened its first international offices in Stockholm, Sweden. As Unswedenables didn’t sound too catchy, they too operate under the Undutchables brand.

Faxing with Tipp-Ex

Nick van der Dussen, appointed the company’s general manager two years ago, came aboard the Undutchables train in 2000. “When I started, a computer was on my desk”, Van der Dussen says. “But the computer was mainly used to type fax messages into Word. If I had a candidate’s CV on my desk, I’d use Tipp-Ex to cover certain information before faxing it to client. I think we came a long way…”

“The world literally became a smaller place thanks to the internet.”

And while the fax machine was eventually removed its offices, Undutchables had to adopt to the growing digitalisation around them. Now, their candidate matching is nearly fully automated — as their database, which continues to grow, is filled with useful candidate information. Moreover, they’re no longer just helping those who enter The Netherlands (or Sweden); Undutchables has gone fully global. “The world literally became a smaller place thanks to the internet”, Van der Dussen says.

Serving both sides

Aiming to facilitate internationals and connect business with the perfect candidate, Undutchables has always been a relationship-oriented business. “We put a lot of time and love in that personal touch”, Van der Dussen says. “While it may not be the obvious thing to visit a client that is located far away — we love doing it. We have our four core principles in place for a reason. Partner, enterprising, personal touch and expertise: those drive our strategies, decisions and relationships.”

Undutchables’ General Manager, Nick van der Dussen.

“We can’t afford to behave like cowboys. But at the same time — you wouldn’t be able to last 25 years if you did…”

The proof lies in the pudding for Undutchables, as they don’t only serve companies — they serve candidates too. “They’re clients in their own right”, Van der Dussen says. “We can’t afford to behave like cowboys; we need them to have any type of business success. Many international communities are tight-knit — they find each other in many of the online fora across the world. It ensures that we always try to maintain a sense of quality in our work. But at the same time — you wouldn’t be able to last 25 years if you did…”

… and not just one sector

Ranging from Nike’s headquarters in Hilversum to a local entrepreneur trying to build a business selling coffee to Italians — Undutchables serves all types of business. “When that entrepreneur quickly finds out that if he wants to sell coffee to Italy, he would need someone who speaks the language — that’s where we come in”, Van der Dussen adds. “We aren’t specialised in one sector — and that happens to help us in times of crisis. With not much happening in tourism and catering, we’re able to focus on e-commerce and logistics.”

Where it once started for Undutchables: out of an attic in the town of Amstelveen.

The elusive factor

With the rise of video-interviews and things like personality analyses based on micro-expressions on the rise, Van der Dussen sees people as the focal point for future business. “In the end, I think people will want to do business with people. You want to look people in the eye. You want to feel their energy. That’s the elusive factor you’ll never be able to entirely capture through software. That’s what was important 25 years ago — and it still holds true today, and likely 25 years from now.”

“In the end, I think people will want to do business with people. You want to look people in the eye. You want to feel their energy.


Why it is time to give “Hidden Workers” a shot in 2021

If the sports analogy doesn’t work for you — no worries at all. With COVID-19, we saw a glimpse of what the future may hold in terms of job worth. Suddenly, grocery store employees, health care aides and shipping professionals became essential workers, while other swaths of the economy were forced to shut down completely due to lockdown regulations. As a result, those low and middle-skills workers will be less likely to find stable work after a layoff.

80% of the jobs that are at risk due to automation and COVID-19 were held by people who do not have tertiary degree – it will subsequently result in an even larger workforce that just needs an opportunity.

But these problems aren’t ‘new’, per se. In many ways, the pandemic served as an accelerator for these jobs. With Europe’s declining workforce, companies are now faced with an interesting new truth: they have to find their way through a shrinking workforce. 80% of the jobs that are at risk due to automation and COVID-19 were held by people who do not have tertiary degree – it will subsequently result in an even larger workforce that just needs an opportunity.

Who are the hidden workers?

It could be veterans, who have many of the skills that are in high demand — but who aren’t hired in civilian jobs because they would lack the necessary licenses. Or caregivers — who are forced to drop out of full-time and part-time work because they are or were needed at home. Or immigrants — who may have all the required knowledge and experience, but are unable to work within their field, because they can’t speak the language, don’t have a European degree — and don’t have the means to attain either.

Because these individuals don’t fit the profile of “the perfect candidate,” they struggle to make the cut for even an interview — let alone getting steady jobs.”

They’re what the Harvard Business School, who joined forces with Accenture in the Project on Managing the Future of Work, call hidden workers. “We call them “hidden workers” because they are a talent pool in plain sight with the potential to be hired, but for one reason or another are unable to make the transition into the workforce. Because these individuals don’t fit the profile of “the perfect candidate,” they struggle to make the cut for even an interview — let alone getting steady jobs.”

A neglected workforce

HBS and Accenture began their research in three different countries — the United States, the United Kingdom and Germany. Though unemployment rates were largely historically low in each country — they quickly found that there were millions of hidden workers to be found. As they surveyed a combined total of around 9,000 workers, they found marginalised, discouraged and struggling people who have been long-neglected and unsupported by employers and social safety nets.

There may be hundreds of reasons why a hidden worker is not the ideal hire. And as COVID-19 struck, this mindset was widely adopted by those who are considered hidden workers. “When asked if they felt represented by the leaders making decisions on the pandemic, a majority (75%) either responded with a flat “no” or said that they were not sure”, HBS’ and Accenture’s joint-article over at HBR reads.

Start looking behind enemy lines

It’s wrong to think that comes down purely to governments and policymakers — it is a clear sign of a failing economy in the sense that business leaders aren’t really attacking the closing skill gap, or boosting productivity. While many organisations may think they are at a common war for talent — no one is actually looking behind enemy lines to look for the talent they so deeply desire.

While many organisations may think they are at a common war for talent — no one is actually looking behind enemy lines to look for the talent they so deeply desire.

Take CVS Health, a company we wrote about in May, found that Americans with disabilities make up nearly one-fifth of the total population. As a result, the company created a program to systematically identify the barriers it had inadvertently created in its hiring practices. As a result, they restructured their training programs to make them more accessible to those with disabilities.

If anything, rather than sitting, waiting and wishing for the ideal candidate to come bursting through the door — why not actively search for and integrate workers who may simply need an opportunity to come off the bench. And what do you know, it just might be worth it…

Why you should take a look at ATAP Global

Founders Ben Gotkin and Gerry Crispin noticed in 2012 that the Talent Acquisition profession lagged an organisation which representated the interests of those in TA. In 2016 the Association of Talent Acquisition Professionals (ATAP) was brought to life, supported by a community of inspired and engaged volunteers.

Inspiring community 

Finding, hiring and retaining employees around the globe is now a career for many people and it affects millions of lives. The mission of ATAP is to cultivate a community that sparks innovation, engagement and knowledge sharing.

Above all it’s a place for networking and education.

The organisation wants to build a body of knowledge and ethics for talent acquisition, establish standards and advocate for its members. But above all it’s a place for networking and education.

Open to all

ATAP is a community open to all professionals in talent acquisition. If you become a member for $95 USD per year you can get access to the exclusive online community. You can also learn from online webinars, whitepapers and research, get access to a TA database, as well as a discount on events, merchandise and development opportunities. Technology and product partners who provide solutions and tools can also become a sponsor. Companies like Scout, Saba and Greenhouse already jumped on board.

ATAP Global


Current president of ATAP, Jim D’Amico, shared what he learned at the celebration event ‘Global TA Day’ last September. His key learning from Anna Stenbeck’s presentation was that not all hiring managers show up to intakes engaged. ‘It’s wrong to assume that because we are excited or see value in something, that others automatically do as well.’

‘It’s wrong to assume that because we are excited or see value in something, that others automatically do as well’

Part of what we do every day is to find the keys to excite, and it’s no different with a hiring manager. D’Amico thinks that he found the key to unlock the ‘why’ with them. Most of the time we focus on the ‘what’: ‘what will the person do?’, ‘what keywords should we use for our search?’. We often omit the critical ‘why’ questions. He thinks we should ask things like: ‘why does the role exist?’, ‘why would someone want this role?’ and ‘why do you value this position?’.

ATAP Global

5 reasons why you need employee referrals post-pandemic

One of ToTalent’s first partners, Real Links, is certain that referral recruitment is a great help if your company is affected by the pandemic. Real Links is an employee referral and internal mobility technology platform from the UK. They support Talent Acquisition, HR and Recruitment professionals with modernizing and automating the process in an easy way.

Best strategy

We are still unsure about the impact from Covid-19 on local economies and the global landscape. But what we do know is that businesses are relying heavily on technology now, and recruitment is set on hold. Of course, referral recruitment is not the first thing you think about when your company is in an unstable position at the moment. But employee referrals have always been a cost effective and impactful tactic for recruiting high quality candidates with high engagement.

Employee referrals are the best talent acquisition strategy during economic uncertainty.

A study conducted during the 2008 financial crisis even pointed out that employee referrals are the best talent acquisition strategy during economic uncertainty. Real Links will share 5 reasons why referrals are so critical in supporting business recovery after Covid-19.

Real Links

#1. Reducing the cost of recruitment

Employee referral is one of the most cost-effective recruitment methods. Especially when a lot of businesses find that large rewards aren’t as motivating for employees as smaller, less expensive rewards. We’ve seen much higher engagement with referral through £50-£250 Amazon vouchers distributed at different stages, than a £5000 reward at the end of the process.

#2. Keeping employees engaged and connected

Employee engagement has been a significant challenge for most organizations during COVID-19. Therefore it’s important to keep employees connected with eachother. And at the same time keeping talent acquisition teams connected to the business. This can be enabled through the use of automated employee referral systems; internal competitions and social sharing.

#3. Fundamental shift to online

Businesses who didn’t implement flexible and remote working practices yet, have now been forced to stimulate working from home. Relying on technology to communicate and get things done has rapidly become the new norm.

Relying on technology to communicate and get things done has rapidly become the new norm.

Reliance on digital technology is now far more widespread and accepted by employers and employees. It’s likely that investing in new technology like automated employee referral will be a lot more effective than pre-COVID.

#4. Talent overflow

There’s no two ways about it. There’s going to be a significant spike in unemployment as life begins to return to normal.  This will mean a huge amount of talent come into the market all at once. A higher volume of applicants for every role advertised, is far more time consuming for TA teams. Using employee referral may reduce the volume and increase the quality of applications.

#5. High levels of competition

Some organizations are fortunate enough to operate in one of the few sectors that will either thrive or be relatively unaffected by Coronavirus. Then the competition for great talent remains high. Sometimes it will even increase as demand for the product or service continues to grow.

Adding employee referral to your recruitment can set you apart from the competition.

Within your market place, it’s likely you’ve always faced a competitive hiring environment. But if demand for those skills spikes, adding employee referral to your recruitment can set you apart from the competition.

The Savage Way: how Greg Savage became one of recruitment’s real influencers

Often times celebrities will write biography-type books in which they make a half-hearted attempt to be an authority on a different subject matter. We won’t go into specifics, but let’s just say it doesn’t always work. When it comes to Greg Savage, however, it’s an entirely different story. Savage has the portfolio to back up at least a 12-part series about everything he has accomplished in the world of recruiting. Luckily for us, his name is not JK Rowling. 


After managing the London office of the United Kingdom’s largest accounting recruiter for two years in the early 1980s, Savage returned home to Australia to run the Sydney office of what is now known as the Hays Group. In the late 1980s, still based in Australia, Savage’s career really took off when he founded Recruitment Solutions. In rapid fashion the start-up grew into having eight offices, a workforce of 200 and annual sales that topped $60 million. 

Savage is currently the founder and shareholder of people2people, one of Australia’s leading recruitment companies, while also investing in businesses such as VideoMyJob and JobAdder.

With great business acumen, Savage later founded and subsequently sold several other businesses, including Firebrand Talent Search, which has now merged into Aquent. Savage never stopped investing and founding, however. He is currently the founder and shareholder of people2people, one of Australia’s leading recruitment companies, while also investing in businesses such as VideoMyJob and JobAdder. 

The Savage Truth

Now, Savage has combined all similar wisdoms that he learned in 40 years of being in recruiting into a new book, aptly-titled The Savage Truth. Widely regarded as a ‘must-read’ for next-generation leaders and lovers of business biographies, the book is split in two parts. The first half gives an honest and open account of Savage’s world — with a healthy amount of Aussie humour, while the second half consists of guidance and advice for his successors. 

Bouncebackability: the key to a successful recruiter

When you go to Greg Savage’s website, you’ll see video’s listed on pretty much every page you come across. I guarantee that when you click one of those video’s, you’ll be hooked within 20 seconds. The Sixty Savage Seconds, where Savage takes you through an observation, or a random thought in, well, 60 seconds, prove that like none other. Let’s take the one posted earlier this year, in the pre-pandemic era, in June of 2019.

In roughly 67 seconds (we’ll excuse the additional 7 seconds), Savage talked about something that is now a requirement for most sectors in the post-pandemic era: resilience. “It’s highly-prized to be tough and show rigour in our business”, he said. “But it’s misunderstood. Being resilient isn’t about being macho and hiding our emotions. In fact, I’m all in favour of people kicking tables. It’s natural, it’s a tough job. But resilience isn’t about hiding your emotions; resilience is the ability to bounce back quickly.”

“It’s OK to feel bad for a moment, but in the next communication you have with a client, candidate or colleague, you can’t show your disappointment.”

Disappointments are inevitable in all walks of life, but that statement holds true particularly for recruiters who lost an awful lot of business in the past few months. Resilience, bouncebackability, is vital perhaps more than ever before. “We have massive disappointments. Three offers turned down in a day is tough for anyone to take. But it’s OK to feel bad for a moment, but in the next communication you have with a client, candidate or colleague, you can’t show your disappointment. You can’t carry it forward; woe is me for days one end. You’ve got to bounce back fast.”

A real influencer

From a sociology standpoint, the 21st century will go into the history books for a number of reasons. Forget about pandemics for a second; 22nd century anthropologists will likely have a field day when it comes to influencers in the 21st century. Studies will be based solely on the fact that some people were famous just because they were famous. With that long introduction out of the way, Greg Savage is anything but that. 

Real influence only occurs out of real, genuine passion for something.

Perhaps, as the aforementioned anthropologists will find, real influence only occurs out of real, genuine passion for something. Then when you combine that with years of experience working within that field, you’ve got yourself a real influencer. Then you still need someone who can actually convey a message; someone who can inspire you, who can relay a sense of empowerment for you to take away and use in your own career, and in your own life. 

And that’s exactly what Greg Savage is.