Recruiting Excellence Blog

About Recruiting Excellence Blog

This podcast discusses the Blogs written and posted on the Recruiting Excellence Foundation website. It is an alternative way to consume the articles instead of reading. Ideal if you are on the go. The Recruiting Excellence Foundation exists to put the tools, language, and operating system needed to build high-performing TA teams in the hands of recruiters worldwide, so teams can consistently hire the right person exactly on time when the business needs it, in a cost-effective manner.

Publisher

Recruiting Excellence Foundation

Category

business

Language

en

Explicit

No

First episode

24 Oct 2025

Latest episode

21 Sept 2026

Latest episodes

33 episodes in the feed.

1. 

   21 Sept 2026

   The Most Common Recruiting Metrics and KPIs

   In this episode, we look at how Recruiting Metrics and KPIs can help organizations better understand and improve their recruiting performance and why it is important to distinguish between individual data points and truly strategic indicators. In this episode, we unpack: Metrics, Measures, and KPIs: How these terms differ and why understanding the distinction matters when evaluating recruiting performance. The Role of Recruiting Analytics: How data from ATS platforms, web analytics, surveys, job boards, and social media can be used to generate meaningful recruiting insights. Time-Based Recruiting Metrics: How metrics such as Time-to-Fill, Time-to-Interview, Time-to-Offer, and Time-to-Hire help identify bottlenecks and improve process efficiency. Cost-Based Recruiting KPIs: How Cost-per-Application, Cost-per-Interview, Cost-per-Hire, and Cost-of-Vacancy can help organizations better understand and manage recruiting spend. Measuring Recruiting Quality: Why metrics such as Application Rate, Offer Acceptance Rate, Retention Rate, and Rehiring Rate are essential for evaluating recruiting outcomes beyond speed and cost. Recruiting data only becomes valuable when it helps answer the right questions. Tracking more numbers is not the goal. The key is to identify the metrics and KPIs that are connected to recruiting objectives and support better decisions. Organizations that combine time, cost, and quality metrics can develop a much more complete picture of recruiting performance and use that data to continuously improve their processes. See you on the next one!

2. 

   14 Sept 2026

   Candidate Experience: Why It Is Critical to Recruiting Success

   In this episode, we look at why Candidate Experience has become a critical factor in recruiting success and how companies can use it to stand out in an increasingly competitive labor market. In this episode, we unpack: Why Candidate Experience Matters: How demographic change, talent scarcity, and changing candidate expectations are reshaping recruiting. More Than Benefits and Salary: Why the application and hiring process itself increasingly influences whether candidates accept, reject, or even continue with an opportunity. Individual Experiences Matter: Why standardized one-size-fits-all processes are becoming less effective as candidates expect more personal and relevant interactions. Small Changes, Big Impact: How faster communication, clearer processes, and more personal interactions can significantly improve the candidate journey. Candidate Experience as a Competitive Advantage: Why positive experiences build trust, strengthen employer reputation, and can ultimately improve recruiting outcomes. Candidate Experience is no longer an optional extra in recruiting. It has become a strategic necessity in a labor market where candidates have more choice and poor experiences are increasingly visible. Companies that continuously improve their candidate journey will be better positioned to attract and convince the talent they need. See you on the next one!

3. 

   11 Sept 2026

   Leaders Aren't Exempt From the AI Learning Curve. They're First in Line.

   What if the biggest barrier to AI adoption is not the technology itself, but the fact that people still do not know which parts of their work are actually worth changing? In this episode, we dive into this piece from Johnny Campbell and explore a simple but important idea: AI capability does not become embedded because people attend a course. It becomes embedded when someone applies AI to a real task, in a real workflow, with real data, and then turns that successful use case into a repeatable way of working. That creates a direct challenge for leaders. Seniority does not remove you from the AI learning curve. In many cases, leaders should be first in line. If you are still doing repetitive analysis manually, building the same report every month, or asking your team to experiment with AI without having gone through that learning process yourself, you are not really leading adoption. In this episode, we unpack five core ideas behind practical AI adoption: Find the task, not the tool: Start with work that is repetitive, painful, frequent, and still largely manual instead of starting with a platform or feature. Build it live, in the real workflow: The biggest learning moments happen when people use AI on their actual work, hit a problem, correct it, and immediately see what better looks like. Turn individual wins into team capability: A useful AI workflow has little organisational value if it remains someone’s private workaround. Once it works, package it so others can reuse it. Let AI become infrastructure: The goal is not to keep talking about an AI pilot. The goal is to reach the point where the improved workflow simply becomes how the work gets done. Leaders need the learning moment too: Leaders who experience the transformation themselves are far better positioned to recognise opportunities, coach others, and scale adoption across the team. The broader lesson is that AI transformation is less about teaching people clever prompts and more about redesigning work. The real value appears when leaders identify the right tasks, stay close enough to the work to understand what is happening, and help successful experiments move from one person into the wider operating model. If you are leading a team, there is one useful question to ask yourself this week: what work are you still doing manually that you would challenge your team to rethink with AI? Subscribe for more conversations on Talent Acquisition, AI, leadership, and building stronger recruiting functions.

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