High Volume Hiring Podcast

Johanna Molina is a social & HR Edtech entrepreneur, investor, and mentor. She is the Co-Founder and Head of Impact at Talanta, an ed-tech platform creating a borderless world for talent. Learn more about your ad choices. Visit megaphone.fm/adchoices

We've really enjoyed publishing this audio-only podcast in partnership with the good folks at Evergreen, but all good things must come to an end. Or, in this case, not really come to an end but change and move. Kind of like when teenagers (finally!) move out of the house. But we digress. We're moving to a video, live-stream format even though the people who know us best repeatedly tell us that we have faces for radio. We're happy to notify you when we're up-and-running in April 2023. For our High Volume Hiring Podcast, go to https://www2.collegerecruiter.com/highvolumehiringlivestream and click the Follow button. For our Inside Job Boards and Recruitment Marketplaces Podcast, go to  https://www2.collegerecruiter.com/insidejobboardslivestream and click the Follow button. Better yet, go to both and click Follow for each because, well, the more the merrier. New boost Learn more about your ad choices. Visit megaphone.fm/adchoices

Julie is the President of RecruitmentMarketing.com. She is widely recognized as an industry leader and advocate who shares her knowledge and experience from working with hundreds of companies and over a billion dollars in advertising. Learn more about your ad choices. Visit megaphone.fm/adchoices

Peter Weddle is the CEO of TAtech, the trade association for the worldwide community of organizations that provide technology-based tools for recruiting. Learn more about your ad choices. Visit megaphone.fm/adchoices

Bill Fanning is a U.S. Army veteran; was sales leader for organizations such as ADP, Radancy, TheLadders, JobTarget, America's Job Exchange, and ThisWay Global; and the Co-Founder and CEO of Greetr, a new platform designed to help instantly engage applicants and communicate clear, personalized messaging regarding the employer's hiring process, employer brand, and the opportunity at hand. Learn more about your ad choices. Visit megaphone.fm/adchoices

Keith Hulen is the Co-Founder and CEO of SmartRank, which stack-ranks and filters job applicants without using a resume. It helps employers achieve their DE&I initiatives by removing unconscious bias from the screening process. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jessica Fiesta George is a talent acquisition leader and recruiting strategist for Atlantic Street Capital Advisors and the host of the Jess Get Hired Podcast Learn more about your ad choices. Visit megaphone.fm/adchoices

Adam Gordon has been in recruitment for 23 years and was the founder of the first recruitment automation solution, Candidate.ID, which he sold to iCIMS in March 2022. Adam then became the Vice President of Marketing Automation Technology for iCIMS. Adam is also the Co-Host of Recruiting Brainfood. Candidate.ID, recently re-named to iCIMS Marketing Automation, allows talent acquisition teams to become far more efficient and effective in getting their employment brands and opportunities in front of candidates. Instead of blasting the same email to all candidates, marketing automation systems like Marketo, Pardot, and iCIMS Marketing Automation automatically send different emails to different candidates depending on factors such as which emails they open and when, which links within those emails they click, and what content on the career site they engage with. Recruiters are notified when a candidate of interest then engages with enough of the right contact so recruiters get to spend far more of their time with candidates who are already interested, instead of having to first determine which candidates might be interested. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jason Seiden is the Chief Strategy Officer of Wedge, a video interviewing platform focused on delivering efficiency through authenticity, especially in high volume environments. Learn more about your ad choices. Visit megaphone.fm/adchoices

Josh Millet is the founder and CEO of Criteria Corp, a leading provider of pre-employment assessment software. Learn more about your ad choices. Visit megaphone.fm/adchoices

Ira Wolfe likes to describe himself as a Millennial trapped in a Baby Boomer body, He is recognized as one of Thinkers 360 Top 5 Global Thought Leaders on Future of Work and HR and is the author of six books, including the just released "Create Great Culture in a Remote World", which is available at https://www.amazon.com/Create-Great-Culture-Remote-World-ebook/dp/B0BGYRXBSM. Learn more about your ad choices. Visit megaphone.fm/adchoices

Dr. Maya Huber is the Founder and CEO of TaTIO, formerly Skillset, which help companies screen job seekers based on proven performance skills, thus eliminating the need for traditional resume / CV sourcing. Employers who don't require a resume / CV are able to greatly expand the number of potential candidates in their hiring pool and, therefore, should be able to reduce hiring time, improve employee retention, and increase diversity hiring. Learn more about your ad choices. Visit megaphone.fm/adchoices

Cassie Pike is a Managing Director at Cielo, the world's leading Talent Acquisition Partner. She is responsible for the growth, retention and advocacy of clients globally in Consumer Product, Retail & Business Service industries. Learn more about your ad choices. Visit megaphone.fm/adchoices

Lou is the CEO and founder of The Adler Group – a consulting and training firm helping companies implement "Win-Win Hiring" programs using his Performance-based Hiring℠ system for finding and hiring exceptional talent. More than 40 thousand recruiters and hiring managers have attended his ground-breaking workshops over the past 30+ years. Lou is the author of the Amazon top-10 best-seller, Hire With Your Head and The Essential Guide for Hiring & Getting Hired. He has been featured on Fox News and his articles and posts can be found on Inc. Magazine, BusinessInsider, Bloomberg and The Wall Street Journal. Prior to his executive search experience, Lou held executive level operations and financial management positions at the Allen Group and at Rockwell International's automotive and consumer electronics groups. He holds an MBA from UCLA and a BS Engineering from Clarkson University. In today's podcast, Lou will share his methodical and, for some, out-of-the-box approach to hiring the world's best candidates for the world's best opportunities, whether those roles are with b-to-b companies with no consumer brand or with employers with incredibly strong consumer brands. In short, instead of focusing on the education or experience that the candidate has achieved, Lou favors a performance-based approach where candidates are selected based on their proven ability to do the work. Learn more about your ad choices. Visit megaphone.fm/adchoices

Select Software Reviews maps each HR and recruiting software category (from ATS to AI) to identify the best vendors, questions to ask on demos, how to think about ROI, implementation best practices, and more. If you're looking to improve the efficiency and effectiveness of your high-volume hiring efforts through the addition of new software or other automation, this is an episode that you won't want to miss as you'll learn from Phil how they identify potential vendors to review, the process they follow when reviewing those, and how you as a potential customer of those vendors can make the best use of those reviews. Learn more about your ad choices. Visit megaphone.fm/adchoices

Bill Boorman calls himself a recovering recruiter. He has 40 years of experience in the industry, is strategic consultant to a number of talent acquisition technology companies, and was the founder of the Tru unconferences. Employers may be surprised at some of what Bill has to say, including that the process of hiring people -- high volume or not -- is remarkably similar around the world but with some local nuances. Even more surprising, however, is the discussion on how unimportant an employer's brand is to a candidate deciding what jobs to apply to, yet that doesn't mean that the brand is unimportant. It is important, but not until much later in the hiring process than many employers have been led to believe. Learn more about your ad choices. Visit megaphone.fm/adchoices

Mark Feffer is the Executive Editor of RecruitingDaily. He is also the Founder and Executive Editor of the HCM Technology Report. He's written for TechTarget, HR Magazine, SHRM, Dice Insights, TLNT.com and TalentCulture, as well as Dow Jones, Bloomberg and Staffing Industry Analysts. He likes schnauzers, sailing and Kentucky-distilled beverages. In today's episode, we talk about the state of recruiting post-pandemic, some of the differences between high and more normal volumes of hiring, and the technology that makes sense for high volume employers. Learn more about your ad choices. Visit megaphone.fm/adchoices

Today's guest, Dr. Carter Gibson, is a Managing Associate at Modern Hire. He sits on the Professional Services team designing, implementing, validating, and supporting pre-hire assessments as well as overseeing ongoing research on topics such as turnover, applicant faking, and completion rates. Modern Hire specializes in pre-hire tools that supports over half the Fortune 100. Carter's algorithms assess millions of candidates per year and his research appears in some of the top journals in the field. Dr. Gibson addresses some of the biggest myths and fallacies about pre-hire assessments. This is a can't miss episode if you're frustrated with the assessments you're using, interested in the massive changes to how assessments are now designed and being used, or concerned that adding one will make it harder for you to hire the people you need as quickly as you need them. Learn more about your ad choices. Visit megaphone.fm/adchoices

No organization recruits, trains, and works to retain talent at the scale of the military, including the U.S. Army and other branches. But as robots and other forms of automation become more prevalent in every day society and on the battlefield, are we about to see a massive change in how the military recruits? Will the number of soldiers plummet? Today's guest, Chad Sowash of The Chad and Cheese Podcast, describes his military experience including being in combat in Panama and, later, as a drill sergeant training troops who would later serve in Afganistan, Iraq, and elsewhere. Chad's perspective as a proud veteran of the Army and two decades in sales and thought leadership in the HR tech space makes him the perfect guest as we talk through how automation is impacting the high volume hiring that is so integral to the military of every nation. Learn more about your ad choices. Visit megaphone.fm/adchoices

Conventional wisdom says that the lower a position appears on an organization chart, the worse that organization treats the applicants for that role. The candidates receive little to no personalized attention, are forced to interact with dehumanizing technology, and often hear nothing back if they're not hired and, sometimes, not even after they've applied. Yet, research from The Talent Board indicates the opposite: candidates who are applying to early career roles with employers who are hiring at scale are reporting better candidate experiences than those applying to roles with more requirements and which are less likely to be a part of a high volume hiring program. Today's guest, Kevin Grossman, is the President of the Talent Board, a non-profit that has used a carrot instead of stick approach to encouraging employers to deliver a better candidate experience. In this episode, Kevin discusses what today's hourly candidates are experiencing including their communications with employers, how many minutes it takes to apply to an average role, and why some employers are having an easier time than others attracting the candidates they need both in terms of quality and quantity. The answers may surprise you. Learn more about your ad choices. Visit megaphone.fm/adchoices

Many call themselves thought leaders and are anything but. Others are called thought leaders and justiably so. Today's guest, John Sumser of HR Examiner, falls squarely into the second group as one of the most prominent and respected thought leaders when it comes to human resource technology, including the use of recruiting automation by many of the world's largest employers. John makes it clear that he is a fan of technology, yet he also doesn't pull any punches when it comes to identifying how some employers use software in a way that creates great legal, financial, and ethical risks. This episode is a don't miss for those who are currently or considering the use of tools that leverage artificial intelligence as John lays out not just the problems with using AI to screen and select candidates, but also how it can be well used to assist in that process. Learn more about your ad choices. Visit megaphone.fm/adchoices

There are many who can rightly be called experts about high volume hiring in one country or another. Far fewer have expertise across multiple countries. Almost none have expertise globally. Today's guest, Kevin Wheeler, has expertise globally. Kevin is the Founder of The Future of Talent Institute, a consortium of organizations and individuals who explore emerging issues in talent management, staffing, recruiting, employee development, retention, and leadership development. Its members comprise a wide range of sizes, industries, and locations. In today's episode, host Steven Rothberg of College Recruiter and Kevin discuss how the tools and tactics used by high volume hiring organizations in a country like the U.S. at times are remarkably similar and at other times remarkably different from those used by somewhat similar organizations in another country like Australia. They also talk about how high volume hiring has been impacted by concerns over a recession, whether that's coming at some point in the distant future, right around the corner, or already here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Regardless of the industry, few can rightly be referred to as the godfather of that industry. Today's guest, Gerry Crispin, is the godfather of recruiting. He's been immersed in high volume and other recruiting for more than five decades. He's led talent acquisition teams, been in career services for a top engineering school, worked for a decade as a leader of one of the world's top recruitment marketing agencies, churned out impactful recruiting books almost as quickly as Stephen King churns out horror novels and, for 26 years with CareerXroads, which faciltates peer-to-peer, invitation only meetings with corporate staffing leaders who collegially and confidentially share information with each other about their hiring practices. A year ago, CareerXroads formed a similar community for talent solutions vendors and College Recruiter was one of the founding members. What started as a community of 15 members has grown to 21 and is on the way to thirty. Gerry shares some formative moments from his career, including what led to the founding of CareerXroads in 1996 (hint, it had something to do with the Internet) and how that organization has evolved as the needs of its members have evolved. Yet, from Gerry's perspective, little has changed since 1996 when it comes to recruiting at scale. The software and other tools may be different. The recruiting leaders may have different names. But, at the end of the day, organizations can better solve their high volume hiring needs by focusing more on expanding the available labor pool than by continually looking for ways to reduce their recruitment costs. Learn more about your ad choices. Visit megaphone.fm/adchoices

As the weather starts to change, many of us are already thinking ahead to the holiday season. Perhaps no organization has so many people who are doing so much thinking ahead to the holiday season as Amazon. Not coincidentally, no other organization has ever hired as many people so quickly to cope with customer demand as Amazon, the subject of today's podcast. Yet can Amazon continue to hire the people that it needs? The uncomfortable truth is that it cannot -- and internally admits so -- without fundamentally changing its approach to how it recruits and retains its largely part-time, hourly workforce. Internal documents reveal that Amazon is already running out of potential employees in multiple key markets and will run out in most within several years. Instead of reacting to the problem when it is too late, leaders at Amazon have identified the threat and are working feverishly to solve the problem. What is apparent is that the problem cannot be solved easily nor will one change -- large or small -- solve the problem. Instead, Amazon is actively working along multiple paths to ensure that it can continue not just to survive, but also to thrive, in a world where its current high volume hiring practices will no longer be feasible. Learn more about your ad choices. Visit megaphone.fm/adchoices

Many organizations hire candidates at scale, but some of them hire for professional services, others retail associates, others for hospitality roles such as guest service workers in hotels. Few recruiting experts have the wealth of experience across different industries, sizes of organizations, and countries as today's guest: Ben Gotkin of Recruiting Toolbox. In addition to loving and knowing a lot about crab and ice hockey, Ben loves and knows a lot about all kinds of recruiting, including high volume hiring, as he's both led recruiting for and consulted with many of the world's most admired and largest employers. Learn more about your ad choices. Visit megaphone.fm/adchoices

When many of us talk about high volume hiring, we think of retailers, restaurants, call centers, and warehouses. Many of them do hire at scale, but so does almost every staffing company. And many of those staffing companies assist or even drive the volume hiring for those retailers, restaurants, call centers, and warehouses. In today's episode of the High Volume Hiring Podcast, host Steven Rothberg of College Recruiter talks with Jon Beck, the Founder and CEO of Ursus, Inc. and host of the Hiring University podcast. Ursus is a technical and creative staffing provider headquartered in the San Francisco Bay area with employees and clients located almost everywhere in the United States. Jon and Steven talk about the experiences they and their organizations have had over the years running what some would call virtual companies but which can better be described as fully remote workforces. Unlike the organizations who adopted a remote workforce model because of Covid, both Ursus and College Recruiter chose to be fully remote years before Covid. That's led to some interesting parallels between their organizations, including the need for managers who are able and willing to manage by outcomes instead of process. The question of whether you completed the assignment as directed becomes far more important to a well-qualified manager than whether you came in early, stayed late, worked hard, or were dressed in a manner that others might deem to be appropriate. The conversation concludes with Jon picturing himself as the head of talent acquisition for a large organization that hires at scale and the three things that he would want to make sure it does. Learn more about your ad choices. Visit megaphone.fm/adchoices

Caitlin MacGregor, the Co-Founder and CEO of Plum, joins the High Volume Hiring Podcast to talk assessments. With host Steven Rothberg of College Recruiter, Caitlin distinguishes between old-style assessments like DISC and Myers-Briggs and modern assessments that use science to accurately predict the productivity of a candidate if hired into a specific role with a specific organization. Organizations large and small, including those hiring at scale, are discovering that scientifically valid assessments allow them to efficiently and effectively broaden their applicant pool to include candidates they and their competitors may never have considered if all they had to go on was a resume. The result is increased time-to-hire, increased diversity, increased productivity, and reduced cost. Learn more about your ad choices. Visit megaphone.fm/adchoices

Today's episode of the High Volume Hiring Podcast brings us Elena Agaragimova, Host of the SHIFT podcast, Founder of Bloom Youth, Co-Founder of Bessern, and Head of Talent Acquisition and Development for Horizon Industries. Host Steven Rothberg of College Recruiter and Elena discuss the reality that one of the primary reasons that some organizations need to hire at scale is because their retention of existing employees is so low. If those employers can reduce their turnover, they can reduce their hiring needs. Steven and Elena agree that one of the best ways to improve retention is to invest in learning and development. By spending more on current employees, employers can spend less recruiting new employees. We also learn about Elena's background including growing up in Russia, moving to the United States when she was 13 years old, why she wasn't accepted into any four-year college or university when she applied during high school, and the choices -- some deliberate and some not -- that she then made to continue her education and build her career. In short, we learn how Elena is the epitome of why more organizations should embrace the hiring of non-traditional candidates and how that inevitably leads to a more diverse and therefore productive workforce. Learn more about your ad choices. Visit megaphone.fm/adchoices

Max Armbruster, CEO of chatbot company Talkpush and host of the Recruitment Hackers Podcast joins the High Volume Hiring Podcast to help our listeners better understand what a chatbot is, what kinds of employers can best use them, and why an employer would want to add one to their recruitment tech stack. In today's episode, host Steven Rothberg of College Recruiter and Max agree that the use of good recruitment automation systems enable employers to expand their talent pools, increase their click-to-apply and apply-to-hire conversion rates, shorten their time-to-hire and other response times, and massively lower their costs-per-hire. Yet as promising as these systems are for some employers and beneficial for many who are already using them, they exist in the middle-of-the-funnel, meaning that the employer first has to get candidates into the hiring funnel, perhaps through sourcing efforts or advertising their job openings on niche or general job boards. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this first, full episode of the High Volume Hiring Podcast, host Steven Rothberg of College Recruiter interviews Dr. Noelle Chesley, Associate Professor and Director of Undergraduate Sociology Studies at the University of Wisconsin Milwaukee. In the July 1, 2022 UWM Report, Dr. Chesley wrote about the pros and cons of automated hiring systems, which include applicant tracking systems (ATS), job boards, assessment sites, and video interviewing platforms. She identified four primary problems: (1) algorithms may not use the best criteria for matching; (2) using automated hiring systems can create problems at scale; (3) more recruiters want "purple squirrels"; and (4) automated hiring systems can lead to alientation. In today's podcast, Dr. Chesley describes and discussed each of these in a balanced, nonjudgmental manner. That a hiring system is automated is neither good nor bad, but how they're designed and used can lead to positive or negative outcomes for candidates, employers, and others. Learn more about your ad choices. Visit megaphone.fm/adchoices

Are you involved in the hiring of dozens or even hundreds of employees a year? If so, you'll know that the typical sourcing tools, tactics, and strategies just don't scale. This podcast features news, tips, case studies, and interviews with the world's leading experts about the good, the bad, and the ugly when it comes to high-volume hiring. Subscribe now to join Steven Rothberg for his new podcast, available August 22nd! Learn more about your ad choices. Visit megaphone.fm/adchoices