Podcasts about herefish

Jason Heilman, Senior Vice President of Product, Automation, and AI at Bullhorn, and our host James Mackey, offer a masterclass in AI and Automation for recruiting organizations. Drawing from Jason's experience as co-founder of Herefish (acquired by Bullhorn in 2019), Jason reveals how automation serves as the essential foundation for effective AI implementation in recruiting.While many companies experiment with AI tools, Jason emphasizes focusing on core recruiter functions - particularly candidate matching and screening. These high-leverage activities not only boost efficiency but also create measurable competitive advantages. Bullhorn's data shows a striking 36% productivity increase for recruiters using automation tools compared to those who don't.Bullhorn report: HERE Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

This week, LJ and Rob launch their new format. The show now combines Staffing Industry news, insights on technology, and interviews with industry leaders. Highlights: Bullhorn's acquisition of TextKernel and its implications for Bullhorn for Salesforce users SIA's 2024 Largest Staffing Firms list Ideal Hire's addition of Heather Jennings as their new President The hosts also pay tribute to an industry legend who passed away too soon: Odro's CEO, Ryan McCabe. AI & Automation Updates: Rob and former Herefish boss Chris Dues are hosting "Fix Automation Office Hours" via Zoom on Thursday, July 18th at noon EST. Spotlight on Chat Automation: A cutting-edge technology featuring chatbots and worker bots capable of transferring data between software platforms. Guest Interview: Adam Sprecher, former CGO of Salo and Korn Ferry Interim, discusses the importance of aligning go-to-market strategies with organizational values. Thank you to our sponsor Leap Advisory Partners. Please remember to rate, review, & share the episode wherever you tune in. We grow when you share the podcast.

In this episode, Marcus Edwardes speaks with Billy Davis, known on LinkedIn as The Staffing Automation Guy! He's an AI and automation product manager at Herefish by Bullhorn, where he helps recruiters increase revenue and efficiency by embracing automation.Listen in as Billy defines staffing automation and how it differs from—but can be complemented by—AI. He breaks down what he calls the “three pillars of automation”: data health, self-service, and the ability to use information to fill knowledge gaps.He gives his thoughts on the ChatGPT phenomenon and what the latest breakthroughs in the AI space could mean for the recruiting industry.Finally, Billy explains why he encourages all agencies big and small to go for a “half-robot, half-human” approach to automation, in which there is a huge opportunity to scale without sacrificing the human element.What You'll Learn in This Episode:●      [01:46] Defining “staffing automation”●      [05:26] Applying automation to different parts of the recruiting life cycle●      [08:46] Why both big and small agencies need an automation strategy●      [11:56] Why you can't automate relationship development●      [12:43] The biggest myth about automation and recruiting●      [14:20] How to talk to agencies about employing automation●      [17:51] How to use automation for sourcing●      [19:19] Billy's thoughts on ChatGPT and using AI for recruitment●      [24:50] Billy's favorite recruiting automation tools●      [29:28] Herefish's three-pronged mission●      [32:04] Scaling with automation without losing the human touch●      [36:51] Where LinkedIn fits into all of thisKey quotes:●      “Staffing automation is an ‘if this, then that' functionality. That unlocks a near-limitless amount of potential.”●      “If you're fully-automated, that's not going to work. You can't fully replicate or replace the consultative impact of a great recruiter.”●      “Automation isn't here to replace the recruiter. Automation is here to optimize and amplify the recruiter.”●      “When you have confidence in your own data, then that's the first place you look to source from.”

In this week's episode of the podcast, Lauren and Rob sit down with Bullhorn's SVP of Talent Experience & AI, Jason Heilman. The conversation covered all things automation, AI & staffing tech best practices. The group focuses first on demystifying AI for the staffing industry starting with what we actually mean when we talk about AI..(hint) we are predominantly referring to Machine Learning. The terrific trio also discusses:

In this episode of the You Own the Experience Podcast, Rob and Lauren share their conversation with Nina Eigerman, SVP of Alliances & Business Development, aka The fairy godmother of the Bullhorn Ecosystem, from February 2022. We held off recording and publishing the episode to let the acquisition of Able of Bullhorn & the launch of Bullhorn Ventures, an investment fund to invest in technology partners in the Bullhorn Ecosystem, happen before this release. Nina and the dynamic duo discuss all things Bullhorn, including recent acquisitions, new ideas around recruiting and recruiting tech & some people's general thoughts on business strategy. The trio also chat about: Connected Recruiting & digital marketing is a core competency (externally & internally) Mergers and Acquisitions & Bullhorn Ventures Bullhorn's recent acquisitions are Able, Cube19, Sirenum, & Herefish ( now Bullhorn Automation) Bullhorn's updated Customer Success initiative We also chat about our favorite type of people, programmatic problem solvers that care about positively impacting people's lives. This episode is brought to you by Leap Consulting Solutions & Kyloe Partners. Please remember to rate, review and follow the podcast wherever you listen to podcasts.

We talk about the unique fishery of Pyramid Lake, Nevada with Alyssa Evart. Alyssa recently caught a 15 pound Lahontan Cutthroat on a fly and fills us in on the experience while offering tips for listeners who might be planning a trip out to the lake. Subscribe to the Digital-Only version of WON for only $19.99 using promo code "fiveoffwon" HEREFish with Tahoe Fly Fishing Outfitters: https://tahoeflyfishing.com/To subscribe to Western Outdoor News, and for more content, visit wonews.com or follow WON on Instagram and Facebook!Questions, Comments, or a Trip report? E-mail podcast@wonews.com or call-in to our voice mailbox and leave a message (702) 850-4966

On this week's show we have a conversation with Jaime Diamond, the owner of Stardust Sportfishing in Santa Barbara. Jaime recently wrote an editorial piece shedding light on the flawed science being used by CARB that could doom California's passenger sportfishing fleet. Don't know what CARB is and this is your first time hearing about this? Jaime breaks it down for me in a way that is so easy to understand, you will be a CARB expert by the end of the conversation…but its not all doom and gloom, she also previews the season to come and talks about some of the upgrades happening to her landing in Santa Barbara.  Subscribe to the Digital-Only version of WON for only $19.99 using promo code "fiveoffwon" HEREFish with Stardust Sportfishing: https://www.stardustsportfishing.com/or call 805-963-3564Read Jaime Diamond's Editorial Piece: https://wonews.com/flawed-science-could-doom-californias-passenger-sportfishing-fleet/Find out how you can help keep the pressure on CARB: https://www.savefishing.com/To subscribe to Western Outdoor News, and for more content, visit wonews.com or follow WON on Instagram and Facebook!Questions, Comments, or a Trip report? E-mail podcast@wonews.com or call-in to our voice mailbox and leave a message (702) 850-4966

In this interview, my special guest Craig Paisley shares his secrets to billing close to 7-figures as a solo recruiter.  He finished the year on $950,000 to be exact. How was he able to accomplish this amazing feat? There were several factors, of course, but Craig believes that the biggest key to his success was his tech stack. In this episode, Craig reveals his preferred automation tools and how he leverages recruitment technology to fill jobs faster than his competitors. Craig started his recruitment business, Industrial Resource Group, in 2009. He specializes in recruiting for companies from the food and beverage manufacturing and distribution industries across the United States and Canada. In 2021, IRG was awarded 56th Forbes Best Recruiters – Professional Search. Episode Outline and Highlights [2:57] Craig shares how he got into recruiting and what inspired him to set up IRG. [6:43] Bravely setting out to start a new venture in the most challenging economic climate [9:19] How scaling down became a key to Craig's success  [15:42] Billing more while being solo with the help of an effective tech stack [17:18] Craig shares an overview of his tech stack (Bullhorn, Herefish, TextUs, Daxtra, 3DIQ) [21:10] Understanding Herefish and making the most of automation to save time and increase profits [26:25] How to choose an optimal tech platform [38:29] Craig breaks down his step-by-step sourcing process and typical turnaround time for vetting and submitting candidates. [41:20] Choose your clients wisely to enjoy success [47:31] The metrics simplified – Craig's system for self-management [52:08] Quality vs quantity – Craig explains why less is more in his business [53:22] Emphasizing the importance of working in a niche market Starting a Recruitment Firm During the Great Recession Prior to becoming a business owner, Craig was a successful full-desk recruiter with the same firm for 10 years and worked his way up to VP of Sales. When he eventually launched his own staffing firm in 2009, the timing wasn't ideal. When I asked how he survived the first 12 months as a new business during the great recession, Craig described it as “kind of fighting… you claw and you edge your way in any place that you can… it was tough, it was a grind, I just pounded the phones and I worked hard.  Any opportunity and position I got, I worked hard on it and luckily I was able to make placements and string enough together to where I sort of built up some momentum.” Leveraging Automation Tools Craig was able to make 2021 his best year yet in terms of personal production, just shy of one million dollars.  How did he do it? By leveraging automation tools. Some of the recruitment technology stack we discussed include: Bullhorn Herefish Textus Daxtra 3DIQ Craig reveals his exact system and end-to-end sourcing process. He's built a “candidate generation machine” that enables him to source, vet and submit candidates quickly and efficiently.  Even though the majority of his searches are contingent, he is able to outperform his competitors and win the day. Automating mundane tasks can be extremely profitable by saving time and increasing productivity. As Craig puts it, previously the majority of his phone calls were reaching out to candidates to try and talk to them about a position. Now the outreach part is automated and his phone calls are more focused on screening candidates, getting them prepared for interviews, and closing deals. Vetting Your Clients Well With the rising demands for candidates, how is IRG able to compete with other recruiting companies in such a tight job market with more openings than candidates available? Craig's secret is choosing their clients wisely. “I think I have more success because of where I am starting from. What I mean by that is if I partner with good companies that have good reputation, that have good positions with great opportunity of growth, good salary, bonuses, all that stuff, if I am going to the market with those kinds of positions, it is going to be easy for me to get more candidates.”  Our Sponsors This podcast is proudly sponsored by i-intro®.  i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained  Craig Paisley Bio and Contact Info A dedicated business owner with over 20 years of experience in the staffing industry.  Experienced in all areas of staffing including Clerical, Accounting & Finance, Maintenance & Engineering, Sales, Light Industrial, etc.  With honesty and integrity, Craig's passion lies in the successful recruitment of personnel in the food, beverage, and pet food manufacturing and distribution industries for companies across the United States. Specialties: Over 10 years of manufacturing and distribution based recruitment experience with a focus and emphasis on partnering with companies from food, beverage and pet food industries across the United States and Canada. Craig started his career as a full desk recruiter placing exempt and non-exempt maintenance personnel in California.  He then moved into a regional management position within the same division before moving on to build a clerical division for a joint venture/new company.  From there, Craig moved into a director role focused on light industry and left the company after 10 years as the VP of Sales responsible for multiple states and offices. Craig started IRG in 2009, building the company to 8 internal employees before downsizing to a solo operation in early 2020.  Currently ranked the 56th best staffing in the US by Forbes. Craig on LinkedIn IRG Solution website link IRG on Twitter @JobsIRG People and Resources Mentioned Bullhorn website link Herefish website link Textus website link Daxtra website link 3DIQ website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter

MAX: Hello and welcome back to the Recruitment Hackers podcast. I'm your host Max Armbruster, and today on the show, I'd like to welcome Jared Hummel, who is president at Parqa Digital Marketing Agency in Minneapolis, and Parqa is an agency that's focused on recruitment marketing for the staffing and recruiting firms.  So we'll get a chance to ask Jared about this world and how it's evolving and how it's adapting to new technologies.  Jared, welcome to the show.JARED: Hey thanks, Max.  Appreciate you having me.MAX: My pleasure.  And would you mind giving us a quick overview, how you ended up in the ungrateful cutthroat world of recruitment?JARED:  Death in recruiting, right.  Yeah, I got lost along the way.  We have a sister company in Versique Searching and Consulting which is a recruiting agency in the Minnesota, Twin Cities market, and I applied for a job with one of their recruiters, of which she then asked me if I wanted to be the CFO oversee, which I thought would be a good idea.  Learned a little bit there for a few months and then got asked to run Parqa, which is the sister company of the digital marketing agency that was kind of floundering around at the time I came around and we saw a pretty good market opportunity.  And so the last three to three and a half years I've been focused on growing that with our client base in North America.MAX: And so you could say that you came into this recruiting world a little bit later in your career right.  It was not like coming out of school or anything like that, which is where most of the industry comes from is, this is a great way to make money at the start of a career if you're good on the phone.  But I've noticed others have come into the industry later in their career and their experience is quite different.  It's more like, wow, this is how you do things here.JARED: Yeah, well, like you said I have come from outside the industry I guess ignorance is bliss sometimes right.  And so, I think for being probably early to mid-career versus straight out of college I'm still naive enough to steam my opinion to the owners, right out of the gate and tell what I think from a different industry perspective.  But to your point, like I've got to be on the other side of it.  I've even worked in manufacturing and then in the home service business.  We would have the big companies calling on us all the time, trying to push labor into us and so now seeing it, not only from our sister company Versique from the industry as a whole in Parqa, to be having clients throughout North America from IT to hospitals to finance and like seeing kind of the whole picture has been a pretty interesting experience.MAX: The questions that you come into your customers at Parqa when you enter a new working relationship.  What are some of the probing questions that you may ask to validate if some company needs your help, so we can situate your range of services?JARED: Yeah, so, Parqa itself is a full-service digital marketing agency so we can solve any critical pain point in the marketing arena for staffing and recruiting firms.  As we were talking before Max, especially in the United States, I can't speak, necessarily worldwide but recruiting firms are generally, five to ten years behind from a marketing perspective and so as we go into them, even if they have a CMO or a couple of marketers, technology is moving so fast in today's world that it's really hard to have an internal marketing team unless you're a very large company that specializes in SEO, pain management automation, martech stats, website development, job board integrations programmatic advertising.  And so that's one of the ways that we enter in with new clients is either they have a CMO that presents a good strategy but doesn't have the labor to necessarily execute at a high level, or vice versa they might have one or two entry-level marketers, but they're just kind of flailing with organic social media or something that is not driving results.  And they would come to us to put something more holistic together to try to drive an ROI.MAX: You were giving me earlier a range of clients in terms of revenue, but I'd like to, for listeners who haven't run an agency wouldn't know what those revenue numbers represent.  Could you frame that in headcounts, what's your typical staffing firm customer size?JARED: Yeah, so, we're constantly trying to push the envelope so we're constantly trying to provide new services that are for bigger and bigger firms but, kind of our wheelhouse at this very second is probably a headcount of 50 to like five to 10,000 so, in US dollars that would be 20, million to close to a billion.  So, our agency at this point, maybe necessarily hasn't worked with the top five to 10 global staffing firms but some of our bigger clients are multinational corporations.MAX: You said, some of them were 1000s of headcount so I would assume that at that stage that they would have a dedicated digital team, but I would assume wrong, it sounds like they still come for help.  They're a little bit late for the dance.JARED: Yeah, yeah. The thing I learned coming from outside the agency is staffing or recruiting is kind of the consummate sales profession and so probably, I don't know what the number is, but probably 80-90% of staffing firms are run by a leadership team of sales executives and so what I've learned coming from outside the industry is that the solution to every staffing firm owners problem is hiring five or 10 more recruiters or sales representatives to solve a revenue growth problem and that is something we're trying to fix.  Because I can promise you that there are more efficient ways to go about it and ultimately, that's why we're talking today.  We're trying to make you do things to make it a more automated and efficient process for organizations.MAX: Well, you're trying to find some similarities between our businesses, but in fact what I'm hearing is that I resemble perhaps more closely the typical profile of a staffing firm company because I come from sales and I've often made the mistake of let's just hire more headcount, in my case more sales guys, but if it's staffing or more recruiters to push revenue up.  And, of course, you get a short-term lift but long term, you're not creating differentiation.  So, the investments that people have to make in databases and websites, and SEO.  These are things that take a while to yield results.  These are long-term investments.  Can you give us an idea of how patient a staffing firm would need to be before seeing some returns?JARED: Yeah, well, as you said, I guess, to me, it's almost a no-brainer because if you look at a fully loaded compensation for a recruiter and say you have to hire 10.  I mean you're talking, close to a million dollars.  And then you have to deal with turnover, you have to deal with them not meeting their quota, all of that stuff and from a marketing perspective you can see results fairly quickly.  I mean, with the way the world works today whether that's programmatic job board advertising, whether that's Facebook integrations to their job feeds, marketing automation as a whole is making a recruiters process more efficient so that they can do more business with less headcount.  And so a million dollars would get you a long way as even as a $500 million company.  We could employ our whole set of services for a good couple of years and strive for some pretty good results for replacing that headcount.MAX: I 100% agree.  I've seen that with our more successful customers that they change their spending, and sometimes they don't even have to increase their advertising spend that much they just have to spend a little bit wiser in high volume recruitment, there's social media is very cost-effective, provided you can qualify the incoming traffic, automatically.  You don't have to have an army of recruiters to qualify all the incoming traffic.  So that's, in my world like Facebook, Instagram is one, very performing.  What are some of the channels, digital or otherwise that you see are trending well in your market?JARED: Yeah, definitely the Facebook, Instagram world is a big play, especially in the industrial staffing world, and as we partner with clients that aren't necessarily in massive metropolitan areas that might have been kind of the Midwest manufacturing environments.  I think the Facebook's of the world are advantageous as you get into some of the more, like, finance, IT, engineering.  Obviously, a lot of that spend shifts to LinkedIn.  But, the new craze, which I'm not an expert on so I won't go into detail but like TikTok obviously is the new thing going on in America anyways at this point and they're working to launch kind of their team TikTok resumes, I think it's called a Tik-Tok jobs.  And I think we talked about this a little before but I mean you're starting to see the digitalization, as a whole of the staffing recruiting industry with more of the candidate user experience when it comes to like the e-verification of staffing.  You're starting to see private equity money flow into companies like that are just, I don't know if you call it, marketing, but it is like.  It's using technology to create a better candidate experience so that they want to use your platform right.  So, that would be another one.  At the end of the day, Google is still Google right.  I mean, when you're in a pinch, generally in the United States, you go to Google and type in jobs near me or head under near me or recruiter near me.  And so, there's always still, at least for the foreseeable future, a substantial investment into paid advertising, and just search engine optimization on the Google platform.MAX: When traveling was more popular I used to do a lot of conferences, TA and staffing firm conferences in North America, and I was always amazed by the volume of job board and marketplace vendors, and it was usually Google representative in the room, which now looks like a wolf in a hens house.  Everybody was polite but a little bit worried.  Do you think that in a market where there's so much consolidation around the platforms that we just mentioned, LinkedIn and Google and maybe Facebook and Tik Tok, the days of programmatic are numbered because, well, if there are only three or four big channels where you advertise, you don't need an algorithm to help you place your ads?JARED: Yeah, no I think that's a valid question.  I think you're starting to see more sophisticated technologies coming out from the Googles and the Facebook's or just, suppliers or vendors, building things to make those experiences that much better but yeah I definitely can't argue with you like we do have a lot of clients that are still using programmatic but the efficiency of that is definitely a question, moving forward with the big players.MAX: Right there is an existential threat but then we didn't even mention Indeed and Zip and those guys, so if you started to add those up, you could see why a recruiter's head would explode having to manage these four or five different budgets on top of their daily work.JARED: Yeah, and just know, what Parqa is good at more than that we're like an expert at Indeed or expert at Monster whatever it is, like, providing a strategic solution for our clients that is numerically justified right like, I think a lot of times you get a recruiting manager that says, like, their CFO gives them a $20,000 budget or whatever the number is $200,000 budget and says like, well, we have to have an Indeed contract, we have to have a LinkedIn contract and all of a sudden like they're not even doing like they're just paying those people money to you know to be a partner with them but they're not actually coming up with a strategic solution is quantifiably driving business results for them, well we should be a part of Indeed, well, a LinkedIn sales rep came to us and said we have to pay X dollars for the company LinkedIn recruiter seeds.  And there's just no like thought process, it's just like they go from supplier to supplier saying like yes here's my 100 grand, here's my 200 grand.  And that's what Parqa tries to bring all that together to say, like let's look at your buyer persona, your ideal clients, your ideal candidates like where are they living what are they doing, how do we get to them in a way that's efficient like, the database like you have an accounting and finance firm that has been around for 15 years, how many of those candidates that you talked to 10 years ago are now managing directors in their role and now they're hiring managers and that could be more clients, it could be, getting candidates out.  There are just so many ways to be efficient at it, and not to go all the way back to where we started, but the answer always is like, hire more recruiters, make more outbound calls, do more intakes and it's not about the future right.MAX: No, no.  The future sounds like it would be, start by measuring everything that you do, find out what your cost per hire per channel is, and then move your money there, and then get good at one or two channels, better than your competitors.JARED: Well that's, yeah, like we talked about early on we started, I guess you'd call them like Mom-and-Pop shops but, more of that like 10 to 30 million reigns and I guess at that point you don't necessarily expect crazy sophistication, but what's really been surprising to me is, as we move into the 500 million-plus accounts is, they are really not any better at marketing attribution.  It's really a freed for all, they don't know where their money is going, they buy tools and pay for the tools but quit using the tools.  And so that's one of the things Parqa is really not mastered quite yet, but that's one of our big focuses heading into 2022 is, I want to create a full attribution product, essentially, a dashboard that is customizable but scalable, that we can go into these staffing firms and just quantifiably, say what you just said it's like you're spraying money everywhere, why don't we just hone in on two things that are working really well for you and then make your internal process more efficient.  Because at the end of the day, if a recruiter can have 100 people out versus 50, they're commissioned salespeople and that's a pretty easy sell the internal recruiters just like if I can make your job this much easier.  So you're focused on value-added items, and you can make $100,000 more while we do that for you, would you be interested in hearing more.  I think any rifle recruiter would probably raise their hand, with some interest.MAX: Yeah, I would listen to you, and if I was a business owner of a staffing firm, amid small or mid-size.  I would find it helpful, that even if you get to companies with a few 1000 headcounts, there's not a methodology about channel marketing and there's not that higher level of expertise, and that there they still fall into these old patterns of hiring their way out of revenue plateaus and I would, of course, go back to the basics, which is every year, your market is different.  The way your candidates behave changes, it's very dynamic.  And so what worked two or three years ago may not work anymore.  I don't know if the cycle is right but it feels to me like two-three years would be like a good time to like reboot and rethink.  Do you think that's about right?  Is that the frequency in which your contracts are being re-evaluated?JARED: Yeah, I mean I would probably say two to three years, a couple of years ago, was probably accurate.  I would say that post-COVID at least, and again in the United States, I can't speak worldwide but, I mean there's definitely been a shock in the system and, I mean there's more technology, more options, more things changing more rapidly than any time before in staffing history.  So that might have been redefined to like six to eight months or something at this point.MAX: Yeah, it's been a bit traumatic, it has been quick.  What are some of the tools or technologies that you've seen pick up over the last year that you think were trending well that have high impact, high ROI for your customers?JARED: Yeah, I would say, sometimes I feel silly saying this because I feel like we're not on the cutting edge but for staffing and recruiting we are.  It's really like home-based marketing and marketing automation.  I don't know if you're familiar with Bullhorn, they are one of the largest ATS providers like they just purchased Herefish, it's probably a year ago now.  And Herefish is someone we worked with prior to Bullhorn and acquiring them.  I don't know what Bullhorn's revenue is off the top of my head but when you're a company that large, and Herefish like a low seven person startup is like your golden ticket like you know that something's changing in the industry, senses another product.  I believe there Google-backed.  They are not a Google company but again as a candidate enablement software to automate the candidate experience.  The job board integration thing is something that we do, I wouldn't say it's revolutionary technology per se but building custom job board integrations to make sure that all, you know, we talked about the many job boards that exist today, making sure that they're able to scrape and do all that, from a technology perspective.  And then, I know it's not necessarily technology but you know database management is one of the things that we're really trying to work with our customers on because as these martech tools come into play, you run into a stone wall pretty quickly when the database is a disaster.  And so, really trying to educate the market on database, cleanliness, and operational best practices.MAX: No, just this week, SAP SuccessFactors, which is more TA than staffing, they made a small acquisition which they almost never buy small tech companies they wait for them to be big but they just bought a company called SwoopTalent specialized in improving the databases.  You were mentioning Bullhorn acquiring Herefish, which is a company, I think Herefish specializes in re-engaging and helping you get more out of your database.  So those are big trends, clearly.  I know this isn't cutting edge either, but what about messaging and SMS and texting, is that still got some growth ahead, or is that getting old, is that established. JARED: I think it's a little bit dependent on what vertical your firm is in or the TA company that you'd be working with.  Honestly, our value-added and if you're talking before the consulting world and like the high volume staffing world, I would say that text message is still very prevalent.  I think that's how we're finding a lot of people prefer to communicate over email.  I guess I can only speak for myself, but I get 1000 emails a day to my personal email, but I only get 50 text messages.  So, when it is a value-added service, I think, text messaging still plays a pretty important role. Yeah.MAX: Yeah, depends on your industry, but yeah, it's performing well.  Okay, well, one question I always ask my guests, is to walk us back to a day when you made a hiring mistake.  And so that our listeners can draw some lessons from the pain that you experienced back then.  And you don't have to name individuals but it would help the exercise if you had one person in mind, and you could walk us through why you made that mistake.JARED: There's one that's just like glaring in my head and I wish like I still to this day, of course, I made the mistake.  MAX: Let's talk through it, please lay down and open up.  I am your therapist.  We're gonna walk through it. JARED: That's great. So yeah, it was a few years ago and I believe this person just applied through like a LinkedIn ad.  So our agency as a whole, probably 70% of our employees are referral base, and that ultimate automatically gives you like a little sense of security, so this one did come through LinkedIn.  Not that we have like a crazy big process because we're not huge but generally like I interview people first, because if they're not a culture fit that I don't even care what their skill set is.  Then they meet with the hiring manager to really assess the skill set and what's needed.  And then the third is we kind of bring them into meeting a couple of the other directors or a couple of the other teammates so that they get a feel of the overall culture.  This person actually ended up meeting with our CEO, I don't remember why exactly but usually our CEO's interviews are about seven minutes long, and he is on to the next thing.  He talked to this person for almost an hour and a half.  And so my interview from a cultural perspective is like this guy's there this person is great, he's gonna be a good fit.  And then we brought in the subject matter expert who has worked at large agencies throughout the Twin Cities, she thought this person was a great fit.  The team met him, they thought he was a great fit.  Then I watched our owner talk to him for an hour and a half and I'm like, there's no way in hell I can't hire this guy I've never seen Tony talk to someone so long it's his entire life.  And so we hired the person, within about two weeks, we realize that he knew literally nothing about digital marketing whatsoever.  He had held a job at a large fortune 500 company in a role that we were hiring for six years, or according to his resume, for six years, and didn't even know the basics so, you know, fundamental digital marketing.  It was probably about three weeks in when we knew like this was a train wreck and like we had to take care of it.  And this person actually came to me and said, Hey, like I'm getting recruited by another agency, and I have like, literally sprinted into a closed office and was like, Dude, you got to take this role like this is a perfect role for you to like, don't feel bad about it, no pain on our side I think this is the right decision for you. MAX: What a gift.  You don't get gifts like that too often.JARED: I think actually I met this person in a parking lot, that very weekend, to like exchange stuff to make sure that he didn't like remain wanting to stay with us.  I was like, let's get the key and had everything taken care of.  It comes up in meetings, probably on a monthly if not quarterly, or weekly basis of like what the heck happened here.MAX: Will you change your recruitment process?  What have you learned from that experience?  I mean what I'm hearing is, there's no way to be 100% sure until day one, maybe, but perhaps as well, even if somebody sounds really good on paper, still ask them how they do things, how do you run this campaign, how did you accomplish those things and don't skip that step.  It sounds so obvious, but would you think that that might have been skipped?JARED: Might have been a misunderstanding.  No, I think that having been an industry-agnostic my whole career, like I have placed a lot of value on culture, and a lot of value on like my gut feeling which we all know, will fail you from time to time.  And so I think, as we continue to scale like you said, having each director in our organization really put together like a "test", to really quantify and measure aptitude, because, when you're in startup board and when you're growing rapidly, it's easy to take shortcuts.  And, yeah, we'll I learned from that one.MAX: Our listeners, we'll learn from your pain so thanks for sharing and opening up.  Where can they connect with you, Jared?  What's the best way to connect with you or with Parqa, if we have a staffing firm or recruiting firm listening, who is looking for marketing help.JARED: Yeah, so it's, I mean simply www.parqamarketing.com.  For the listeners out there, Jared Hummel, on LinkedIn is definitely an easy way to track me down.  But yeah, I think, you find me on a podcast, doing videos with supplier partners.  Our industry is still pretty large on like the trade shows and the state associations and whatnot.  So it's kind of exciting, I was in Chicago last weekend, I think we have Denver coming up in September and Florida in November.  So I'm kind of getting jammed up to go out and see people and shake hands and have some fun so.MAX: Awesome.  Great, well thanks for coming on and maybe see you on the road somewhere, if I'm allowed to travel again.JARED: Yeah.  It's been a pleasure.  Thank you for having me on Max.  Obviously, you have a pretty crazy awesome background and are doing some pretty cool things with TalkPush.  So yeah, when we make that move from staffing to talent acquisition, maybe we'll find some synergies together.MAX: That's good.MAX: That was Jared Hummel from parka digital marketing agency, reminding us that recruiting should never get stale. And yes, traditionally staffing firms will hire people who are salespeople, who are hyperactive and they would want to focus on what they're good at, which is hitting the phone. But. I'm really an effective recruiting marketing can carry so much more impact that a busy day on the phone. Every recruiting marketing strategy needs to be revisited on a regular basis, perhaps every couple of years. And you can do that internally, of course, but you can also reach out to agencies to come and help you through the process. Hope you enjoyed this interview and that she'll be back for more.Please share and post with friends.Thank you.

In this week's episode of the You Own the Experience Podcast, our co-host Rob Mann sat down with Billy Davis, Director of implementation and customer success of Herefish by Bullhorn, for a Recruitment Automation Office Hour. The duo and former coworkers answer participants questions on automation, how automation affects marketing sales and operational strategy and why data quality is vital. This was a live session with participants writing in questions. So Rob and Billy will be addressing people who you will not actually hear. This week's episode is brought to you by Great Recruiters, Able and Leap Consulting Solutions. Please remember to rate, review and share the episode, and you can subscribe to all of our updates at www.ableteams.com/podcast.

On this episode of the You Own The Experience podcast, Robert Mann is joined by Billy Davis, Director of Implementation for Herefish by Bullhorn, a marketing automation tool designed to help staffing firms enhance their candidate and customer journeys while easing the burden on recruiters. Here Mann and Davis take a look at the current state of automation technology within staffing: its adoption, what it’s capable of, and why certain firms continue to feel hesitant toward it. They take a slightly different approach, talking about the lesser-known benefits of automation paired with the importance of marketing, like how the process of adoption can be an introspective one and can serve to give a firm real purpose. The pair also chat about: How kickstarting automation adoption can turn it into a self-fulfilling prophecy. Where automation ROI lives. How to pivot and create a frictionless selling process. The secret to closing deals (data is only part of it). Check out the episode to learn more. During this week's “Ask Lauren” segment of the podcast, Rob & Lauren chat about how monthly training is a must to get the best use of your #techstack.

In this episode, Marcus Edwardes speaks with Adam Conrad, the founder and CXO of Great Recruiters, a SaaS platform that empowers recruiters to actively manage their professional reputation online in order to remain competitive and grow their business.Adam has been in the recruiting business for over 20 years, including a 15-year stint as VP of Business and Recruiting Operations at Brightwing.Listen in as Adam shares how technology is impacting the recruiting industry, with a particular focus on the pros and cons of automation and the best way to use different automation tools.What You’ll Learn in This Episode:●      [02:56] How technology has enhanced the human experience in recruiting●      [04:52] Verticals in the industry that have been impacted by technology●      [08:46] Distinguishing yourself from other recruiters with candidates●      [11:33] Using technology to stay connected with candidates●      [14:06] Becoming your candidates’ recruiter of choice for future roles●      [18:11] The downside of metrics and becoming an advisor for candidates●      [21:15] Having tough conversations and setting expectations●      [26:36] The limitations of automation●      [30:30] Adam’s favorite automation tools●      [33:17] Examples of great automation●      [34:43] Ways in which automation can crush the brand experience●      [36:51] The proper way to use automation to build your database●      [38:41] About Great Recruiters and why Adam founded the company●      [42:52] How Great Recruiters works with companies of different sizes●      [45:09] How many reviews a recruiter needs to be considered high-quality●      [46:09] Leveraging the data obtained by Great Recruiters●      [47:09] The biggest objections Adam gets from potential clients●      [50:01] What Adam is looking forward to in 2021Key quotes:●      “Technology is evolving for the staffing industry to make recruiters better, create a better experience for the candidates and the clients, and help people get to what they want faster.”●      “Having a large database, to me, doesn’t matter. You need an engaged database.”●      “You can’t put your own agenda ahead of your candidate’s agenda.”●      “You only place maybe 2-5% of the people you talk to; but you leave an impression on 100% of those people whether or not you’re asking how that experience was. They don’t remember what you tell them. They remember how you made them feel.”●      “I’d rather over-communicate than under-communicate [with my candidates].”●      “We can’t force somebody on the other end to make a decision; but we can control the experience that candidates are having throughout that process.”●      “Just because you can automate it doesn’t mean you should. [...] If the automation is going to be a value-add to your candidate, automate it.”●      “If you think about it, recruiters are the number one marketers in your company: They talk to more people—they put your brand name in front of more people than anybody in your organization.”Resources Mentioned:●      Great Recruiters●      Herefish●      Sense

On this episode of the You Own the Experience podcast, Robert Mann is joined by Travis Arnold, co-founder of Herefish, a Bullhorn-integrated, staffing-specific automation tool. As a creative marketer, design-based thinker, and part-time developer, he’s the perfect person to make the mysterious subject of staffing automation more accessible.Here Mann and Arnold discuss the common fears that surround staffing automation, and offer clarity on what it is, what it does, and how it works, in order to dispel some of these reservations (using some particularly cute and accessible analogies while they do it.) The pair also discuss:How to overcome automation fearsThe importance of a holistic and consistent brandWhy meetings are (usually) a waste of timeWhy one page PDFs should go the way of the dinosaursCheck out the episode to hear more. And don’t forget to submit your questions for our “Ask Lauren” segment via email to robert.mann@ableteams.com. This is a segment of the podcast where Robert Mann asks Lauren Jones, Consultant & Advisor to the Staffing & Recruiting Industry, Tech Stack Expert, and HR Tech Super Nerd, fiery questions from listeners like you about the staffing industry.This episode is brought to you by Staffing Hub. 

On this episode of You Own the Experience, Robert Mann interviews Brian Cunningham on how digital transformation can make or break recruiting agencies. Cunningham highlights the vital importance of leveraging technology to enable recruiters to do what they do best: talk.Cunningham draws on his experience as the Managing Director at Allen Recruiting, a consulting agency based in Ireland that has grown 30% in the last year thanks to its digital transformation. For years, his recruiters would spend most of their days leaving voicemails to candidates that weren't interested. This led to an unhappy and unproductive workforce.That's why Allen Recruiting decided to enhance their recruiting process. By adding technologies like Herefish and Calendly to their tech stack, recruiters could send automated emails to candidates and prioritize their own personal outreach to those that were more likely to engage.You'll also hear Cunningham discuss:Allen Recruiting's successful frameworkThe importance of data quality for successful automation in recruitingThe future of staffing and the remote-work cultureDigital transformation as a necessity in the age of COVID-19Check out the episode to hear more.Theme music by Hendrick ValeraEditing & Mastering by Joel North

Sponsored by Rejobify.com SuccessFinder Gets Funding Canada-based SuccessFinder has raised USD $2.23 million to join a crowded field of North America-based assessment providers. Positioning for recruitment, talent management, and analytics and stressing the validity of their psychometric science, Source: BDC Capital Invests $1.5M in SuccessFinder  https://hrtechfeed.com/canada-based-successfinder-raises-usd-2-23-million-for-its-psychometric-assessments/ Bullhorn Acquires Automated Solutions Provider Herefish https://hrtechfeed.com/bullhorn-acquires-automated-solutions-provider-herefish/ ERIN Employee Referral Software Releases Text Message Referrals https://hrtechfeed.com/erin-employee-referral-software-releases-text-message-referrals/ vFairs Launches Feature-Rich JOB BOARD https://hrtechfeed.com/vfairs-launches-feature-rich-job-board/ New announcement coming Tuesday Jan 14th. If you are an HR freelancer or a company that hires them RecTech Media is launching a new resource around that niche. Look for the special episode and and press release that day. Follow HR Tech Feed on social media: @hrtechfeed on Twitter Linkedin

So why did Bullhorn pull out the checkbook? "On average, Herefish automates 7.2 million actions per month and saves over 2 1/2 hours per recruiter per day." That's 2 1/2 hours of not doing stupid admin shit, rather the 2 1/2 hours with their nose stays to the grindstone or just more time on TikTok. Seriously Tiktok is the bomb...

Most recruitment leaders I speak to just want their recruiters to pick up the phone. But with so much data, systems, and an apparent lack of process, over 150+ distractions a day, the phone is often the last thing a recruiter is likely to use. Then add to that recruitment marketers supposedly needing to create blogs and websites to attract candidates, and needing recruiters’ insights to drive this content, the role of the 360 recruiter may now be 720! Automating the Candidate Attraction Process Content is a great word if you’re in marketing, but a dirty word if you are a recruiter. It can cause conflict between marketers and their recruiters – marketers need it, recruiters have no time for it. I’m joined by Jason from Herefish. This podcast will give you ideas on how to tackle: client and candidate loyalty, which is at an all time low recruiters who are saturated with systems, but need to sell more how to get the concept of inbound sales easily and fully embedded into recruitment to “make the pain go away” and get the right candidates and clients engaged and “buying” We talked about: What is a recruitment automation tool? There’s a lot of talk about AI How recruiters can combat this nasty stat: Only 24% of sales emails are opened. How can you generate “inbound sales” as a recruiter when you have 1000s of candidates on your database? How can automated recruiting and content enable you to make more phone calls? How can you get candidates to show their faces? With 30% of Google searches being job-related, how can recruiters genuinely cope with this volume of data? Content curation v content creation – what’s best? What’s the difference between a cold and a warm call? How can recruiters generate more warm calls? And once they have generated a warm lead, how quickly should they follow up? Where does the marketer fit into this model? What can recruiters actually say on the first call? We talked about my “dig up stupid” model for recruitment data. It’s crucial that the data that recruiters are collecting is used by marketers to generate warm leads, not simply stored on a recruitment CRM ready for the next GDPR purge. Read more about how we work with recruitment leaders and marketers to generate ROI from recruitment marketing with our recruitment marketing mentoring and training courses. Thanks Jason from Herefish for being such great guest on my Recruitment Leaders’ Podcast.

FIND THESE HEADLINES AT http://recruitingheadlines.com/category/press-releases/ And the venture capital funding keeps flowing... Jobcase.com, a boston based open-access platform dedicated to empowering people in their work-lives, has closed a $100 million in growth equity round led by Providence Strategic Growth (PSG). PSG is an affiliate of Providence Equity Partners L.L.C., a global private equity and credit investment firm with $57 billion in capital under management. The new funding will accelerate product development and services for Jobcasers (Jobcase members) via internal growth and/or strategic acquisitions. Some enhancements include, but are not limited to, sophisticated machine learning architecture that will better serve relevant content to Jobcasers, product development to increase ease of connections and community building and new integrations and APIs that enable Jobcasers to more easily promote themselves and better engage with employment opportunities. “We are proud to help expedite Jobcase’s mission to empower people in their pursuit of a happy and meaningful work-life,” says Mark Hastings, PSG CEO. “Jobcase’s unique approach that prioritizes community has catapulted the company to its position as an industry leader. The company is well positioned to fulfill the pressing need for connection in this space both domestically and abroad.” Recently ranked as the fourth largest online destination for career resources in the USA, Jobcase serves more than 100 million registered members with over 25 million unique active Jobcasers visiting the site each month. In Austin TX --TextUs, a real-time communication platform, and Herefish, an automation platform built for the staffing industry, announced a new partnership today that enables recruiting firms to combine corporate-level recruiting automation with desk-level, 1:1 communication with candidates, contractors, and clients. “This partnership expands the capabilities for Herefish customers,” says Jason Heilman, CEO & Co-founder of Herefish. “Our mutual customers can now engage with candidates who respond to automated texts sent from Herefish directly from their TextUs accounts. This allows for faster conversations with candidates and contractors.” There are two big benefits for mutual Herefish and TextUs customers: Send automated text messages from Herefish using each recruiter’s TextUs phone number to streamline communication. Automate routine text messages like interview reminders, first-day follow up, and mid-assignment surveys ZipRecruiter, a leading online employment marketplace powered by AI matching technology, announced today that it has expanded its services to actively connect Canadian companies of all sizes with job seekers nationwide. The move, which helps address pain points on both sides of the historically tight Canadian labor market, is part of ZipRecruiter’s international expansion of its marketplace. With Canada’s national unemployment rate near its forty-three year low at 5.8%, and more jobs being created than there are available workers, companies are struggling to fill open jobs, while job seekers in certain industries are facing localized shortages of job opportunities matching their skills and experience. ZipRecruiter connects millions of job seekers to highly relevant jobs through its #1 rated job search app in Canada and partnerships with popular employment sites, including Google job search, Kijiji, and over 50 of the country’s top job boards. On the employer side of the labor market, the company’s dedicated local sales team supports the specific hiring needs of Canadian businesses of all sizes. HackerRank, a platform that helps companies evaluate technical talent based on skills, today launched the machine learning-based Test Health Dashboard to give businesses the data they need to improve their skills assessments, deliver an excellent candidate experience, and effectively hire the software developers they need. For the first time, enterprises will be able to see how each of their skills assessments are performing for different roles — from a senior engineer to a DevOps intern, and everything in between. Recruiters and hiring managers can gain insight into each stage of the recruiting process to improve candidate conversion and increase the quality of hires for every role. Using the Test Health Dashboard, recruiters and hiring managers can track, analyze and adjust how they’re delivering on candidate experience, including the effectiveness of their skills tests and their correspondence throughout the hiring process. NEW YORK–Landit announced today that it closed $13 million in an oversubscribed Series A funding round led by WeWork and backed by investors including NEA, Valo Ventures, Workday Ventures, Gingerbread Capital and current venture and seed funders. Landit is a one-size-fits-one career pathing platform that enables women and diverse groups to succeed in the workplace. Each member receives a tailored playbook that provides the tools, resources, know-how, and human connections they need to advance and navigate their career. Key features include building a personal brand, executive coaching, creating a personal board of advisors, curated skill development and mapping to career opportunities. “The future of work is focusing on unlocking the potential of each individual by investing in their personal success,” said Lisa Skeete Tatum, Landit’s Founder and CEO. “We partner with companies around the globe to offer a turnkey solution at scale that enables organizations to better democratize access and success with a clear and measurable ROI. When you have what you need when you need it, in a way that is relevant and actionable, that’s how you land it. Our members are more engaged, and as a result, companies see the increase in retention and mobility.”

One on my favorite topics is Agile Marketing, and to find another person in the area who has passion about the subject is a very awesome thing. Travis Arnold, self-described digital marketer, business owner, and a technical guy, is one of the original community contributors to the idea behind bringing Agile to marketing. In this episode, Travis and I discuss how he got started with the subject, how teams can focus on delivering amazing content by focusing on customer satisfaction, and when it is the right time to change course on your efforts. And the fun doesn't stop there. We dive into getting out of the cost-center mentality of a marketing department and consider what it will take to have your team show true ROI to the business.BiographyTravis Arnold likes marketing, technology and a good taco shop. After working for Sendouts, with a brief stint in the Rockies, he started a small digital marketing agency that helps tech companies. He and Jason teamed up, created Herefish and the rest is history. When not in the office he’s usually found outdoors.LinksTwitterhttps://twitter.com/Travis_ArnoldLinkedInhttps://www.linkedin.com/in/travarnold/Webhttp://travisarnold.com/Corporatehttp://harbingerlabs.com/https://enterprisemarketer.com/podcasts/enterprise-marketer-podcast-conference/show-51-travis-arnold/http://emktr.co/EMPC51

Episode #11 of Leading Matters features Jason Heilman, Co-Founder of Herefish, a software solution that helps companies mine their existing candidate database.  Jason discusses the importance and value of connecting with the talent community early in the acquisition process and the necessity of prioritizing employment brand.