Podcasts about jobsync

You don't want to miss this roundtable hosted by JobSync, featuring Matt Staney, Cien Solon, Matt Charney, and Cameron Moore, where we will answer audience questions about AI in TA, and how to navigate the market now that the AI gold rush is in full swing. We'll cover everything from the basics, to where product innovation is happening, and how to distinguish what is useful vs empty promises, all the way to the regulations, laws and challenges facing hiring teams as they look to implement AI solutions into their hiring operations. Our roundtables are lively places, and the topic of discussion can change organically based on audience participation, so you don't want to miss it!

In this episode, CXR's Chris Hoyt and Leah Daniels of JobSync will dive into how 2025 will see an explosion of AI products and features, urging organizations to tackle their biggest challenges head-on. We'll explore the implications of auto-apply tools for job seekers, and the careful balance employers must strike to stay compliant. Plus, we'll discuss why effective governance is more critical than ever and how talent teams can thrive while doing more with less.

Join the JobSync team as Gary Noke, President and CEO at Ninjio illuminates the path to building a thriving, talent-focused organization through his expertise and visionary leadership..

Are you looking to make a difference while supporting our veterans? Watch our engaging roundtable discussion as we dive into the essential strategies for creating a top-tier veteran hiring program. Our esteemed speakers, Veterans Chris Miles from Sonepar and Steven Janke from Semper Forward, will share their invaluable insights garnered from years of experience in military relations and talent pipeline development. Roundtable Takeaways: Mission-Driven Solutions: Witness how military hiring programs provide better customer solutions through veterans' problem-solving skills. Best Practices in Talent Acquisition: Learn how to attract, engage, and retain talented veterans and military spouses. Creating Inclusive Work Environments: Gain insights on fostering supportive and inclusive workplaces for military-affiliated employees. Supporting Military Transition: Learn strategies for facilitating smooth transitions for active-duty military personnel, spouses, and veterans while bridging the gap between them and career opportunities. Chris and Steven have both built top programs that are more than lip service. Don't miss this opportunity to gain actionable insights and network with industry leaders committed to shaping a more inclusive workforce for our veterans. Secure your spot at this insightful roundtable discussion!

Chris Hoyt & Alex Murphy (CEO, JobSync) recently co-facilitated a research panel on conflicts of interest. In this conversation they'll be sharing top recommendations from the panel on how to improve transparency in talent acquisition.

An insightful discussion featuring the founding father of Recruiting Operations, author and industry expert James Colino, and Hiring Operations & DEI thought leader and strategist Nona Renfro, on securing funding and hiring your first recruiting operations expert. James leads Recruitment Operations for Sheetz and literally wrote the book on RecOps. Nona has been an executive advisor for critical talent transformation initiatives, adding Recruiting Operations at companies like Amazon and Google Fiber and working with clients like Revolut (Fintech), Rackspace (Tech), Ericsson (Telco), Verifone (Banking), and L3 (Defense). James and Nona joined the JobSync Recruitment Roundtable to discuss proven strategies to secure initial funding to build a Recruiting Operations function and help us all understand the key factors in making a successful first Rec Ops hire.

Join the Jobsync team for their Recruitment Roundtable featuring Bill Musman of AmeriHealth Caritas where we will be discussing how to align a mission-driven recruitment strategy with business goals.

Jobsync's conversation with Gerry Crispin kicked off with defining what recruiting really is, what recruiters really do, and how not all things recruiting are learned in school.

Ever wondered how biases can impact the hiring process and how can we overcome these to create an inclusive and diverse workforce?  Well, this episode of Greenhouse: Inside Interviewing will shed some light.Sit down with us as we pick the brain of Leah Daniels, Chief Commercial Officer at JobSync, an expert who brings enlightening insights into the complexities of modern recruitment practices. We cover a range of significant topics from the importance of candidates' questions in interviews to the misconceptions surrounding Gen Z's attention span. Leah brings a refreshing perspective, intertwining her experiences with essential advice for potential candidates and recruiters alike.Get ready to rethink your understanding of recruitment as we journey deeper into the intricacies of the process. Join us for an episode filled with enlightening conversation, practical advice, and fresh perspectives on modern recruitment practices.Listen & Subscribe on your favorite platformApple | Spotify | Google | AmazonVisit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.Follow on Twitter @RecruitingDaily Attend one of our #HRTX Events

Ready to break free from the traditional hiring process? We have an insightful conversation with Alex Murphy CEO of JobSync with Mateo Cavasotto CEO of Emi Labs. We delve into their innovative strategies for reshaping talent acquisition, focusing on improving communication between employers and candidates and unearthing a candidate's hidden potential that may not be apparent from their resume or LinkedIn profile.Whether you're an employer struggling with time constraints or a candidate seeking to make a lasting impression, tune in and gain a fresh perspective on the hiring process.Listen & Subscribe on your favorite platformApple | Spotify | Google | AmazonVisit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.Follow on Twitter @RecruitingDaily Attend one of our #HRTX Events

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

In our April 2023 roundtable, with William Tincup, President and Editor-at-large of Recruiting Daily, about the four areas of competing expectations that talent leadership should focus on (including your own expectations): What do candidates really expect? Is it easy applications, quick responses, transparency, one-call hiring? When was the last time you asked candidates? What do you recruiters expect from hiring managers, interview teams, technology and leadership? Are you setting them up to meet candidate expectations?  What do your hiring managers expect from your recruiters and the candidate market? Do they understand what else is competing for recruiter's time and candidate's attention?  What are leadership's expectations and understanding of recruiting challenges? Does your c-suite understand what it takes for your organization to hire top talent? Do they understand the recruiting reality on ground or are they being influenced by headlines? 

Hear from Leah Daniels, Chief Commercial Officer at JobSync, and IQTalent's Chris Murdock for an insightful conversation surrounding groundbreaking technology available to recruiters. In this podcast, they discuss the journey of identifying what tools and platforms best fit your organization's needs, how to make tools work for your existing processes (not vice versa), and the manual processes automation can take on for recruiters, giving them around 25% of their time back. Listen in!Leah Daniels' LinkedIn: https://www.linkedin.com/in/leahndaniels/See the full episode on IQTalent's YouTube channel.

Alex Murphy of JobSync As Co-Founder and CEO, Alex's career in HR Tech led him to the creation of JobSync. Making the complex application process simple yet remaining compliant. Partnering with job boards and most ATSs, they make the process fluid, easy and beyond. The big industry news, Indeed laying off 15% of their global workforce; Alex had high praise for Chris Hyams as ‘The Masterclass on how to write a letter regarding layoffs'. Speculation and some warning signs that layoffs were coming Google job ads - Can you move any slower? TA Leaders concerns and opportunities Prediction for 2023, we have become resilient to bad news and Black Swan events. 

Alex Murphy of JobSync As Co-Founder and CEO, Alex's career in HR Tech led him to the creation of JobSync. Making the complex application process simple yet remaining compliant. Partnering with job boards and most ATSs, they make the process fluid, easy and beyond. The big industry news, Indeed laying off 15% of their global workforce; Alex had high praise for Chris Hyams as ‘The Masterclass on how to write a letter regarding layoffs'. Speculation and some warning signs that layoffs were coming Google job ads - Can you move any slower? TA Leaders concerns and opportunities Prediction for 2023, we have become resilient to bad news and Black Swan events. 

How is the role of the recruiter changing in 2023 and beyond? Meet Leah Daniels, Chief Commercial Officer with JobSync.  She brings her perspective on the recruiting landscape to Episode 42 of the Jess Get Hired Podcast.  Leah is a Talent Acquisition Executive with impressive credentials from her time at Appcast, Monster, Bullhorn, and ZoomInfo.  Her industry experience working with large enterprise organizations granted her a patent on detecting the early behavior of candidates in social media.  In this episode, Jessica and Leah discuss how the role of the recruiter is evolving to become more project management-led.  There is also a greater focus on talent quality and allowing recruiters to be more savvy business partners.  Gone are the days of only filling jobs.  The modern-day recruiter needs to acquire new skills and capabilities that will help them not only redefine the role and responsibilities of a typical recruiter but refine them. Technology also plays a huge role in how recruiting will transform in the years ahead.   JobSync automates the integration of employers' ATSs and the job sites they use, resulting in 2-5x fully completed applications, improving the applicant and candidate experience, and eliminating hours of wasted recruiters' time from manual tasks every day. Learn more at:  www.jobsync.com Like this podcast?  Visit www.jessgethired.com Connect with Jessica here: https://linktr.ee/jessgethired --- Send in a voice message: https://anchor.fm/jessgethired/message Support this podcast: https://anchor.fm/jessgethired/support

The gag is simple: One magic wand, one magic wish. What would you do to change the Talent Acquisition landscape to make it better? We were at HR Tech 2022 asking industry leaders about their opinions on this crazy industry and how to improve it.Guest Alex Murphy CEO and Cofounder at Jobsync talks with William Tincup about how much data companies want to get from their candidates from the get go. It seems a bit inappropriate to bludgeon them with all these information demands.  The power dynamic is offset towards companies, and it makes it quite intimidating.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

ERIN, a leading employee referral platform, today announced the closing of a $5 million financing round led by Reformation Partners.“Growth over the last year has been incredible. ERIN is now the employee referral platform for over 1.5 million employees in 100 countries” said Mike Stafiej, CEO. “This round of funding will allow us to keep up with market demand, drive innovative new features, and continue to provide world-class support to our customers”. https://hrtechfeed.com/employee-referral-platform-lands-5-million/ NEW YORK — Revelio Labs, the workforce intelligence company, today announced its Series A capital raise of $15 million. The capital will be used to expand Revelio Labs' offerings for corporate HR and strategy, and comes less than a year after the company raised $4.5 million in seed funding. Since then, Revelio Labs has tripled in size, with over 150 clients ranging from investors to corporate strategists and HR teams, as well as governments. https://hrtechfeed.com/workforce-intelligence-tool-gets-15-million/ JobSync, creators of the first-ever Talent Acquisition Automation Platform (TAAP), and Talent Board, a nonprofit candidate experience benchmark research organization, today released their joint research report, Are Recruiting Technologies Delivering on Their Promise and Potential? Based on a global survey of nearly 250 recruiters and Talent Acquisition (TA) and Human Resources (HR) professionals, the report reveals that the various technologies participants rely on to source, recruit, and hire new talent—technologies that have, in many cases, been in use for more than a decade—still don't integrate particularly well and often require creative workarounds or the use of manual processes. https://hrtechfeed.com/press-release-new-research-from-jobsync-and-talent-board/

The CandEs Shop Talk Podcast welcomes Leah Daniels, Chief Commercial Officer (CCO) at JobSync, a platform that provides seamless integrations between job sites, ATSs, and other recruiting systems — and a proud CandE sponsor. Listen in on how improving candidate experience impacts recruiting and the business bottom line.

Listen in as Leah Daniels and Maurice discuss how to source better candidates more efficiently.   Links mentioned in this podcast: https://www.jobsync.com/ Benchmark data report

We are being joined by the brain behind Recruiting Brainfood, Hung Lee, for our upcoming roundtable and we're going to address some hard hitting questions. How do you deal with a divided office? How do different opinions on hot topics affect your recruiters and how you hire? What are some of the unintended consequences of the decisions your employees make when it comes to things they ‘shouldn't' speak about at work?

I talked with Alex Murphy the CEO of Jobsync at Unleash 2022

Jobsync monthly rec marketing roundtable with featured speaker Carrie Darney to uncover: -How to spark interest in candidates that don't know the benefits of working for your firm (even if you are small and competing with the big boys). -How to adjust on the fly the way you talk about your business value and perks as you learn more about your candidate. -How to recruit on a budget or with no budget – sometimes, “Just spend more” is just not an option. -How to train your team of recruiters to be as creative and nimble as you are.

How to Increase the Quality of Your Applicants Leah Daniels, Chief Commercial Officer at JobSync shares how complicated problems, like getting your ATS to play nice with job boards can be solved. So don't kick your ATS to the curb until you check out JobSync. Myth buster - Quick apply does not automatically equal low quality applicants.  Getting on the same page with your Hiring Manager, follow Leah's no-nonsense approach, guaranteed to work every time. The legacy of ‘If they really want to work here', although not everyone can be saved from that sinking ship, if we can get Hiring Managers to actively participate in their own rescue, there's hope we can fill that vacant role.  Find out the truth behind who invented Register to Apply and why. Mic drop moment.

How to Increase the Quality of Your Applicants Leah Daniels, Chief Commercial Officer at JobSync shares how complicated problems, like getting your ATS to play nice with job boards can be solved. So don't kick your ATS to the curb until you check out JobSync. Myth buster - Quick apply does not automatically equal low quality applicants.  Getting on the same page with your Hiring Manager, follow Leah's no-nonsense approach, guaranteed to work every time. The legacy of ‘If they really want to work here', although not everyone can be saved from that sinking ship, if we can get Hiring Managers to actively participate in their own rescue, there's hope we can fill that vacant role.  Find out the truth behind who invented Register to Apply and why. Mic drop moment.

In this Jobsync open forum webinar with Hayley Denker, CEO of Hayley Denker Marketing, an expert in hiring practices where hires directly equate to revenue, we are diving into the world of recruitment marketing through the lens of selling opportunities, at scale and efficiently.  Gone are the days where candidates had limited choices when it comes to choosing a company to work for. We need to adjust our practices to reach candidates at scale and convert them into hires quickly to expectations and understand that providing a best in class experience during the hiring process is what will help us to build great teams.  What you'll learn: Why a sales mentality in your recruiting strategy is a game changer Why recruitment marketing MUST be a part of your strategy Why revenue is directly tied to serving your clients What you'll be able to action: How to measure your successes at making hiring choices  How to measure if you are increasing engagement with your recruiting efforts  How to change hiring managers' thinking that candidates only have one choice

Audio from the latest Jobsync Recruitment Marketing Roundtable.

On today's episode of the RecruitingDaily Podcast, William Tincup speaks to Leah from JobSync about the 2022 Definitive Guide to Tripling or Quadrupling Quality Candidate Volume. What's next for many of us is changing. Your company's ability to hire great talent is as important as ever – so you'll be ready for whatever's ahead. Whether you need to scale your team quickly or improve your hiring process, Greenhouse gives you the right technology, know-how and support to take on what's next.

Leah Daniels knows a thing or two about job advertising, She spent nearly 5 years as a leader with one of the top programmatic advertising platforms for jobs, Appcast, and is now a leader with JobSync - one of the top job distribution platforms that created the Native Apply from any job board or ad. In this episode, Leah and I break down the downfall of Facebook's jobs marketplace, what's happening with Indeed, and how to get the right qualified candidates applying to your jobs without overspending on your campaigns. Leah is fun and funny. But this smart lady brings a ton of great insight for any employer looing to up their hiring game.

Max: Hello, and welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster, and today on the show, delighted to introduce to you, who don't know, Mr. Alex Murphy, CEO and Founder of JobSync. JobSync is a technology partner that can help to speed up the application process and improve the candidate experience, notably with marketplaces and job boards, and its very cool technology, which is trying to connect two worlds, marketplaces and ATSes. I'll let Alex explain it a lot better than me. But we'll talk about job board and about Facebook and how the sourcing world is changing. Alex, welcome to the show. Alex: Max, thanks for having me. Much appreciated. Max: So, did I represent what JobSync does decently or you want to take another stab at it? Alex: No, I think you did. I mean, we are, at the end of the day, what we're trying to do is we're trying to help companies, specifically employers, create more efficient recruiting processes, right. So, it sounds fairly generic, most of us are trying to do that. The way we go about trying to do that is we are connecting the various systems that they use in the recruitment and talent acquisition process. So, as you said, between job boards and applicant tracking systems, this means enabling the candidates to apply while they're on the job site. So, whether that's on Indeed, and Indeed Apply, ZipRecruiter, Zip Apply, or anywhere where they may be, to use the applications natively on those job board platforms or job board marketplaces, and to not have to leave, but for the employer to still get all the questions that they need to have answered in that application, and then delivered directly into the applicant tracking system, just within a few seconds. And then the recruiter can start the recruitment process immediately, as opposed to waiting for some period of time or recognizing and seeing a huge fall off. So, the end of the day, we're helping companies get more out of the recruitment advertising spend than they were previously. Max: And to put a visual on it, I mean, I'm thinking back to the days when I was a jobseeker, I was unemployed, a long time ago, and I would go to job boards like Monster, and I would have applied to 10, 20 jobs a day because, you know, I needed a job. And in that context, I would, of course, be more likely to complete an application if I didn't have to bounce around from website to website. And so, I think job boards have now recognized that and this is what you're describing with the Indeed Apply, Zip Apply, and others. That's the candidate experience improvement in a nutshell, right? Alex: Yeah, I think it's interesting. There's a lot of talk about candidate experience, there's actually an award, right, the Candidate Experience Awards, the candies. And what that's really gets that side of the world kind of gets hyper focused on is what is the experience like after I apply? And unfortunately, for a long period of time, there hasn't been enough focus on the applicant experience. Right? What is the experience before I apply? Or will I even apply? An interesting kind of side note, a recruiting benefit that we have is we talk about in our job ads for when we're recruiting new people that come work with us, we talk about fixing this application experience. And we're speaking to the people that are literally going through this really bad application experience, at which point, they get really excited about being part of the solution to this problem, because pretty much every job seeker has had this experience where they are on a job site, they leave the job site to go to apply to a job. They're viewing the job for a second time because they already viewed it on the job site. They view it on the company's career site. They're then redirected to the applicant tracking system, they probably been presented with two different places where they had to sign up for some newsletter, join a talent community, they finally get to the applicant tracking system. They click Apply for the third time. And now they're presented with a login form. And they're kind of like, what is this? A login form? I haven't created an account. And that's an immediate path for that candidate to leave and go to TikTok and start watching videos, right? Like nobody wants to go through that experience at all. And so, when we communicate to prospective candidates ourselves about fixing that, it resonates pretty highly because everybody is having that same really terrible experience as an applicant. Max: Talent acquisition is always running behind on a smooth experience, but yeah. Of course, in 2022, where everything goes so fast, and you can get everything done and delivered to your home in just a couple of clicks, you would want that application to be just the same, if not better. And well, before we talk about the market, Alex, how did you end up creating JobSync to begin with? It's an insider's trick to activate JobSync in a booming marketplace, kind of working at the frontier of different tech giants. So, you need to be an insider to do what you're doing. So, I gotta ask you how you ended up in that area. Alex: So, I have a co-founder, John Bell, he was the founder and CEO of a company called Boxwood Technology that he sold in 2014. Boxwood, was a job board software platform primarily for associations, they had over a thousand associations and he had started that back in the 90s. And I actually credit John, I think, with the real observation about what happened between I'll say 2002 and 2012, which was the experience for applying to jobs changed fundamentally. In 2002, virtually all applications online took place on job boards, and the application was delivered by email to a recruiter, and in the early 2000s, and then kind of really taking hold by about 2006 and 2007 in the US market, in particular, with respect to the EEOC questions, companies started to require the application process to take place on their ATS. And what John observed was this massive decline in conversion rates, and what used to be 40% conversion rates or better, meaning, if 100 people viewed my job posting 40 People would apply, had tanked to sub 10%. And in a lot of cases, with really arduous applicant tracking systems, that conversion rate might be 1%. So, one out of 100 people would apply. And so, he observed that. In parallel, I had been job.com as a co-founder there in the early 2000s, was at Beyond for eight years, as part of the traffic and business development teams, was observing the same thing happening as from the operator side, that the product that we're selling is deteriorating, right, like we are not able to generate the applicants that we once were. So, fast forward, and I left Beyond John started a company, and we brought a bunch of different ideas together in 2019 around creating this integration platform that was focused on connecting the job boards and applicant tracking systems to make it so that we could emulate the application on the job board that was taking place on the ATS, so as to improve conversion rates, and on Indeed, their data shows that you get a 4X increase, meaning 400% improvement in applications. That's like a 400% improvement in your recruitment when you return on ad spend. That has massive implications in terms of not just your ROI, which is great, but really, at the end of the day, the thing that you're really getting more of is you're getting access to candidates that would otherwise drop out, which typically are going to be the most sought-after candidates. And so not only…Max: Candidates like me, 20 years ago, they need a job. So, they're going to apply to a number of positions, right? I mean, those are not bad candidates, they're hungry candidates. Alex: They are in what I would say though, is that, you know, there's a lot of things that are odd in the world, right, and you could say that they're bad, right. So, like, people that have been out of work and kind of, you know, you can call it like a gap shaming or what have you. What I will say is this, though, is that if you are looking for somebody in a position that requires some level of experience and expertise, then those candidates, those people are the ones that are generally the most difficult to get at, most difficult to find, and the most difficult to actually get to follow through, right? Like, they're not as motivated to go apply right now. Right? Like, the thing that pushes them over the edge is they had a bad interaction with their boss. I like to say, like, the moment when somebody is most likely to apply is when they walk out the door of their boss, and the boss just gave them a lot of grief, right? [overlap]Max: …around, indeed, and they'd be like, screw this place. And they'll go look for a couple of options. But they don't feel like spending 20 minutes going through application forms, creating a username, profile, password, all that. Alex: That's exactly right. I call it the subway application, you need to be able to complete the application in the time that it takes for the train to come into the station, Wi-Fi turns on, I get a job, I see it, click Apply, and before the train leaves the station, I need to be able to finish it. Right? So, that means that…Max: I thought we're talking about Subway sandwiches, but that takes about the same amount of time, I guess.Alex: Yeah, no doubt. I imagine they probably does, so.Max: Okay. I love that native applied concept, and I've been promoting it to my customers for years on social media saying, if, in your case, we're talking about a disgruntled employee who is spending a little bit of time on Indeed, exploring what could be. That's not a very captive audience. But even less captive audience would be somebody who's just browsing TikTok or browsing Facebook, they see an ad, they click on it. I mean, those guys, they certainly don't have, you know, they don't have the mindset, they're not in the right frame of mind to start applying for a job for 25 minutes, because they were just kind of like having fun, killing time. So, it makes sense to keep the experience as native as possible for those even more. And so, as a historian of the space, Alex, you're saying that the space kind of moved in the late 90s, right, and 2008 or so when everybody moved everything to the ATS and completion rates dropped considerably, are you saying that we're shifting back now, that the share of applications that are completed without the ATS is increasing? Alex: It is. So, you know, I think that what's happening is you're seeing, like, course corrections, so to speak, right? And there's a little bit of maybe call it something like the Goldilocks zone, right? So, we write about this where, you know, there's this concept of a quick apply, which might be like the name, email and CV of a person. And when a recruiter calls that person, if they can even call them, because often it doesn't have a phone number. So, they email them and they say, Hey, would you like to set up an interview? They get nothing, right? Or maybe they get an interview scheduled, but the person doesn't show up, right? So why is ghosting up? Why? I don't understand why did ghosting go up? Well, the person doesn't even know what they apply to. Because they had to just check a box, they may have checked 20 boxes and hit submit. Right? So, is there enough interest? I like to think back. Like, let's not just go back to 2002, let's go back to 1986. The level of effort to apply to a job: you open the newspaper, you had to find the fax number, you had to send that, you had to write out your cover letter, and you had to make that resume perfect and you had to print it and then you had to get to a fax machine, as most people didn't have fax machines. You had to sneak into the office and get it through the fax machine before somebody else saw you putting a fax through to somebody else, right? Like the level of effort was really, really high. And that meant that when you got a phone call, you reply. And today you can send out 4000 applications with a click of a button, remarkably different. On the other end of the spectrum in 2008, the recruiter said, Okay, now we have the power. And what that meant to them was I'm just going to ask you every question that I would ever need to ask and force you to spend 35 minutes going through this application. And people have just gotten fed up with it, right? They're not willing to go through it. The answer is that there's something proper in between. Five questions, seven questions, on a drop-down, simple screening questions actually can decipher, is this something that you should be interested in? We want to talk to people to come work for us that are interested in being part of a startup, being part of building a company, which means that there isn't a lot of structure yet defined, because we are defining it as we go along, right, that proverbial build the airplane in flight. So, if somebody wants lots of structure, and we can discern that in a screening question, then we can we can help save everybody time and pain and anguish, right? And every company in every job has a set of screening questions that should be asked to ascertain is this a good position for you or not? And that type of experience, I think, will go a long, long way to helping everybody get at what it is ultimately that they want, which is to have, you know, really worthwhile conversations for both candidate and recruiter. Max: It's crazy sometimes that it feels like the different partners in the space are fighting for eyeballs and for the time of the candidates, you know, and like job boards, or protecting their candidates from spending time in other platforms, and vice versa, when it's to no one's advantage to hold the candidate up. We just kind of want to get through those applications as fast as possible and give people quick answers. And I think what you're doing is going to help a lot of time save, a lot of savings for the candidates when they needed most, which is when they're looking for a job. We spoke a little bit before recording about the recent announcement of Facebook jobs and your read on this situation. For our listeners who don't know, Facebook Jobs has invested for the last few years in a marketplace where millions of people have logged in and applied for jobs all over the world. And I know they generated a lot of traffic for us in different parts of the world, from Brazil to the Philippines and to the US. But that marketplaces are getting shut down, unfortunately, for all that free traffic that it was generating. But perhaps there's a silver lining with that announcement. Alex, you were saying that this initiatives maybe solidified Facebook as a great place to source? Alex: Yeah, well, I mean, I think so. First and foremost, I'll just say for the record, I think it's unfortunate that they've made the decision that they made. They introduced the Facebook jobs marketplace as a response to what their users were doing, which was they were searching for jobs in the search bar within Facebook. And they were having a really bad experience. And so, the idea that the jobs marketplace would go away means, you know, without seeing what it's going to look like on the other side, I would imagine that it's going to go back to being a bad experience. So, that's too bad. The silver lining sort to speak, as you put it, in my opinion, is there now are hundreds of thousands of companies out there that recognize that Facebook has people that go look for work, and that should be a no brainer to most people, right? Like recruitment advertising should go wherever the people are, right? We are trying to reach people where people are. And people are on Facebook, they're on Tik Tok, they're on Snapchat, they're on Reddit, they're on YouTube, just like they're on job boards as well. But they're on these social platforms at a much greater investment of time, if you will, than they are on the others. The question is, can you do something to pull them in to engage with your recruitment ad, right, and this is where you were talking earlier about having that kind of more native experience. The person has to leave Facebook, right, and a tremendous amount of the activity on Facebook is happening on the mobile app, right? If they're supposed to leave Facebook in order to engage with your brand and to become, I'll say, a lead or an applicant, then the likelihood that they do so is really, really low. And so perhaps there are companies that recognize, okay, I should take my brand and go to where the candidate is, and then engage with them where they are, rather than trying to force them to come back to me. And if they do that, then there's a lot winning strategies. And you guys are one of the leaders, if not the leader, in recruitment at reaching people through Facebook ads, and really activating that audience and getting them to turn into applicants and employees, right, because at the end of the day, 9 out of 10, people are active on Facebook in some way, shape or form, Simply as a matter of reaching them with the right message at the right time in the right place, which is often that timing thing for…Max: I love about the Facebook job was the fact that the timing was there, right, because somebody will not go into the marketplace, if they're not looking for a job. And advertisers on Facebook don't have the option of targeting specifically job seekers, like, there's no tag for that. And I was, you know, I think advertisers would really benefit from getting that data points. But it's a sensitive data that I suppose Facebook couldn't extract or couldn't share with its advertisers. But it's still, you know, the most rich advertising platform of all in terms of targeting. I mean, you can target any job title in any location, and all kinds of other psychographics that can correlate well with your talent pool. But, when people hire there, they say, Well, I'm only hiring one or 2% of, you know, the clicks, the leads that I generate. So, it's really a bad quality, I can't, I can't manage, but I think that's the wrong way to look at it, right? If it's 1%, but the cost is, you know, is 1% of what a cost for a lead is in Indeed, then that's fine, as long as you've automated the front of the funnel. I think the cost per lead needs to be broken down into what a lead means. And I suppose what you do is you're going to take those job board leads, and then they maybe have two or three different stages of how qualified they are. Right? Alex: Yeah, so I think, you know, just for one other thing that's really important in there is, you're reaching people that you otherwise wouldn't reach. Right? I mean, if you're, you know, think about like somebody like a nurse, right? How many nurses are there on Indeed, right now, eight, like, worldwide, like, it's not, there aren't a lot, nurses don't really need to work very hard to go get a new job. Most of them are leaving their jobs. And you know, that's like its own tragedy all on its own at the moment. But I can tell you that a lot of them are on Facebook, looking at what people say, thinking a lot of different things about what that conversation looks like. And if you have an ad talking about, you know, we pay you full time, but you work 30 hours, I'm making something up. Right? We have mental health facilities, we limit you to six-hour shifts, we have, you know, half an hour breaks every two hours or whatever, like, I'm just totally making stuff up. Max: We have a cocktail room in the back. Alex: Exactly, right, exactly. We do shots at the start of the shift. You know, whatever your benefits are. Those things are speaking to that person where they are when they're just trying to kind of unwind. And that's a way to pull them in, invite them in, to engage in a dialogue. And if you try to get them to go answer 42 questions on your, your 25-minute application, that's going to fail, right. But if you say, you know, we'd love to just chat for 10 minutes, when you've got time, if you're interested in looking for a new opportunity, that's the kind of thing that pulls that, you know, pulls up on that thread, if you will, and gets them to come engage. And all of a sudden, they start to engage, now you're in a dialogue, that's a discussion, that's how you convert. And that's the kind of thing I think that the presence of Facebook jobs for the last five years, for better or worse, and it leaving, at least hopefully, some people saw that Facebook brings value. I always love this story, our first customer, their first hire was a data scientist off of Facebook. Right? It's like, you'll say who's on Facebook. I'm like everybody, every person type, every personality type, every job type everywhere in the world, there is representation on Facebook. It doesn't mean every person's on Facebook, but every type of person, every type of role can be filled with the right ad presented the right person right time on there. And that's true across all social platforms. Max: Tw billion monthly active users, two billion plus. So, if you can't find your candidate there, then might as well forget about it. Alex: Right? Well, in all likelihood, the candidate probably doesn't exist, right? Like you have to go train and hire right? And so always love those stories, right, where it's like looking for somebody that has more experience than the technology has been around, right? We had a joke about iOS developer job in 2012, that the minimum requirements were 10 years' experience of iOS development. iOS have been around for five and a half years. So, it's like, that's probably not a realistic expectation. Max: Open your talent pools to people with less experience and more desire. And you'll see small miracles happen. Alex: That's right.Max: I'd like to ask Alex to drive some of the listeners to check out JobSync. What are the quantifiable problems that you are solving for them? I believe it's the conversion rate from job board to application? That'd be one of the, if you have a low conversion rates, and single digit, like you were saying, that that would be one area where they should reach out to you. Are there other, yeah, does that describe it well and how do they get ahold of you? Alex: Yeah, so first off, if you go to jobsync.io, you know, come and see us, I'm active on LinkedIn. My LinkedIn handle is amurphy59. I think, you know, at the end of the day, the thing that we're solving for is when your recruiting team is doing a lot of manual effort, or conducting a lot of manual effort in order to run your recruitment programs. And that's not just limited by the way to job boards and ATSes, right, it could be with any of the other systems up and down inside the stack. So, we connect to your text messaging platform or your career events platform or your assessment platform, and automate the messaging in between, so that your recruit recruitment teams are not having to manually do that work. I'd say that the number one metric that we kind of think about the most is really around reducing time to hire. So, you know, the consistent metric across all of our customers, when they start with us, they're really struggling to get applicants into their job postings at enough scale to take that job posting to an extended offer and into an actual start. And by putting our program in place, you get a lot more efficiency across the spectrum, you get more efficiency out of your ads, and your recruitment team, you get exposure to better candidates. And those three things combined means that you're going to reach you know, a slate of candidates or your kind of final five that you might want to take to final interview and offer much more quickly than you would otherwise. Max: I think that that will connect with a lot of people. Non-job-related question, but one that I asked everyone on the show is a personal hiring mistake that you have made, so that our listeners can draw from that experience and avoid making the same mistake. Can you think back to somebody you hired and it didn't work out and you messed up somehow and you're able to kind of, you know, mea culpa on your mistakes, so that we don't commit the same one again? Your eyes are glazing over, you're seeing ghosts. Alex: I am actually, it's like a roomful of them, right. I mean, we all make a gazillion mistakes over time. I would have to say that my number one mistake that I've made in the past, and I can say that we actually had the opposite experience recently, was set up a process to screen people out because there are minimum thresholds, right, saying this is our standard and that needs to be our standard and I want to believe in what the person on the other side of the conversation is saying to me and they didn't pass a check in the assessment process, and I let the person pass, and then that came back to bite me pretty hard. So, I would say, adhering to a process that you predefined is really the way I counter that. And I would say the mistake was not sticking to the process that I had predefined.Max: You were bending the rules that you were setting yourself, for yourself?Alex: That's exactly right. Yeah. So, we just recently went through this where we set what the standard was, and the person came through and had all sorts of good reasons why things didn't work out, and why he was underneath of the bar. And we said, look, this is just the way it's going to be, it's a really high profile, really important position, and we stuck to our guns. And so, I feel really good about it having made that mistake in the past. Max: I sense that there's something about job hopping that may upset you was that related? You're looking for people, job hoppers. Alex: I'm perfectly fine with job hopping. I mean, I think that, you know, a lot of the things that are memes today around, you know, call it Twitter conversations. You know, if a person left three jobs in the last nine months, you know, I want to understand what is it that's making you make a bad decision about whether or not you should go work someplace, we should spend an extra couple of weeks making sure that you get to know everything about us, right, set your expectations on what life's like here before you come. Because the last thing in the world that I want you to do is to come and leave. But, you know, I think it's really important that we all look at that the people that join our teams, they're here, like, a) to make a paycheck, b) they want to make an impact and make a difference. But the impact-difference piece is about growing themselves in their career to set themselves up for their next gig. I'm not ignorant to that, that's been my background, my life, right, that should be everybody's life. I want them to get the best of what they're gonna do next, and if they've been hopping jobs, something happened there, I wanna understand it. But it certainly isn't a glaring red flag, in fact, it means that they're gonna stand up for themselves and that they're gonna leave. I'd rather have that person than somebody who's gonna stick around and kind of create chaos in the background for 8 years. Max: It's more of a red flag if somebody stayed in the same job for 10 years without changing them.Alex: Yeah, if somebody's been in the same exact role for 8 years, are you really ambitious? For our company, you probably' wouldn't be a good fit because our world is gonna change 16 times in the next four years. So, it's about finding that right fit. At the end of the day, that's tough, and we all make mistakes in the process. I like to look at it as just one big gigantic conversation, certainly in our stage.Max: Great. Well, amurphy59 is the LinkedIn handle, if you wanna continue that gigantic conversation with Alex. It's been a pleasure chatting with you about the industry. Thanks, Alex. Alex: Thanks, Max, appreciate it. Max: That was Alex Murphy ofJobsync and some interesting perspective on how the pendulum is swinging from marketplace and job boards to the ATS's is where should the candidates spend the most time and how do we adapt to the changing candidate behavior? And the changing ecosystem that they live in.Hope you got something from this interview I certainly did. And that you'll be back for more. Remember to subscribe. 

Recorded from Jobsync's recent zoom roundtable, this audio features an industry wide discussion about candidate and worker engagement.

Facebook is shuttering its public jobs marketplace. Alex Murphy, CEO of Jobsync stops by to talk about what happened.

JobBoardGeek dives into the murky and sometimes confounding world of candidate experience when we interview Alex Murphy of JobSync.io.  His company hopes to solve the challenge of making a job application not too hard or too easy, but just right - and improving the situation for both the job seeker and employer. Jeff also marvels at the year in job boards - as does Steven. Both are dumbfounded at the amount of money spent and deals done.

No job candidate should be left behind. In a labor market when overall jobs are up 96% compared to pre-pandemic norms and job openings significantly exceed available workers, no company can afford to lose a candidate due to a friction-filled FCDD*up candidate experience. But in just a few weeks (October 2021) Google in its Google for Jobs search engine is going to throw another wrench into your recruitment and hiring efforts when it shines its massive spotlight on the job seeker apply experience. JobSync CEO Alex Murphy joins Geeks Geezers Googlization today to explain how this will impact your candidate traffic, what changes you must make, and who will win and lose the race for talent as the latest Google for Jobs update rolls out.  (*Frustrating-Confusing-Disappointing-Distracting) New to Google for Jobs? Check out this free online course. Alex Murphy is CEO and co-founder of JobSync, the Workflow Automation Platform for Talent Acquisition. Alex has successfully started, grown and turned companies around in and out of the Talent Acquisition space. Alex's experiences in TA include launching and running Job.com, and scaling Traffic, User Acquisition and running Business Development for Beyond. Alex is very active in the local DC entrepreneurial community as an Investor, Advisor and Mentor. Free Resources: Are your Career Site, Job Posting, and Application mobile-ready? Click here. Is your Career Site, Job Posting, and Application fast enough? Click here.

We brought in the big guns for this one! Ira is Chief Googlization Officer and Alex founded the leading tech firm Jobsync, they will break it down for all of us to understand what Google is up to! Let's understand who we are dealing with here, it's all about search results and Google gets to call the shots on this. Carrot or stick - you get to choose. No more excuses on why you wont post the salary; getting the stick is going to leave a mark - or at the very least, you will be left in the dust.    SEO basics, it's like Recruitment 101, if you don't understand how this works it may be time to get schooled.

Jobsync recently held an excellent discussion that employers need to hear about upcoming changes to Google for Jobs. 

This week we have storytelling about JobSync with Alex Murphy. During this episode, Alex and I talk about how practitioners make the business case or the use case for purchasing JobSync.Alex is an expert in all things online recruitment and eCommerce. His passion for creating a better recruiting platform that fully utilizes time and resources really comes through during the podcast.

This week The Recruitment Flex we welcome Alex Murphy CEO of JobSync. We dig into why are Talent Acquisition process so different from company to company plus we dig into, - What is your conversion rate of candidates clicking to apply to your jobs, if it's not 20% or above you probably have an issue. - How can you save more time as a recruiter by automating or replacing time spent with technology - Why is it important for your process to be consistent no matter where the candidate found your job. - Are you taking too long to reach out to your candidates.

Alex Murphy is an Entrepreneur, Investor, and Advisor to start-ups and other companies in the Talent Acquisition Technology (TAtech) industry. He is currently the CEO and co-founder of JobSync, creating a simple, seamless, and secure hiring experience for employers and candidates.Previously, Alex was a Senior Vice President at Beyond.com, Inc.EVP of eCommerce for The Healthy Back Store and Sit4Less.com and was a co-founder of Job.com.In this episode, we discuss the Job Sync origin story, the forces that led to its inception, and how its solving traditional frustrations in the job search process. Not long ago, technology was viewed as the solution; a democratizing force that assured applicants could digitally apply for roles regardless of location. Organizations saw it as an opportunity to streamline their internal processes, enhance record-keeping and automate many of the repetitive, mundane tasks that take so much time. Along the way we lost sight of this. It’s a common refrain that the hiring process is now ‘inhumane’. Candidates apply for roles with little hope of acknowledgement and organizations are enslaved to the administrivia necessary to keep systems running. Alex wanted to solve these problems; simultaneously enhance the candidate experience and free up time for organizations to connect with prospective employees. We chatted about this, though also a number of other relevant, and timely topics, including transparency in advertising. How predatory practices related to fraudulent job postings are a real threat to individual privacy.And the importance of intentionally embedding equity and inclusion in the hiring process to ensure fairness of opportunity and that ultimately, the best fit for any role is the one who’s selected. Alex MurphyAlex Murphy is an Entrepreneur, Investor, and Advisor to start-ups and other companies in the Talent Acquisition Technology (TAtech) industry. He is currently the CEO and co-founder of JobSync, creating a simple, seamless, and secure hiring experience for employers and candidates.Previously, Alex was a Senior Vice President at Beyond.com, Inc.EVP of eCommerce for The Healthy Back Store and Sit4Less.com and was a co-founder of Job.com.LinkedInWebsiteThinking Inside the BoxConstraints drive innovation. Each week we’ll tackle the most complex issues related to work & culture.LinkedInInstagramTwitterWebsiteApple PodcastsGoogle PodcastsSpotifyStitcherPocket CastMatt BurnsMatt Burns is an award-winning executive, social entrepreneur and speaker. He believes in the power of community, simplicity & technology.LinkedInTwitter

Halloween is right around the corner, and this episode of HR's most dangerous podcast is full of tricks and treats. For companies like Eightfold, Jobsync, The Mom Project, Gem, Jobscore and Burger King, the bag of goodies is full of M&Ms, Snickers and Reese's. But who got a rock? The Charlie Browns on this week's show include TikTok wannabe Heroes Jobs, MySpace wannabe Everyone Social and has-been Monster. Sorry, we can't compete with the horrors of Election Day and a global pandemic, but for talent acquisition, this week's podcast is right up there with The Exorcist and Poltergeist. As always, Sovren, JobAdx and Jobvite are the ones filling our goodie bag.

Welcome to Death Match, Europe 2020, This Chad and Cheese Death Match episode features this year's champion Alex Murphy, CEO at JobSync. Unlike most Death Matches, this one took place online (thanks COVID-19!). Never fear! The home bars were open which meant the pints were full and the Chad and Cheese snark was flying. Pontoon Solutions provided third judge Craig Rhodes ... and warning: that dude is a pit bull. Enjoy this exclusive TAtech presentation, powered by Pontoon Solutions.

Alex Murphy is a gnarly veteran of the recruitment technology industry. Will his Jobsync.io pitch have what it takes to win big applause or a shove in front of The Chad & Cheese's FIRING SQUAD? Make sure you stop by and say hi to sponsor, Talroo. Especially if you're in search of candidates and need to get the best bang for your buck! Call Talroo today!