Podcasts about joveo

2024 in Review: State of Recruitment Job Advertising   One of the themes of 2024 has been the surge of job applicants for the job adverts employers are posting out. It's clear that the economic conditions + AI-enablement has created the conditions where traditional duration based advertising is no longer a viable hiring approach - in fact, a counter productive one, as it absorbs all the recruiters capacity to deal with the flood!   What is the current state of recruitment job advertising and what may be the future?   - Volume of job advertising in 2024 - high or low - Volume of applications per job - Avg duration of job adverts: global, per country, per sector - Number of applications made per candidate - Most effective job title (quality of applicant) - Most effective job description (quality of applicant) - Impact of diversity statements in job adverts - Impact of benefits in job adverts - Shift to programmatic: what is the penetration? - Remote work job ads, up or down? - What is the avg spend per job advert in 2024? - What is the future model of job advertising?   All this and more on Brainfood Live On Air. We're with Yazad Dalal, Chief Growth Officer, Joveo, Alexander Chukowski, HR Tech Consultant & Peter Weddle, Founder, TATech   We're on Friday 6th Dec, 2pm GMT     Follow the channel here (recommended) and click on the green button to register for this show.   Ep285 is sponsored by our friends Joveo   Joveo is the unified, high-performance Recruitment Marketing platform.   Best-of-breed programmatic job ad tech, a proprietary CMS to create world-class career sites, and a candidate engagement platform. Eliminate patched point solutions and data silos forever.   Reduce job advertising spend, control applicant flow rate, increased quality of application - contact Jove today.

PROGRAMMATIC JOB ADVERTISING: THE MASTERCLASS   I am convinced that programmatic job advertising will become a necessity for the employers hiring at any kind of scale. Applicant overflow will become untenable without automated system which can respond to flow rate by either increasing or decreasing the visibility of the advert. And yet the solutions remain mysterious for the majority of recruiters, most of whom have never used programmatic job advertising tools; market penetration in the UK is

In today's HR Leaders Podcast episode, we are excited to host an amazing duo from Joveo. Kshitij Jain, Founder & CEO and Yazad Dalal, Chief Growth Officer.They offer deep insights into revolutionizing recruitment strategies through advanced AI applications and robust marketing techniques, discussing the integration of technology in streamlining HR processes.

This week we had the honour to welcome Kshitij Jain CEO of Joveo to the podcast. KJ has a truly global view of the job board industry. He took Monster.com around the world, working with the top TA Leaders in several countries, he saw patterns emerge. The challenges TA faced were rooted in the infinite combinations for job titles and job descriptions.   Tracing his steps after Monster leads us to the quick apply process as his last company was acquired by Indeed.com in 2014. From the start in 2017, Joveo's vision has never wavered, “Do 1 thing & do it right”. More KJ wisdoms: Recruiters are not marketers 80% of TA is doing it wrong Job advertising hasn't changed since 1995    All this from a CEO whose annual salary is $0.96 per year.  

DATA OR ADS: FUTURE OF JOB BOARD ADVERTISING IN THE ERA OF GENERATIVE AI   Job Boards are going through a moment. What had felt like a clear progression of business model towards Pay-Per-Applicant, is now changing in the era of GenAI, especially with the AI-enabled job candidate conducting mass apply. Opportunities and risks have both increased for the job board vendors, and the decisions that these players make will have downstream impact on the sort of services employers and job seekers alike can expect.   What is the state of job board advertising in 2024? What do we expect to see in next year, next 5? We're bringing together the top experts in the job board field to talk us through the future of job board advertising.   - Macro View: State of Job Boards - Volume of job ads vs Revenue - Programmatic vs non-programmatic - Impact of GenAI for job boards - New GenAI job board features - will internal search change? - Data and LLM, what is the real value of job board data? - What is the impact of job board users - job seekers and employers?   All this and more on Brainfood Live On Air. We're with Yazad Dalal, Chief Growth Officer (Joveo), Bill Fischer, CTO (VONQ), Louise Triance, Founder (UK Recruiter) Alexander Chukowski, Senior AI Advisor (Job Boards),Chris Russell, Founder (RecTech Media) & Steven Rothberg, Founder (College Recruiter) on Friday 19th April, 2.00pm BST. Follow the channel here (recommended) and register by clicking on Save My Spot       Ep254 is sponsored by our buddies Joveo   Transform your talent sourcing with the global leader in programmatic job advertising. Joveo is revolutionizing recruitment for the world's most prominent employers, staffing firms, RPOs, and media agencies. Our advanced platform ensures you attract, engage, and hire the best candidates efficiently and within budget. Powering millions of jobs daily, Joveo leverages cutting-edge data science and machine learning to optimize your recruitment process across all online channels. Experience unparalleled control and insights, from initial click to final hire, making your talent acquisition seamless and effective.   Embrace the future of hiring with Joveo—where precision meets performance. Schedule a demo with one of our friendly experts today here

In this episode of the Inside Talent Podcast, hosted by Craig Fisher of TalentNet Media, guests from the forefront of AI and labor market analytics delve into how these technologies are revolutionizing recruitment marketing. Joining Craig were Yazhad Dalal from Joveo, Erika Oliver and Will Crandle from Horsefly Analytics, who shared their insights and experiences. The conversation kicked off with an exploration of the pivotal role AI and labor market analytics play in refining recruitment marketing strategies. By leveraging global labor market data, companies can optimize their recruitment budgets, target the most promising talent pools, and enhance their overall hiring processes. The speakers emphasized the shift from traditional "post-and-pray" methods to data-driven strategies, underscoring the efficiency and effectiveness of using AI to navigate the complexities of the global labor market. Erika Oliver highlighted the significance of using labor market analytics to identify optimal locations for talent acquisition, ensuring companies invest their resources wisely. Will Crandle provided a deeper understanding of Horsefly's capabilities, illustrating how the platform offers granular insights into the labor market, enabling companies to make informed decisions. The discussion further delved into the impact of AI in recruitment marketing, with Yazhad Dalal sharing compelling examples of how AI-driven tools like Joveo's platform enhance job content optimization and personalized job recommendations. This not only improves job visibility and candidate matching but also addresses challenges such as bias in job descriptions, promoting more inclusive hiring practices. Craig Fisher shared a success story, demonstrating the power of integrating AI and market analytics to solve real-world recruitment challenges. By reevaluating campaign strategies based on labor market data, significant improvements in applicant numbers and cost savings were achieved, showcasing the tangible benefits of this synergy. However, the conversation also acknowledged the challenges in incorporating AI into recruitment efforts, including concerns over privacy, bias, and the need for leadership buy-in. The speakers shared valuable advice on overcoming these hurdles, emphasizing the importance of ethical considerations and the continuous auditing of AI models. In closing, the episode underscored the transformative potential of AI and labor market analytics in recruitment marketing. The speakers encouraged listeners to embrace these technologies, experiment with new tools, and share success stories to foster a community of learning and innovation in the field. This episode not only provided practical insights into leveraging AI and analytics for recruitment marketing but also inspired a forward-thinking approach to talent acquisition in the digital age.

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.

Wouldn't you love to know the most intriguing question a candidate has ever asked a seasoned HR Tech veteran? Or how the overwhelming AI presence impacts candidate selection? Then join us as we catch all these insights and more On today's episode of Greenhouse: Inside Interviewing. Doug Shonrock, Business Unit Director of Joveo, gives expert insight live from the Greenhouse booth at HR Tech in Vegas. In this enlightening discussion, Doug shares his refreshing take on personalization and authenticity over AI-generated perfection and discusses his innovative perspective towards bias in the talent acquisition process. This is one conversation packed with wisdom and insights you don't want to miss. So tune in, and let's redefine the future of HR Tech together.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

Welcome to our podcast, where we delve into the topic of retaining talented people. In today's competitive job market, organizations face the challenge of attracting and retaining top talent. We explore the key strategies and best practices for retaining talented people, including creating a positive work culture, and providing growth and development opportunities. Today's guest is Kshitij Jain Founder and CEO at Joveo. Inc Magazine ranked his company #2875 on the 2022 Inc 5000 list. Joveo is a recruiting company enabling companies to buy, manage and track recruitment media including job sites, search marketplaces, and social media. In this episode, Kshitij talks about the importance of retaining talented people within the organization. He also talks about the difference between having managers vs. leaders and the concept of firing fast and hiring slow. Through his insightful real-life examples, we uncover the factors that contribute to employee retention and share practical tips for fostering a work environment that keeps talented individuals engaged and motivated. Join us as we discuss the importance of retaining talented people and discover strategies to build a strong and committed workforce that drives organizational success.   Get the show notes for Retaining Talented People with Kshitij Jain at Joveo Click to Tweet: Listening to a fantastic episode on Growth Think Tank with #KshitijJain featuring your host @GeneHammett https://bit.ly/gttKshitijJain   #RetainingTalentedPeople #GeneHammettPodcast #GHepisode999 #Inc5000 #recruitingcompany   Give Growth Think Tank a review on iTunes!

In this episode James Mackey and our guest Steven Rothberg, Founder of College Recruiter, share insights on the future of job boards. James and Steven explore how job boards are evolving to programmatic performance-based advertising and debate the effectiveness of TikTok demand creation versus website capture. They also discuss the importance of quality in a conversion rate approach, understanding the sources of your ads, and evaluating the effectiveness of popular job boards in the tech industry.Join us for an engaging conversation on the future of job boards and how to optimize your recruiting strategies.04:39 How job boards are shifting to programmatic performance-based advertising05: 50 What programmatic performance-based advertising means19:20 How do you make sure you're getting quality from a conversion rate approach29:00 TikTok Demand Creation vs. capture on the website.Programmatic recruitment advertising : Appcast;  PandoLogic; Radancy; Joveo; JobAdX Our host James Mackey, SecureVision CEO Listen to our full episode list here:https://www.talenttrends.io/Follow us:https://www.linkedin.com/company/82436841/Our YouTube channel:https://www.youtube.com/@securevision1677#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

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 Lance Sapera VP of Talent Acquisition at Talend talks with William Tincup about easier identification and follow-up of previously scouted talent. There's a lot of effort that goes into building rapport with individuals, but often times these gold star hires don't line up well with your particular job req.  Keeping in touch with these individuals is vital, so that down the line you can make both their future and yours better.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Shane Bernstein (Founder and CEO of Rolebot) talks with William Tincup about removing the resume and job description.  The resume is a self proclaimed document, but you can write anything in those things. They're not always a great representation of the candidate, and on the other side neither is the job description. There's embellishment on both ends, so we might as well just snip that part right out of the process.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Vinay Johar (CEO of RChilli) talks with William Tincup about the industry's gravitation towards AI.  Sourcing through an automated computational process would be an amazing step towards filling roles. Imagine a world where the AI would write the job description, chat with the candidate, prepare interview questions, and to put the cherry on top: schedule an interview with you on your calendar.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Randy Blatt (Channel Sales Manager at Paylocity) talks with William Tincup about transparency. From the employer standpoint, there's not a lot of honesty about the length of the interview process, the salary, or the total benefits package. Being open and honest about your company's entire package is very important to give these potential hires an honest idea of what they have to look forward to. This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Jack Jacobowitz (VP of Business Development at Marbles HR)  talks with William Tincup about taking all of these separate TA systems and combining them together into a unified platform.  Integrating these platforms would saves time, money, and makes your life that much easier! This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Brian Forrester (Founder and CEO of Lumina) talks with William Tincup about empathy. Talent sourcers and recruiters have it pretty rough, and empowering them to be successful in a digital world is very important to their success. Technology has shifted so dramatically in recent years, and with this change we can't forget to support these headhunters. This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Vikrant Rohatgi (Head of Operations and Strategy at Joveo) talks with William Tincup about fixing the broken talent sourcing space. Organizations should be able to use data to source talent, and empower them to get the right candidates in the shortest amount of time. Reduce the cost per applicant but also the time per applicant. This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

On today's episode of the RecruitingDaily Podcast, William Tincup speaks to Dan from Joveo about delivering hire outcomes.Advance Partners solves the inherent cash flow challenges staffing firms face by providing unlimited funding so you never have to say NO to an opportunity again.If you're ready to grow, and want the experienced service that made us the number one funder for staffing firms for the last 25 years, Click Here to learn more!

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 Shehzad Karkhanawala (Customer Experience and Marketing at Joveo) talks with William Tincup about This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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.Joveo's Director of Global Strategy Nadia Al-Refae talks with William Tincup about diversity inclusion.  Unfortunately, many times the discussion about diversity is just to check a box, but this isn't lip service, we need to work hard towards having a more inclusive workplace.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Madhumita Katta (Customer Experience Director at Joveo) talks with William Tincup about the process of hiring in the mobile device landscape. It's still quite difficult to complete an application on a phone, despite the industry having already moved on from this issue.  This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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!

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 Larry McAlister (Talent & Transformation Expert) talks with William Tincup about the purpose of technology integration.  Understanding the skill base of both your applicants and your current employees is important to understanding growth. This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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.Indeed's Product Strategist Priyanka Agrawal talks with William Tincup about the gap between our actions and the data. There's a lot of organizations not following a data driven approach, which is honestly just ridiculous.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 John Baldino (President of Humareso) talks with William Tincup about making communication more accessible and simpler between sourcers and candidates. This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Sujata Avula (Practice Leader at DXC Technology) of MGM talks with William Tincup about making job descriptions relevant. Sujata firmly believes in ensuring the details are accurate and inclusive.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Robin Schooling (Growth and Innovation at Cielo) talks with William Tincup about refining sourcing down to one question in -> one question out.  Allow job seekers to have a simplified experience that could lead to a more condensed hiring experience for both recruiters and their candidates.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Felix Wetzel (Product Manager of Cielo) talks with William Tincup about finding these "undecided" people who might not even know that they could be a recruiting candidate.  There are so many people that haven't even harnessed the understanding of their own skillsets, and if we could tap into that knowledge then there would be even more candidates to choose from.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Scott Nevins of PeerTown talks with William Tincup about his 20+ years in the industry. There's a reactive landscape in our industry, but our TA professionals need to be given the time to do things right. Hiring shouldn't always be such a quick process.  This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Michelle Prebble of Visier talks with William Tincup about the overwhelming amount of disingenuous information in the industry. Where's the authenticity?This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Erin McCalister of MGM talks with William Tincup about the gap between our actions and the data. There's a lot of organizations not following a data driven approach, which is honestly just ridiculous.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Esranur Kaygin of Hirize talks with William Tincup about changing how AI integrates into our HR technology. We need to align our needs as humans to what these software platforms offer.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Julie Harding of Veritone, Inc. talks with William Tincup for her FIRST ever podcast episode. She wants an easier way to facilitate transparency. Nervousness and expectations get in the way of honest dialogue. Let's work on building relationships with candidates and make conversations feel a bit more natural.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Taylor Franco of Celanese talks with William Tincup about early talent challenges. Peripheral recruiting is a great way to get your name out there before you engage with these candidates. This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Amit Parmar of Cliquify talks with William Tincup about the quality of applicants. Finding those gems is a difficult process. We don't need more applicants, we need better ones.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Doug Shonrock of Joveo talks with William Tincup about getting to the heart of the candidate experience. Let's change the narrative that job seekers are assets. Let's bring this back to supply and demand. It doesn't need to be more complicated than that.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Chris Havrilla of Oracle talks with William Tincup about customer advocacy and advisory. Let's actually apply this tech the right way so people can understand the tools they have available to them.  This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Joel Passen of Sturdy.ai talks with William Tincup about customer intelligence technology and how to help product teams get an honest opinion of the customer.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Dinah Alobeid of Greenhouse talks with William Tincup about removing gendered language, and getting more time with the candidates. Find out what their transferrable skills are, and get those high importance roles filled!This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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 Jessica Miller-Merrell of Workology talks with William Tincup about the importance of recertifications, and how to fix engagement messaging. Let's cut these canned responses out and get back to the human element.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

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.Jim D'Amico would make a simpler way to communicate with peripheral recruiting.  Sourcing isn't the short game it used to be,  we should put more effort into creating rich multi step pathways for candidates so we can get ahead of the game.This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

In this episode of the HRchat podcast, we consider the role of the employer brand and ways to improve the candidate experience. Our guest today is Madhumita Katta, Head Of Customer Experience and Product Programs at Joveo, a platform helping businesses to buy, manage, and track recruitment media to attract and hire the most relevant applicants on time, and within budget.Questions Include: How has the application process changed over the last 20 years?Why is the strength of the employer brand key to attracting candidates? How can recruitment pros and brands reach and engage more candidates through recruitment media ads? What are some of the common challenges and goals of your customers? How hard is it today to retain talent? In which part of the candidate journey do orgs most commonly tend to "fail" the candidate?What "quick fixes" would you recommend to TA professional listening today?How can we learn more? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

On today's episode of the RecruitingDaily Podcast, William Tincup speaks to Kshitij from Joveo about how the industry has failed adtech.

The U.S. has witnessed unprecedented increases in job openings and, subsequently, a tight labor market. The economy saw a sharp post-Covid recovery last year, however, in recent months, high inflation and ensuing policy tightening has lowered growth forecasts and caused many to expect a fall in the creation of jobs. Indeed, the economy contracted at an annual rate of 0.9% in the three months to July. Yet July also saw 528,000 new jobs as the unemployment rate fell to 3.5%! So what's going on? Should we be worried or are things actually looking pretty good for the remainder of this year and 2023? In this HRchat episode, we take a lens to the US economy and labor market and ask "are we talking ourselves into a recession?" Our guest today is David Garrett, Customer Success Manager and Economic Researcher at Joveo. David is also one of the key architects of Joveo's new U.S. Labor Market Forecast: Economic Impact on Talent Demand Across Industries and Occupations.Questions For David Include:The US economy has shrunk for the second quarter in a row, a milestone that in many countries would be considered an economic recession. The contraction, at an annual rate of 0.9% in the three months to July, has drawn widespread attention as worries about the economy grow. Should we be worried?What is a technical recession?The July 2022 US Jobs report showed Payrolls actually increased by 528,000! How is this potential recession different from previous incarnations Given there's nothing fundamentally 'wrong' with the US economy, are we 'talking ourselves into a recession'? How are/should HR pros and leaders prepare for a downturn?Will some jobs remain in demand even if a recession does hit? If so, which ones? How is Joveo helping customers prepare for a potential recession?About David GarrettDavid holds a BA in Economics and Philosophy, and a Master's Degree in Economics from the University of Texas at Austin.His passion for labor economics and mechanism design led him to the programmatic advertising space, where he solves real-world problems for his clients through a combination of market analysis, and consultation. He also works closely with senior management, performing extensive investigations on macroeconomic trends in key markets to ensure that Joveo continues to meet the needs of an ever-changing global labor market.If you enjoyed this conversation, you can check out other recent episodes featuring members of the Joveo team on the HRchat feed!We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

In this HRchat we focus on data-driven recruiting. Listen as we talk about programmatic job ads, how 'stack creep' is a product of HR analytics and process automation, and why many Talent Acquisition pros still struggle to establish a common data set and fluid data sharing.Bill's guest today is Doug Shonrock, Business Unit Director at Joveo, a platform helping businesses to buy, manage, and track recruitment media to attract and hire the most relevant applicants on time, and within budget.Doug has spent the better part of 4 decades in the recruitment marketing, talent acquisition, and employer branding arena. He has dedicated his entire career to understanding how companies recruit for talent, how talent searches for companies, and the reasons it can be so difficult.For the last 20 years, Doug has focused on the technology side of the talent acquisition process. Working with, and listening, clients and the problems they experience, roaming the aisles of the HRTechnology Conference understanding the ever-growing number of HRIS solutions being offered, and watching how these problems and solutions have evolved – and become even more complex.Get Doug's take on:Which industries and markets have seen the maximum adoption for programmatic job ads?How does Programmatic Job Advertising solve the problem of the quality of applicants?Candidate sourcing costs: Many sectors have seen big increases in costs associated with attracting employees. e.g. restaurant workers, retail etc. Why is this?What is the most dramatic way that data has changed the way recruitment happens?Four things HR and TA pros should consider when thinking about their talent acquisition processTools and technology they use to get, and charge, the battery needed for a high-powered TA operation. Can you share those 4 tips?What could a possible global recession mean for recruitment rates?  If a recession does hit, how will the ecosystem (job sites, technology providers, agencies, etc.) need to adapt to this shift?What is the next "horizon" for data-driven recruiting?Enjoyed the conversation with Doug? Check out HRchat episode 388 - featuring Joveo Founder & CEO, Kshitij Jain.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc. 

On today's episode of the RecruitingDaily Podcast, William Tincup speaks to Kshitij and Doug from Joveo about pointing fingers at point solutions. 

Its time for another Rec Tech Demo Day. Come see 4 different recruiting technology vendors show off their platforms in rapid fine 10 minute demo slots.  Learn what's new to help you recruit faster and more effectively! 1. Goodseeker makes it easy to collect employee stories and job testimonials to reinforce EVP, promote work experiences, and prove culture claims. Combine stories with related jobs to give recruiters and advocates personalized content for talent attraction. 2. Talentcare is a full featured applicant tracking system. 3. FloCareer's flexible IaaS (Interview-as-a-Service) technical interview platform (via our 3000+ industry experts), leads to reduced time to hire, better candidates and improved client productivity.  4. Joveo: programmatic job advertising platform.

Recruiting is not an easy role, especially when you have hundreds of jobs to fill each month. The job often demands an ability to manage stress and thrive in a chaotic environment. High-volume recruiters have their hands full on a daily basis; managing the expectations of applicant quality and volume, running adverts across numerous job sites, pulling up performance reports from dozens of dashboards, engaging one-on-one with large numbers of applicants, coordinating interviews, and much more. And all while running against time and constrained budgets! In this conversation, we consider some of the big challenges facing sourcing and recruitment pros, drill down on what is working in the world of job adverting in 2022, and how the recruitment industry's tech toolkit will continue to evolve.Bill's guest this time is Kshitij Jain, Founder & CEO at Joveo, a programmatic recruitment advertising platform that aims to be simple, transparent, and easy to use. Harnessing machine learning, the platform's goal is to connect clients with the right candidates for the right roles, faster and more efficiently than ever before.Interview Questions Include: Please introduce yourself and tell us about the mission of JoveoTell us about Joveo's technology platform, the problem it solves, and its impact on the recruitment world.What kind of clients are you working with? Which industries and markets have seen the maximum adoption for Programmatic Job Ads?Let's talk about high candidate sourcing costs - many sectors have seen big increases in costs associated with attracting employees. e.g. restaurant workers, retail etc. Why is this the case?Getting applications is hard enough but getting the right candidates to apply is an even greater challenge. How does Programmatic Job Advertising solve the problem of the quality of applicants?What is the next paradigm shift in the world of recruitment marketing we'll see in 2022? How will the ecosystem need to adapt to this shift?As a leader of a growing company, in a post-pandemic, fast-changing world, what are you most optimistic and excited about? What drives you and the Joveo leadership team amidst all of the turmoil and uncertainty in our world?To summarize our conversation today, what must talent acquisition teams do to win the war for talent today? How can they work more like consumer marketers?By the way, if you find this conversation interesting and helpful, you'll probably enjoy two additional conversations supported by Joveo coming up later in Q1! We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc. 

Have you heard about “Programmatic Advertising”?Well for those of you who haven't, Programmatic Advertising, also known as programmatic display advertising, is an automatic process of planning, buying and selling ad inventory.Before advertising was programmatic, it was done manually, which included being in touch with a sales team, and included requesting for proposals, bidding, quotation, and human negotiation. And as you can imagine, this was a very time intensive task.With Programmatic Advertising the system automates all of this for this, and as a cherry on the cake, it provides actionable data in planning and determining what Ad content is relevant to a particular user.For instance, a user is scanning some blog related to “baby food”. The Ad tech system evaluates the user and displays an Ad related to “offers on baby food items” or “baby food pouches”.The guest of our today's episode Kshitij Jain, with his company Joveo, enables recruiters with one of the most advanced Programmatic Job Advertising Platform. Their clients include - Wells Fargo, Barclays, Rolls-Royce, Sony, HCL and several other Fortune 500 companies.Their system claims to be driving up to 2X more relevant applicants, 40% higher click to apply conversions, at 20-50% lower Cost per Hire.Kshitij who has spent over 20+ years in the online recruitment and hiring industry, is a second time founder with Joveo. His first company, MoBolt was acquired by Indeed in 2014, just under 2 years of being operational.During the episode, he talks about his experience in the industry over the year, how did he and his team made MoBolt a big success within such a short-time, his learnings from his traditional-family background in India and much more.Notes - 00:50 - What does Joveo stands for?02:17 - Insights related to online Jobs & Hiring industry09:47 - Motivation behind spending 20+ years in this industry 13:03 - Difference between Sales & Selling17:16 - Magic recipe behind Mobolt19:35 - How to focus on what the customer needs and not what the customer wants?25:27 - “Everybody who wants to be an entrepreneur needs to know how to cold call.”27:58 - Key milestones in Joveo's journey30:22 - Learnings coming from Marwari family background39:41 - “I'm the business of the unfinished business.”

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing session last week, this week's release is the panel debate on Recruitment Advertising. My highly knowledgeable guests were Ellie Harte, Recruitment Partner Talent Attraction from Atkins and KJ, CEO of Joveo. We are at a real inflection point with recruitment advertising now, and this discussion will give you some clear insights into the strategies and technologies that will shape the future. In the conversation, we discuss:    ▪   The current state of the market    ▪   Shortening attention spans and changing media consumption habits    ▪   The imbalance between supply and demand    ▪   How can employers stand out    ▪   Outcome-based advertising    ▪   Data and predictive analytics    ▪   Understanding target audience and segmentation    ▪   Testing messaging    ▪   The power of authentic content    ▪   Automation    ▪   What future shifts can we expect to see? Listen to this podcast on Apple Podcasts.

On May 4th, Jenn Tharp, VP of Strategy at Joveo, and Crystal Miller Lay (DTHR co-host) talked about the Basecamp debacle that led to the mass exodus of 21 (and counting?) of their 58 employees. Together, they wandered the myriad of related HR issues but couldn't get through it all! So they're back again to talk about the communications angle, both internally and externally. What do you do? Tune in to DriveThruHR to find out. 

Welcome to the recruitment hackers podcast. A show about innovations, technology and leaders in the recruitment industry. Brought to you by Talkpush the leading recruitment automation platform. Max: Hello. Today we've got a real treat. On the recruitment hackers with a presentation from Jennifer Terry Tharp, who is VP of strategic initiatives at Joveo and previously in charge of talent acquisition for AT&T globally, and for recruitment marketing there. She'll be presenting the opportunities for your remote hiring program with key insights in this hot area. Enjoy it. Jenn: Thank you so much for the kind introduction and thank you everybody for your time here today. I would like to share with you that, you know, I'm not the be all - end all, but there are some opportunities in your role in the talent acquisition process. You can maybe take action! So first a bit about myself, like Max said, I'm currently the VP of strategic initiative at Joveo, which is a programmatic job platform. And I'm going to talk just a little bit about that during the presentation. Before, I worked 20 years ahead of EA and employer branding, and also did some HR Tech works and diversity work at AT&T. I am a lover of board games, really bad reality TV and a huge college football fan. So if you connect with me on LinkedIn, you will hear lots more about all of those things. To get started. I wanted to start with employer brand, right? The handshake that we have with our candidate. So anybody who has worked in employer brand knows that we always struggle with: how to be true to yourself and to your brand?And this is no different, right? A remote hiring initiative or moving to more of a remote workforce really still requires you to be you. If you're a more formal company, you need to probably show that, even in your remote workforce view. Right? So I hear a lot. I've worked remotely for probably 15 of the last 20 years and I hear all the time from friends.Oh my gosh. It must be so nice to wear your pajamas for work. And I'm sitting there thinking, are you kidding me? I work for AT&T, I don't wear my pajamas to work. Right? Like I wear a jacket or a scarf or some nice jewelry. And so really one of the biggest things if you're an employer branding that you can take away from globalization and the work from home trend as it is evolving. Is to show what remote work is like for your company!This is really your time to set mutual expectations. If the candidate is looking for that environment where it's really okay that they'd be on the beach while they're working remote. Like show that! But the reality is, if you're a more conservative company and working remote work looks like working from a home office, like I am today, it's really a good time to show that too. And some of the best ways to better show that is with actual employees. Do things like showing virtual offices, take tours that sort of stuff. The next thing is marketing. And this is really a big opportunity, but also a red. Right? So if you're going for having varying locations with specific talent pools, globalazing, and working from home, and having the opportunity to sort of spread your wings a little bit further, it allows you to expand your job search. If you're no longer reliant on hiring in Silicon Valley and you can hire anywhere, you can expand your job!One of the things that becomes difficult in that for an employer is the thought of, well, I just have one job requisition. So where do I put that job requisition? Right? It's like a real tactical, but a real life problem. And the reality is with technology like Joveo or programmatics I've ever taken in general, you can take that single job and expand it to a multitude of locations where that talent pool might be richer or your cost to employee might be lower.The other thing to be thoughtful with your marketing is, particularly if you're in an industry where a portion, let's say, your corporate office, are going to move virtual, but you really still have sort of your point on sale employees. People that work in retail stores or maybe in a hospital or a lab. Really, you don't have the opportunity to globaliz! Right? They need to be where the people are. And so it's part of your marketing initiatives, and is also part of your employment branding. Keep in mind what your message says to those people that are still having to work in a location specific environment. And again, programmatic job advertising hits the right targets - to the right talent. So if they're local or if you have the opportunity to expand, you can do all that with one click, without having to open multiple job offers. The next area is interviews, you know, so this is when it's really interesting for me because in my time at AT&T I had a real position on this. And that was that you needed to lead with candidate experience, no matter what. Video interviews are just like phone interviews, which are just like face to face interviews. You do whatever is the most convenient to the candidate and to the process. Right? But now that we can really see each other face to face and we might want to get that communal feeling of being able to see someone before you hire them, that sort of thing. It's really important that you still lead with candidate experience.If at all possible, don't require a bunch of complicated downloads!  You know, do what works best, it's sort of like, do I call you on your home phone or do I call you on your wireless? Right. So be flexible. But most importantly have empathy!And I put this down and I'm going to have to explain this a little bit to the audience, because here's the deal. I don't know how many of you have kids schooling from home right now? My dogs are right out the back door barking, like crazy trying to get in, right? Like life happens! And when everybody's worklife is happening from their home, It's already a stressful situation to be in an interview.Imagine being in an interview and just knowing that your two year old is like standing behind the glass door. Right? So just know as employers, it's really our opportunity to lead with empathy. And convey the need to hire. And then, all of that happens, and you find the perfect employee, and it's time to bring them on board but really they aren't going to go to an office to do this. Especially if you're globalizing your workforce on an ongoing basis.So how can you make that new hire experience? Still feel like one of those top five moments? You know? Like when you're getting a job, it's a really big deal. So think of virtual ways to generate excitement. I think that things like leading up to the first day, things like emails, texts, maybe a video from the hiring manager or trainer. Consider a virtual live component.I had to get huge props from one of my partners in a private agency. Heather O'Donnell. You can look her up on LinkedIn. If you're working on virtual onboarding, she did a great job even before this, on preparing a common experience for all employees, no matter their location or position. So something where in a virtual setting it feels like you're really in a live component of an onboarding. Right?Like you get to come in, you get to see people that are obviously not recorded and talking and interacting, maybe some hand raising if you're using zoom so that people can get involved or things like that. Now the virtual live component really goes a long way in establishing community. And I would be remit. Right? That would be great. Even if you have the best onboarding virtual live events ever. If I can't get to it on my company issued laptop, that's a problem. Right? So above all else, one of the biggest challenges with onboarding in a virtual environment and being sure that everyone is getting ready to start work, and is excited to be there, and you've done all this work building up to this point. Make sure that they can get in and have access. And finally, once you have employees here, teaming in a virtual ways can be difficult! So like I said, for about 17 of my last 20 years, my team has been predominantly virtual and it's a different kind of dynamic, right? Like you see things that are happening in their real life in a much more accelerated fashion.And that tends to accelerate personal connections because the reality is for all of you on this Webinar now, before the shooting ends, you'll know I have dogs. Right? And if I had kids, you would know that I have them in their school. Right? And so, because we are literally giving our colleagues a window into our personal home, it really accelerates those personal connections.And there was a varied level of comfort in that, right? Like, I'm a pretty open book and I'm glad to have you in my home and to tell you that my dogs are outside. But different people have different comfort levels with that. And as a peer, a colleague, a leader, you have to just be cognizant of that and make choices that allow for everyone to exist in the virtual team where they're comfortable. A good way to do that is optional activities. We, here at Joveo. We have a lot of happy hours. We have a book club, we have some slack channels that are more for personal things. I was not afraid to share here on my screen that this is actually a virtual happy hour. I believe it was where I got introduced to the Joveo team. And you might notice I am the one with the giant pink wig. I just, I felt like it was the time for fun. And so I challenged people, you know, to put on a funny face and our head of sales. Dressed up like a little cowboy. We had a James Bond, a few others, but we also had others that just had their names on their screen or just their daily person in their place. Right? So knowing you can normalize all of that and to make people feel comfortable wherever they're at is a crucial component to sort of closing the loop from employment brand all the way to bringing people on. And if you do this part well, these examples are teaming and catering people where they're at. Those become the proof points in your employment brand, and you continue to go full circle and really represent what your company stands for with the remote workforce, all in a cycle. I thank you for the time today!Max: There you have it. Hope you enjoyed the presentation from Jennifer and some key insights on employer branding, marketing, and interviewing. For remote hiring programs. I particularly liked how she talked about onboarding and how to make getting hired remotely a big deal, and different tricks on how to generate excitement from your new hire. Even if you're not going to see them face to face. Hope you got something out of it. And if you did, there's more to come, please sign up, follow recruitment hackers podcast, and share with your friends.

Welcome to the recruitment hackers podcast. A show about innovations, technology and leaders in the recruitment industry brought to you by Talkpush the leading recruitment automation platform. Max: This week, we'd like to show you a special episode, featuring a panel discussion from our last recruitment hackers digital conference, which was moderated by the infamous Chad Sowash, from the “Chad and Cheese Podcast.” We had some wonderful speakers for this panel discussion, including talent acquisition leaders, Ioana Mihalache, Jen Terry-Tharpe, from Genpact and former AT & T, respectively.  And we spoke about the benefits of a remote workforce and notably, how those benefits, will impact the world of talent acquisition. I was part of that discussion and we had a lot of fun, so I hope you enjoy it. Chad: Hello. Hi everybody. My name is Chad. I am the smarter, more handsome half of the “Chad and Cheese Podcast.”It's really not saying a lot. If you want an insider's view of what's happening in HR, you can definitely listen to Max's podcast or you can listen to HR's most dangerous podcast. That's at chadcheese.com. I've personally been in recruiting and technology, for over 20 years working and consulting with major fortune 500 companies, actually building a recruitment technology.And developing hiring programs. Let's just say I was with monster.com before it was actually called monster. And I've also worked remotely for over eight years now. So let's just, let's start off this way. And let's say, Jen, how long have you been working remote? Jen: So I did the math after my session cause I kind of made a general statement. So I'd been working remotely for at least 50% of the last 17 years. Chad: 50% of the time over the last 17 years. Okay... I think you've got me beat... What about you Ioana? Ioana: I've been remote, I think I've been partially remote and partially in office. I've always had teams spread across continents, countries, for a at least the past six years. I'll be conservative six years. Chad: Right. And Max, correct me if I'm wrong. For the most part, your teams are,mainly remote, is that correct? Max: Yup. Yeah, we've got 60 people working in Talkpush and well, of course everybody is remote now, but even before the pandemic, I would say, you know, maybe a third of the team would come in a third of the week. So. Yeah, a third, and 10% occupancy inside of the office. We offer everybody access to an office and it's like a hybrid environment, but they don't have to come. We do encourage them to come and socialize once in a while, but that's that. Chad: What we've seen. Or at least what's been reported in surveys, etc, etc. Companies are experiencing high productivity. From their newly remote staff, from all these individuals who have not worked remote before, that are now working remote, and they're seeing productivity for a variety of reasons. We can talk about that later. Do you believe this type of productivity is actually sustainable for the workforce? Or are we pushing them too hard right out of the gate? Jen? Jenn: You know, it's interesting productivity is relative, right? Sure. Because you don't have some of the prep things to do. Like the newness of this might generate kind of a temporary outlift, but I also think that once it gets normalized. People start to like, have to divide the lines between work and home a little bit more. I believe over time it starts to normalize a little bit. But I will tell you, I always felt like I credited my company, my commute. So whatever my commute was that I would normally have to make when I would sit in my office. And I credited my company, the commute.Chad:  For the most part though, that's not the case, right? I mean, pretty much the company sees the commute as a part of doing business. So, I mean. In the US, I know that we're seeing high productivity, I think for, for the most reason is because people want to stay on, they're afraid of COVID and they're afraid of being downsized. So they're seeing just crazy amounts of productivity. Are you seeing that throughout the rest of the rest of the world as well? Ioana: We have, we have noticed that, and it's not only in recruitment. We have noticed that across the company. You know, Green SLA is across, lots of business results that have improved intensively. Which was surprising and unexpected. Is it sustainable? I'm not really sure, but yes, we have seen this trend across the US and outside of the US as well. Chad: Okay. So, so Jen?Jenn: Let's just be real. We don't have anything else to do. Right? That's a part of it.Chad: We have lives to live! I mean, that's the problem in the US, we live to work instead of like the rest of the world. For the most part, not Japan. You know, they work to live. I mean, that's a cultural type of a thing, and we're taking it to the nth degree. And we really need to be able to separate it, right?Jenn: For sure. And, and I would just add that I probably was five years then before I realized that I had to designate an end time. Right. Otherwise I would just keep working and I'd look up and I'd be like, Oh, I need to eat and go to bed. Right. So I think that that's a real thing probably all over the world.Chad: Ioana?Ioana: Yeah. I wanted to share a very close experience. With you know, when you have to go to bed straight out after work. When you just stand out from your desk and go to bed. I've seen that taking a toll on many people actually, that are very close to me. WHo have been less organized with time management, who have been less used to working from home and getting disciplined and organized and becoming resilient. You know, how do you separate that when you're at home? So I think it's real and I think. That's the reason, I don't think it's sustainable in the long term. Unless we do something ourselves and we educate ourselves and we become self resilient with our discipline to separate. And, you know, COVID or no COVID, like Chad said, we still have a life, whatever that may mean now, we still have to take care of that piece.Chad: So, Max being the CEO, isn't that a leadership stance. I mean, shouldn't the leader say, look, I don't want to burn you guys out. I want you to work and I want you to be efficient, but I love what Ioana is saying. She's saying, Hey, look, I think we need to look in the mirror, but most people won't do that. Isn't that a leadership and management kind of a stance that we need to really focus on? As we know, remote working will probably be a much larger part of the workforce as we move forward.Max: Yeah. I mean, I've got a very sort of an always changing team because we're growing and our technology is changing and the composition of the team changes. And you know, some people certainly have complaints about the 24-seven, sort of messaging the pace at which we're in. Chad: You are a global company!Max: At the same time. They're, you know, they're joining a tech startup. The global company thing is rough. Right. Cause I mean, right now for me it's 3:00 AM and I want us to be on this call. But it's okay. I just took a nap in the middle of the afternoon, so I'm okay. I'd say that generally. I try to encourage people to take it easy if they can, but I also, as a business owner, if people want to put in, you know, their heart and soul into their work and putting in long hours like, who am I to stop them? I mean, it works wonderful. I'm not going to slow this down.Chad: Yeah. It's just the whole thought process of burnout. Right. So, Jen, I want to flip over real quick, and I want to talk about, we didn't see COVID coming. Right? So all of you get a pass, all of you, talent acquisition managers and business leaders, you get a pass. This was a blip on the radar. Nobody saw it. One thing that's not going to be a blip on the radar though, is when we flip that switch to hiring and we need to scale properly, and that's going to be par amount for us overall as businesses to be able to service those different segments of our business, whether it's sales, marketing, product. Right? Overall. So I guess the biggest question is when you were at AT & T, what kind of changes were you pressing for, to help with scale? Because you guys deal with hiring under a crazy amount of numbers. Right? How did you scale? Jenn: Yeah, it's really interesting. I sort of touched on it during my presentation and quite honestly, it's one of the reasons that when I left AT & T, I came to Joveo to work on programmatic advertising because the reality is the time of post and prey on things like Monster or CareerBuilder. Those really aren't sustainable, particularly when the volume of hiring candidates flows so much, right? Like going out and buying 200 job postings at the beginning of the year. Isn't something that we're probably looking at doing.This has taught us that, right? Like we shouldn't hedge our bets. So we should pay for what we need. And so I think a combination of that, and being able to scale quickly without having to have a really heavy investment on commoditized job postings. I think that that will be a thing, but then also the idea that all of these professions where the availability was so compressed, right? Like, think about how many, how hard it was. Find a data scientist in New York city. Right? Like all of those things that were real, when we came into this, when we came out, now we can globalize that now that I can look in somewhere else, it's so much easier.  Right?Chad:  I mean, but AT & T was incredibly progressive. If you came to that thinking, I mean, Ioana, will you guys stay in more of this kind of like a remote stance where you will seek talent globally, as opposed to just in those regions and segments? Ioana:  Yes and no. I don't think we have a clarity of vision at this point. What we do know is that we do want to keep employees safe. So we're staying remote as of now. And for as long as we'll have to. I don't think we've made the final decision on whether or not we are simply borderless across the world. And live and work wherever they see fit. Chad: What stops you from sort of thing? What stops you from doing that? Because obviously you're doing it now. And we had so many companies beforehand said, Oh no, we can't do this remote thing. They were forced into remote and, from what I'm hearing, what I'm thinking and what I'm seeing, is we're going to see a regression. And I don't know what the reason is behind the regression. What's the reason? Ioana:  I am thrilled you're asking this. Because I myself don't understand it. But the behavior that I've seen is with our operations, our senior managers, our leadership, they seem to be kind of putting obstacles to themselves in going for it and being brave about it. And I think what it is that it takes a lot more personal effort to make something work in a remote virtual environment. It does for me, right? It takes a lot more time. It takes a lot more calls. It takes a lot more personal energy that I have to put into making everything work remote. So I think it's coming from a place of maybe I don't want to put in so much effort and coming back to the office, which is something, you know, we were entitled to in the past. Coming to office, having a place to be and not having things be so difficult.We do a lot of work with voice processes as we call them, like customer service support, support for collections, you name it. So managing such a team in a remote environment has proven to be quite challenging. And of course we've developed all sorts of tools and mechanisms to do it, but it does take a toll on your time and on your energy.So I think a lot of it comes from the fact that maybe someone is not really open to putting so much in. They simply want to have a place. Where nine to five is what they have to do. And then. Life happens after that. That 's my opinion. Chad: It feels like we all need to go back to the cave at this point, really. Max question around scalability and how many companies are actually coming to you today to talk about, because they're in a situation they've never been in before, where they've been pressed to go remote and they need tech to be able to enable that. They can't do that just with Skype. They can't do that just with Zoom. They need platforms to be able to help them do that. I mean, what was the difference between the phone ringing before and emails versus after COVID?Max: Well, to be honest, nobody calls anymore. It's all on messaging. You know, I don't want to paint a too optimistic picture of where the market is at, because a lot of people got furloughed, sacked, budgets have got cuts and people are looking after, covering their assets, to use the Chad and Cheese parlance. The phone isn't ringing crazy, but what's happening is with our existing customers, the volumes are going up considerably. And of course, nobody is doing it in person; it's an offline kind of event. Career fairs are dead. Everything is moving to virtual.Volumes are going up. There are more job seekers and maybe there's less recruiters to handle them. So eventually these are macro trends that do work in favor of technology. And will favor a few employers more than others. And the ones that are most inspiring are the ones who have jumped the gun and say, okay, this is it. This is how we're going to operate from now on. And we're going to change the way we hire. And I understand how difficult that transition is. I understand what Ioana was talking about when she was saying people just want to go back to the office and be able to clock in and clock out and measure attendance as a way of managing, because it's so much easier. But in your first question you were saying, you were asking me about the work life balance. I spent so much time motivating the team. Do I have to tell them about work life balance too? I'd rather just continue to just motivate, motivate, motivate, cause it's a full cycle. Chad: Oh, I'm sure. I'm sure. And drink as many red bulls as you can. Jen, in the last 5 years, what does this industry look like? How has it changed? Have we regressed back into the hole we were in before? We're an industry that does not adopt technology as quickly as sales and marketing. Will we advance faster? Will this actually give us the kick in the ass that we need? Or we will just go ahead and get sucked right back in the hole? Jenn: It depends. Right? Is your location a suck you back in the hole location? Is your company that kind of place, right? In the chat, JB says our employee surveys are showing us that employees want to stay at home full or a blended model. I think that sentiment remains the same. The heavy lift here is for HR particular, in talent acquisition and how we structure things. It's really about our hierarchy, right?Who in your chaine is willing to be brave? Or are we stuck in sort of our social norms? Because the reality is, if we're looking at this from a strategic, how do we attract talent? Globalizing is arguably better. If we're looking at it from what motivates our employees. I mean, we can see from JB's response and just anecdotal information everywhere, employees would prefer to at least work a blended schedule, most of them.So, I mean, the reality is it depends on what drives you. Are you losing money? Well, I would argue that you could probably get rid of some brick and mortar locations.  If you're a big diversified company. It probably could save you money in the end. So, when it comes to all of that, I think that the real question is.  How brave is your leadership team? How willing are you to go out on that limb and teach and learn and foster a culture that can live outside four walls? Chad: Your thoughts Ioana? Ioana: I agree completely. You probably saw from my head silently agreeing. I have nothing more to say. I'm in complete agreement. With regards to recruitment I have a vision for the future. Whether we're going back or not doesn't really matter, but as it relates to technology the future of recruiting without the recruiters working the way they do their job today. I want technology to be able to do recruitment for us in a way that I think partly does it today. But if we are able to remove that recruiter job title, I'm not saying, you know, people shouldn't have jobs, but what, what will the new recruiter do in an age of technology? And that can be between four walls or outside of them. Hanging out by the pool.Chad: How much of that job is actually just admin and minutiae that tech can take care of. And back to Jen's point, I mean, REI just built a corporate headquarters, a new corporate headquarters, and they're selling it. They understand where the future is going. And they also understand that the footprint of that HQ is a lot of money that they can get rid of. And hopefully they can go back to their shareholders and say, guess what? We're hopefully going to turn a profit out of this COVID thing. I'm going to try our damn business. So as a tech guy, Max, I know you want to press obviously your people and your customers.This is going to be more on talent acquisition. What would you say to talent acquisition today with regard to being able to do exactly what you Ioana was talking about? Taking away those admin and the minutia tasks that really are just a pain in the ass every day. They're there. They're not helping them. What can  tech do to help that happen and evolve them into people who can actually do more human things? Max: Yeah. I think that going through a job ad on Craigslist or Monster, that was boring. I actually, I was looking for a job back in 2000, during the dot com crash. And I spent a couple of months on Monster looking for jobs and it was pretty tedious and boring.I mean, I ended up having like three interviews and I took the first job that I was given, basically, which is, I think pretty much what everybody goes through. If you look at some of the stuff I presented today, you see that there's room for a human touch and for recruiters to have fun and to, use the digital medium, to create meaningful connections even if it's through a simple thing, you know, a 32 second video on a job ad.  That's where that's where recruitment should be going. Is hiring people who have fun creating digital experiences and people who've been trained on Tik Tok and all of those great tools to create communities, and that they can apply those skills into the recruitment space.Thankfully, I think we've got a big talent pool of people to choose from, if we're looking for Tik Tok creators. And that's going to be the next generation. All the boring stuff of course should be automated. It is the job of, maybe our generation, the people on this call. Not to put anybody in a… Chad, and my job of course, to create some automation workflow so we can take care of the boring stuff. I am constantly being pulled by practitioners, sort of saying. Can we get rid of this? And now I have to figure out how we can read documents and use this OCR in order to eliminate some of the document collection that happens on onboarding, which is still a huge part of recruitment, and something that, you know, I'm excited to work on in the future. So eventually we'll get rid of all the boring stuff. Chad: So I want to, I want to pivot to something that Pia ust posted and that's candidate experience there.So there's so much proposed candidate flow. It's there, but it's kind of wonky right now with COVID, especially in some roles where they don't want to apply because it's a safety risk. Right. But overall, does candidate experience matter? Does employer branding matter?Yes. Okay. I'm going to say yes, but still what's going on. What happened? We're going to see a bunch of employers start kicking employer brand to the curb and candidate experience to the curb. What does that mean for the industry? Do you think that'll happen, Jen? Do you think they'll kick it to the curb and if they do, what does that mean for the industry?Jenn: You know, we're sort of like the stepchildren of every HR world and every business, right? Like when hiring stops, money stops and employment branding is a function of hiring in the minds of most leaders. So, I think the funding's gonna stop, right? Like we're going to stop getting money to do those things, but that doesn't mean that we can stop doing them.In my very first slide, I think I said, I'm being along the lines of like, be true to yourself or something. Along those lines. This is an expectation. So whether or not you have more candidates or less candidates or you're paying for them, or they're coming to you organically, the reality is you still want to align your company's culture and values against their needs before they ever get to the application process.So it probably shouldn't stop. Ioana  do you have a perspective on that? Ioana: I think, not only should it not stop, I think it should be enhanced. And I think in my presentation, I have touched upon that a lot, all the things that I talked about that we did to enhance our recruitment were actually targeted towards our brand.As in trust with candidates in a fully virtual environment with so many scams going on so many things that you can't really recognize. Having a very strong employer brand is absolutely critical. In my view, no one should cut that corner when they have costs. Chad: Yes. And I believe in doubling down on one of the things that I've kind of somewhat argued about is talent acquisition should be a part of marketing.There's no question because you are hitting, especially AT&T every person they touched was a prospective customer. And if they are pissing off candidates, guess who else? They were pissing off customers, people who actually spend money. Jenn: I was just going to say, we actually did a study with the talent board that hosts the candy awards on what the impact to revenue could be from improved candidate experience and what the deficit would be by not having a good one.And it's amazing. I mean, let's think about the black hole particularly right now. If you have an entry level job, you have a lot of people applying and you don't have as many recruiters to get through that. Like it is just a literal black hole.Max: Yeah. I wasn't sure my mic was on. If you look at the options for a candidate before, it was, you know, let's say you have three different options. You're going to evaluate commuting time, how beautiful the office is, if you get food or not, the benefits. You know, that kind of stuff.Now. It's like, well, you know, all the jobs are the same, I'm in my living room in front of my computer. So how would you differentiate between these jobs? Well, the main factor is going to be the quality of the people that you interact with daily. Your teammates, who you're going to work with. Defining a real culture where you're gonna work with people that you can recognize, recognize their value and what you have in common with them.That's how you're going to win the war for that. And,what an exciting time to be doing recruitment where you can actually, work with that. Like everybody's working on an equal footing. Everybody can buy a zoom license and everybody can get a lot of traffic. I mean, you know, of course you can get even more traffic if you buy it, but it's not that expensive compared to a few years ago. So it's all about the story now. I think it's the greatest opportunity.Chad: I'd like to comment on what Miguel said. Miguel says, when you're recruiting, you're not buying, you're selling.And that's exactly what marketing does. Marketing's not buying anything they're selling stuff. And you have to be in that mindset that this isn't just a candidate coming to, hopefully, work for you, right? This is a customer that's coming to you. And they're not just looking to buy a, you know, a mobile phone phone, or a service or a cup of bourbon.They're looking to actually pour their heart and their time into your brand. So I say that if something's worth more, it's actually worth more if they're coming through the career channel, than coming through the buying channel. What do you think is the most important piece right now, as we get a chance to step back as talent acquisition, to an extent, as we move forward, what is the most important piece that we need to develop as we move forward to hopefully reach our goals much faster and scale faster? Jenn: I'm going to have to give you two answers because it's like the two sides of me have to answer. So the employment branding, marketing, creative part of me, right? That part of me wants you to have very appropriately aligned expectations in a positive way, because to Miguel's point, we are always selling, right?Like, so I don't want to tell you how horrible it is to work here, but if we expect you to be on time every day, I don't want to give you the impression in my creative juices that we're just really easy going because we're probably not. So I think aligned employment brand message, whatever that is.But secondarily and might be a little unpopular in my TA circles. I kinda got some boos on Facebook for this comment a few days ago. And that is, I think we need to recruit less people, right? Like there's so many people out there looking and our organizations have likely retracted and probably aren't as large.And so in order to make the best use of your time, you should work to try to touch fewer people at a higher quality as opposed to making the funnel larger. Right? Like the funnel has already made itself big. You've got to get really tight. And instead of talking to 20 people talk to 10 and that decreases your cost from top to bottom.So those would be my two takeaways. Chad: So I'm going to throw Ioana a curve ball. Are you ready? Ioana: By all means.Chad: Jen just brought something up that is incredibly important to me. How much money have you spent over the last three years in acquiring talent into your database? You don't have to tell me out loud. Just think about it, right. Think of that money. Now where's the first place you go to try to find qualified candidates, is it your database? Where you spent all that money? hundreds of thousands/ millions?Ioana: No. Chad: So I'm going to reframe my question that I asked Jen, as we move forward, do you believe we should actually start to get better ROI off of all that money we've been spending?And how do we do that?Ioana: Through technology. This actually goes back to what I was saying earlier about envisioning recruiter-less future in recruiting. And I want to relate back to Jen's example of the funnel. Whenever we have huge projects going on or we have to deliver like thousands of people in like three weeks, leaders come to me and they were like, we need a bigger funnel.No people, we don't need a bigger funnel. The funnel is okay, as it is, we just need to become smarter at using it and become smarter about where we spend our time and become smarter about who we select so that we don't have to keep going and going every time, attrition happens.What I said about technology, I think that's what's going to help us bridge that gap between the two funnel concepts. The second piece I would want to add is simplifying the processes. I don't know if anyone else is dealing with this, but when you're part of a big corporate world, you tend to put so many controls and so many hierarchies.And so many people have to get involved to get one small thing, and that applies for recruiting as well. Whether it is pretty onboarding or background checks that are, you know, unimaginable for people who we want to hire for call center, contact center or collections work have to go through loops and hoops to just get a decent job.Please let's fight that, let's become more practical about it. Let's decrease the funnel, become smarter, become practical. And I think that's a winning proposition. Chad: Amen Ioana. We're going to wrap it up there. Thank you so much. Ioana, Jen, you can tell max needs to get to bed. I appreciate everybody who's been watching. Thanks so much.

Sameer is a Managing Director at Nexus Venture Partners, where he opened & leads their Bangalore office. At Nexus, he has led investments in Postman, Unacademy, Hasura, Infra.market, Zolo, Ultrahuman, Zomato (via RoadRunnr), Rocketlane, Quandl (NASDAQ), Goodera, MayaData, Joveo, Jumbotail, MyUpchar, Goals101 & Indix (Avalara). Prior to Nexus, Sameer was the founding member at Reliance Capital's early stage venture capital fund (Reliance Ventures) where he led investments in PayTM (stake acquired by Chinese internet giant), HealthSpring (Columbia Pacific), Tessolve Semiconductor (Hero Electronix), Dhama Innovations (buy-back), Greendust, Stoke (Mavenir Systems) & EBand Communications (CarrierCom). His operational expertise is product management, business development, sales acceleration, recruiting, follow-on fundraising, and scaling. He is on the advisory board of The Digital Fifth, an Advisor to AngelList India, Microsoft Ventures India and voted as a “40 under 40 Alternative Investment Professionals" in India by IAAIF. He is also a Global Panel Member at MIT Technology Review and a Kautilya Fellow (Class of 2020). Sameer has served in operating roles at UTStarcom, Inc, Ericsson, and American Wireless BroadBand, as a Product Manager, Solutions Architect, and Network Architect. A life-long learner, Sameer earned a B.S. in Computer Engineering as an International & Founders Scholar from the Illinois Institute of Technology, Chicago.

In this last installment of Voices with Joveo's founder and CEO Kshitij Jain (aka KJ) Chad & Cheese press discussion around programmatic use for diversity hiring and programmatic success stories.

Joveo's founder and CEO Kshitij Jain (aka KJ) turns the tables asking some profound questions on Chad & Cheese. What is this programmatic magic you speak of?  Data point + volume = accuracy Focus on the 80/20, not the 20/80.  The process is irrelevant, it's the outcome that matters Programmatic distribution vs. Programmatic targeting and so much more...  Brought to you by Chad and Cheese - HR's Most Dangerous Podcast. Subscribe at chadcheese.com.  

Joveo's founder and CEO Kshitij Jain (aka KJ) jobs turns the question asking tables on Chad & Cheese.  Craigslist's "Take The Pain" strategy that worked Mountains of data and we're still making stupid decisions  Why are Talent Acquisition professionals moving fast enough?  The future is hyper push targeting and so much more...  Brought to you by Chad and Cheese - HR's Most Dangerous Podcast. Subscribe at chadcheese.com.  

EP25: 2 Unicorns, 1 Decacorn and the process of building the muscle to pick a Winner {Sameer Verma, MD of NexusVP} Sameer has been an early-stage investor in over 38 companies that include 2 Unicorns & 1 Decacorn. On the episode I speak with Sameer Verma of NexusVP about some of his investments, the startup ecosystem, and we get a chance to dig deeper into how he thinks about investing. More recently though, Sameer's investee company, Postman, was in the news for putting India on the map for creating a category creating unicorn! Do listen to this episode in its entirety there are some fun anecdotes in the conversation. In case you have limited time, we discuss 5 of my favourite investments of Sameer's portfolio (personal & that of Nexus') from min 47. These cover his investments in Hasura, Postman, Bira91, Licious & MyUpchar. — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — → Don't forget to subscribe to the Newsletter via stars.substack.com so that you can receive future podcast releases delivered to your inbox! → Full episode of the podcast is available on YouTube: Part 1 & Part 2 → We also have a coffee giveaway that's still open (31st July is the last day) from EP20! All you have to do is sign up the Newsletter & tag me & the Podcast on social media of your choice, Linkedin / Instagram/FB wherever! Just these 2 things for you to win a bag of coffee from BlueTokaiCoffee! And possibly a Zoom chat with Matt, co-founder of BTC! — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — About Sameer: Based in Bangalore, and a graduate of Illinois Institute of Tech, Sameer focuses on consumer internet, enterprise / SaaS, ed-tech, healthcare and b2b commerce domains. At Nexus, Sameer has led investments in Postman, Unacademy, Infra.market, Zolo, Hasura.io, Ultrahuman, Quandl, RoadRunnr (Zomato), Joveo and a variety of other companies. His complete investment profile can be found on the NexusVP website. Timeline: 05:46 - Radical prioritisation framework 07:25 - Becoming an investor 18:42 - Working in Venture investing, early days 27:53 - Thesis: Teams & People not stuck on idea 29:05 - His personal investing process? 31:40 - COVID's impact - behaviour shift & reinforcement loops 36:46 - Postman investment (part1) 47:53 - Anectodes & Investment stories 48:45 - Hasura 56:56 - Postman (Part2) 58:26 - Bira91 1:05:44 - Licious investment 1:10:20 - Investing in vice's and VC's not investing in such 1:12:37 - Incremental value delivered by Licious 1:15:53 - MyUpchar

It amazing how much the pandemic serves as an accelerant. It feels like we're fast-forwarding 10 years and our predictions are moving at light speed.  As such, it's no surprise this week the boys are talking about  - Indeed suffocates Glassdoor  - Jobvite acquisition supercharges their brainpower - Monster is quickly running out of steam  - Broadbean, Joveo, and Recruitics do what?  Oh, and some job boards the world doesn't need like Unwoke.hr and FindSomethingNew.org.  Can you believe this is week 22 in our #ChadCheese COVID lockdown podcasting madness? Luckily Jobvite, JobAdx, and Sovren bring us back to sanity with support for our group therapy podcast sessions. We love you guys. 

The Chad & Cheese #GotQuestions and we're hoping Kshitij Jain (aka KJ) Founder and CEO of programmatic jobs platform Joveo has answers... Or maybe just spicy opinion :)  Why does Mobile Apply still suck?  Is Indeed really that far ahead?  Who is afraid of Google for Jobs? and why are we even talking "Clicks vs. Hires"?  Brought to you by Chad and Cheese - HR's Most Dangerous Podcast. Subscribe at chadcheese.com.  

A veteran of the Recruitment Tech industry for 20 years Kshitij Jain (aka KJ) has worked with well-known companies like Monster.com, Mobolt, and Indeed. A career steeped in jobs and technology sees him today at the helm of the programmatic platform Joveo as Founder and CEO. Before we step into the world of programmatic, Joel and I want some history starting with a truly Monster discussion. Enjoy this history lesson as we talk about how it shapes the future.  Brought to you by Chad and Cheese - HR's Most Dangerous Podcast. Subscribe at chadcheese.com.