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High Volume Hiring Podcast

Business & Economics Podcasts

Are you involved in the hiring of dozens or even hundreds of employees a year? If so, you'll know that the typical sourcing tools, tactics, and strategies just don't scale. This podcast features news, tips, case studies, and interviews with the world's leading experts about the good, the bad, and the ugly when it comes to high-volume hiring.


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Are you involved in the hiring of dozens or even hundreds of employees a year? If so, you'll know that the typical sourcing tools, tactics, and strategies just don't scale. This podcast features news, tips, case studies, and interviews with the world's leading experts about the good, the bad, and the ugly when it comes to high-volume hiring.




Is all recruitment really local? Should it be true?

Johanna Molina is a social & HR Edtech entrepreneur, investor, and mentor. She is the Co-Founder and Head of Impact at Talanta, an ed-tech platform creating a borderless world for talent.


We're migrating the podcast to video live stream in April 2023

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


What are the top five trends in recruitment marketing?

Julie is the President of RecruitmentMarketing.com. She is widely recognized as an industry leader and advocate who shares her knowledge and experience from working with hundreds of companies and over a billion dollars in advertising.


Is your talent technology acquisition strategy like a wedding?

Peter Weddle is the CEO of TAtech, the trade association for the worldwide community of organizations that provide technology-based tools for recruiting.


How to increase your apply-to-hire rates by massively reducing ghosting

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


AI and high volume hiring: the good, the bad, and the ugly

Keith Hulen is the Co-Founder and CEO of SmartRank, which stack-ranks and filters job applicants without using a resume. It helps employers achieve their DE&I initiatives by removing unconscious bias from the screening process.


How to keep your recruiting teams motivated when they have a lot of requisitions

Jessica Fiesta George is a talent acquisition leader and recruiting strategist for Atlantic Street Capital Advisors and the host of the Jess Get Hired Podcast


Does marketing automation eliminate recruiter cold calls?

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


Video interviewing tools are efficient, but it might surprise you to learn that they can also deliver authenticity.

Jason Seiden is the Chief Strategy Officer of Wedge, a video interviewing platform focused on delivering efficiency through authenticity, especially in high volume environments.


Are the largest employers of college and university grads de-emphasizing on-campus recruiting while also increasing their use of assessments?

Josh Millet is the founder and CEO of Criteria Corp, a leading provider of pre-employment assessment software.


How will high-volume hiring organizations fare in the 2023 job market?

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


Might skill-based hiring eliminate the need for resumes and massively improve the efficiency of high-volume hiring?

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


Predictions for 2023: What changes to the labor market do RPOs anticipate?

Cassie Pike is a Managing Director at Cielo, the world’s leading Talent Acquisition Partner. She is responsible for the growth, retention and advocacy of clients globally in Consumer Product, Retail & Business Service industries.


Performance-based job descriptions lead to employers hiring the quality they want without costing them to quantity they need. The reasons may surprise you.

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


What Software Are High-Volume Hiring Employers Using And What Results Are They Seeing?

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


When do candidates start to care about your employer brand? It is probably later in the hiring than you think.

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


What technology makes sense for high volume employers that doesn't for employers hiring in more normal volumes?

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


Do pre-hire assessments impact turnover, applicant faking, and completion rates?

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


Are robots about to cause the end of high volume hiring by the military?

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


Can you deliver a great candidate experience when hiring at scale?

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