Talent Acquisition Excellence July 2023

JULY 2023 • Vol.11 • No.
07
(ISSN 2564-1964)
THE GIG IS UP:

A RECRUITER’S
GUIDE TO RISK
REDUCTION
- Joy Henry,
Head of Sterling’s Technology and
Business Services group
The State of High-volume

and Hourly Hiring 2023
Essential Strategies for Essential Workers
Page 23 - 48
Sponsored by:
Talent Acquisition Excellence
INDEX JULY 2023 Vol.11 No.07
(ISSN 2564-1964)
07
The Gig Is Up: A Recruiter’s
Guide To Risk Reduction
Overcoming the challenges of hiring
and onboarding gig workers and
contingent employees
- Joy Henry,
On the Cover Head of Sterling’s Technology and Business
Services group
Articles
10 What Hourly Job Seekers Want From 49 The ‘Zero Visibility’ Problem In
High-Volume Hiring Global Recruitment
Enhancing candidate experience Gaining visibility into global HR and talent
and attracting top talent acquisition
- Matt Parkin, - Lenna Thompson,
Business Development Lead, FindWRK Head of Client Services, RAMP.Global
15 How To Lose A Candidate In 10 Days

Foolproof ways for employers to avoid
getting dumped by the class of 2023
- Christy Spilka,
Vice President, Global Head of Talent
Acquisition, iCIMS
The State of High-volume and Hourly Hiring 2023

Page 23 - 48
Top Picks INDEX
12
High-Volume Hiring Is Here To Stay.
Here’s How You Can Do It Better
Learn how successful teams achieve their
high-volume hiring goals and how you can
reach yours too
- Doug Leonard,
18
Co-Founder and CEO, Clovers
Improving Candidate
Experience In
High-Volume Hiring
7 essential steps for success
- Brett Farmiloe,
Founder and CEO, Terkel.io
54
End Game: 5 Talent Acquisition Trends
That Prove The Apocalypse Is Nigh
Learn how recruitment tech has fallen on
its SaaS, leading to diminishing returns and
increasing commoditization
- Jim Durbin,
Managing Principal, Respondable
61
Grow Fast But Smart:
How To Hire For A
High-Growth Organization
Effective strategies to thrive in
high-growth mode while hiring top talent
- Hari Kolam,
Co-Founder and CEO, Findem
Editorial Purpose
Matt Charney
Our mission is to promote personal and
Editor-in-Chief, Talent Acquisition Excellence
professional development based on
constructive values, sound ethics, and
timeless principles. High Volume and Hourly Hiring in the Post-Pandemic World
Excellence Publications
F or all the work-related changes wrought overnight at the onset of the
Pandemic, beginning on that fateful day when we left our offices (mostly)
for the last time, winding up our final Zoom free meetings and chocking back
Debbie McGrath a coda of crappy communal coffee (ugh), one still stands out as perhaps the
CEO, HR.com - Publisher
most underrated- and maybe, the most profound.
Dawn Jeffers
VP, Sales Virtual work was always a thing, at least at companies enlightened enough to
understand that lower capital costs, a global talent pool and (at the time) a hell
Sue Kelley of a competitive culture differentiator.
Director (Product, Marketing, and Research)
Babitha Balakrishnan and Similarly, Zoom instantly became a verb, but maybe only because magically,
Deepa Damodaran
Excellence Publications Managers and Editors
the need to Xerox anything ended more or less overnight, and also, because the
virtual meeting market was already so entrenched even Microsoft had time to
roll out a copycat catch-up play.
Talent Acquisition Excellence Team

The most profound change instead came from us finally defining that thing
Matt Charney that we all thought about but never really said. But somehow, in the middle of
Editor-in-Chief the discourse about the new virtual working order was this recurring theme of
“essential” and “non essential” workers. And for the first time, many of us were
Deepa Damodaran
Editor forced to realize that the knowledge economy is essentially non-essential (ergo,
this post).
Nataraj Ramesh
Design and Layout (Digital Magazine)
That the executive and professional positions we sourced and recruited for in
the fierce competition for the finite pool of talent, no quotation marks needed,
Vibha Kini
Magazine (Online Version) were not actually a business imperative but instead, someone dispensable to
how business gets done, even when it’s anything but.
Submissions & Correspondence Essential workers, unlike, say, management consultants or content marketers,
are the overwhelming majority of active workforce participants (before and
Please send any correspondence, articles, letters after COVID), and are the foundation upon which the bottom line and the global
to the editor, and requests to reprint, republish, economy are built. Without essential workers, fires would go unchecked, crimes
or excerpt articles to ePubEditors@hr.com. unsolved, and patients untreated.
For customer service, or Goods couldn’t move from warehouses to big rigs to your front door without
information on products and services, them, nor could you go to a store instead. You could no longer buy groceries or
call 1-877-472-6648 go out to eat.
The list of essentials that essential workers provide us is essentially infinite,

For Advertising Opportunities, which is why, while we were trying sourdough starters, ordering DoorDash and
reveling in an unending yet mandatory period of working exclusively in sweats,
email: sales@hr.com
those essential workers were, you know, essentially working. Non-essential
workers? Like we ever had a real job other than occupying our little niche of
late-stage capitalism.
(ISSN 2564-1964)
Non-essential workers, of course, bristled at the suggestion that the delivery
is published monthly by guy, the bus driver, or the gas station attendant were somehow more important,
HR.com Limited, 56 Malone Road, more essential, to the continuity of the economy than they were.
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EDITOR’S NOTE
pandemic while the majority of white-collar workers enjoyed
government-subsidized job and income protections, in addition
to the thrill of working in slippers, a profound reversal has
taken place.
As almost any recruiter can tell you, the hiring landscape

for the types of reqs that keep internal TA teams employed
continue to lag in terms of recovery; layoffs of teams with
thousands of highly paid, and once highly recruited workers
dominate headlines, often directly above the more boring ones
Early career professionals, inculcated with the idea that they about historically low unemployment and unprecedented
were somehow a coveted and irreplaceable human capital numbers of open jobs that remain infilled in their millions.
commodity, were shocked when the realization finally hit that
no one really needs a social media marketing coordinator or a That’s because, as mixed as the TA outlook may be, the truth is
talent sourcer when the end is nigh. They will, however, need that for high volume and hourly hiring, the demand has never
mechanics, waiters and fulfillment specialists, at least until the been greater - and meeting that demand has never been more,
moment of Rapture. well, essential.
The fact is that workers have always been bifurcated into the That’s why I’m so excited about this month’s issue of Talent
essential and non essential, between those that do and those Acquisition Excellence. It’s all about the current state, and
who “manage” or “consult” or “recruit” or whatever their title future direction, of high volume and hourly hiring - from
infers they really do, which is often really little. unveiling the findings of our latest annual HR.com high volume
state of the industry report to insights and analysis from some
And in TA, we have long had a bias against essential workers, of the experts and leaders influencing how high volume hiring
who we see as disposable and interchangeable cogs, and those happens today - and shaping what the future of high volume
random, high-paying roles that require a lot of high-touch hiring recruitment looks like tomorrow, too.
and even more process complexity.
The answer is, in short, that the future of recruiting and the
The roles that we spend the most time and resources on, as future of high volume are the same. Because TA goes where
a rule, are the most non-essential - and the most critical of the jobs are - and for the foreseeable future, those jobs, and
headcount (and a majority of hires) are often seen as more ours, are on the front lines, not in the back office. Which is
process issues than real people imperatives. Anyone can why this issue - both the magazine and the high concept - is
recruit for positions whose only requirements are a pulse and so important.
the ability to lift 50 pounds, was (and is) seen as somehow less
than, even though it’s never enough. You could even say they’re “essential.”
This divide, of course, is best understood by the more

Happy hunting.
entrenched lexicon; essential workers are most commonly
categorized as “hourly” or “high volume,” and hiring those
workers remains relatively esoteric and marginal in the world of
corporate TA, despite the lessons learned during the downturn. Write to the Editor at
ePubEditors@hr.com
Of course, some changes persist - namely, that after millions
of hourly workers lost their jobs in the first few months of the
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COVER ARTICLE
The Gig Is Up: A

Recruiter’s Guide To Risk
Reduction
Overcoming the challenges of hiring and onboarding
gig workers and contingent employees
By Joy Henry, Sterling
A ccording to the U.S. Bureau

of Labor Statistics, 36% of
US workers could be classified
efficient ways to improve the
onboarding process and reduce
friction to meet their hiring goals
including having issues with the
background screening process,
and too many touchpoints.
as freelancers or independent – while maintaining trust and
workers and, at its current rate safety in the workplace. For employers, 60% report that
of expansion, more than half of they can’t find enough qualified
the workforce will be part of the Hiring and Onboarding candidates for the roles they need
US gig economy by 2027. With Challenges in the Gig to fill, according to that same
the rise of the gig economy and Economy report which included responses
contingent work opportunities One way gig and contingent from more than 350 HR
plus more remote work options, job seekers differ from full-time professionals whose job includes
workers across the world employees is their expectation onboarding gig workers and hiring
have been re-evaluating how, of real-time onboarding; ideally, contingent and freelance workers.
where, and when they want to they want to begin working for The findings indicated that
work. Because there are more an organization that same day. hiring this category of workers
employment choices than ever Because of today’s candidate is more complicated than hiring
before, organizations in all mindset, employing this type traditional workers.
industries and regions have of workforce to represent
been facing a variety of hiring your brand relies heavily on These perspectives should
challenges and risks which need a quick - yet customized - compel gig platforms and
to be addressed differently than onboarding experience. companies seeking non-tradi-
in the past. tional workers to streamline
Candidate drop-off rates can be and accelerate the hiring and
In addition, as a high volume almost as high as 85%, according onboarding process. By doing so,
of candidates enter the gig to our latest industry report, Hiring they may be able to help avoid
and contingent workforce, Reimagined. Most candidates who losing quality workers in the race
gig platforms and companies considered dropping out of the for talent.
seeking non-traditional talent onboarding process thought the
are diligently looking for more experience was too complicated,
Talent Acquisition Excellence presented by HR.com JULY 2023 7 Submit Your Articles
The Gig Is Up: A Recruiter’s Guide To Risk Reduction
The Gig and Contingent services. Trust and safety teams a background screening partner
Job Seeker Mindset looking to overcome onboarding that can enrich their platform’s
It may be tempting to think challenges should make sure to candidate data to create a
that pay is the main driver for align their hiring and onboarding user-friendly, fast-to-hire model.
gig workers, but our survey processes to best meet the
found that there are several expectations of today and The best background screening
factors that matter even more tomorrow’s job seekers. partners today allow employers
to job candidates seeking gig to set up customized workflows
or contingent work. Safety and A Modern Onboarding to reduce turnaround times.
trust in the workplace, along with Process Even better, these workflows can
flexibility, rated highest – both Screening high volumes of be automated so that human
ranked highly by 66% of the job contingent and gig workers touch is not always needed.
seekers surveyed. can be more challenging than API (Application Programming
traditional processes because it Interface) integrations can add
As an employer, you need to know usually has to be done at scale. an additional layer of automation
that you have: trustworthy people In many cases, businesses are to advance candidates’ record
representing your brand; your already deploying workforce information and communication
workers need to know they are platforms to manage contingent between databases, minimizing
safe as they work on behalf of and gig workers; platforms the need for manual review while
your brand; and the end customer which should also be leveraged helping expedite the onboarding
needs to know that they can for all aspects of hiring and process and reducing candidate
trust the workers delivering your onboarding. If so, it is imperative drop-off.
for companies to integrate with
The Gig Is Up: A Recruiter’s Guide To Risk Reduction
A mobile, responsive experience efficiencies that are driven inside

is a necessity due to the of the gig market are helping
immediacy of the gig hiring to develop what the future of
process, as candidates are background screening will look
typically completing background like for all companies. In this next
checks via mobile devices. The evolution of hiring, it’s important
process must be optimized for to have the right strategies,
all mobile device applications technologies, and processes in
so both candidates and gig place to streamline onboarding Joy Henry is the Head of Sterling’s
Technology and Business Services
companies can view results and improve hiring practices.
group, where she holds responsibility
from the background screening
for the P&L of the financial services,
and quickly proceed with the Sterling is not a law firm. This retail, gig, staffing, diligence,
onboarding process. A robust publication is for informational technology, media, entertainment,
candidate hub can save time purposes only and nothing and hospitality practice areas of the
and keep candidates engaged contained in it should be business. Joy joined Sterling in 2013
and previously held the position of
throughout the process via SMS construed as legal advice. We
general manager of the financial and
notifications and alerts. expressly disclaim any warranty
business services practice area. Prior
or responsibility for damages to Sterling, Joy spent over a decade
Gig Work’s Impact on the arising from this information. at Dow Jones/News Corp serving in
Future of Hiring We encourage you to consult various roles across the organization.
Gig work is driving the future of with legal counsel regarding
what background screening might your specific needs. We do not Would you like to comment?
look like across other industries undertake any duty to update
in just five to ten years. The previously posted materials.
What Hourly Job Seekers
Want From High-Volume
Hiring
Enhancing candidate experience and attracting
top talent
By Matt Parkin, FindWRK
I n the realm of hourly and

high-volume hiring, employers
often find themselves fixated on
slow or complex application
processes, and the redundant
task of entering the same data
compensation, and scheduling
flexibility consistently rank
among the top considerations
the quantity of applicants and repeatedly. for candidates in the hourly
the number of roles they must job market. By showcasing a
fill. Technological advancements While slow processes may not clear path for advancement,
have revolutionized the hiring seem like an issue, they are. The offering competitive pay, and
process, introducing efficiency report found that 64% of hourly providing flexibility in scheduling,
but sometimes sacrificing the job seekers are looking for work employers can stand out and
essential human connection. To because they are unemployed, attract the best-fit candidates.
attract and retain top talent, it is and often take the first job offer
crucial to recognize that not every they receive. This highlights the Moreover, understanding why
hourly worker is the same and to urgency employers need to move job seekers leave their roles is
understand their unique needs with to scoop up talent before equally important. Management,
and frustrations. the competition. Addressing compensation, and company
these concerns is vital to building culture play significant roles
Addressing Candidate meaningful relationships and in their decisions to seek
Frustrations in Hourly creating a positive candidate new opportunities. Creating
Hiring experience. an environment that fosters
Our recent hourly workforce strong leadership, offers fair
report highlights data-driven Learning Why Hourly and attractive compensation
insights directly from job Employees Come and Go packages, and cultivates a
seekers. These insights can help Job seekers consider various positive workplace culture filled
address job seeker concerns factors when choosing one job with recognition can significantly
and differentiate your employer over another, and it’s crucial impact employee retention in the
brand. The top frustrations from for employers to understand hourly workforce. Job seekers
candidates include a lack of these motivators. Career assess management from the
communication from employers, growth opportunities, fair first interaction, so remember that
first impressions matter.
What Hourly Job Seekers Want From High-Volume Hiring
Enhancing the Candidate and a fast and user-friendly employers can transform their
Experience application process are highly hiring process into a more
Job seekers have provided valued by candidates. Balancing inclusive, efficient, and rewarding
valuable insights on how compassion with technology is experience for all involved.
employers can enhance their key when it comes to creating a
candidate experience and successful candidate experience
streamline the job search that will differentiate you as an
process. Incorporating wages employer of choice.
in job postings provides
transparency and helps Moving Forward
applicants make informed While it’s easy to get caught up in
decisions. This was the top vanity metrics like the applicant
request from job seekers volume, it’s important to not
forget what matters most when it Matt Parkin is the Business
when asked how employers
Development Lead at FindWRK.
can improve their candidate comes to talent acquisition – the
experience. Simple gestures like talent. Leverage technology to
sending a receipt of application bring efficiencies to your hourly
and communicating clear next and high volume hiring, without
Would you like to comment?
steps demonstrate respect and sacrificing the human connection.
engagement with candidates. By listening to job seekers and
Additionally, concise job postings addressing their suggestions,
Top Pick
High-Volume Hiring Is
Here To Stay. Here’s How
You Can Do It Better.
Learn how successful teams achieve their high-volume
hiring goals and how you can reach yours too
By Doug Leonard, Clovers
T alent acquisition teams that engage in

high-volume and hourly hiring are used to getting
a lot done fast. And with the state of high-volume
candidate applies for a job. They get pulled into an
ATS. They’ll wait to hear from a recruiter. A screening
interview takes place, then more interviews, and
hiring today, it doesn’t look like they’ll be slowing sometimes even more. There are assessments,
down any time soon. internal conversations, offers, counter-offers, then
onboarding. Basically, it takes a lot of time. Usually
New to high-volume and hourly hiring? Or looking to weeks or months.
adjust your current approach? Keep reading because
high-volume hiring is here to stay.
In this article, we’re digging into high-volume and

hourly hiring. We’ll cover what it is, how successful
teams manage it, and how you can up your game too.
Before we get started,
Let’s clarify a few things before we tackle the state of

high-volume hiring today.
What’s High-volume Hiring?

High-volume hiring is getting a lot of people hired
in a short amount of time. You’re looking for hourly
workers or staff to fill gaps for a season or two.
How Is High-volume Hiring Different from

Traditional Hiring?
When you’re looking to hire long-term or salaried
employees, the process is more involved. First, a
High-Volume Hiring Is Here To Stay. Here’s How You Can Do It Better.
On the other hand, high-volume hiring can get done If you’re someone engaged with high-volume hiring
in just a few hours or days. A candidate applies, and you don’t already have a clear strategy, it’s time
moves through a brief hiring process, and can be to start building one. This part of your recruiting pie
hired the same day. Candidates usually interact is not going anywhere—it’s only growing larger.
with automation or artificial intelligence (AI) to get
through screening, assessments, or initial interview How successful teams approach high-volume hiring
questions. Once hiring teams decide to hire an
applicant, AI can pick back up with a condensed In the face of challenges, the most successful hiring
onboarding process. The process is standardized, teams have these three things in common: strategy,
streamlined, and scalable. outsourced support, and trackable metrics.
Who Does High-volume Hiring? They have a strategy

Companies looking to meet seasonal demands will Per The State of High-Volume and Hourly Hiring 2022
do high-volume hiring. Organizations that see periods report, teams who met their hiring goals were five
of rapid growth, are opening new locations, or are times more likely to have a defined strategy. They
making up for turnover will also need to engage a have a standardized, scalable process and a clear
high-volume hiring strategy. “ideal candidate” profile.
Retail, hospitality, entertainment, trade, construction, They outsource

and healthcare are industries that most often do Successful high-volume hiring teams also outsource
high-volume and hourly hiring. Companies that hire at least part of their recruitment process. They
gig workers or independent contractors might do take advantage of job boards, staffing agencies, or
high-volume hiring too. recruitment organizations.
What Are the Most Common Challenges of They track metrics

High-volume Hiring? Effective high-volume hiring teams are four times
High-volume hiring risks losing the human touch. more likely to have transparent metrics. They’re
Consistent employer branding might suffer too. measuring time to hire, attrition rates, and quality of
hire. And they regularly update stakeholders.
Most commonly, recruiters need help with the large
number of applications. They either don’t have How You Can Do it Better
enough qualified applicants or enough time to review Are you in a place where you need to start doing
each profile. high-volume hiring? Or do you want to tweak your
current process? Here are a few ways to start
Candidate dropout and poor candidate experience are improving today:
also issues that hiring teams face. Guiding a hiring
process that’s both fast and candidate-friendly is a 1. Get the right tech
constant balancing act. Automation is your friend. Take time-consuming
tasks and let the software support you as much
High-volume Hiring Today (and into the as possible. Recruiting solutions can help you
Future) track open roles, screen potential candidates,
The State of High-Volume and Hourly Hiring 2023 quickly review applications, and automate
report says that 89% of companies doing high-volume candidate nurtures.
hiring expect to keep doing so for at least the next
two years. Almost half of those organizations also Incorporate chatbots. SHRM reports that 65% of
plan to increase their high-volume hiring budgets. candidates will drop out if conversational AI isn’t
used to streamline the hiring process.
High-Volume Hiring Is Here To Stay. Here’s How You Can Do It Better.
Make sure, too, that your hiring platform has mobile 5. Track analytics
capabilities. For an efficient, positive experience, Use metrics to get a clear picture of your high-volume
candidates need to be able to apply and onboard on hiring process. Good data will help identify your
their smartphones. strengths and weaknesses.
2. Consider outsourcing At a minimum, keep track of these data points:

Staffing agencies, temp agencies, or job boards source of hire, conversion rates, diversity metrics,
like Indeed or Monster can help with high-volume and sourcing effectiveness rates. Take what you
recruitment and advertising. know, optimize your hiring process, and grow.
Recruitment process outsourcing organizations What’s Next?

(RPOs) like Cielo can also help deliver a seamless High-volume and hourly hiring is becoming more
hiring experience. RPOs support all steps of the common and more important, so learn how to
hiring process, from sourcing to onboarding. do it quickly, and do it well. Examine your current
processes and see where you can adjust to become
3. Improve the candidate experience more successful.
Make it easy for candidates to navigate your hiring
process. User-friendly hiring tools will make them Want to learn more? Check out LinkedIn’s Tactical
less likely to drop out. On top of that, clearly define Guide to High-Volume Hiring, listen to the High
job titles and responsibilities. Be transparent about Volume Hiring Podcast for tips, news, and interviews,
compensation. or download the HR Research Institute’s state of
hourly and high-volume hiring infographic to share
When building a high-volume hiring strategy, know with others.
who your candidates are. Hourly workers, gig
workers, and independent contractors will appreciate
quick follow-up and seamless tech.
Doug Leonard is Co.Founder and CEO
Consider learning more about Gen Z’s habits and at Clovers. Doug is a trusted leader
preferences too. 1 in 5 Gen Z workers are hourly in the recruitment industry (and
workers, which means they’ll make up a good portion just a really great human) working
toward shaping a more inclusive and
of your applicants. And if you’re sourcing candidates
human-first hiring process for both
from previously untapped talent pools, like formerly candidates and companies.
incarcerated workers, take some time to learn what
they’ll need from your hiring process. Would you like to comment?
4. Prioritize inclusion
Even when hiring at scale, it’s still important to
promote inclusive hiring. Know that rapid hiring is
even more susceptible to bias than traditional hiring,
so educate your hiring team on the importance of
diversity and inclusion.
Make sure your job descriptions are free of

exclusionary language. Blind resume reviews, skills
assessments, and data-backed decision-making help
combat bias too.
How To Lose A Candidate
In 10 Days
Foolproof ways for employers to avoid getting
dumped by the class of 2023
By Christy Spilka, iCIMS
B reaking up is hard to do. Well,

maybe not that hard.
Just like in the movie “How to
Lose a Guy in 10 Days,” you’ll
find that with a little bit of effort
Salary shouldn’t be buried in
a long-winded job description.
Bring the salary front and center
The job search is in full force for (or lack thereof), it’s easy to so it can’t be missed. Lack of
recent college graduates. They’ve make even the most dedicated transparency about salary is a
worked hard for their degree – candidates run in the opposite dealbreaker for Gen Z, so check
during a pandemic – and are direction. As your company opens your postings to ensure the salary
looking to enter a professional the doors to the Class of 2023 is easy to find.
relationship with your company. and fills your entry-level openings,
be sure to take a page from Kate Day 2: Keep Them in the
In fact, iCIMS’ recent survey Hudson’s book. Below are some Dark Throughout the
found more than a third (35%) ways you might be losing out on Hiring Experience.
are looking for a long-term career Gen Z talent in ten days or less, The interview process is infamous
path and a place they can grow guaranteed (and steps you can for being exhausting and anxi-
well into the future. take to avoid getting dumped): ety-inducing for many candidates.
However, expectations for the
Don’t start shopping for rings Day 1: Leave Salary Ranges interview process for the Class
just yet though. Just because Out of Your Job Postings. of 2023 are pretty high, with
they’re looking for a commitment After a turbulent few years, two-thirds expecting the entire
doesn’t mean that getting these entry-level talent literally can’t process, from application to offer,
new graduates to fall in love with afford any more surprises. to take about only three weeks.
your company will be an easy College seniors (43%) even Recruiters, on the other hand,
feat. According to our Class of admitted that they wouldn’t know that this may be unrealistic.
2023 Report, this incoming crop apply for a job if the salary Keep your candidates engaged
of talent isn’t taking any chances range wasn’t included in the job before they grow impatient. Send
after years of “unprecedented posting. If you are looking to hire them regular updates throughout
changes,” and they’re taking entry-level talent, it’s up to you the process, even via text, so
matters into their own hands to be transparent throughout the they know that their candidacy
with a new rulebook for their candidate experience when it is still top of mind. The less you
entry-level job search. comes to salary. This also means leave them in the dark during the
going beyond the baseline. process, the more likely they’ll be
to stay in it to win it.
How To Lose A Candidate In 10 Days
2023 might still seem a little high,

it’s important to have transparent
conversations upfront about
salary expectations and salary
ranges to ensure everyone is on
the same page.
Day 5: Provide a Benefits

Package They Can Refuse.
While Gen Z does expect a higher
salary, the truth is that salary is
not the end-all, be-all. Aside from
this, recent graduates want an
employer that will champion their
quality of life holistically. This
includes benefits for financial,
physical and mental wellness.
College students revealed the
top benefits they are seeking
are: Bonuses or overtime pay
for working more hours than
contracted (50%), 401(k)/401(k)
Day 3: Use Outdated, watch videos on your career site matching (42%), financial
Irrelevant Content to and get an employee perspective advisory programs (34%) and
Promote Your Open Roles from real team members to learn student loan repayment programs
and Culture. more about your company and (28%).
Gen Z is the first digitally native the role.
generation, so it makes sense Day 6: Drag Out the
that this generation would use Day 4: Offer a Interview Process.
social media to advance their Non-competitive Salary. Where do you draw the line in the
careers. According to the report, They might be fresh out of number of interviews in a hiring
half of Gen Z job seekers use college, but that doesn’t mean the process? According to Americans,
social media apps like Tik Tok Class of 2023 won’t be looking the ideal number of interviews
to learn about a company’s for a competitive offer. Recent for a job is three. Anything more,
culture. No, you don’t need to grads expect an average salary and you might risk your candidate
learn the latest dance trend, but of nearly $66,500, over $8,000 becoming frustrated with the
you can (and should) leverage more than employers expect to process, and even possibly losing
this medium to give a better pay entry-level candidates. You interest in moving forward. When
glimpse into what you have to may think this is an overreach, interviewing your candidate, make
offer. Companies like Uber create but the reality is that college the most of their time. Ensure
employee video testimonials to grads have actually tempered that every interviewer has a
attract early career candidates, their expectations as they purpose in the interview process
helping to peel back the corporate prepare to enter a more turbulent for the role you’re filling. Also, try
curtain and show graduates economy. Last year, 2022 grads to consolidate interviews where
what working there is all about. expected a starting salary of you can, without overwhelming
Rather than long-winded job more than $70,000. While salary the candidate with too many
descriptions, candidates can expectations for the Class of people on the line. Respect their
time, and they’ll respect yours.
How To Lose A Candidate In 10 Days
Day 7: Demonstrate Your different level of experience, mobility and how this role can
Commitment to Diversity, employers must evaluate what help them shape their careers.
Equity and Inclusion experience is truly necessary to
(DEI) Through Words, Not succeed in the role. If the bar is If you’ve reached day 10 and
Actions. set too high, you might risk out on followed all of the steps, your
This incoming class of talent top talent with an ability to grow Gen Z candidate should be
is part of a generation that is their career with you. long gone by now. But that’s
composed 50% of people of color, not how the story ended for
and only two-thirds identify as Day 9: Deprioritize Mental Matthew McConaughey, right?
exclusively heterosexual. As they Health. In all seriousness, as easy as it
search for their first employer, Expectations around mental is to have Gen Z running for the
the Class of 2023 wants to work health support at work remain a hills, it’s just as easy to take the
for a company as diverse as consistent trend, with more than necessary steps to attract this
they are with a commitment to 40% of this year’s graduating generation of candidates and
diversity, equity, and inclusion. class expecting their employer to win the race for entry-level talent.
But this will require true action support their mental health and Avoid making these mistakes,
on your company’s part, not just participate in open conversations. and you’ll soon find that your
promises. When evaluating a Aside from managers having relationship with Gen Z will be
company’s commitment to DEI, regular conversations about better than those in any movie.
2023 college seniors are looking mental health with their team
for: diversity showcased during members, more than half (54%)
the hiring/interview process of college seniors value flexible
(46%), diversity represented work hours as a top perk.
in employee pictures on your
career site, social media pages, Day 10: Don’t Invest in
etc. (46%), employee-led groups Their Career Growth.
aimed at fostering DEI (45%) and Gen Z has been through the
diversity among company leaders ringer the last several years, with
(43%). college experiences upended Christy Spilka is the Vice President,
and internships canceled. Now, Global Head of Talent Acquisition,
at iCIMS. Spilka is responsible for
Day 8: Expect a Seasoned the one thing they are craving –
leading the global talent acquisition
Professional Right Out of and need – the most from their strategy and team, ensuring that
College. first job is stability. The majority iCIMS has the right people on the
We’ve all seen that job opening (65%) of college seniors care right teams to achieve business
before. You know, the one about how long they stay with an success. Spilka also serves as the
employer, and more than a third board president of the Association
expecting six years of experience
of Talent Acquisition Professionals
for an entry-level role? The reality (35%) are looking for a long-term
(ATAP), continuing to partner with
is that internships alone aren’t career path and a place they talent professionals around the globe
cutting it for entry-level jobs can grow well into the future. to advance talent acquisition. With
anymore. In fact, almost 90% Give the Class of 2023 a sense more than 20 years of experience,
of HR pros said they require of stability by having regular, Spilka is a passionate and avid
open conversations around supporter of providing top-notch
entry-level candidates to have
talent experiences.
some experience — with 26% career growth with them so they
expecting three or more years’ can see what a future with your
experience and 21% reporting that organization could look like. This
it can’t come from internships. starts with the hiring process.
While every role requires a Talk with candidates about career
Top Pick
Improving Candidate
Experience In High
Volume Hiring
7 essential steps for success
By Brett Farmiloe, Terkel.io
T o help you enhance the candidate experience

during high-volume hiring, we gathered insights
from HR professionals and business leaders. From
●● Utilize Holistic ATS Software
●● Lead with Pay Transparency
●● Leverage Automated Resume Screening
utilizing holistic ATS software to actively networking
and nurturing relationships, here are the top seven ●● Create Candidate Status Page
strategies shared by these experts on optimizing ●● Reach Out to Passive Candidates
the candidate experience and its impact on hiring
●● Implement Game-Based Aptitude Tests
outcomes and employer brand.
●● Actively Network and Nurture Relationships
Improving Candidate Experience In High Volume Hiring
Suki Bajaj, Rich Miller,

Managing Director, Talent Acquisition Manager,
QuickHR U.S. LawShield®
Utilize Holistic ATS Software Lead with Pay Transparency

As we expand our workforce to support For our team, optimizing candidate experience
our long-term growth plans, we focused on means leading with transparency in our
reinventing our hiring approach with the use recruiting. Pay transparency is key to this,
of a holistic applicant tracking system (ATS) and for any state in which we are recruiting
software to streamline our applicant sourcing, (not just those that require it by law), we will
assessment, and screening. provide an approved, defined compensation
range and bonus structure at the beginning of
By utilizing an all-inclusive applicant tracking our dialogue to ensure it meets the candidate’s
software, our hiring managers could easily expectations.
manage job postings, interview schedules,
application status, and offer letters in In high-volume recruiting, we need to be
one platform - cutting our average hiring mindful of both the candidate’s and the
process by half. While candidates are hiring manager’s time. As such, we create a
always kept up-to-date on the progress of simple application process (no uploading of
their applications. your resume only to have to manually enter
the same information) and outline with the
We were able to create a solid talent pipeline candidate the interview stages and which
of potential candidates for future hiring. For parties will be involved, while holding ourselves
example, we could instantly identify past accountable to a service level to provide the
candidates who were turned down in the past candidate with status updates.
but are more suited for new roles and call them
back to apply for these jobs. These efforts have improved the efficiency of
our interviews dramatically, reduced candidate
As a result, we were able to ensure a smooth falloff, and improved our time-to-fill, while
HR workflow, encourage better communication increasing our talent pipeline and candidate
with candidates, and create a strong workforce referrals.
amidst the post-pandemic situation.
Haya Subhan, Gordana Sretenovic,

General Manager, Co-founder, Workello
First Aid at Work Course
Leverage Automated Resume Create a Candidate Status Page

Screening As an HR startup founder who is also the
As someone responsible for hiring in our primary hiring manager, I needed a way to let
organization, I can share that we optimize the candidates know exactly where they are in
candidate experience during high-volume the hiring cycle without making the experience
hiring by leveraging automated resume clunky for both parties.
screening such as CVViZ.
That is why we created the candidate status
In one particular recruitment drive where we page—a page that is unique for each candidate
had a high volume of applicants, we realized that they can access anytime they want and
its importance as it allowed us to expedite check exactly where they are and what the
the screening process and ensure that each next step of the hiring process is. This saved
candidate received timely feedback. With me a lot of time as I don’t have to provide
CVViZ, we could efficiently assess each status updates anymore, and the candidates
candidate’s qualifications and relevance to the can rest assured that they will be notified
position, providing an unbiased shortlist of about the next stage, no matter what it is.
candidates.
This strategy drastically reduced our

time-to-hire and enhanced the candidates’
overall experience, reflecting positively on
our employer brand. It demonstrated our
commitment to efficiency and consideration
for candidates’ time, thereby enhancing our
reputation as an employer of choice.
Reach Out to Passive Candidates

Proactively reaching out to passive candidates via text is a
great way to improve the candidate experience. Candidates
are more receptive when you reach out to them first, instead of
making them smash the apply button hundreds of times on a
job board.
My average candidate reply rate to book an interview was

three hours. I texted candidates instead of emailing this
time, with all replying within nine minutes. Fast forward four
days later and five of the seven candidates interviewed were
Matt Parkin, hired. This quick turnaround cut recruiting admin time by
Business Development 50%, reduced time to hire by 30%, and helped strengthen the
Lead, FindWRK candidate experience and employer brand.
Actively Network and Nurture Relationships

When hiring for niche profiles where the talent pool is limited
and the best performers are often not actively seeking job
opportunities, we took a unique approach. We mapped out the
entire talent universe within our target range and identified the
top talent we wanted to attract.
We began by reaching out to these individuals on professional

platforms like LinkedIn, establishing connections, and
engaging in conversations to showcase the exciting
developments within our company. We provided updates
Sanya Nagpal, on our organization’s vision, invited them to consultation
Head, Human Resources, calls with our team members, and even arranged in-person
Leena AI meetings when possible.
By actively networking and nurturing relationships with

these passive candidates, we were able to generate interest
and convert their curiosity into a genuine desire to join our
organization.
Implement Game-Based Aptitude Tests

For high-volume graduate-level recruitment, we have
historically relied on traditional aptitude tests when
shortlisting candidates. However, we have recently switched to
game-based aptitude tests instead.
Overall, the candidate experience has improved significantly,

and we are seeing far fewer dropouts. Candidates also appear
to be completing the assessments more quickly, often on the
same day they receive them, rather than several days later.
Chloe Yarwood, When speaking with candidates, they express positive

HR Manager, feedback about the experience, finding the games both unique
Test Partnership and enjoyable. From an employer branding perspective,
candidates suggest that the games give our company a more
innovative feel, which they find particularly attractive.
I strongly recommend swapping traditional aptitude

assessments for game-based tools whenever possible,
especially for emerging talent recruitment, as these
populations are likely to enjoy game-based assessments the
most.
Brett Farmiloe is the Founder and

CEO – and currently CHRO - of Terkel.
io. Brett is a strategic human resource
management (SHRM) Influencer and has
also been a keynote speaker at several
state SHRM conferences around the
topic of employee engagement.
Special Research Supplement July 2023
The State of High-volume Essential Strategies for

Essential Workers
JULY 2023
INTERACTIVE
Sponsored by:
INDEX
RESEARCH REPORT SUMMARY
25 The State of High-volume and Hourly Hiring 2023

Survey conducted by: Sponsored by:
ARTICLES
Bridging the Leadership Gap Debunking the Top 5 Myths

31 36 About International Hiring
How to find leaders from within
By Talent Acquisition Team, G-P
By Cobi Collins, Director, Talexes
How Compass Group Drives Quicker than quick serve:

40 More Qualified Applicants from 44
How McDonald’s cut hourly time
Their Job Advertising to hire by 60% and created an
By Dalia experience candidates love.
By Josh Zywien, Chief Marketing
Officer, Paradox
The HR Research Institute, powered by HR.com, the world’s largest social network
for Human Resources professionals, is a key part of our mandate to inform and
educate today’s HR professionals. Over the past three years, the HR Research
Institute has produced more than 85 exclusive primary research and state of the
industry reports, along with corresponding infographics in many cases, based on the
surveys of thousands of HR professionals. Each research report highlights current HR
trends, benchmarks, and industry best practices. HR Research Institute Reports and
Infographics are available online, and always free, at www.hr.com/featuredresearch
The State of High-volume and Hourly
Hiring 2023
Sponsored by:
Survey conducted by:
Exclusive Research by HR Research Institute
I
n early June 2023, recruiters found themselves While recruiters of white-collar positions struggle
in a paradoxical situation. The technology to find work in a tight job market, those managing
industry faces layoffs, while the hospitality and high-volume and hourly recruitment experience
healthcare sectors suffer due to labor shortages. business prosperity. Hourly worker demand is
Rising unemployment discontent contrasts with historically steadier and less volatile than white-
robust job growth. Traditional recruiters are collar recruiting, indicating a potential future for
losing their jobs, yet high-volume recruitment is recruitment. The future of hiring might resemble
growing. This report highlights the paradoxes and the standardized, automated, scalable, and self-
contradictions in talent acquisition (TA) that is sustainable methods used in hiring hourly workers
both fascinating and unsettling at the same time. today.
Despite 24,000 layoffs in employment services, Research indicates that this is an opportune
the U.S. economy added a remarkable 339,000 time for high-volume hiring, particularly in retail,
jobs in May, creating a TA paradox. High-volume hospitality, and healthcare, as employer demand
and hourly hiring exist in an alternate reality, where outpaces the shrinking hourly workforce. The
time-to-hire and average tenure are measured report provides insights into the state of high-
in hours or days. Competitive advantage is volume and hourly hiring based on a global survey
determined by factors such as hourly wages and of HR practitioners and hiring leaders. It explores
benefits like healthcare and tuition subsidies. This the challenges faced when hiring hourly talent and
hiring approach differs from salaried recruitment, uncovers opportunities in the evolving world of
where specialized skills are assumed to be crucial. work.
25 RESEARCH REPORT SUMMARY STATE OF THE INDUSTRY RESEARCH

(89%) plan to engage in high-volume recruitment
over the next two years. Of these, more than 6 in
10 plan to rely on in-house resources and a quarter
plan to outsource at least part of the task.
Organizations looking to manage this process in-
house must have efficient and scalable processes
to handle the large volume of applicants, resumes
and interview schedules. This requires the right
tools and strategies to be in place, backed by
careful planning to make sure the right candidates
are selected and hired efficiently.
Finding: Over two-fifths of

organizations planning to engage in
high-volume recruitment over the next
two years expect an increase in the TA
budget
We asked respondents who expect to engage in
high-volume recruitment over the next two years
if the process is supported by the organizational
budget. In two-fifths of organizations, there is an
expected increase in the TA budget, with about a
By leveraging the knowledge and expertise of this tenth expecting a high increase (11%) and a third
global cohort, the report aims to shed light on expecting a small increase (32%). About a third
the actual state of high-volume and hourly hiring, (34%) expect the budget to remain the same.
addressing the underserved market compared
to corporate TA. It presents an opportunity for HR professionals striving to win top leadership
reimagining and redefining how hiring functions, buy-in to increase TA budget must focus on
and TA, can thrive. making a business case on how important
recruiting is to the overall success of the
Given below are the key findings from the report: organizations, how successful the recruitment
strategy has been in the past few years, the
Usage Rates of High-volume Hiring volume of applicants needed, and the associated
Finding: The need for high-volume costs of leaving positions unfilled. This requires
hiring isn’t going away any time soon a comprehensive understanding of recruitment
metrics and analytics to back the claims with
Of the organizations that are engaged in high-
numbers.
volume recruitment at present, in the past or are
planning to do so in the future, the vast majority

How do you expect your talent acquisition (TA) team's
high-volume recruiting budget to change in the next two
years compared to the current budget?
(select the one that best applies)
Increase a lot 11%
Increase a little 32%
Stay the same 34%
Decrease a little 10%
Decrease a lot 2%
We do not specifically
budget for high-volume 10%
recruiting
0 5 10 15 20 25 30 35
Editor’s Note: In the original data, 8% of respondents stated that they “Don’t know.” We removed
those responses and recalculated, so this only shows percentages for those that indicated that they
know how the budget is likely to change over the next two years.
One in ten organizations do not budget
Outsourcing High-volume Hiring organizations that handle high-volume recruitment

Finding: Almost half of organizations internally or outsource it to staffing or recruitment
engaged in high-volume recruitment at process outsourcing firms are almost split in half.
present or past have outsourced some Just over half (54%) of respondents say they never
part of the recruitment to one or more outsource high-volume recruitment and just under
other entities half (46%) say they outsource some part of high-
volume recruitment sometimes (39%) or always
To what degree do organizations outsource high-
(7%).
volume recruiting? We found that the number of

Finding: Organizations that outsource expert to handle the complete or specific
high-volume recruitment have various part of recruitment based on the company’s
choices of partners requirements. RPOs generally handle identifying,
What kind of external agencies, services or sourcing, screening, shortlisting, interviewing, and
partners do the organizations that outsource high- onboarding candidates for jobs.
volume recruitment utilize? More than 6 in 10 use
staffing agencies for high-volume recruitment. Half Job boards offer organizations the ability to
(53%) use job boards (e.g., Indeed), and two-fifths advertise jobs, but the hiring process is often
rely on temp agencies and recruitment process handled by the organization.
outsourcing organizations.
What determines the choice of these partners
There are some key differences between these and agencies? Common factors include the roles
agencies and services. Staffing agencies often for which hiring needs to be done, the degree
act as a finder—they source, pre-screen and of involvement the organization wants in the
introduce the candidate to the hiring managers. recruitment process, and the budget available for
A recruitment process outsourcing organization high-volume recruitment.
(RPO), on the other hand, acts as a recruitment
What external agencies, services or partners do you use for

high-volume recruiting? (select all that apply)
Staffing agency 62%
Job boards (e.g., Indeed) 53%
Temp agency 42%
Recruitment process
outsourcing organization 42%
Business process
outsourcer/partner 15%
0 10 20 30 40 50 60 70 80
Editor’s Note: In the original data, 4% of respondents stated that they “don’t know.” We removed
those responses and recalculated, so this only shows percentages for those who answered the
question.
When turning to external partners,
agencies for high-volume recruiting

The Effectiveness of High-volume recruitment process? That depends on how we
Hiring interpret the data. On one hand, two-thirds of
Finding: Just 23% strongly agree their respondents either strongly agree or agree that
organization is effective at high-volume their organization is effective at high-volume
recruitment recruitment. On the other hand, 23% strongly agree
with this assertion, indicating there’s considerable
How effectively do organizations source
room for improvement in most organizations.
and onboard candidates in the high-volume
To learn more, we invite you to download and read the

research report today:
Read the Research Report

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Bridging the Leadership Gap
How to find leaders from within
Cobi Collins, Talexes
Preparing Your Management-level Building a Stronger Future: Assessing

Workforce Internal Talent to Identify Next-Gen
The retirement of the baby boomer generation will Leaders
leave companies searching for new leaders to fill The success of any organization is highly
the knowledge and experience gap. Leveraging HR dependent on its leadership. Effective leaders
resources, such as talent assessments, can help inspire, motivate, and guide their teams toward
prepare your organization for this seismic shift. achieving shared goals. As organizations prepare
for the retirement of their current leadership teams,
Employment Assessment tools, particularly those they must identify and develop the next generation
that match people to jobs, can help organizations of leaders to ensure continued success. One of the
identify and groom individuals, who possess the best ways to achieve this is by assessing talent
right skills, knowledge, and cultural fit required for within the organization and using assessment
success in management positions in their unique tools to identify leadership candidates.
organization, thereby reducing the risks associated
with external hires.
31 ARTICLE STATE OF THE INDUSTRY RESEARCH

Assessing internal talent provides a wealth of
benefits to organizations, including the ability to
identify and groom individuals, who possess the
right skills, knowledge, and cultural fit required for
success in management positions. This approach
helps organizations lower their spending on
recruitment and onboarding costs, and reduce the
risks associated with external hires.
The 2020 LinkedIn Global Talent Trends report

found that 63% of talent acquisition professionals
believe internal recruiting accelerates the hiring
process, while 69% believe it speeds up new hire
productivity.
it is essential to conduct assessments that
Common benefits include reduced recruitment measure core attributes. Talexes offers a range
costs, improved retention, faster time-to-fill, higher of assessments that can help organizations
productivity, and reduced training costs. identify talent gaps and provide insight into
individual strengths and development areas.
These assessments can also be used to provide
Fast-track Existing Talent to Leadership Roles with
employees with feedback on their performance
Assessment Insights
and identify areas for improvement.
To identify the right talent within the organization,
Baby boomers are retiring, and younger

workers are changing jobs.
This turnover in positions means upheaval of small
businesses’ ownership and larger companies’
leaders. Planning ahead helps a company survive
this turmoil—and possibly even thrive relative to their
less-prepared competitors.
- Forbes, Succession Planning for the High Turnover Economy.

Ideal succession planning is a series of steps or
phases of gradual change in control.
A good plan will have waypoints in time where
responsibilities shift from the old leader to
the new leader.
- Kevin Strait, Anzen Legal Group
Through a combination of assessments, Using assessments to uncover core leadership

interviews, and performance reviews, strengths, skills, and potential, create self-
organizations can identify individuals with the awareness, and build confidence among
necessary skills and experience to succeed in employees, allows your organization to create
management positions. Many organizations are tailored development plans.
surprised to learn about existing talent that can
be fast-tracked into leadership roles. By gaining According to Leadership and Organization
deep insights, you can quickly and easily develop Development Journal, mentorship is a critical
existing talent. component of preparing future leaders (Punsiri
K. and Liang N., 2022). Experienced managers
Assessments provide insight into individual can provide guidance, feedback, and support to
strengths and areas for growth, allowing employees to help them develop the skills and
organizations to create tailored plans that address knowledge required for success in leadership
skill gaps and identify needed resources. These roles. Upskilling is another critical component
plans may include training programs, mentorship, of preparing future leaders. Organizations can
and coaching to help new leaders grow their invest in training programs that provide employees
skills and the necessary confidence for success. with the skills-training and knowledge resources
HR talent assessments provide an objective and required to succeed in their roles.
reliable way to evaluate candidates’ potential and
readiness for these positions. The job matching technology from a modern
employee assessment can help identify potential
Person-to-Job Fit Assessments Are Key leaders, build confidence, understand their
to Preparing Employees for Leadership leadership style, and provide them with insights
Positions into how they may adapt their approach to meet
Once your organization has identified the right the needs of their team. This knowledge can help
internal candidates for promotion, preparing them improve relationships with team members, improve
for success becomes the primary focus. Prepping communication, and increase team performance.
future leaders requires a holistic approach that to effectively move executive priorities forward.
combines assessment, training, and mentorship.

Expect Better Outcomes with Better Information Hope is not a plan (TED Magazine 2023). Don’t
With minimal time and financial investment, mid- wait for an emergency, instead mind the gap
sized organizations can maintain a competitive today with Talexes Assessments to thrive into
edge. By investing in future leaders early on and the future.
from within, unique organizational culture is
preserved, recruitment costs are reduced, and a
smooth transition of leadership is ensured.
Cognitive ability and personality are 13% more
Cobi Collins is Master Workforce
predictive of job performance than experience
Strategist of Strategic Accounts
and education. If you’re not using assessments, Director at Talexes. Cobi has provided
you can’t be prepared for the future of work. We organizations with real-people
must be able to uncover hidden talents, know strategies for more than 25 years.
who can and will do the work today, and who Enabling business owners and
leaders to solve people problems for
can be trained for tomorrow. It is important to
good by becoming talent magnets
understand that people and circumstances and destination employers at the
are complex and adaptable, boxed-in labels top of their game. To amplify their
don’t allow for all the potential within, and past business strategies and achieve their
performance is not a guarantee of future success. ultimate goals, she enables them
to select, keep, and lead superstars
However, cognitive style or reasoning ability and
better than their competitors.
core behavioral traits are successful predictive
indicators. Only validated, and normed, multi-
measure assessments provide the most accurate Would you like to comment?
and predictive information for job performance

success long-term.

ASSES SM E N T SOL U TI ON S
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Finding the right candidate is hard - but not
when you work with us!
We will assess your finalist with our

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Here’s what you’ll get:

• Person-to-Job Match Percentage to see if candidate fits
• Individualized behavioral interview questions
• Valid data to help you make the right decision
www.talexes.com
Debunking the Top 5 Myths
About International Hiring
Talent Acquisition Team, G-P
A
G-P session at the recent Talent Summit you will have to find a local payroll provider, ac-
uncovered an interesting revelation. countants, lawyers, and HR advisors. Then, de-
During their interactive talk on expanding pending on which country you are expanding to, it
businesses through global hiring, Suzanne McVey can take up to six months — not to mention sev-
and David O’Reilly asked their audience what was eral thousands of dollars — to successfully set up
the first thing that came to mind when considering your new entity. Luckily, there are alternative solu-
international hiring. tions that completely combat these headaches.
The answers revolved around concerns rather with Over a decade ago, G-P created the Employer of
words like “expensive,” “complicated,” “risky,” and Record (EOR) category to help companies expand
“stressful” peppering the feedback. It is true, inter- and hire global teams in minutes, not months —
national hiring can be all of those above words – risk-free. As we continue to build the most flexi-
when companies take the traditional approach to ble and powerful, end-to-end global employment
hiring internationally. solution, we are constantly helping our customers
overcome common misconceptions regarding
For starters, incorporating and registering your international hiring.
business in a new country is complicated, expen-
sive, and time-consuming as it comes with a long With this in mind, let us take a closer look at the
list of boxes to tick. In order to ensure compliance, top five myths of global hiring.

Myth #1: Expanding Globally Consumes In fact, it is actually a far less risky means to grow
Too Much Time and expand your business.
Few companies have the time, resources, or
bandwidth to navigate the choppy waters of Myth #3: The Process Is Far Too
international hiring. Taking the traditional route can Expensive
be expensive and complex, damaging your in-house Setting up an entity abroad is not only a time-
team’s time. consuming venture but also an expensive one. It
is essential to realize that the costs associated
In fact, this realization led G-P CEO Nicole Sahin
with establishing an entity go far beyond the initial
to invent the EOR industry in 2012. Coming from a
setup. For example, companies will need a physical
background where expanding abroad meant any-
address to receive a tax ID in their target country.
where up to and beyond six months, Sahin created
an antidote to the time and cost-consuming prob- Naturally, office space is expensive when consider-
lem. Thanks to G-P’s worldwide entities, Sahin’s ing rates, insurance, heating, lighting, rent, etc. Then,
vision of democratizing access to global jobs via there are the additional expenses of equipping the
the digital world enables companies to hire anyone, office with desks, chairs, phones, and computers.
anywhere, within minutes. Now, building a global And that is just related to office space. There are
team is not a maybe but a must-have core strategy multiple other costs to consider like local taxes,
for every business. government fees, benefits, visa expenses, etc.
In contrast, building an everywhere workforce

Myth #2: There Is Too Much Risk
through the power of remote work is a decentralized
Involved
approach that mitigates costs and saves money.
Naturally, expanding internationally comes with
inevitable risks. These come in many forms, such as
international tax liabilities, rates and codes, along Myth #4: All in All, it Is just Too Stressful
with new labor regulations. to Manage
There is a lot to think about when you are expand-
However, a global employment solution like ours ing globally — employers need to stay up to date
handles all this for you. G-P’s entities take on all with international business requirements, employ-
aspects of compliance and manage back-office ment laws, visa reforms, financial obligations, and
operations through our industry-leading technology exchange rates. This added responsibility can be a
and local HR experts. What this means for major hurdle for your company’s growth making the
companies looking to expand beyond borders is that entire process feel like a second job on top of your
partnering with an Employer of Record is not risky.
actual day-to-day workload.
Global employment platforms are built to complement your

operations no matter where they occur — ensuring none of
the administrative tasks steal your focus

Global employment platforms are built to recruiting specialists to find talent based on their
complement your operations no matter where they unique hiring requirements.
occur — ensuring none of the administrative tasks
steal your focus. More than that, companies backboned by a global
workforce will naturally enrich their culture. This
Overall, working with a global employment platform has many positives; for example, a study by De-
reduces stress by saving you the hassle of: loitte indicates that inclusive companies are twice
as likely to meet or exceed financial targets, three
●● Setting up in-country subsidiaries and times more likely to be high performing, and eight
registering with numerous local tax authorities times more likely to achieve better business out-
●● Opening in-country bank accounts comes. In other words, in the age of global remote
work, having a truly diverse workforce benefits
●● Vetting and hiring local attorneys, finance
your organization and drives innovation.
coordinators, and payroll companies
●● Designing international employee onboarding The Everywhere Workforce Is Waiting for You
programs Remote work has democratized opportunity for
workers worldwide, and creating an opportuni-
Myth #5: Finding Skilled International ty-centric workforce is no longer hamstrung by
Talent Is Difficult geography. Do not let the misconceptions of glob-
Surprisingly, one of the hesitations holding al hiring hold you back. Take advantage of this
companies back from hiring internationally is the diverse global talent pool by partnering with G-P.
fear that the quality of talent will not meet their
standards. Of the myths discussed so far, this is the Our industry-leading, global employment solution
easiest to debunk. Tapping into a global talent pool reduces the friction and hassle of global expan-
grants companies access to diverse, experienced, sion at every touch point. We provide everything
and skilled candidates. you need to find, hire and manage, onboard and
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As more and more workers take advantage of the tors – with just one login and one global partner.
opportunities available through the global market-
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are starting to emerge in every corner of the globe. Employment Platform™, request a proposal today.
We can help you connect with this rising wave of
talent pools.
Part of our mission at G-P is to help companies hire

the best talent by stepping outside of their local Would you like to comment?
markets and exploring different regions to quickly
identify their ideal candidate. Through GP Merid-
ian Recruit™, for instance, we are working to help
companies gain access to an unrivaled selection of

Introducing G-P Meridian Suite TM
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LEARN MORE
How Compass Group Drives More
Qualified Applicants from Their
Job Advertising
Hiring at One of the World's Largest To hit their high-volume recruiting goals, their
Companies talent acquisition team is responsible for driving
Compass Group is the largest contract food a large pipeline of qualified talent that hiring
service company in the world. They employ managers can hire from. They are responsible for
and engage with more than 600,000 employees providing candidates across various job types,
across industries like hospitality, healthcare, industries, and locations. Their relatively small
manufacturing, energy, and transportation in 44 team is also responsible for a large number of job
countries. Their 17,000 current job openings are openings per recruiter.
primarily hourly, frontline roles like line cooks,
drivers, housekeepers, nursing aides, customer
service, retail associates, and laborers.

from their job advertising, but how could they do it
with a relatively small team and operating at their
high-volume scale?
Fully Automated, Recurring and Highly

Relevant Engagement
Compass Group VP of Talent Acquisition Shay
Johnson implemented Dalia’s automated job
remarketing to convert more job advertising traffic
into qualified applicants and hires. It immediately
engages visiting job seekers to capture their
High-volume, Small Team, High-tech
contact information and then remarkets relevant
Compass Group’s talent acquisition team wanted
jobs via SMS and email.
to increase their flow of qualified applicants and
convert more hires from their job advertising
Dalia is fully automated and sends tens of
spend. The team was shocked when they learned
thousands of email and text message job alerts
that on average 95% of the job seeker traffic from
with Compass Group’s latest jobs every day.
job advertising does not submit a job application.
Engaging and converting this new group of high-
qualified, passive talent has transformed Compass
They needed to drive more applicants and hires Group’s hiring.
Fig 1 - Compass Group immediately engages job advertising traffic to capture job seekers' contact info for remarketing.

Fig 2: Dalia automatically sends hundreds of thousands of SMS Fig 3: Dalia also sends tens of thousands of emails with
job alerts per week on behalf of Compass Group. Compass Group's newest jobs to convert more applicants
and hires.
More High-quality Applicants at a Lower likely to be hired than those from our other high-
Cost volume sources,” says Shay.
When Compass Group began to use Dalia to
remarket their jobs they were able to increase These factors lowered Compass Group’s overall
applicant volume and quality while lowering costs. cost-per-hire. Their TA team has been able to drive
“Dalia has been a game changer for a business with higher quality applicants, which convert to hires at
our hiring scale,” says Shay. a much higher rate than standard job advertising.
Dalia became Compass Group’s #2 source of

About Dalia
volume, second only to Indeed where they were
Get more qualified applicants from your job advertising
investing most of their budget. “Dalia delivered with automated job remarketing. Dalia immediately
a 21% increase in hires from all of our external engages career site visitors and turns them into qualified
sources,” says Shay. applicants over time with scalable, highly relevant, and
fully automated SMS & email remarketing. Dalia is a top
source of qualified applicants, increases job advertising
Dalia also became Compass Group’s #1 source of ROI, and lower cost-per-hire by 50%. Learn why Ryder,
applicant quality. That is because the job seekers Shake Shack, BJC Healthcare, Compass Group, and
PeopleReady rely on Dalia at www.dalia.co
who abandoned the job application process
were much more likely to convert into hires than
someone being engaged for the first time. “The Would you like to comment?
candidates who apply through Dalia are 44% more

Get more qualified
applicants from your
job advertising with
remarketing
Learn More
"Dalia delivers qualified applicants who get

hired, at a cost-per-hire that's 50% less
than Indeed."
Chris Klassen
Director of Talent Engagement
PeopleReady
Trusted by top hiring teams

+
Quicker than quick serve:

How McDonald’s cut hourly time to hire by 60%
and created an experience candidates love.
OK, so picture this. You just reply to a series of simple prompts

and questions from a friendly, conversational
It’s Monday morning and you’re an hourly assistant named Olivia.
employee at a local restaurant working a shift
you don’t love, with no opportunity to grow. By the time you pickup your food from the
You’re heading home from work and stop in at drive-thru window a couple minutes later, you
your local McDonald’s for dinner at 10 pm. have a video interview automatically scheduled
You pull into the drive-thru and see a sign for tomorrow morning.
posted on the window advertising hourly
management positions. And by the next day, you have a job offer sent
to your phone — all through the same text
Usually, you’d ignore it. After all, applying to jobs conversation that started your application. With
is a headache. But this one’s different: one tap, you accept the job and you’re starting
on Monday.
Ready for something new? Text HEYOLIVIA to
38000 to apply in minutes and start this week.
Intrigued, you pull out your phone and start a

text conversation. You’re not redirected to some
clunky career site. You don’t have to create a
username or password.
You just reply to a series of simple prompts

and questions from a friendly, conversational
assistant named Olivia.
Intrigued, you pull out your phone and start a

text conversation. You’re not redirected to some
clunky career site. You don’t have to create a
username or password.

A vision for a simpler way to hire hourly.
This may sound like a pipe dream, but for the

largest franchise in the world, it’s not. This is
exactly what hourly recruiting has looked like at
thousands of McDonald’s restaurants since the
company launched McHire with Paradox in 2019.
As the decade turned, the conversational AI

platform began boosting high-volume hiring
for McDonald’s and its franchisees every year.
And as Alexa Morse, McDonald’s director of
workforce planning and talent acquisition,
recently shared in a case study with The Josh
Bersin Company, the results they’ve seen have
been transformational.
“We’re ensuring candidates are constantly

engaged rather than having to wait for a hiring
Exactly how big of an impact is conversational
manager to respond, or wait for an interview to
AI having for McDonald’s restaurants’ recruiting
get scheduled,” Morse told Bersin. “For hiring
and hiring?
managers, it gives them hours back in the week
to be able to focus on restaurant operations,
95% of candidates rate their experience
employees, and customers.”
positively — a massive improvement over
candidate satisfaction scores with other
hiring software.
Time-to-hire has been reduced by 60% —

meaning McDonald’s is narrowing the candidate
pool and extending offers faster than most
other employers.
In other words, it’s the Holy Grail for day to day

hourly hiring.
McHire is faster and easier for hiring managers

who don’t often have field recruiting support,
saving them hours every week with automation.
And candidates love it — which is crucial in an
industry where job applicants are also often a
company’s customers.

Even in tough job markets, hourly hiring doesn’t
have to be hard.
Even in tough job markets, hourly hiring doesn’t
have to be hard.
I love this story. “Numerous industries are facing uncertainty
I love this story.
with staffing, a situation that has been
“Numerous industries are facing uncertainty
I still remember the frustration I felt 20 years exacerbated in 2021
with staffing, a situation with
that rapid changes in the
has been
ago applying toI still
local remember the frustration
restaurants on my I felt 20 years
college labor market,” the Bersin team inwrites
exacerbated in 2021 with rapid changes the in the
ago applying to local restaurants on my college labor market,” the Bersin team writes in the
campus… and never hearing back. Even today,
campus… and never hearing back. Even today,
case study. “However, McHire’s capabilities for
case study. “However, McHire’s capabilities for
as I drive around
as my
I drivetown and
around see “Now
my town and see Hiring”
“Now Hiring” speed and
speed and simplicity
simplicity haveMcDonald’s
have helped helped McDonald’s
signsthere
signs everywhere, everywhere, there are
are days days itlike
it feels feelswe
like we restaurants hirehire
restaurants fasterfaster
and at higher
and at volumes
higher volumes
haven’t made much progress. than ever before.”
haven’t made much progress. than ever before.”
But we have. I’ve worked in HR technology for quite awhile
But we have. and I’ve
I’ve never seen
worked in HRan hourly hiring market
technology forasquite awhile
And McDonald’s is proving that real challenging as the one we’re in. And yet, despite
transformation — and a complete rethink of and I’vechallenges,
all those never seen therean
arehourly hiring market as
ways to work
And McDonald’show
is hiring
proving that
can and realbe done — can
should challenging
around them —as to the one
create we’re in.where
an advantage And yet, despite
deliver real, powerful results. none seem obvious.
transformation — and a complete rethink of all those challenges, there are ways to work
how hiring can and should be done — can around them — to create an advantage where
deliver real, powerful results. none seem obvious.
Josh Zywien, Chief Marketing Officer of Paradox, is responsible for driving the company’s brand,
digital, and experiential marketing efforts, while also supporting sales enablement and product
marketing. Josh is passionate about helping companies better communicate their story — who they
are, what they believe, and how they help a particular market solve real, meaningful challenges.

Elevate your hiring experience.
Frontline hiring managers can’t be a full time recruiter. But conversational
AI can be. Here’s why it’s powerful:
Learn more
2 minute
text to apply. More
Candidates can apply and get
personalization.
scheduled for an interview via
Candidates can apply in over 100
text right on their phones.
languages, ensuring zero drop-off
due to language barriers.
Makes it mobile.
Put a recruiting assistant right in
your candidate’s pocket, ready
to support 24/7, 365. Less friction.
No logins, no passwords,
no long repetitve forms.
Designed for convenience.
Get qualified in
<1 minute.
Instant screening and automated
scheduling mean less drop-off.
The State of High-volume
Talent Acquisition Excellence • July 2023
For more information:

1.877.472.6648 The HR Research Institute
tracks human resources
sales@hr.com
trends and best practices.
www.HR.com/epubs Learn more at
hr.com/featuredresearch
The ‘Zero Visibility’
Problem In Global
Recruitment
Gaining visibility into global HR and talent acquisition
By Lenna Thompson, RAMP.Global
O rganizations rely on regular communication,

consistency and cohesion, but for global
companies, this can be a major challenge.
The Zero Visibility Problem
Most global HR and TA teams suffer from the ‘zero
visibility’ problem; they have next to no oversight
of how teams are managed at locations across the
With thousands of people in different regions across world. This presents a number of risks relating to
the globe all managing their own priorities, knowing diversity and inclusion practices:
how a particular department is running in the far
reaches of Hong Kong or South Africa can almost Regulation
seem irrelevant. D&I strategies and ESG regulations are really ramping
up. How can global organizations ensure they’re
For the HR department especially, this is a meeting all the regulatory requirements without
big problem. visibility of the hiring process and without knowledge
of diversity and inclusion protocols employed by the
HR and talent acquisition (TA) teams need to have staffing agencies they hire?
visibility over where they’re hiring, who they’re hiring,
how much it’s costing them, what staffing agencies Litigation
they’re working with and how the recruitment The number of legal cases is growing when it comes
process is carried out across the globe. to poor recruitment practices. If global organizations
face the zero visibility problem over who they hire,
This seems like a difficult ask when there’s likely they may be exposing themselves to litigious risk as
entirely different onboarding processes, D&I employees demand fairer practices.
strategies and upskilling programs in different
regions. Even the way talent is brought on board will Brand reputation
vary drastically within the same company. Finally, a major problem with poor recruitment
practices is being seen as a bad employer. In
But it’s not impossible to gain visibility and it’s such a competitive job market, brand reputation
crucial if companies wish to stand out as competitive is so important. Without visibility, brands might be
employers in the war for talent. exposed to poor employer reputation in a number
of markets, and the media may get a hold of that
information first.
The ‘Zero Visibility’ Problem In Global Recruitment
Analysis of Quality and Quantity Crucially, how can businesses reduce the risks they’re
The HR and TA teams – like all departments – are exposed to from zero visibility and how can HR
often judged by numbers. Whether we like it or not, teams improve both the qualitative and quantitative
cost, locations, employee ratios, gender pay gap etc sides of their roles?
are all very important figures that the HR team will
need to present to the board. Step one: Data
It may come as no surprise that data is essential
Accuracy is key. Gaining visibility of that data at the here. It’s revolutionizing other departments, but
touch of a button is essential. HR and recruitment are not utilizing it to its full
advantage. You can’t identify issues, streamline
Additionally, as you would expect, a huge part of HR strategies or create a cohesive report for the wider
does not involve numbers. Interviews, engagement, business without data. Fortunately, there are now
candidate and supplier experience, employer brand, tools for HR leaders that will put all of the data
company culture, just to name a few, all fall under from global operations into one simple platform. By
this bracket, and are much harder to understand on a aggregating global data, HR and TA teams can have
global level without visibility and communication. complete visibility over staffing agencies, their costs,
workforce planning and so on.
Often, HR teams fall in the data camp – everything
must be quantified – or the qualitative camp – HR is Having visibility over data is the first step but
about people, not numbers. The reality is that both then, leaders need to focus on the less tangible
aspects are important: one for communicating to deliverables of HR and recruitment.
the wider business the success of the department,
and the other for the actual success of HR Step two: Communication
and recruitment. The second step requires a little more work, but is
made ten times easier with a complete data overview.
The ‘Zero Visibility’ Problem In Global Recruitment
Now you’ve gained visibility, you can see where Instead of selecting a location to hire in based on
issues need fixing and what regional areas need to office location, or even one that you’ve conducted a
be re-evaluated or realigned to the global strategy. small amount of research into, technology now has
This is done through clear communication across the power to show you which location has the most
all channels and requires involvement from affordable salaries and staffing agencies, the best
procurement. data scientists, the quickest time to hire or the least
amount of competition for roles.
When everyone is fully aligned to the global strategy
and clear on who has what responsibility, HR, The zero visibility problem doesn’t just present a
procurement and staffing agencies globally can jump threat to your global HR strategy – it holds you back
into action. from realizing the full potential of global recruitment
operations too.
Step three: Going beyond visibility
Not only does fixing the zero visibility problem
fix other wider issues in HR and recruitment, but
with greater visibility, the door of possibilities has Lenna Thompson is the Head of Client
Services at RAMP.Global.
been unlocked.
You know where you stand as a company, but you Would you like to comment?
don’t know where you could be. Data can also
help talent teams find the best staffing agencies
in the perfect locations for their organization. For
example, you might need data scientists. Who you
hire depends on the time to hire, how much you want
to spend, the quality of the hire and how many data
scientists you need.
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Top Pick
End Game: 5 Talent

Acquisition Trends That
Prove The Apocalypse Is
Nigh
Learn how recruitment tech has fallen on its SaaS,
leading to diminishing returns and increasing
commoditization
By Jim Durbin, Respondable
Part 1 perhaps a tad too dark and maybe, even a little

depressing. But so too is this industry and this
5 TA Trends for the End of the World profession. And if you’ve been in this business
for as long as I have, well, you’re going to become
Predictions are hard, because, you know, no one something of a cynic - which is one of the core
can see into the future, as much as all the “thought competencies of great recruiting, I’m convinced.
leaders” out there would try to convince you
otherwise. Trends, however, are easy; this is why they While this is a trends post, I’ll start with a prediction:
have long been a mainstay of mediocre recruiting-re- there’s a really good chance you’re not going to even
lated content because trends don’t require empirical finish reading this post, because, as I said, it’s not
evidence or even domain expertise. exactly light reading, and it’s almost 4,000 words,
or 3,950 words longer than the average American’s
Predictions are time bound; they either come true attention span.
by a certain date, or they don’t. Trends, however,
eventually show up because they’re simultaneously Editor’s note: Jim is right. This post is basically a
revisionist history and speculative fiction, and friggin’ novel so we’re serializing it into two parts.
the past, as they say, is prologue. The only way
to forecast the future is to look at the past - and I have liberally sprinkled some jokes and pop culture
because everything is cyclical, finding a trend is references throughout to keep things interesting,
simply finding a narrative through line. but even that little bit of levity doesn’t make what I
genuinely see as the impending trends shaping TA
So, this is my rereading of history, as it were; this any less depressing.
trend post is, I’ve got to warn you, a bit cynical,
End Game: 5 Talent Acquisition Trends That Prove The Apocalypse Is Nigh
The silver lining is, it’s not too late for us to change. of a dancing monkey show than real learning. In
The bad news is, we never do. contrast, when I was paid to sit with one person for a
few hours a week over a period of months, their skills,
While masked in sarcasm, these are serious confidence, and ability skyrocketed. They learned
thoughts. If you’ve been following the Singularity cult how to use software to do their job faster and better,
for a while, you’ll recognize many of them. You’ll be which then gave them time to become an expert in
surprised, and hopefully, a little scared. all areas of their job. Software plus time and training
made them superheroes.
Kind of like recruiting, really.
But what of the others? What about the standard
Trend #1: The Software Industry Has corporate spreadsheets and word processing
Reached Negative Returns software that has been in use my whole career? Is
Software just isn’t worth it anymore. We’re not it better? I remember shifting from Google-backed
talking about the financials, which are following corporate software to Outlook and finding myself
the typical boom and bust cycle of bubbles lost trying to find the search bar. It was absurd. By
inflated by zero-interest money. We’re talking about definition, I am one of the most prolific software
implementation and customer service teams that trainers in recruiting. How could I not find the search
don’t understand the difference between a client bar? Why is my screen so small? Am I just getting
using their software and a client using their software old?
to do their job.
No to all of those things. I would pivot from Outlook
Software in the last forty years has brought amazing to far more complex software where I once again
productivity to the US workforce. From Excel to smoothly got to work. What happened? The constant
banking apps, the use of software has changed the new versions of software have so many features,
way we do business and led to cheery slogans like, you find yourself yearning for the simplicity of the
“Software is eating the world.” early crypto wallets. If someone like me, who loves
learning, testing, and serving as a case study for UI
Automation and seamless integration with the back improvements doesn’t understand a new software,
end made us faster, automated dull processes, how is someone who is picking it up for the first time
shrunk the time to create reports and pull data, and supposed to be successful?
gave us insights that we could never have dreamed
were possible. The answer is they aren’t. When you run the analytics
on any major software, from Salesforce to Marketo
And then, it didn’t. I’m not sure when I first noticed to LinkedIn Recruiter - you find a large portion of
the problem. I’ve used software to run a small your licenses are either poorly used or not used at
business at a price that made me competitive with all. Think 50% never log in after training under used.
larger firms in recruiting and marketing for the better Go check for yourself. Very few power users do
part of twenty years. Almost every time I picked up a the majority of the real work and many of them are
software, my work product improved. I even trained mindlessly pounding away at the keys like rats in a
others in using platforms and apps, reaching over cage getting a pellet.
10,000 people who have paid me cash money to
show them how to use Facebook, Google, Myspace, Developers will tell you it’s not their fault. They surf
Twitter, LinkedIn and more. to a menu, or pull up a hidden list of features, or
show you how to do your job the way they built the
The challenge is that with those 10,000 people, software. They have an excuse every time something
almost none of what I taught stayed with them. didn’t work. You did it wrong. That’ ’s not how we
60-90 minutes of live interaction resembled more built it!
You could call this bad requirements gathering, but Guide to drive around Los Angeles because they have
the challenge is deeper. Software is asked to do too maps on their phones.
many complex tasks because there is a belief that
you can track the data. Have you ever heard, “ If it’s The SaaS industry has been a source of growth and
not in the system, it didn’t happen.” That’s in 1984. I media attention for over two decades The beauty
think it’s in the back of the book. of subscription software is the cost of additional
licenses is near zero, allowing software companies to
Humans can’t easily add their daily tasks in a way scale quickly and profitably.
that generates the promised benefits. If they did, data
scientists wouldn’t spend 90% of their time cleaning That time is coming to an end, as VCs pull back and
up spreadsheets, and people like me wouldn’t the warnings of a SaaS winter are broadcast in Slack
say, “it’s directionally accurate, but l wouldn’t say and discord channels across the country. Is anyone
it’s right?” concerned? Is there anyone in the trenches who
bemoans the lack of software innovation from yet
And that is the demarcation line where software another startup?
returns go negative.
No. Software is now considered yet another thing
Human beings don’t have the time and patience to that just doesn’t work. And as we all know, you
learn every new bit of software and every change can’t automate something correctly unless you
that occurs. Assuming the software never breaks or have perfected it. But let’s not attack the software
malfunctions, humans still can’t figure out how to use companies where ping pong tables are considered
the software correctly in the time they have before culture. Let’s put the blame where it belongs, on
going back to their jobs. human Agency,
And we all know it. We just don’t say it, because Trend 2: The Death of Competence in
those who buy software don’t want to hear that their Humans
multi-million dollar purchase was a waste. I have some competent friends. They can sail a boat,
butcher a hog, con a ship, splint a leg, give orders,
There is no way to slow down. No company can take orders, work on cars, cook a meal, comfort
afford to take a month to six weeks to train every the afflicted, and I’ve probably stolen enough from
user on every software. They need productivity gains Heinlein for you to get the point.
and they need it now! We bought new software, and
the beatings will continue until my dashboard is The ability to get through the basics of life and do
green and I can report on greater efficiency in my all the things that every human civilization has done
department! since the dawn of time is now at risk. We don’t have
enough competent people.
You’ve all heard those commands. And you’ve also
seen every employee using software complain that Heinlein sniffed at specialization - he wrote that it
it’s dogshit, with the exception of the one person who was for insects. In a complex word where every job is
knows just enough to be seen as the expert. being dissected to determine how much automation
could be applied to your role, we have trained entire
What sane CEO would buy into this paradigm? Other generations to be good at only one thing. It’s cheaper
than all of them, who have worked through the golden that way. You hire people for expert ability, teach
age of software and assume that 2-10X productivity them to stay in their lane, and never give them the
is baked in, just the way it was when you switched opportunity to even ask what their impact is besides
from pencils in a ledger to a spreadsheet or when you hitting a KPI that somehow aggregates across the
no longer had to buy your sales reps the new Thomas company to show you really are going to do well in
your Q3 report.
When I interview people, I have the hardest time the right people, and then, I’d stop. I’d stop delivering
getting them to explain why they perform tasks a the report, and then wait for anyone to complain. No
certain way. Many say, “this is how we do it,” which one ever did. In a short time, I took over 50% of all
if you trace it back, has so many vestigial tails that reporting and was “doing it.” Then for fun, I created a
Jared Diamond could write a whole new book your new report. Every executive demanded a copy, and it
college-aged son can quote back to you incorrectly. was very popular. It was a map of our sales reps with
My favorite is the hiring manager who always threw stars in each of their cities. I went with stars over
away the first resume in a printed stack of resumes bullseyes because our people were “stars.” I thought
because they assumed it was bad luck. In reality, it dollar signs were a bit too much.
was from watching their trainer throw away the fax
cover page because that was once a thing! These admins didn’t know why they were doing their
jobs. No one ever told them, and they just did as
These behavioral remnants are everywhere. Human they were instructed with no sense of whether it was
beings are doing things in corporations that they important. The problem now? All of us are admins.
don’t understand because they were taught it was Everyone needs the new TPS, in the new format, and
important and then those things are automated. It although Office Space has entered cult status, we
hurts my heart to see it. built a workforce who thinks completion of a task is
what makes the company go. We have no clue how
This isn’t a new problem. I was once tasked with most of what we›re working on impacts the company.
auditing an admin department that had grown from 3 If we did, we’d rise up Braveheart style. I missed my
to 10 people when the sales floor had grown from 20 dad’s funeral for work and three months after I leave,
to 50. I would sit with each person and assess their no one remembers the sacrifice. That has to hurt your
workload, then take over one report that they hated heart a little.
doing. I’d learn the report, take it over, distribute it to
spreadsheets all day!” Let me say that again. “I get

data, I look at spreadsheets all day!”
You can’t see it, but your finance director is trying

to hold back a laugh. It’s okay though. Their kid just
taught them to use Magic Erase on their new Android
phone and my notification alerts just told me your
finance team proudly added photo-editing to their
list of skills on LinkedIn. Finance may know data, but
their fancy houses are just down the street from the
glass quarry if you know what I mean.
Competence is one thing you cannot teach. It has to

be earned. It takes time. It takes the right mindset
and the right environment. And most important, it can
be destroyed with mindless tasks and interruptions
It’s not that humans are dumb. Don’t let anyone
like notifications on your phone, laptop, and iPad
dismiss half the population so easily. It reminds me
that ring simultaneously because the new version
of the stories of young boys struggling at math, who
released automatic syncing when not ENOUGH of
could calculate batting percentages in their heads
you were manually doing it on your own.
on the fly while pretending that nasty Big League
chew was spitting tobacco. It wasn’t a matter of
Maybe it is the fault of the software. Or Canada. Let’s
competence or intelligence. It was a lack of caring.
Blame Canada and stream some more videos while
we work because pretty soon, the machines are going
Companies demand deterministic data to feed their
to go all Sorcerer’s Apprentice on your workflow.
analytics machines, but it’s very rare to take the
time to use that data for anything but improving
the reports. Do you know how many times I’ve seen
people crow about more of something because it
Jim Durbin is the Managing Principal of
showed progress? Respondable, a recruitment consulting
agency in Dallas. TX. With over 20
You do this long enough to a human, they become a years of experience in improving
machine. Then they’re replaced by a machine, only to talent acquisition, he›s worked in all
four major categories of recruiting,
find out that copying a dull human makes you a dull
pushing the boundaries of better
machine. hiring and better technology. He›s
been known as the Indeed Whisperer,
We have killed competence by demanding people the Social Media Headhunter,
act like machines, so we can gather data on them and just a guy in the Stetson. His
to replace them. Then it surprised Pikachu when the background includes digital and
social marketing, programmatic
process fails catastrophically.
advertising, headhunting, AI, media,
and technology. He›s trained over
Let me show you something human. I’ll admit a fault 10,000 recruiters to be better sourcers,
so that I trust myself more. and currently is engaged in developing
the next generation of recruitment
I have a bad habit of accidentally insulting people. marketers.
For example, I often write that Human Resources
employees don’t understand data. The #1 Would you like to comment?
response on the board, the survey says, is “I look at
i o n 3
l i c a at r 2 0 2
P u b a l e nd m ed
e lC
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g th lence
or i a p c
i n
om Excel
i t nd u isition
Ed
a
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u t th lent A
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t o pic
HR
The State of High-volume and
1 July 2023
Hourly Hiring
Recruitment Marketing and

2 Aug 2023
Employer Branding

3 The Future of Talent Acquisition Sep 2023
Recruitment Process
Automation and Talent
4 Oct 2023
Operations - How to Maximize
Your Team
Talent Intelligence and

5 Recruitment Analytics - The Nov 2023
Science of Hiring
AI Recruiting Technologies: A
6 Dec 2023
Future Roadmap
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Top Pick
Grow Fast But Smart: How

To Hire For A High-Growth
Organization
Effective strategies to thrive in high-growth
mode while hiring top talent
By Hari Kolam, Findem
T he pressures of successful hiring are intense

enough, but everything becomes exceedingly
more complicated and the stakes are higher when
When companies start scaling rapidly, more is on the
line for talent acquisition and your hiring strategy has
to scale accordingly.
you are hiring for a business in high-growth mode.
Grow Fast But Smart: How To Hire For A High-Growth Organization
Technology moves from a valuable tool to an or even a talent team and support the company’s
utter necessity to keep pace and ensure you are fast-growth mode.
not sacrificing quality as you face high-demand
conditions. It’s also imperative to outline a plan and In a modern talent acquisition ecosystem, a variety
set some hiring patterns from the start, which can be of stakeholders, technologies and strategies work
adapted, as needed, as you start growing and scaling in cohesion to build at-the-ready talent pools that
your hiring process. allow them to scale during boom times. Talent pools
become extremely important to remain connected
Not all talent professionals have experienced the to qualified, diverse talent for times of high growth.
variables and disruption that come with hiring at Think of them as a parking lot for highly qualified
rapid speed, but chances are they will at some point talent that you would hire today, but for some reason,
due to new funding, an M&A, a market surge or a the timing doesn’t work.
staffing deficit.
The key to developing a talent acquisition ecosystem
There are a multitude of strategies that can be put that enables you to quickly scale when in high-growth
into play to hire fast yet smart. These are three that mode is to have a winning-as-a team culture where
can be put into practice quickly when preparing for everyone works toward the common goal of making
that surge. the best hires and bringing the highest value to the
company. For example, according to Coin, the talent
Build a Modern Talent Acquisition team starts by identifying roles that they’ve hired for
Ecosystem over and over, which is approximately 70%. Recruiting
Talent acquisition ecosystems are multi-channel, teams agree to enter their qualified, ready-later
go-to-market strategies that enable organizations candidates into a shared space to be nurtured for
to identify, develop, nurture and retain top talent future needs.
at scale. When executed well, they power the top
of the talent funnel, making it possible to deliver Always recruiting and candidate nurturing are the
continuous, well-balanced pipelines. keys to building a successful talent ecosystem.
The most successful nurturing involves forming an
According to talent leader Brett Coin, former vice emotional connection between the candidate and the
president of talent acquisition at Okta, talent company, so it needs to go beyond an email or two.
acquisition ecosystems can be successful in shifting Involving hiring managers, leaders and employees in
conventional recruiting practices from an individual the nurturing process can be a powerful way to foster
process to a more holistic one. Back in the day, it talent pool engagement. When you have a warm
used to be that recruiters would get a req, ferret out bench of highly qualified and highly diverse talent at
candidates, fill the position and get paid for that win, the ready, hiring for high growth becomes drastically
essentially being rewarded for “winning alone.” This easier.
approach is both highly inefficient and leaves little
room for scale. The best recruiters end up keeping Tap into Tech to Diversify Your Funnel
candidates to themselves and that ends up being For companies building back after a hiring slowdown
a losing proposition for the hiring managers, the or experiencing skyrocketing growth, now is a good
company and the candidates. time to put processes and strategies in place to move
the needle on diversity. When you’re hiring for just
The talent acquisition ecosystem flourishes in a a handful of roles, it’s difficult to make a significant
culture of recruiting that goes beyond the recruiting impact on diversity, but the opportunity grows when
team. By involving and enabling partners, employees you’re hiring hundreds of new employees.
and even candidates to recruit, talent acquisition
efforts scale beyond the results of a single person
Grow Fast But Smart: How To Hire For A High-Growth Organization
Reaching diversity goals starts with being intentional candidates shared it with others, so not only does
about ensuring you have high-quality, diverse delivering a poor experience put you in jeopardy of
candidates in your funnel to broaden the type losing a good candidate, but it also could cost you in
of talent you are ultimately introducing into the future hires.
company. Your entire funnel must be diverse, not
just the individuals in it, to pre-empt any bias from One of the most effective ways to engage candidates
creeping in. is to design a personalized candidate outreach
campaign and hit it with the right cadence. When
From top to bottom, technology and data are hiring en masse, it’s entirely too labor intensive to
powerful tools to help further diversify the funnel do this all manually, but there are a number of tools
and avoid bias that gets introduced when diversity that will automate a majority of the process and
becomes a recruiter-by-recruiter decision. Without generative AI integrations that can help with the
taking a data-driven approach to ensure your pipeline personalization. A successful approach typically
is well represented, there is a strong likelihood that involves a combination of automation, AI and
bias will occur due to manual processes. customized reach-outs. Because it’s such a critical
juncture in the hiring process, you don’t want to
The best practice here is to use analytics to completely remove the human touch.
benchmark and assess diversity ratios (gender,
ethnicity, veterans, etc.) for each stage of the hiring Using a combination of personal emails, texts and
funnel, then continuously monitor the funnel to automated campaigns allows you to keep in frequent
see where diversity decreases as candidates move touch with candidates with personalized messages,
through the pipeline. Analytics can clearly tell you and automated engagement tools will show you the
at which stages in the hiring process you are losing response rates so you can hone those messages.
diverse candidates so you can take meaningful Messages can be automatically sent at a certain
steps to resolve the issues at hand. Your data may cadence, with three typically being the magic number.
show that your pipeline diversity is dropping off after
pre-screening or when an offer is made, and each It’s still very important to have a personal touch,
of these scenarios will require a different type of though, especially because you want candidates
remediation. to have a quality experience, feel as if they’ve been
set up for success and be ambassadors. Even if
Also, don’t be resistant to piloting newer sourcing they’re not ultimately hired, they can be added to
and recruiting technologies to see if they can help your ready-later pool and re-engaged when the right
bring more people into the funnel. See what each job-candidate fit comes up.
recruiter can accomplish with different tech tools
that are relevant to their positions and measure their
impact. In working toward diversifying your workforce
whether in growth mode or not, data should always Hari Kolam is Co-Founder and CEO of
Findem.
be a guiding light.
Nail the Candidate Experience

Candidate engagement process is always super Would you like to comment?
critical, but it becomes high stakes when you have
the tall task of hiring at scale. There’s little more
defeating than to see highly qualified candidates
falling out of the funnel before reaching the interview
phase. Industry data shows 60% of job seekers have
had a bad candidate experience and 72% of those
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partnering with us! THANK
YOU
Circa provides OFCCP

compliance management Designing better ways to work
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cloud-based human capital wave of talent acquisition
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With a robust suite of experiences at the right time, in
products including payroll, the right way, from first look to
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July 2023
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JULY 2023 • Vol.11 • No.

THE GIG IS UP:

The State of High-volume

15 How To Lose A Candidate In 10 Days

The State of High-volume and Hourly Hiring 2023

Talent Acquisition Excellence Team

The list of essentials that essential workers provide us is essentially infinite,

As almost any recruiter can tell you, the hiring landscape

This divide, of course, is best understood by the more

Become a Member Today

Talent Acquisition Excellence - Monthly Talent Acquisition Webcasts for Credit

Talent Acquisition Virtual Events offer webcasts and demos on

Use these invaluable Talent Acquisition

The Gig Is Up: A

By Joy Henry, Sterling

A ccording to the U.S. Bureau

A mobile, responsive experience efficiencies that are driven inside

By Matt Parkin, FindWRK

I n the realm of hourly and

By Doug Leonard, Clovers

T alent acquisition teams that engage in

In this article, we’re digging into high-volume and

Before we get started,

Let’s clarify a few things before we tackle the state of

What’s High-volume Hiring?

How Is High-volume Hiring Different from

Who Does High-volume Hiring? They have a strategy

Retail, hospitality, entertainment, trade, construction, They outsource

What Are the Most Common Challenges of They track metrics

2. Consider outsourcing At a minimum, keep track of these data points:

Recruitment process outsourcing organizations What’s Next?

Make sure your job descriptions are free of

By Christy Spilka, iCIMS

B reaking up is hard to do. Well,

2023 might still seem a little high,

Day 5: Provide a Benefits

By Brett Farmiloe, Terkel.io

T o help you enhance the candidate experience

Suki Bajaj, Rich Miller,

Utilize Holistic ATS Software Lead with Pay Transparency

Haya Subhan, Gordana Sretenovic,

Leverage Automated Resume Create a Candidate Status Page

This strategy drastically reduced our

Reach Out to Passive Candidates

My average candidate reply rate to book an interview was

Actively Network and Nurture Relationships

We began by reaching out to these individuals on professional

By actively networking and nurturing relationships with

Implement Game-Based Aptitude Tests

Overall, the candidate experience has improved significantly,

Chloe Yarwood, When speaking with candidates, they express positive

I strongly recommend swapping traditional aptitude

Brett Farmiloe is the Founder and

Would you like to comment?

The State of High-volume Essential Strategies for

and Hourly Hiring 2023

25 The State of High-volume and Hourly Hiring 2023

Bridging the Leadership Gap Debunking the Top 5 Myths

How Compass Group Drives Quicker than quick serve:

Essential Strategies for Essential Workers

Exclusive Research by HR Research Institute

25 RESEARCH REPORT SUMMARY STATE OF THE INDUSTRY RESEARCH

Finding: Over two-fifths of

26 RESEARCH REPORT SUMMARY STATE OF THE INDUSTRY RESEARCH