Curious to know what recruiting in the military looks like? Spoiler: it’s not all that different from typical talent acquisition.Jose Diaz talks about his time as a former recruiter for the US Air Force Reserve and shares the similarities and differences between military and civilian recruitment.  As the Director of TA for AION Management, Jose also discusses the importance of creating efficient candidate experiences and streamlining recruitment processes.Tune in for expert insights about building efficient teams, leveraging technology, and the importance of listening to frontline employees.In this episode, you’ll learn:Processes are Crucial to Operate Efficiently: To streamline recruitment, you need to have job descriptions, interview guides, and a solid workflow. Having a system in place is the best way to manage talent pools, especially in industries with high attrition rates.Be Intentional with Your Tech Stack: Choose an ATS program that best fits the organization’s needs. Having too many systems can be confusing, but having too little technology can be limiting.Shut Up and Listen: Leaders need to talk less and listen more. Ask feedback from frontline staff so you can identify issues and address bottlenecks to help achieve your organization’s goals.Jump into the conversation:[00:00] Introducing Jose Diaz[04:31] Insights from military recruitment[11:59] Streamlining processes at AION Management[16:49] The tech stack can make or break you[21:18] Reverse mapping with your team

Recruiting quality candidates within a tight deadline is a balancing act in high-volume staffing—take it from Britanny Ethridge, the powerhouse Director of Talent Acquisition for Acosta North America.Brittany discusses the challenges and strategies in the gig and project recruitment space. She shares insights on how to keep teams motivated, ways to avoid burnout, and the intricacies of balancing quality with quantity in hiring. With real-life examples of unique staffing requests and tips on effective team management, this episode provides valuable takeaways for anyone in the talent acquisition industry.In this episode, you’ll learn:Prioritize a Strong Start with New Team Members: It’s all about creating a positive and productive work environment right from the get-go. From day one, equip your team with the tools and resources they need to be successful.Embracing Progress Over Perfection: Strive for progress, not perfection. This mantra helps boost morale and productivity. Implementing a flexible work culture also prevents burnout. Challenges in High Volume Recruiting: Recruiters need to balance speed with quality in hiring. It’s important to do due diligence to hire staff with excellent work ethic.Jump into the conversation:02:39 The world of gig staffing.13:47 Equipping recruiters for high-volume success.22:58 Quality recruitment in a fast-paced hiring landscape.25:11 Applicant tracking system and tools.

Are your DEI initiatives helping to advance careers? In this important episode of "Hire Quality," host Devyn Mikell speaks with Tyra Duren, the dynamic Director of Talent Development at Lawrence Group about the unique challenges women and people of color face in the pursuit of senior-level positions. Luckily, Tyra has plenty of practical advice on navigating the often tricky landscape of promoting DEI, even within traditionally conservative sectors. Tyra’s inspiring story and expert advice make this episode a must-listen for recruiting and talent acquisition leaders looking to foster a more inclusive workplace. Tune in, and discover the strategies to champion diversity and equity in your organization. In this episode, you’ll learn:Spotlighting Diversity in Hiring: Tyra shares a powerful anecdote about a qualified black candidate who secured a job within three days at her company after being overlooked for years elsewhere, underscoring the value of looking beyond traditional candidate pools to find hidden gems that bring fresh perspectives and experiences.Navigating DEI in Conservative Spaces: Tyra's experience in promoting DEI within the more conservative world of baseball offers crucial lessons. The main takeaway? Persistence and strategic advocacy can pave the way for substantial cultural shifts, even in traditionally non-diverse industries.Learning the Language of Executives: One of Tyra’s key messages is the importance of speaking the language of both employees and executives to drive effective change. This linguistic dexterity helps in not only advocating for better benefits and policies but in ensuring that the executive team buys into the importance of DEI. Jump into the conversation:04:51 Advocating for people's rights in corporate America.13:12 How to achieve DEI success in the architecture and construction industries. 23:28 Reasons why a diverse workforce is crucial.28:16 Start low, learn, then move up wisely.

Recruiters aren’t supposed to just take orders from upper management. At least not if you ask Beth Wolfe, Senior Director of Recruiting at Daxco. She says recruiters need to have open dialogue with hiring managers in order to achieve shared talent acquisition goals. In our Hire Quality conversation, Beth outlines how to build rapport to become a strategic partner with the hiring managers—not just an order taker. Tune in to learn how to foster deeper connections with hiring managers and how this can help you drive change and gain support for recruitment initiatives. In this episode, you’ll learn:Building Trust and Driving Change: Strong connections with senior leadership can help push for process changes and advocate for non-traditional candidates. Having leadership's buy-in is huge.The Efficacy of Strategy Sessions: Rebranding intake meetings as "strategy sessions" allows TA specialists and hiring managers to set realistic expectations and be aligned on a course of action together. Being Intentional about Diversity and Inclusion: Looking for different types of candidates can be challenging but rewarding. Technology and AI tools can help recruiters diversify their pipelines with significant ease.  Jump into the conversation:03:42 Beth's journey into recruiting.09:05 How to build trust with hiring managers. 13:09 Driving change in the recruitment process starts with goal alignment. 22:17 The critical importance of diversity and inclusion in recruitment.

Stop spamming application tracking systems and get noticed by the right opportunities instead. If that sounds a bit like flipping the script, this conversation with special guest Brandon Jeffs, the dynamic Director of People and Talent at TLDR is for you. Brandon emphasizes the importance of creating a positive candidate experience while juggling the challenges of optimizing time and attention for each applicant. Brandon further evaluates friction points within the recruitment process, helping you harness fractional recruiting resources for maximum impact.Tune in to gain tips on effective interview questions, learn how to assess candidate fit, and discover why the recruiting community needs more unity and less discord on platforms like LinkedIn. In this episode, you’ll learn: Focus on Quality Over Quantity: Prioritizing the right opportunities can significantly increase the chances of successful placements. Rather than spamming the system, it's smarter to target roles that align with candidates' strengths and interests. Provide a Positive Candidate Experience: A good experience resonates and leaves a lasting impression, which can enhance a company's reputation. This approach fosters goodwill and could lead to attracting high-quality talent through referrals and positive word of mouth.Innovations in Recruiting and Catching Up to Sales: Leveraging the same tech stacks and innovative approaches used in sales can transform recruitment practices. Automation and Fractional Recruiting Resources: These can free up time and let recruiters focus on more strategic initiatives rather than getting bogged down with operational tasks. Jump into the conversation:04:17 Early-stage startups value talent over titles.11:08 Smaller companies are in need of efficient hiring solutions.14:54 Embrace diverse markets for startup growth success.19:53 Sharing leads fosters reciprocal help and success.24:45 Improve candidate experience by focusing on qualifications.27:47 Startup innovation challenges corporate recruiting norms. 33:22 Surprised by 34:14 Ask why five times to understand a candidate thoroughly.

The world of online recruiting is constantly evolving thanks to changes in social media platforms, evolving technology, and not to mention a certain global pandemic. To help you keep your recruiting game sharp through all this change, we’re spending this episode with Joel Lalgee AKA The Realest Recruiter.  Joel provides a treasure trove of practical strategies for recruitment and talent acquisition leaders, from overcoming the challenges of building relationships during the pandemic to monetizing content on platforms like LinkedIn, TikTok, and Instagram. When it comes to crafting an authentic online presence that attracts top-tier talent, Joel is at the top of the game. Learn how to shift your mindset from competing with other companies to understanding social media as an attention game, and discover the impact of showcasing authentic workplace culture through employee-generated content. And while they’re at it, Joel and Devyn will also tackle the problem of candidate frustration due to lack of communication and the importance of transparency in the recruitment process. And don’t forget to stick around until the end when  Joel reveals his favorite interview question. In this episode, you’ll learn: Transitioning to Modern Recruiting: By prioritizing content creation and leveraging social media platforms like LinkedIn, TikTok, and Instagram, he managed to not only survive but thrive during his transition from corporate recruitment to contingency recruiting during the pandemic. Authenticity in Social Media: Employee-generated content that showcases real workplace culture can be a game-changer, especially for smaller companies looking to stand out.Rethinking Candidate Communication: Just as you'd track a package from an online order, Joel advises that companies should provide clear and consistent updates to candidates.Challenges and Metrics Revisited: The traditional focus on metrics such as the sheer number of candidates in the pipeline might not be the most valuable. Leveraging Technology and AI: Joel talks about how AI tools can significantly enhance the candidate experience and help filter out unqualified applicants. Jump into the conversation:05:35 Do what works rather than sticking with a process. 12:44 Content must reflect your personal identity and storytelling style.17:55 Attract candidates by showcasing an authentic work culture in your online promotion.31:02 Something must be done about candidate frustration with wait times and follow-ups.

Every organization requires diversity and inclusion to succeed. That’s why we’re honored and excited to have Torin Ellis, an expert advisor, coach, and consultant specializing in diversity and inclusion (DNI) in the recruitment and talent acquisition space. Torin has a lot to say about why DNI efforts should be woven seamlessly into organizational design and how measuring their impact is crucial for growth. And he graciously shares his approach to cultivating a DNI practice with empathy, intentionality, and transparency to drive employee engagement, productivity, and retention. Tune in to this episode for practical tips, real-life experiences, and a fresh perspective that will transform the way you approach DNI in your organization.Key Takeaways:Takeaway One: Embrace Mistakes in Diversity and Inclusion: Understand that making mistakes is part of the journey in DNI efforts.Takeaway Two: Focus on Impact Over Quotas: Shift your DNI focus from meeting quotas to driving engagement, productivity, and retention in your organization. Toryn Ellis emphasizes the importance of measuring the impact of diversity and inclusion efforts on employee satisfaction and company growth.Takeaway Three: Overcoming Resistance in DNI: Navigate challenges and resistance in implementing diversity and inclusion strategies within your organization. Toryn Ellis shares his experiences and insights on addressing individuals who may not initially support DNI effortJump into the conversation:[9:09] How to get started in recruiting with minimal resources.[12:59] The infuriating problem of tying diversity efforts to tragedy.[22:24] How to achieve an organizational redesign that's complimentary, not disruptive.[28:54] Overcoming the constant struggle of striving for empathy and intentionality.

When it comes to attracting top talent with an engaging employer brand, there may be no one-size-fits-all solution, but James Ellis of Employer Brand Labs is close. In this episode of Hire Quality, James demonstrates why he is the employer branding expert with a pile of anecdotes about how brands like Spotify and Oatly have mastered the art. Of course, he’s also got tips and tricks for how companies can craft compelling, authentic messages to attract top talent even if resources are limited. Tune in to up your employer branding game with advice direct from a seasoned pro in the field. Key Takeaways:Takeaway One: Good employer branding is less about the specific technology you use or your approach and much more to do with thinking critically about what methods best align with your company’s unique culture and goals.Takeaway Two: Ditch the standard metrics. Determine employer branding success by aligning your efforts with business outcomes such as cost savings through reduced ad spend or agency fees.Takeaway Three: Be authentic. James warns against promoting aspirational messages that don’t reflect the current state of your organization. Instead, he advocates for transparency and honesty in showcasing your business culture to attract genuinely interested candidates.Jump into the conversation:[04:31] Employer branding is about seeking better candidates, not more of them.[19:33] Solid recruitment marketing simplifies the job search for applicants.[21:49] A key component of employer branding is creating compelling, impactful, and authentic content.[27:17] If you want to measure the true value of your employer branding efforts, you can’t stick with the same, worn-out metrics.

Just how much do your hiring practices scale? In this episode of “Hire Quality” we speak with Mindfield Chief Operating Officer, Heather Psyklywec about the fast-paced world of high-volume recruiting. From leveraging programmatic advertising to utilizing sophisticated technologies for candidate engagement, Heather’s shares valuable secrets about how to do talent acquisition at scale the right way. And as an added bonus, she’s discussing how she strengthens sourcing engines to enhance the candidate experience, and how to simplify interview scheduling to take some burden off your hiring managers. There’s a lot to get through and a lot to learn in this episode.Key Takeaways:Takeaway One: An efficient sourcing system not only manages large volumes of applications effortlessly but also enhances the overall candidate experience.Takeaway Two: Simplifying the interview scheduling process relieves hiring managers from administrative burdens, allowing them to focus more on leadership and team direction.Takeaway Three: Mindfield uses AI, programmatic advertising, and sophisticated CRM tools to maintain a quality talent pipeline and ensure they engage with the right candidates at the right time.Jump into the conversation:[04:02] How mindfield provides high-volume recruiting solutions.[09:06] A challenging job market requires strategic recruiting.[17:29] How to improve advertising efforts and career sites for more efficient recruitment.[20:30] Large organizations fear departing from known practices.

We’re here for recruiting on the cutting edge and that’s why In this episode of "Hire Quality," we’re speaking with talent acquisition luminary Jeanette Leeds, EVP of high volume and hourly solutions at AMS. Jeanette’s insights on the power and perils of chat GPT in the hiring landscape will help you balance technological innovation with maintaining a grounded approach that enhances the human touch without replacing it. Jeanette candidly navigates us through the complexities of safeguarding confidential information in the era of AI, unwraps the potential of non-traditional educational backgrounds in nurturing talent, and shares her personal ascent from an eager marketing intern to a trendsetting leader in talent acquisition.Key Takeaways:Takeaway One: Jeanette dispels fears that technology might replace people, emphasizing AI’s role in streamlining administrative tasks and enriching the recruiter-candidate relationship.Takeaway Two: Incremental but constant practical change can yield significant recruiting improvements, especially in high volume and campus recruiting scenarios.Takeaway Three: It’s time to rethink candidate criteria. Jeanette underscores the shifting emphasis towards skills, mindset, and practical experience over traditional degrees.Jump into the conversation:[05:26] Cultivatin a tech-first mindset.[08:09] How to get started with Chat GPT.[22:25] Video interviews are now widely accepted.[26:58] Balancing passion, talent, and self-sustainability as an adult.

The workplace revolution is here, and Anessa Fike, CEO & Founder of Fike + Co, is leading the charge. Whether you consider her book, “The Revolution of Work: F*ck the Patriarchy,” her organization that overhauls event experiences to emphasize inclusivity, Project Purple Light, or her innovative approach to hiring practices (spoilers: cover letters are out), Anessa’s unique approach is a breath of fresh air in the talent industry. Gear up for a Hire Quality conversation guaranteed to get you thinking outside of the box!Key Takeaways:Takeaway One: In today's fast-paced corporate world, talent acquisition teams must transcend their traditional functions and adopt a strategic mindset.Takeaway Two: The creation of safe, harassment-free atmosphere at HR and talent conferences isn't just a matter of policy – it’s about active engagement and immediate support.Takeaway Three: The job market is an ever-changing landscape, and Anessa Fike’s tips on aligning skill sets and elevating the candidate experience is crucial in today’s talent scene.Takeaway Four: Recruiters should keep an eye on emerging trends and adapt their practices accordingly to stay relevant.Jump into the conversation:[05:36] Revolutionizing work by challenging status quo.[11:45] Transitioning from journalism to recruiting in pursuit of flexibility.[16:46] How to efficiently juggle writing a book, working, traveling, and networking.[28:01] Some organizations can't be changed and that means it’s time to move on.[32:52] Promoting safety through Operation Purple Light movement.

The Description:What if you could be certain that every candidate felt valued from the moment they wrote an application to the moment they’re onboarded? In this episode of “Hire Quality,” host Devyn Mikell hears how Spartanburg Regional Health System’s Chief Talent Officer, Chantel Greenfield, puts the candidate experience first while attracting talent for a major healthcare system. Learn the importance of knowing your value both as a candidate and as a recruiter in this no nonsense episode.Key Takeaways:Takeaway One: Don’t chase dollars. Health recruiters need to focus on seeking out candidates who genuinely care and understand the gravity of their potential impact on patients’ lives.Takeaway Two: Recruiters shape organizational culture. According to Chantel, perfecting the recruiting process can make or break a candidate's perception of your organizationTakeaway Three: COVID-19 has amplified our appreciation for jobs that align with our deeper values, especially in essential roles like healthcare and teaching.Takeaway Four: By humanizing the recruitment process and sharing candidate stories, you can drive engagement and foster a sense of community.Jump into the conversation:[08:46] How to listen, understand, and address candidate needs effectively.[21:16] How Chantel transitioned from HR to healthcare.[35:59] Leadership lessons learned from a nurse.

There’s no question that new technologies are making the recruitment process more efficient, but what kind of experience do they create for talent? In this episode of “Hire Quality,” host Devyn Mikell hears directly from ibex SVP of Talent Acquisition Lori Mix about her strategies for balancing AI innovations with the human element that makes for a great candidate hiring process. We’ll also dive into her leadership approach, which focuses on continuous improvement and data-driven decisions.Key Takeaways:Takeaway One: The right person for the job isn’t always the one with the most experience on paper. Lori values emotional intelligence and the ability to learn over traditional resume credentials.Takeaway Two: Automation and AI are inevitable forces in the modern recruitment landscape, but Lori insists that we must not lose the personal touch that candidates crave.Takeaway Three: Doing recruitment at scale can be a massive challenge. Lori shares how adjustments following an oversight won her the CEO award, demonstrating the value of resilience and informed strategy adjustment in talent acquisition.Takeaway Four: Lori’s roadmap to talent acquisition success involves being deeply connected with stakeholders, driving actions with data, and committing to never-ending improvement.Jump into the conversation:[04:54] Improving employee and candidate experience through technology.[15:44] Earn your seat at the table by delivering.[23:32] Quick communication with candidates is crucial for success.

If you believe that employees are your greatest asset, then talent acquisition is the most important part of any organization. In this episode of “Hire Quality,” host Devyn Mikell talks with BECU’s Head of Talent Acquisition, Steve White, about how he has evolved hiring practices at a major credit union to fulfill its mission to promote financial freedom. Steve draws upon his experiences not only at BECU but also at companies like Lockheed Martin and Microsoft to share his best practices for hiring (and keeping) top talent.Key Takeaways:Takeaway One: Speed is a game-changer, especially in hyper-competitive markets like tech. Being first to offer can make all the difference in landing top talent.Takeaway Two: Conveying your organization's mission to potential candidates can be transformational. Candidates want to rally around a purposeful brand and vision.Takeaway Three: Understanding Hiring Managers’ needs is the first step to creating an organization optimized for speed, quality, and diversity in recruitment.Takeaway Four: Talent Acquisition deserves a seat at the table. This is achieved by aligning your recruiting team with the organization’s priorities.Jump into the conversation:[06:06] BECU aims to make a significant impact for its members starting with its recruiting efforts.[12:23] Slow hiring can lead to losing candidates.[29:46] How to shift focus from talent to business priorities.[32:19] Alignment with priorities is crucial for organizational success.

What does it take to go from teaching pre-school to recruiting for Fortune 500 companies? In this episode of "Hire Quality," host Devyn Mikell sits down with the multi-talented Shannon Zengler, Director of Human Resources for Valeo Financial Advisors, to dive deep into her career path from preschool classrooms to the boardrooms of the finance world. Shannon shares her firsthand experience on successfully scaling talent acquisition, from her early days at the bustling call centers of GEICO to shaping human resource strategies at Valeo, one of the largest financial planning firms in Indianapolis.Key Takeaways:Takeaway One: Shannon’s story is a powerful reminder for talent acquisition managers and recruiters that the foundations of a successful career in recruitment often lie in the strengths of relationship-building.Takeaway Two: Whether you’re recruiting for a small start-up or a Fortune 500 company, there’s value in being nimble and creating efficient processes.Takeaway Three: The pandemic has revolutionized the work environment, making transparent communication with candidates about remote work expectations absolutely critical.Jump into the conversation:[07:42] How to adopt an employee-centric approach to your HR and retention strategy.[16:37] Simply put, recruiting is about understanding people and skills.[18:16] How to transition from large companies to small start-ups.[32:00] Flexibility and communication are essential for quality hybrid work.

As a veteran of tech recruiting, Brian Fink, Talent Acquisition Partner at McAfee, champions techniques that eliminate bias from hiring practices. In this episode of Hire Quality, host Devyn Mikell recounts Brian’s recount lessons drawn from Brian’s rich history working (and recruiting) for tech titans including X (formerly Twitter), Amazon, and McAfee. Whether you’re fine-tuning your talent acquisition strategy or seeking inspiration to foster diversity, Brian’s insights are gold.Key Takeaways:Takeaway One: A tandem interview approach where two interviewers ask different questions and later sync up to evaluate candidates through a broader lens, can elicit more genuine responses from candidates and ensure your hiring decisions are well-rounded.Takeaway Two: A thorough pre-call designed to facilitate meaningful interactions can help your recruiting team to improve the overall quality of your candidate pool.Takeaway Three: The “two and five rule” is a pledge to update candidates within two and five days after their interviews, vastly improving the candidate experience.Jump into the conversation:[05:32] How to ensuring candidates are seen and heard.[06:50] Rigorous preparation leads to effective recruitment process.[19:51] The pivotal influence of mentorship.[30:00] Why rejecting candidates with personalized feedback is crucial.

With experience at Living Social, NPR, and Amazon, Datadog’s Pete Radloff has built a career on talent acquisition strategies that challenge outmoded recruiting systems. In this episode of Hire Quality, Pete and host Devyn Mikell discusses the finer points of talent acquisition management in the tech industry. Hear how Pete is upgrading the technical recruiting practices at Datadog with ah human-centered approach.Don't miss out on Pete's unique viewpoint on progressing beyond linear career paths, embracing development and effective recruiting tool utilization. Tune in for a session that promises not just motivation but actionable strategies to elevate your talent acquisition strategies.And don’t forget to answer the question of the week for a chance to win prizes from Qualifi!

We’re long overdue for hiring practices that champion diversity. In this episode of Hire Quality, host Devyn Mikell chats with Rachel Kitty Cupples, a trailblazing senior recruiter at Textio who prioritizes diversity and authenticity in the recruitment process. Rachel provides a masterclass in empathy-driven recruitment. Hear how she tackles language bias at Textio and why waiting for perfection might be your biggest talent acquisition setback. Be prepared to absorb Rachel's infectious enthusiasm for nurturing a recruitment culture that prizes diversity as much as it does talent in this episode of Hire Quality.And don’t forget to answer the question of the week for a chance to win prizes from Qualifi!

It’s time to rethink your recruiting approach! In this episode of Hire Quality, host Devyn Mikell discusses how Team.AI Co-Founder and CEO, Erin Wilson, empowers recruiters through innovative tech. Erin offers practical steps to help you become a better recruiting leader by resolving common recruitment pain points through data and shared accountability. Learn how to balance a data-informed recruitment approach with a consultative mindset in this forward-looking episode of Hire Quality. And don’t forget to answer the question of the week for a chance to win prizes from Qualifi!

When it comes to acquiring top talent, retention can be just as critical as recruitment. In this episode of Hire Quality, host Devyn Mikell speaks with Wade Franchville, the adept founder of Harba Solutions Inc, a specialized scientific staffing agency dedicated to the pharma and biotech industries. With wisdom curated from years of battling the industry’s swings, Wade counters the common narrative of blaming generational trends for shortened job tenures. Instead, he attributes the issue to the companies' own actions and practices. Engage with the insightful discussion shedding light on the importance of focusing on other factors beyond salary for attracting and retaining industry talents. And don’t forget to answer the question of the week for a chance to win prizes from Qualifi!