September 19, 2024 • 23 mins
What if you could revolutionize your recruitment strategy and attract top talent like never before? Join us as Thad Price, CEO of Talroo and Ready Set Hire, shares his expertise on transforming the way companies approach hiring. Learn how to turn the internet into your ultimate help wanted sign and treat candidates like valued customers. Thad breaks down the importance of effective job postings and timely engagement, offering insights into how Ready Set Hire leverages recruitment marketing best practices to streamline the candidate experience and bring in higher-quality applicants.
We also explore how tools like one-click apply and conversational AI are making applications and communication smoother, allowing recruiters to focus on the most engaged and qualified candidates. Don't miss Thad's invaluable advice on optimizing the candidate experience from attraction to application!
Additional Resources:
- Talroo
- ReadySetHire
- Candidate Experience Best Practices
- How to Use SEO for Job Postings to Increase Visibility
🧠 WANT TO LEARN MORE? Be sure to subscribe and check out 4 Corner Resources at https://www.4cornerresources.com/
👋 FOLLOW PETE NEWSOME ONLINE:
Linkedin: https://www.linkedin.com/in/petenewsome/
Blog Articles: https://www.4cornerresources.com/blog/
👋 FOLLOW THAD PRICE ONLINE:
Linkedin: https://www.linkedin.com/in/thad-price-2368b/
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Pete Newsome (00:00):
You're listening to the Hire Calling Podcast.
My guest today is Thad Price,ceo of Talro and Ready Set Hire.
In this episode, we discuss howcompanies of all sizes can
improve their recruiting andhiring by treating candidates
like customers.
I gained a lot of insight whilespeaking with Thad and I really
enjoyed the conversation.
I think you will too.
So let's get to it, thad, howare you today?
Thad Price (00:20):
Hey, I'm great, Pete .
How about yourself?
Great to be here.
Pete Newsome (00:22):
It's great to have you, man.
You are a hard guy to get ahold of.
You're busy.
Thad Price (00:27):
It's a busy time, that's for sure, for Tauru and
Ready Set Hire and, of course,just helping people find great
opportunities and great jobs.
So there's a lot of opportunityhere in the industry and happy
to share some insight with yourlisteners here today.
Pete Newsome (00:41):
Perfect, I really appreciate your time.
Let's start, if you wouldn'tmind, just by giving a brief
overview of Talru and Ready SetHire.
Thad Price (00:54):
Yeah.
So think of Talroo as aplatform, a marketplace to help
you find candidates that youneed and to turn the internet
into a help wanted sign to findthe right audiences, the right
talent audiences wherever theymay be.
And we use our experience wherewe built a job aggregation
engine a number of years agoJobs to Careers and one of the
thoughts and one of thestrategies that we looked at is
what if we could open up theJobs to Careers search engine
(01:17):
and help use that search enginefor companies to find candidates
wherever they may be, with oursearch engine leveraged by other
properties, other destinations,and so when you use the Talroo
platform to be able to advertiseyour jobs, you can get access
in a lot of interesting areaswhere there are talent audiences
that you don't really have thetime, energy and effort to
(01:40):
manage with your day job,especially in job advertising.
So that was the genesis ofTalroo and the reason why we
built this marketplace of talentand a platform to help
companies attract and findcandidates elsewhere and with
Ready Set Hire.
What we learned is as weinvested in Talroo and we
started to have conversationswith customers, there were a lot
(02:02):
of customers that didn'tnecessarily understand
recruitment, marketing, bestpractices and what you needed to
do in order to officiallyattract candidates, because it
is an art and science, and so,with Ready Set Hire, we built a
lot of the process improvementneeded to ensure that we could
attract the candidates throughgreat job advertising and create
(02:24):
a good candidate experiencethat would yield higher results,
applicant flow and qualityapplicants at the end of that
process and allow companies tosimply access and unlock more
candidate access than beforethrough scheduled interviews,
which is, at the end of the day,what businesses want, right?
You want to talk to someonethat is ready to work, that's
(02:47):
qualified for your job, and ourwhole goal was what if it was
just scheduling an interview?
And that's what rallied usaround building the Ready Set
Hire platform.
Pete Newsome (02:58):
Now I don't want to put words in your mouth, but
it almost sounds like you'resaying hiring isn't easy.
Is that accurate?
Thad Price (03:06):
Yes, that is correct .
There's a calculus in thehiring and attracting talent and
all of these things have tohappen right and through that.
You can drive a great hire, butif you misstep in one of these
processes, you won't have thatsuccess.
And so, when you think of theidea of creating a job posting,
(03:30):
it's still important.
It is the first way that youattract candidates to your
business.
If you think of that engagementprocess of applying to a job,
it's so important to ensure thatyou are timely at connecting
with candidates and your hotleads or your candidates that
are looking to come work foryour business aren't sitting
there.
And the last piece is at theend of the day.
(03:53):
You want to have a conversation, you want to communicate and
you want to ensure that there'sa great conversation with a
candidate that can then turn andyou can essentially visualize
that candidate being a playerfor your business.
And all of these processes areimportant and, in some cases,
(04:13):
very different, and it'simportant that businesses
understand that all of theseprocesses need to be in place in
order to have a good end resultin form of a hire.
And the last thing I would sayto this specific issue is that
we really have to think of ourhiring process as like a sales
process, when you think ofclosing a lead and you think of
(04:36):
what needs to happen in order toattract a prospect to your
business, and then what needs tohappen, this magical process
that is a sales process and apitch, all of that needs to
happen the same way in our salesprocess to land a new customer
as bringing in a new hire andattracting a new hire to your
business.
And so, if we think about itfrom that mindset, there's so
(05:00):
much process improvement thatthe industry needs to be
successful and be moresuccessful at hiring.
Pete Newsome (05:06):
One of the reasons I was looking forward to having
you on today was to hear yourthoughts on treating candidates
as customers and the importanceof that.
That's something that hasn'thistorically happened, but do
you see that is now evolving.
Is it becoming more prevalentthan it has been in the past?
Thad Price (05:22):
Totally agree.
I think it is evolving.
It's more prevalent now and, asbusiness owners, you have to
think about it as a smallbusiness.
We're chief everything officersright, depending on who's not
showing up, we're filling in andwe're doing a little bit of
everything in many cases,especially as leaders, and many
businesses haven't had theluxury especially small
(05:42):
businesses of a talentacquisition team or recruiting
team to ensure best practiceswhen it comes to this process.
However, technology we've seen alot of innovation in the
industry over the last few years, where technology has evolved
to actually ensure a betterexperience and ensure that best
(06:03):
practices are followed to ensurethat you're able to attract and
hire the right candidate forthe job.
And so what that basicallymeans is imagine if you were, if
you were a customer, and youwere walking into your favorite
coffee shop and you said, hi,how are you today?
And the barista in the behindthe counter said I'm doing great
(06:24):
, how are you?
That's the level of customerservice that should happen.
But imagine if you were abusiness, if you were a job
seeker applying for a job atyour favorite coffee shop in
crickets.
Pete Newsome (06:36):
You walk in and that gets ignored and you get
completely ignored.
Thad Price (06:40):
It's completely ignored.
This is what we've been doingto candidates for years, right.
Pete Newsome (06:46):
I love it.
That's such a great analogy.
Thad Price (06:48):
I want to work for you and what would happen is, in
that instance, with the coffeeshop, you probably wouldn't go
back to the coffee shop if thatbarista didn't respond with
something that was as good asyour hi, how are you and how you
were communicating.
But imagine as a candidate, andwhat we find is that in many
(07:10):
cases, candidates are yourcustomers and that also can
impact your revenue, are yourcustomers and that also can
impact your revenue, becausewhat happens is the shift
happens where you're.
You're going to your favoritecoffee shop, you're applying for
a job at your favorite coffeeshop.
You never hear anything back.
Then, as a customer, thatyou're doing this calculus.
(07:31):
That's basically saying shouldI continue to?
Should I continue to be acustomer at that coffee shop
because of this experience?
That happened?
And so customers are yourcandidates and they are so
important to your business forso many reasons, and I think
that's an important.
(07:51):
I think it's important toremember that when we're
communicating with candidatesand when we're really focusing
on our hiring processes and howwe can improve our hiring
processes, so you've identifiedthe sentiments changing.
Pete Newsome (08:04):
Do you think the catalyst for that was really
what happened post-COVID, and bythat candidates were taken for
granted, I think for the mostpart up until COVID, the most
part up until COVID, and then tosome degree, candidates started
really appreciating the need tohave a great job, or have a job
at all, when there was masslayoffs and we went through that
disastrous time.
But on the other side of it, Ithink everyone in staffing saw
(08:27):
that there was so much demandand the companies that weren't
prepared for it really sufferedand I don't want to assume, but
I would expect that's driven alot of the change in thinking
that you're now talking about.
Thad Price (08:44):
Totally agree.
I think that was a forcingfunction to the industry, that
was a byproduct of this hugesurge in demand and this idea of
hire at whatever cost, becauseof the impact to my business.
And now the companies that arereally focused on their hiring
(09:05):
process and how they'reattracting are the ones that are
more efficient than ever beforeat ensuring that they're able
to attract the talent they needto grow their business.
And that's another byproduct ofthis shift, and so it's been
interesting.
There is a lot of greattechnology that's being deployed
, especially with a lot ofenterprise businesses, to
(09:25):
shorten time to hire becausethey've seen how that impacts.
The bottom line and I thinkthat's been one of the other
interesting byproducts of thepandemic is this idea that great
people grow great companies andthe ability to quantify hiring
in terms of revenue.
(09:47):
And I think that, if you look atbefore the pandemic, we were
always having conversations withwhat's the cost of not hiring.
It was really hard forbusinesses to get their head
around this idea of what is theloss of revenue by not hiring
During the pandemic and postpandemic, so to speak, when we
(10:09):
were looking to reopen andhiring mass hiring.
Still today, now businesses aredoing that math and it's
important to them to ensure thatroles are filled by a certain
period of time, because they'vebeen able to understand the
impact of their business ifthere aren't filling those roles
, especially in certainindustries like healthcare,
(10:31):
hospitality and others, whichhave been really, but for a
number of reasons, I've seenthis surge in demand.
Pete Newsome (10:41):
This is a general statement that I'm going to make
, but when I consider thestaffing clients I've had over
the years, generally speaking,the larger the organization, the
slower they operate, the lesspersonalization there is when it
comes to hiring.
There's, quite literally,vendors for those unfamiliar
with the MSP industry that sitin between the company and those
(11:03):
who recruit, and it justcouldn't be more impersonal To
put you on the spot here,because you mentioned enterprise
companies.
Are they coming around the sameway?
I think SMBs feel it more, butyou think enterprise companies
are too.
Thad Price (11:18):
They are yeah, they are focused on candidate
experience.
There's a lot of investmenthappening in platforms that help
elevate candidate experience.
It is very important to howthey think about the future of
talent acquisition and a lot ofthese enterprise companies.
They're also using AI andconversational experiences to be
more intentional on settingexpectations of the application
(11:42):
process and what thatpotentially looks like.
There are a number of greatproducts in the industry solving
that problem, so it is reallyexciting to see such a movement
at the enterprise level at manyof these technologies that
really help improve thecandidate experience across the
board.
Pete Newsome (12:00):
On behalf of everyone.
That's great to hear.
Thad Price (12:05):
So we still have a lot of work to do, that is for
sure.
Still a lot of work to do, butwe are moving the ball forward
and I think that's the mostimportant.
Pete Newsome (12:12):
Touch on AI real quick if you could.
As far as candidates acceptanceof it.
I see demos and products wherethere's AI communicating
directly Sounds human, buteveryone knows it's not.
What kind of feedback are yougetting from candidates as far
as their willingness tocommunicate with AI?
Thad Price (12:33):
There is a lot of willingness, mainly because it's
better than the alternative,which is no communication.
Ideally would everyone love tohave a connection to a talent
acquisition professional orrecruiter is music to the ears
of any candidate or anyindividual looking for a job, of
(13:00):
course, right now.
But these processes provide alot of value that is, in a sense
, personalizes the experience alittle more for the job seeker.
Which is welcomed and I thinkthat's how we have to think
about it is if we can make iteasier for someone to apply for
a job, if we can setexpectations, if we can sync
calendars, if we can do all thethings that you have to do that
(13:24):
you typically do in a recruitingprocess or hiring process
through systems and technologythat would at one point require
ping pong, email ping pong tofind the right time to
communicate.
It is being embraced by jobseekers and candidates who the
alternative is not having thatexperience, not being able to
(13:47):
secure or schedule an interview,and a longer hiring process,
which isn't efficient for thecompany and isn't efficient for
the candidate.
Pete Newsome (13:58):
Yeah, and my take on it is the application and
advancement of technology hasmade the need for more
technology to exist, because ofthings like one click apply,
where candidates can just theirsoftware that's advertised will
help you apply to 200 jobswithin an hour.
That means if one person can doit, everyone can do it, and so
(14:21):
if there's no matching orintelligence that's happening
with the technology, then thehuman recruiters are going to.
They are overwhelmed, right,they can't tackle a thousand
resumes at once.
So it's necessary and, like yousaid, the alternative is
silence.
So I certainly I encouragecandidates to embrace it and
(14:44):
it's accurate, it's right,versus someone who takes a note
wrong.
Ai doesn't get it wrong.
Now, I'm a little biased.
I have a car that can driveitself and I think, boy, I trust
that over a 16 year old who'slooking at their phone.
I'm a fan of technology, but doyou think that people who are
look, I'm Gen X, I'm a littleolder.
(15:04):
Do you think it's agenerational adoption or is it
universal?
At this point?
Thad Price (15:11):
That's a great point .
I definitely think there'sgenerational adoption in how
people want to connect, but Ithink that will be in any
movement.
Any technology movement that wesee, I would say, started being
(15:38):
leveraged about what maybe 10years ago in recruiting?
Now we've moved from textmessaging as a standard way to
communicate, especially inrecruiting originally email text
messaging.
I see conversational AI as justa next version and a next wave
in which we can be moreefficient at communicating so
(15:59):
that we can spend time.
This is how I like to thinkabout AI and recruiting so that
we can spend time and focus moreof a human connection on the
candidates that are willing toinvest in the role.
And what I mean by that and Ithink that's a really
interesting distinction isbecause of how we think about
(16:21):
applying to multiple jobs quickapply, all these types of
processes that make it easier toapply than ever before.
Because of this, really, at theend of the day, technology
should help us connect moreefficiently with the candidates
that are ready to work,efficiently with the candidates
that are ready to work, with thecandidates that are qualified
for the job, and through that,if we can ensure a great
(16:44):
connection, we spend and createa human connection with those
candidates, and I think that'show all businesses should think
about.
Leveraging AI to be moreefficient is so we can make
those hiring decisions as ahuman as efficient, and ensuring
(17:05):
that we're spending time withthe candidates that truly are
engaged, that have high intentand are looking to come help
take our business to the nextlevel, and I think that's a
different way to look at it.
Instead, of, ai is going tosolve all our problems and
automate all this, right?
No, that's not how it works.
We're in human resources, so itis a business of people and it
(17:26):
will continue to be a businessof people.
Pete Newsome (17:29):
I think it's an important way to look at it and
an absolute right way to look atit, because there's so many low
quality, volume-based thingsthat are necessary now to get to
the point where it makes sensefor a live candidate to speak
with a live recruiter.
I'm very sensitive to that as astaffing company owner.
Right, we start with a lot ofvolume and try to get down to
(17:50):
one candidate, just like talentacquisition team would.
You don't want a thousandcandidates, you want the right
one, but you need to start witha big candidate pool, and AI and
technology is the only way tomake that efficient at this
point, and so it just makessense.
I think everyone's comingaround to it pretty quickly.
I want to ask you about howTalroo can improve hiring
(18:14):
overall for companies out there.
But first, if you wouldn't mind, just touch it on the current
state of the market and maybehow Talroo is solving things,
given the current state thatwe're in.
Thad Price (18:26):
Yeah, absolutely so.
When you think of our productReady Set Hire, what we found
was a lot of things over thelast year as we've been working
on this product.
The first thing is that weunderestimate the power of the
job posting as an industry, anda job posting is marketing.
(18:50):
Copy is the way in which weattract someone to apply for a
job and to show their interest,and so when we first started
thinking about and looking atjobs and looking at how jobs
perform in the Tower platform,what we found is we had to
create ways to help businessesbe smarter recruitment marketers
.
Right, and the idea ofrecruitment marketing is very
similar to to consumer marketingin that we have to ensure we're
(19:12):
attracting the right audienceand we have great messaging to
speak to that audience, toconvert them into a potential
customer or, in this case, anapplicant, because we're in
recruitment marketing, and whatwe found is, if we just solve
the job posting piece, then westill have this middle
(19:35):
experience, which is theengagement process and the
application process, and so youcan't just solve each piece
independently, you have to solvethe whole experience, and so
that was the biggest thing thatwe've learned over the last year
is focus on helping businessescreate a job posting that's
(19:57):
going to convert, that showcasesyour brand, ensure that you're
surfacing the roles and theresponsibilities and the
credentials required, and helpcompanies qualify the candidate
through like more of a chatbotexperience when they're looking
to apply.
To ensure great outcomes, thenthink about the scheduling
process, because, at the end ofthe day, what people want is
(20:18):
they want to have a conversationwith someone about a job, and
if someone is qualified, at theend of the day, if you can just
provide an interview, that'sultimately what people are
looking for, if the person isqualified for the job, and so
that's our job, and so we solvethis process through Ready Set
Hire for businesses, so that youcan ensure you're writing a
(20:41):
great job ad, so that you canensure you're asking the right
screening questions when someoneapplies.
You can sync your calendar so wecan fill up your calendar
automatically with interviewsand we dynamically sync from
your existing calendar so thatwe can.
If you've got a couple hoursopen in a day, we can surface
(21:02):
that at time of apply for thequalified candidate and then we
can collect resumes and then wecan collect we can collect Gen
AI assessments based on why youthink you may be fit for a job,
and all of these things areimportant for us in rethinking
talent acquisition and make iteasy for companies to hire.
And then what's exciting aboutthat is because of our
(21:24):
experience as Talroo, powering abillion job searches per month.
Once we have this process thatcreates a better experience,
then we can source candidates,then we can advertise your job
in the Tower platform to thendrive candidates through this
(21:45):
experience, through the billionsearches that we power every
month of talent audiences, andso that's where we're going, and
that was the big idea over thelast year of why our new product
is so important to businessesbuild their workforce.
Pete Newsome (22:00):
So let's talk about who should ideally be
looking at taking advantage ofthis and how they can get
started.
Thad Price (22:07):
So you need help writing a job ad.
You're not sure where to starthiring.
You can voyage to Ready SetHire and we have a free trial.
You can sign up and then fromthere you can use a link.
If your job is already postedthrough your applicant tracking
system, you can copy and paste alink right into Ready Set Hire
(22:27):
after signing up and we willautomatically post your job.
Or if you need help writing acandidate-winning job ad, we can
help you do that as well.
On Ready Set Hire, yeah, feelfree to check it out and sign up
, and we'd be happy to hear whatyou think.
Pete Newsome (22:48):
Perfect Thad.
This has been great, and Ithink your message is an
important one.
It's a timely one, and it's onethat the market needs right now
, which is how do we createefficiency and get people like
you said earlier communicatingwith each other right?
Let the robots do their thing,that they do best, and then let
the people do what they do best.
I think that's a win.
So thanks so much for your timetoday.
(23:09):
I really appreciate it, and Ilook forward to having you back
on again soon and hearing anupdate in the future.
Thad Price (23:16):
Great.
Thanks so much, Pete.
Pete Newsome (23:18):
All right Appreciate the invite.
Thanks again.
You're listening to the Hire Calling Podcast.
My guest today is Thad Price,ceo of Talro and Ready Set Hire.
In this episode, we discuss howcompanies of all sizes can
improve their recruiting andhiring by treating candidates
like customers.
I gained a lot of insight whilespeaking with Thad and I really
enjoyed the conversation.
I think you will too.
So let's get to it, thad, howare you today?
Thad Price (00:20):
Hey, I'm great, Pete .
How about yourself?
Great to be here.
Pete Newsome (00:22):
It's great to have you, man.
You are a hard guy to get ahold of.
You're busy.
Thad Price (00:27):
It's a busy time, that's for sure, for Tauru and
Ready Set Hire and, of course,just helping people find great
opportunities and great jobs.
So there's a lot of opportunityhere in the industry and happy
to share some insight with yourlisteners here today.
Pete Newsome (00:41):
Perfect, I really appreciate your time.
Let's start, if you wouldn'tmind, just by giving a brief
overview of Talru and Ready SetHire.
Thad Price (00:54):
Yeah.
So think of Talroo as aplatform, a marketplace to help
you find candidates that youneed and to turn the internet
into a help wanted sign to findthe right audiences, the right
talent audiences wherever theymay be.
And we use our experience wherewe built a job aggregation
engine a number of years agoJobs to Careers and one of the
thoughts and one of thestrategies that we looked at is
what if we could open up theJobs to Careers search engine
(01:17):
and help use that search enginefor companies to find candidates
wherever they may be, with oursearch engine leveraged by other
properties, other destinations,and so when you use the Talroo
platform to be able to advertiseyour jobs, you can get access
in a lot of interesting areaswhere there are talent audiences
that you don't really have thetime, energy and effort to
(01:40):
manage with your day job,especially in job advertising.
So that was the genesis ofTalroo and the reason why we
built this marketplace of talentand a platform to help
companies attract and findcandidates elsewhere and with
Ready Set Hire.
What we learned is as weinvested in Talroo and we
started to have conversationswith customers, there were a lot
(02:02):
of customers that didn'tnecessarily understand
recruitment, marketing, bestpractices and what you needed to
do in order to officiallyattract candidates, because it
is an art and science, and so,with Ready Set Hire, we built a
lot of the process improvementneeded to ensure that we could
attract the candidates throughgreat job advertising and create
(02:24):
a good candidate experiencethat would yield higher results,
applicant flow and qualityapplicants at the end of that
process and allow companies tosimply access and unlock more
candidate access than beforethrough scheduled interviews,
which is, at the end of the day,what businesses want, right?
You want to talk to someonethat is ready to work, that's
(02:47):
qualified for your job, and ourwhole goal was what if it was
just scheduling an interview?
And that's what rallied usaround building the Ready Set
Hire platform.
Pete Newsome (02:58):
Now I don't want to put words in your mouth, but
it almost sounds like you'resaying hiring isn't easy.
Is that accurate?
Thad Price (03:06):
Yes, that is correct .
There's a calculus in thehiring and attracting talent and
all of these things have tohappen right and through that.
You can drive a great hire, butif you misstep in one of these
processes, you won't have thatsuccess.
And so, when you think of theidea of creating a job posting,
(03:30):
it's still important.
It is the first way that youattract candidates to your
business.
If you think of that engagementprocess of applying to a job,
it's so important to ensure thatyou are timely at connecting
with candidates and your hotleads or your candidates that
are looking to come work foryour business aren't sitting
there.
And the last piece is at theend of the day.
(03:53):
You want to have a conversation, you want to communicate and
you want to ensure that there'sa great conversation with a
candidate that can then turn andyou can essentially visualize
that candidate being a playerfor your business.
And all of these processes areimportant and, in some cases,
(04:13):
very different, and it'simportant that businesses
understand that all of theseprocesses need to be in place in
order to have a good end resultin form of a hire.
And the last thing I would sayto this specific issue is that
we really have to think of ourhiring process as like a sales
process, when you think ofclosing a lead and you think of
(04:36):
what needs to happen in order toattract a prospect to your
business, and then what needs tohappen, this magical process
that is a sales process and apitch, all of that needs to
happen the same way in our salesprocess to land a new customer
as bringing in a new hire andattracting a new hire to your
business.
And so, if we think about itfrom that mindset, there's so
(05:00):
much process improvement thatthe industry needs to be
successful and be moresuccessful at hiring.
Pete Newsome (05:06):
One of the reasons I was looking forward to having
you on today was to hear yourthoughts on treating candidates
as customers and the importanceof that.
That's something that hasn'thistorically happened, but do
you see that is now evolving.
Is it becoming more prevalentthan it has been in the past?
Thad Price (05:22):
Totally agree.
I think it is evolving.
It's more prevalent now and, asbusiness owners, you have to
think about it as a smallbusiness.
We're chief everything officersright, depending on who's not
showing up, we're filling in andwe're doing a little bit of
everything in many cases,especially as leaders, and many
businesses haven't had theluxury especially small
(05:42):
businesses of a talentacquisition team or recruiting
team to ensure best practiceswhen it comes to this process.
However, technology we've seen alot of innovation in the
industry over the last few years, where technology has evolved
to actually ensure a betterexperience and ensure that best
(06:03):
practices are followed to ensurethat you're able to attract and
hire the right candidate forthe job.
And so what that basicallymeans is imagine if you were, if
you were a customer, and youwere walking into your favorite
coffee shop and you said, hi,how are you today?
And the barista in the behindthe counter said I'm doing great
(06:24):
, how are you?
That's the level of customerservice that should happen.
But imagine if you were abusiness, if you were a job
seeker applying for a job atyour favorite coffee shop in
crickets.
Pete Newsome (06:36):
You walk in and that gets ignored and you get
completely ignored.
Thad Price (06:40):
It's completely ignored.
This is what we've been doingto candidates for years, right.
Pete Newsome (06:46):
I love it.
That's such a great analogy.
Thad Price (06:48):
I want to work for you and what would happen is, in
that instance, with the coffeeshop, you probably wouldn't go
back to the coffee shop if thatbarista didn't respond with
something that was as good asyour hi, how are you and how you
were communicating.
But imagine as a candidate, andwhat we find is that in many
(07:10):
cases, candidates are yourcustomers and that also can
impact your revenue, are yourcustomers and that also can
impact your revenue, becausewhat happens is the shift
happens where you're.
You're going to your favoritecoffee shop, you're applying for
a job at your favorite coffeeshop.
You never hear anything back.
Then, as a customer, thatyou're doing this calculus.
(07:31):
That's basically saying shouldI continue to?
Should I continue to be acustomer at that coffee shop
because of this experience?
That happened?
And so customers are yourcandidates and they are so
important to your business forso many reasons, and I think
that's an important.
(07:51):
I think it's important toremember that when we're
communicating with candidatesand when we're really focusing
on our hiring processes and howwe can improve our hiring
processes, so you've identifiedthe sentiments changing.
Pete Newsome (08:04):
Do you think the catalyst for that was really
what happened post-COVID, and bythat candidates were taken for
granted, I think for the mostpart up until COVID, the most
part up until COVID, and then tosome degree, candidates started
really appreciating the need tohave a great job, or have a job
at all, when there was masslayoffs and we went through that
disastrous time.
But on the other side of it, Ithink everyone in staffing saw
(08:27):
that there was so much demandand the companies that weren't
prepared for it really sufferedand I don't want to assume, but
I would expect that's driven alot of the change in thinking
that you're now talking about.
Thad Price (08:44):
Totally agree.
I think that was a forcingfunction to the industry, that
was a byproduct of this hugesurge in demand and this idea of
hire at whatever cost, becauseof the impact to my business.
And now the companies that arereally focused on their hiring
(09:05):
process and how they'reattracting are the ones that are
more efficient than ever beforeat ensuring that they're able
to attract the talent they needto grow their business.
And that's another byproduct ofthis shift, and so it's been
interesting.
There is a lot of greattechnology that's being deployed
, especially with a lot ofenterprise businesses, to
(09:25):
shorten time to hire becausethey've seen how that impacts.
The bottom line and I thinkthat's been one of the other
interesting byproducts of thepandemic is this idea that great
people grow great companies andthe ability to quantify hiring
in terms of revenue.
(09:47):
And I think that, if you look atbefore the pandemic, we were
always having conversations withwhat's the cost of not hiring.
It was really hard forbusinesses to get their head
around this idea of what is theloss of revenue by not hiring
During the pandemic and postpandemic, so to speak, when we
(10:09):
were looking to reopen andhiring mass hiring.
Still today, now businesses aredoing that math and it's
important to them to ensure thatroles are filled by a certain
period of time, because they'vebeen able to understand the
impact of their business ifthere aren't filling those roles
, especially in certainindustries like healthcare,
(10:31):
hospitality and others, whichhave been really, but for a
number of reasons, I've seenthis surge in demand.
Pete Newsome (10:41):
This is a general statement that I'm going to make
, but when I consider thestaffing clients I've had over
the years, generally speaking,the larger the organization, the
slower they operate, the lesspersonalization there is when it
comes to hiring.
There's, quite literally,vendors for those unfamiliar
with the MSP industry that sitin between the company and those
(11:03):
who recruit, and it justcouldn't be more impersonal To
put you on the spot here,because you mentioned enterprise
companies.
Are they coming around the sameway?
I think SMBs feel it more, butyou think enterprise companies
are too.
Thad Price (11:18):
They are yeah, they are focused on candidate
experience.
There's a lot of investmenthappening in platforms that help
elevate candidate experience.
It is very important to howthey think about the future of
talent acquisition and a lot ofthese enterprise companies.
They're also using AI andconversational experiences to be
more intentional on settingexpectations of the application
(11:42):
process and what thatpotentially looks like.
There are a number of greatproducts in the industry solving
that problem, so it is reallyexciting to see such a movement
at the enterprise level at manyof these technologies that
really help improve thecandidate experience across the
board.
Pete Newsome (12:00):
On behalf of everyone.
That's great to hear.
Thad Price (12:05):
So we still have a lot of work to do, that is for
sure.
Still a lot of work to do, butwe are moving the ball forward
and I think that's the mostimportant.
Pete Newsome (12:12):
Touch on AI real quick if you could.
As far as candidates acceptanceof it.
I see demos and products wherethere's AI communicating
directly Sounds human, buteveryone knows it's not.
What kind of feedback are yougetting from candidates as far
as their willingness tocommunicate with AI?
Thad Price (12:33):
There is a lot of willingness, mainly because it's
better than the alternative,which is no communication.
Ideally would everyone love tohave a connection to a talent
acquisition professional orrecruiter is music to the ears
of any candidate or anyindividual looking for a job, of
(13:00):
course, right now.
But these processes provide alot of value that is, in a sense
, personalizes the experience alittle more for the job seeker.
Which is welcomed and I thinkthat's how we have to think
about it is if we can make iteasier for someone to apply for
a job, if we can setexpectations, if we can sync
calendars, if we can do all thethings that you have to do that
(13:24):
you typically do in a recruitingprocess or hiring process
through systems and technologythat would at one point require
ping pong, email ping pong tofind the right time to
communicate.
It is being embraced by jobseekers and candidates who the
alternative is not having thatexperience, not being able to
(13:47):
secure or schedule an interview,and a longer hiring process,
which isn't efficient for thecompany and isn't efficient for
the candidate.
Pete Newsome (13:58):
Yeah, and my take on it is the application and
advancement of technology hasmade the need for more
technology to exist, because ofthings like one click apply,
where candidates can just theirsoftware that's advertised will
help you apply to 200 jobswithin an hour.
That means if one person can doit, everyone can do it, and so
(14:21):
if there's no matching orintelligence that's happening
with the technology, then thehuman recruiters are going to.
They are overwhelmed, right,they can't tackle a thousand
resumes at once.
So it's necessary and, like yousaid, the alternative is
silence.
So I certainly I encouragecandidates to embrace it and
(14:44):
it's accurate, it's right,versus someone who takes a note
wrong.
Ai doesn't get it wrong.
Now, I'm a little biased.
I have a car that can driveitself and I think, boy, I trust
that over a 16 year old who'slooking at their phone.
I'm a fan of technology, but doyou think that people who are
look, I'm Gen X, I'm a littleolder.
(15:04):
Do you think it's agenerational adoption or is it
universal?
At this point?
Thad Price (15:11):
That's a great point .
I definitely think there'sgenerational adoption in how
people want to connect, but Ithink that will be in any
movement.
Any technology movement that wesee, I would say, started being
(15:38):
leveraged about what maybe 10years ago in recruiting?
Now we've moved from textmessaging as a standard way to
communicate, especially inrecruiting originally email text
messaging.
I see conversational AI as justa next version and a next wave
in which we can be moreefficient at communicating so
(15:59):
that we can spend time.
This is how I like to thinkabout AI and recruiting so that
we can spend time and focus moreof a human connection on the
candidates that are willing toinvest in the role.
And what I mean by that and Ithink that's a really
interesting distinction isbecause of how we think about
(16:21):
applying to multiple jobs quickapply, all these types of
processes that make it easier toapply than ever before.
Because of this, really, at theend of the day, technology
should help us connect moreefficiently with the candidates
that are ready to work,efficiently with the candidates
that are ready to work, with thecandidates that are qualified
for the job, and through that,if we can ensure a great
(16:44):
connection, we spend and createa human connection with those
candidates, and I think that'show all businesses should think
about.
Leveraging AI to be moreefficient is so we can make
those hiring decisions as ahuman as efficient, and ensuring
(17:05):
that we're spending time withthe candidates that truly are
engaged, that have high intentand are looking to come help
take our business to the nextlevel, and I think that's a
different way to look at it.
Instead, of, ai is going tosolve all our problems and
automate all this, right?
No, that's not how it works.
We're in human resources, so itis a business of people and it
(17:26):
will continue to be a businessof people.
Pete Newsome (17:29):
I think it's an important way to look at it and
an absolute right way to look atit, because there's so many low
quality, volume-based thingsthat are necessary now to get to
the point where it makes sensefor a live candidate to speak
with a live recruiter.
I'm very sensitive to that as astaffing company owner.
Right, we start with a lot ofvolume and try to get down to
(17:50):
one candidate, just like talentacquisition team would.
You don't want a thousandcandidates, you want the right
one, but you need to start witha big candidate pool, and AI and
technology is the only way tomake that efficient at this
point, and so it just makessense.
I think everyone's comingaround to it pretty quickly.
I want to ask you about howTalroo can improve hiring
(18:14):
overall for companies out there.
But first, if you wouldn't mind, just touch it on the current
state of the market and maybehow Talroo is solving things,
given the current state thatwe're in.
Thad Price (18:26):
Yeah, absolutely so.
When you think of our productReady Set Hire, what we found
was a lot of things over thelast year as we've been working
on this product.
The first thing is that weunderestimate the power of the
job posting as an industry, anda job posting is marketing.
(18:50):
Copy is the way in which weattract someone to apply for a
job and to show their interest,and so when we first started
thinking about and looking atjobs and looking at how jobs
perform in the Tower platform,what we found is we had to
create ways to help businessesbe smarter recruitment marketers
.
Right, and the idea ofrecruitment marketing is very
similar to to consumer marketingin that we have to ensure we're
(19:12):
attracting the right audienceand we have great messaging to
speak to that audience, toconvert them into a potential
customer or, in this case, anapplicant, because we're in
recruitment marketing, and whatwe found is, if we just solve
the job posting piece, then westill have this middle
(19:35):
experience, which is theengagement process and the
application process, and so youcan't just solve each piece
independently, you have to solvethe whole experience, and so
that was the biggest thing thatwe've learned over the last year
is focus on helping businessescreate a job posting that's
(19:57):
going to convert, that showcasesyour brand, ensure that you're
surfacing the roles and theresponsibilities and the
credentials required, and helpcompanies qualify the candidate
through like more of a chatbotexperience when they're looking
to apply.
To ensure great outcomes, thenthink about the scheduling
process, because, at the end ofthe day, what people want is
(20:18):
they want to have a conversationwith someone about a job, and
if someone is qualified, at theend of the day, if you can just
provide an interview, that'sultimately what people are
looking for, if the person isqualified for the job, and so
that's our job, and so we solvethis process through Ready Set
Hire for businesses, so that youcan ensure you're writing a
(20:41):
great job ad, so that you canensure you're asking the right
screening questions when someoneapplies.
You can sync your calendar so wecan fill up your calendar
automatically with interviewsand we dynamically sync from
your existing calendar so thatwe can.
If you've got a couple hoursopen in a day, we can surface
(21:02):
that at time of apply for thequalified candidate and then we
can collect resumes and then wecan collect we can collect Gen
AI assessments based on why youthink you may be fit for a job,
and all of these things areimportant for us in rethinking
talent acquisition and make iteasy for companies to hire.
And then what's exciting aboutthat is because of our
(21:24):
experience as Talroo, powering abillion job searches per month.
Once we have this process thatcreates a better experience,
then we can source candidates,then we can advertise your job
in the Tower platform to thendrive candidates through this
(21:45):
experience, through the billionsearches that we power every
month of talent audiences, andso that's where we're going, and
that was the big idea over thelast year of why our new product
is so important to businessesbuild their workforce.
Pete Newsome (22:00):
So let's talk about who should ideally be
looking at taking advantage ofthis and how they can get
started.
Thad Price (22:07):
So you need help writing a job ad.
You're not sure where to starthiring.
You can voyage to Ready SetHire and we have a free trial.
You can sign up and then fromthere you can use a link.
If your job is already postedthrough your applicant tracking
system, you can copy and paste alink right into Ready Set Hire
(22:27):
after signing up and we willautomatically post your job.
Or if you need help writing acandidate-winning job ad, we can
help you do that as well.
On Ready Set Hire, yeah, feelfree to check it out and sign up
, and we'd be happy to hear whatyou think.
Pete Newsome (22:48):
Perfect Thad.
This has been great, and Ithink your message is an
important one.
It's a timely one, and it's onethat the market needs right now
, which is how do we createefficiency and get people like
you said earlier communicatingwith each other right?
Let the robots do their thing,that they do best, and then let
the people do what they do best.
I think that's a win.
So thanks so much for your timetoday.
(23:09):
I really appreciate it, and Ilook forward to having you back
on again soon and hearing anupdate in the future.
Thad Price (23:16):
Great.
Thanks so much, Pete.
Pete Newsome (23:18):
All right Appreciate the invite.
Thanks again.
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