Explore every episode of the podcast High Volume Hiring

Today's High Volume Hiring Podcast marks a bit of a turning point, and cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site hope that you like the change. Instead of snackable episodes of about 15-minutes every other week, we're moving to in-depth of about 30-minutes on the second Thursday of each month. Subscribe! Dave Vu is the co-founder and COO of Ribbon.ai, an AI-powered, video interviewing tool that serves mostly large employers globally. His strong background in leading talent acquisition teams shines through. He's building to help, not replace, recruiters. He's building to improve retention, not just put butts into seats. Dave believes that candidates should be put at ease when interviewed. They should be asked structured questions, but also be able to add information not asked and ask their own questions. And they should be able to do that in a place and at a time that works for them, not just the employer.

Regular listeners and viewers of the High Volume Hiring Podcast will know that cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site regularly cover how AI is impacting recruiting. Today's episode does, but in quite a different way. Our guest, Ryan Reisner, is the founder of SeekerPitch and The Reisner Group, and describes himself as a recruiter by day and dad by night. Whether his clients are using Sophia or other TA tech from SeekerPitch or recruitment services from Reisner Group, they're consistently seeing some of the same issues, and we're here to discuss those today. We touch on fake applications, including 40 different candidates applying to the same job but with the same home address (see https://seekerpitch.com/insights/forty-resumes-one-address ), but focus on how soft skills are now far more important, both for the candidate and the hiring manager.

Today's guest on the High Volume Hiring Podcast is Antony Baker, CEO and founder of 15 Group, a UK-based technology and recruiting company. Antony is a former professional athlete and big believer in structure, despite learning only a couple of years ago that he has ADHD. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Antony about some of his successes, failures, and how those both informed the process his team follows when helping employers who are hiring at scale. Part of that is the requirement that all stakeholders, even the client's leadership, need to pass a four-part test. How does the name 15 relate to the test? Antony shares that fun fact with our audience.

Are the technology tools that we're using to manage our high-volume hiring efforts causing the very problems that we're trying to solve? Today on the High Volume Hiring Podcast we're joined by Matt Charney, executive editor Mediabistro, principal analyst for Kyle & Co., and writer of some of the most thoughtful and yet also entertaining articles about the talent acquisition technology industry. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Matt about when the use of these tools make sense, when they don't, and why the vendor pricing models have changed so radically from flat- to variable-based.

Today's guest on the High Volume Hiring Podcast is John Baldino, President at Humareso, a leading HR strategy and outsourced administrator for businesses of all types.  He's also the cohost of the But First, Coffee, a live, weekly, podcast. John and cohost Jackye Clayton bring candid, insightful conversations about the world of work, leadership, and all things people. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with John about how much more difficult it has become for organizations of any size to plan almost anything, including their future staffing needs...and some solutions that may surprise you.

It's fair to say that there's a lot wrong with recruitment in 2026, for candidates, employers, and others. But it's not all bad. In fact, some of what is working has only started to work well this year. Today's guest is David Noe, human resources and brand advocacy manager for Payroll Partners, Inc and host of the SpeakEasy HR podcast. David brings to the discussion a wealth of knowledge from the world of recruiting by small- and medium-sized businesses, some of which are rapidly scaling up by hiring dozens or even hundreds over a few months. And he also brings the perspective from the other side of the table: the candidates who are impacted by the recruiting practices of employers of all sizes. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site share some of their experiences, as well as lot of envy for the fine collection of bourbon bottles within easy reach of David should a little celebrating be warranted.

Today's guest on the High Volume Hiring Podcast says that he loves reference checks, which might sound odd until you understand that he's sat on just about every side of the desk during his 20 years in the HR tech space. James Lord is the Head of Americas for Refapp, which develops intuitive digital tools that help recruiters and hiring teams make accurate, secure, and seamless hiring decisions. Refapp modernizes the reference checking process by giving references the flexibility to respond when it suits them, in a way that’s easy, professional, and safe. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with James about the difference between background and reference checks, when reference checks should happen in the hiring process, best practices for what questions to ask, and how to get actionable information back within 24-hours.

Months ago, we saw a post on LinkedIn from recruiting extraordinaire Amy Miller then of Amazon and now of Portal Space Systems. In the post, Amy asked why we can track a pizza delivery from Domino's but ATS don't allow candidates to track where they're at in the hiring process. Today's guest on the High Volume Hiring Podcast, Chris Connors of candidate.fyi, commented that their product does exactly that. Our cohosts, Jeanette Leeds and Steven Rothberg of College Recruiter job search site, talk with Chris about the benefits to the candidates and employers of adding a candidate portal on top of the existing ATS. Yes, candidates can use them to track their progress, but also schedule interviews, watch employment branding videos, submit documents, and more. In 1897, Francis Church wrote, "Yes, Virginia, there is a Santa Clause", in an editorial in the New York newspaper, The Sun. Turns out, in 2026, yes Virginia, we can both improve the efficiency of how we hire while also making that hiring experience far better for candidates.

Employers hiring at scale often employ a lot of people who are paid hourly and whose wages are too low for them to afford health insurance. Those workers tend to be less loyal, less engaged, and more likely to quit as soon as they can find a job with health insurance. Our cohosts, Jeanette Leeds and Steven Rothberg of College Recruiter job search site, interview Michael Gomez of MGI International on today's episode of the High Volume Hiring Podcast. His previous role was VP HR at Tasty Restaurant Group, a franchisee of Burger King, Dunkin' Donuts, Baskin-Robbins, Taco Bell, KFC, and Pizza Hut with 7,000 employees in 23 U.S. states. At Tasty, Michael contracted with WorXsiteHR, creator of Healthworx, a no-cost medical plan managed by a non-profit, to allow lower income, part-time, and seasonal workers access to useable and affordable healthcare. Michael loves how the plan is ERISA and Section 125 compliant, no-cost to both employee and employer, and generates substantial employer FICA tax savings.

Emily Baxter, director of non-profit WE ARE ALL CRIMINALS, joins the High Volume Hiring Podcast to discuss the impact on people and employers of 1/4 of the U.S. population having criminal convictions and the opportunities that exist to employers of employing these people. Not only do these people deserve a second chance when many of us have had far more chances than that, but the data show that they often outperform the other 3/4 who also committed crimes but didn't get caught. Organizations like MOD Pizza and Dave's Killer Bread understand that excluding from their workforce people who happened to have been caught is detrimental not just to society, but to their businesses. Employers should take the convictions into account and refrain from placing someone recently convicted of embezzlement into a financial role, but hiring those with convictions leads to more a more productive workforce with lower turnover and, therefore, reduced recruitment costs.

Michael Ang, founder of advertising agency, JobElephant, is the guest on today's episode of the High Volume Hiring Podcast to discuss how colleges and universities are making better use of technology to overcome some of their hiring challenges. When one thinks of a post-secondary institution hiring, they may think just about professors, but universities are like little towns and typically employ hundreds to thousands of support staff including administrators, food service, lodging, security, maintenance, information technology, accounting, and more. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site discuss with Michael whether all of that hiring, some of it high-volume, is all stuck in the 1990s. Some might think so. And they'd be wrong to think so.

Trent Cotton, the Head of Talent Insights & Analyst Relations for ICIMS, returns to the High Volume Hiring Podcast to discuss a new report about how employers and candidates are using AI. Some believe that all employers are using it and using it well. Some believe that all candidates are using it and using it well. Is the reality, however, something quite different? Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site dig into the findings of the report with Trent. In addition to Trent giving some well-deserved credit to contributors Madeline Laurano and Tim Sackett, some of what is discussed may come as no surprise to you, but some will surprise even the most knowledgeable as well-founded but somewhat dated perception is often quite different current reality. Go to https://www.icims.com/company/corporate-newsroom/research/ for the ICIMS April 2026 Workforce Report.

It's rare when you run across an employer who has a campus recruiting function but is not hiring at scale. Although campus recruiting programs are typically also high-volume recruiting programs, there are notable differences. Today's guest on the High Volume Hiring Podcast is the co-founder and chief evangelist of Abode, which helps employers engage early-career talent from the moment they sign their offer. Parker Pell, as a member of Gen Z, brings a first-hand experience to the conversation. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Parker about the difficulties faced by those recruiting on-campus, including how to meet the expectations for speed while also meeting those for authenticity. Are there some well-meaning efforts by employers that they should stop? Are there some low-hanging fruit opportunities that they should start?

Today's special episode of the High Volume Hiring Podcast was part of Michael Glenn's Employer Branding EXP and featured guest Rachel Allen, 7-Eleven's head of TA, and cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site. 7-Eleven transformed its high-volume hiring following its acquisition of a major competitor with a very different approach to recruiting. They had different brands, tech stacks, and conflicting hiring and operating models. Hiring was slow, causing the loss of candidates to competitors, which also led to candidate ghosting. Store leaders became accountable for labor optimization, including hiring. 7-Eleven created "Rita", an AI-driven, conversational recruiting assistant chatbot powered by Paradox, and transformed a LOT of its recruitment-related process. 95% of the process was automated. Time-to-hire went from weeks to 3 days. Store leaders save 40,000 hours per week, which allowed more time for effective onboarding and training.

Today's employers receive far more applications than they did for similar roles a few years ago, and exponentially more than a few decades ago. But are the applicants worse fits than they used to be, or are we just having a harder time determining their fit? And, after they've applied but not been hired, are we wasting a valuable asset by ignoring them or failing to stay in touch with them in a way they want? Wouldn't it be better to hire them when we do have a need that fits their competencies, interests, and values? Today's guest on the High Volume Hiring Podcast is Ryan Kohler, founder of the isolved Talent Acquisition (formerly ApplicantPro) ATS, Refer.IO, and AI4Teams.io. Cohost Jeanette Leeds was on vacation and so left cohost Steven Rothberg in charge. We'll have to see how well he managed.

Chelsea Schein, PhD of Veris Insights and The Wharton School of Business is our guest on today's High Volume Hiring Podcast to discuss not another new AI product but, instead, the people who will use those products and how to best to hire them. Until very recently, the conventional wisdom amongst employers was that they did not want candidates using AI because the employers wanted to be sure the candidates could think critically. If they assessed AI skills at all, they tended to measure how well the candidate could prompt the AI to generate the results wanted. And, if you're still doing so, you're going to want to make some changes. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Chelsea about how large employers can better assess the skills of new hires, and even what skills they should be assessing.

Trent Cotton of ICIMS joins us for the third time to discuss their just published Workforce Report. Trent breaks down the key findings, and also points out the mysteries of what we're seeing in the labor market. More employers are posting more jobs, which is great. Manufacturing is surprisingly strong, healthcare remains strong, but retail is weaker than we expected. Yet applications and hiring is also down. Are employers posting, interviewing, but deciding not to hire? Is that due to well-qualified candidates job hugging as they know their chances of being laid off are greater if they have the least tenure? Are candidates shifting to gig work? Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site dig into some of the details with Trent, and look forward to more reports like those at www.icims.com/resources.

A key reason some employers hire at scale is because of high turnover. Some turnover is to be expected, and often beneficial, but some should be avoided, and is detrimental. Today on the High Volume Hiring Podcast our cohosts, Jeanette Leeds and Steven Rothberg of College Recruiter job search site, talk with career expert Keith Spencer of Resume Now, which is part of BOLD and a sister company to CareerBuilder, Monster, FlexJobs, and other brands. Keith acknowledges that recruiters, HR, and others have some but not total control over the factors that lead to turnover, and that it can be difficult to make the changes necessary to reduce it, but there are ways to reduce unwanted turnover in almost every organization.

It is often said that recruitment marketing lags consumer marketing by five to 10 years. One reason for that is that consumer marketing budgets far exceed ours. That makes it far harder for us to pilot or A/B test and that holds back innovation. On today's episode of the High Volume Hiring Podcast, cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site interview Dillon Hill, co-founder of marketing agency Cosmoforge. We talk about about he helped to save his 19 year old friend's life, how that led him into a career in marketing, and what that's taught him about marketing. We focus on how he breaks down the various components of marketing campaigns to identify what's broken and, therefore, how to prioritize limited resources.

Dan Arkind, who likes to refer to himself as a recovering recruiter, but who is also the CEO of JobScore, is today's guest on the High Volume Hiring Podcast to talk applicant tracking systems. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Dan about how some small- and medium-sized businesses (SMBs) engage in high-volume hiring, such as chains of restaurants, and how the needs of an employer like that differ massively from the needs of Fortune 1000 or other enterprise-level employer. Both kinds have needs and wants, and what makes for a great ATS for one will likely be awful for the other. What questions do you ask your potential ATS vendors, including about how they're using AI?

We first interviewed Trent Cotton of iCIMS in October 2025 to discuss data it was reporting in its superb (and free!) monthly Workforce Report. Well, he's back to discuss the January report, and those surprised him as well as our cohosts, Jeanette Leeds and Steven Rothberg of College Recruiter job search site. The signals were mixed, with some far stronger than many expected, and others weaker. Candidates might move from job hugging to job chaining given how risky most feel it is to change jobs right now. But, if hiring picks up, and there are signals that it is, employers might again be faced with massive quits and recruitment challenges. Oh, and if you like Bryan Adams and his song The Summer of '69, then this is an episode that you'll appreciate even more.

ATS, assessment, job board, and other AI-powered hiring systems have undoubtedly saved employers a lot of money and led to a lot of great, new hires. But do we really know if they're right when they tell us that candidate A is better than candidate B, and that leads us to spend more time with A than B and even more likely to hire A than B? Today's guests on the High Volume Hiring Podcast is Martyn Redstone of Eunomia HR. He founded perhaps the first AI-hiring consultancy years before ChatGPT existed, and today helps employers assess and manage the risk and governance issues related to these systems. Martyn's thoughtful, step-by-step, plain spoken approach to these matters is a breath of fresh air, and are sure to help our audience better understand not just the rewards and risks, but how to maximize those rewards while minimizing the risks.

On today's episode of the High Volume Hiring Podcast, we interview NewDay USA's chief revenue officer, Franco Greco, to learn why and how the mortgage company plans to hire 1,000 interns over the next few years to serve its military veteran customer base. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site learn a little about the boom-and-bust cycles that the mortgage industry goes through, why NewDay believes they're entering a period of rapid growth, and why its paid internships should run for one-week instead of three-months. Projecting a surge in hiring months or even a year from now? You'll learn how this strategy still allows you to vet great new talent while keeping your costs and risks to a minimum.

Prem Kumar, the founder and CEO of Humanly (humanly.io), joins the High Volume Hiring Podcast today to talk about conversational AI, which many refer to as chatbots. These systems have gone from unknown to nice-to-have to must-have within the past decade. And it is no wonder why. Without them, it simply takes too much staff time and too many days for employers to get from application to start dates. On average, that's 44 days. Humanly's goal is five. But can that be done, well, humanely? Our cohosts, Jeanette Leeds and Steven Rothberg of College Recruiter job search site dig into that with Prem, and we think you'll find his answers to be illuminating.

With the calendar turning from 2025 to 2026, we thought we talk about what we expect will change. Sure, some of that inevitably leads to advances in technology, but some was also about how we choose to communicate with candidates. On today's episode of the High Volume Hiring Podcast, Jeanette Leeds and Steven Rothberg of College Recruiter job search site discuss the likelihood of a growing divide between the have's and have not's, a potential rebellion, and how embracing radical transparency might save you from that rebellion. Oh, and if you're feeling a little courageous, check out Recruiting Hell on Reddit at https://www.reddit.com/r/recruitinghell/ that Steven references.

Automation can and too often is used to de-humanize candidates, but it can also improve how we treat them. Case in point is Article, a global, b-to-c furniture company that uses automated messages from its ATS to improve its hiring efficiency AND the candidate experience. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site interview Article's head of global TA, Bradley Clark, for today's episode of the High Volume Hiring Podcast. Listen in to learn how the messaging varies depending on the location of the job, location of the candidate, type of role, stage in the hiring process, and more. Oh, and how that segmentation pays off massively for Article.

Bryan Adams and Jim Taylor from Happydance Careers Websites and Hung Lee from Recruiting Brainfood spoke with cohosts Jeanette Leeds and Steven Rothberg from College Recruiter job search site for this special episode of the High Volume Hiring Podcast. We recorded this in the Happydance stand at RecFest USA 2025 in Nashville, Tennessee. Happydance, which creates award winning employer career sites, has great visibility into what works in different markets and industries, and Hung has great visibility into what works for employers of all types globally. Some of what we discussed is consistent with what most of our audience might expect, but not everything.

On today's episode of the High Volume Hiring Podcast, we dig into a simple yet brilliant mathematical formula designed to save recruiters a massive amount of time. Using a bit of high school math will help you determine in advance how many applications to receive per role, how many of those you should interview, and when you should extend a job offer. Our guest today is Alexander Shabanov, a technical recruiter with two decades of experience. He's worked in several countries for organizations that differ significantly in terms of size, industry, products, and more. Our cohosts, Jeanette Leeds and Steven Rothberg of College Recruiter job search site, dig into the problem that often faces talent acquisition, the solutions that are commonly used, and how using this formula improves on those. The Medium article we discussed is at https://medium.com/@alshabanov/tackling-high-volume-recruitment-challenges-in-tech-with-optimal-stopping-theory-3e5852830a93 .

Today on the High Volume Hiring Podcast we discuss a report just released by one of the world's leading talent acquisition platforms, iCIMS, about the rapidly changing state of frontline hiring. iCIMS has incredible visibility into the hiring by thousands of employers for millions of roles and hundreds of millions of applicants. We discuss fascinating trends related to application drop-offs, interview ghosting, time-to-hire, and the massive differences that exist between occupational fields. Join cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site as they interview Trent Cotton of iCIMS. And download the report today at https://www.icims.com/resources/2025-state-of-frontline-hiring-report/ .

Prakhar Agrawal of Senseloaf AI joins the High Volume Hiring Podcast for episode that was light on tricks but heavy on treats. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Prakhar about what makes AI agentic, where in the recruiting process it best sits, and the need for humans to be in the loop. We also learn, perhaps unsurprisingly, that Jeanette is far more likely to be regarded as the successful hire, while Steven is deemed to be more like an intern.

Dwane Lay joins cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site for a special episode recorded in Nashville, Tennessee at RecFest USA 2025. Dwane is the Chief Innovation Officer at GBS Worldwide and author of Lean HR. He discussed the key differences between hiring at scale and recruiting for one-off, specialized roles, offering practical insights for employers managing both. Dwane explained why most organizations don’t need more applicants - they need the right ones - and how to use data, incentives, and authentic employer branding to make that happen. He also shared how GBS applies IO psychology and AI-driven tools to help employers attract, engage, and retain talent at scale. Employers looking to improve efficiency and create stronger candidate alignment will find Dwane’s perspective both actionable and refreshingly direct.

Today's guest on the High Volume Hiring Podcast is Dustin Leszcynski of Burlington Stores Inc, formerly known as Burlington Coat Factory. With more than 1,200 locations, it is the third largest off-price a/k/a discount retailer. Dustin as the Director of Talent Acquisition - Early Careers, oversees the hiring of some 300 interns and other early career employees a year for their corporate office. The thousands of hourly employees in their stores are hired through a separate team.  Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Dustin about how Burlington Stores balances its needs related to the scale at  which it hires with its desire to hire the best candidates. That means providing a candidate-friendly process, even when it seems like the whole world is changing every day. For just about any organization hiring at scale, the challenges of rapidly changing technology, economic conditions, political considerations, and more are immense.  You'll hear from Dustin how Burlington Stores is not just aware of the uncertain times, but is thoughtfully approaching them. Whether you're a candidate searching for a great new career, or an employer looking for best practices from a leading organization, you're going to want to look at Burlington Stores.

Today's episode of the High Volume Hiring Podcast is quite the milestone: our 100th episode. Wow. Some 90 percent of podcasts end after only one or two episodes and 90 percent by the 20th. Only one percent get past the 21st episode. So, yeah, 100 is quite the accomplishment. Join us for a super fun, upbeat, informative episode. Together with cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site, our guest, Javeed Khan ️ (جافيد خان) Khan, talks about his background in high volume recruitment with IBM, Mastercard, and KPMG and how those experiences led him to starting up agentic AI provider, tidyhire. We talk about how high volume hiring is evolving, personalization at scale as Matt Alder talks about it, and the three focus areas for every TA professional.

On today's episode of the High Volume Hiring Podcast, Justin Olin of Upwage talks with us about the importance of caring at scale...and cohost Steven Rothberg of College Recruiter job search site spends a little too much time talking about Wayne Gretzky. Our other cohost, Jeanette Leeds, learns from Justin that Upwage's assessments are used by some of the world's largest organizations to help them better identify competencies, which are more predictive of workplace performance than job titles that you had with past employers, particularly for those who are early in their careers, applying for high-volume roles, or both. As we close, we talk with Justin about where assessments should live in the hiring process. Should we just assess finalists? All applicants? Before allowing candidates to apply? He says none of the above, and where he says it should live might surprise you.

On today's episode of the High Volume Hiring Podcast, Steve Cadigan of Cadigan Talent Ventures joins us to talk about artificial intelligence. Instead of either being all for it or all against it, Steve made it clear that he favors its use if done properly for the employer and candidate. Unfortunately, it often isn't. Sometimes, the errors will prove hard to fix. Other times, they'll be easy. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site also talked with Steve about his concerns about how some employers are choosing to use AI today such as focusing on cutting costs instead of the bigger opportunity of making current employees more productive.

It isn't every day that we get to talk with someone who helped to build an incredibly valuable product while at LinkedIn or who helped bring the talents of great teachers to millions while at Khan Academy or who is helping to massively improve how early career hiring is done. But, that day is today. Today's guest on the High Volume Hiring Podcast is Jeremy Schifeling of The Job Insiders. Together with cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site, we talk about how schools, employers, and candidates are using AI and how they should be using it.

For the past couple of years, listeners to the High Volume Hiring Podcast have heard cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk many times about artificial intelligence. What is it? Is it really impacting talent acquisition? What's coming?  Today's guest, Mike Wolford of Lex Duo, joins us to talk about an aspect that we've barely covered: agentic AI. We can't think of a better person to talk about what it is, what it can do today, what it will be able to do tomorrow, and what TA should do to maximize the benefits and minimize the risks. After all, Mike's the guy who literally wrote the books on AI's use in recruiting and AI-driven workforce analytics, talent intelligence, and predictive hiring strategies. In addition to talking in plain English about what TA can and should use agentic AI for, we also dig into the business aspects, such as how to communicate its use to candidates. Too many organizations are using AI and yet afraid or ashamed to admit it. Instead, we should be proud of embracing technology and transparency sharing how we do so.

On today's episode of the High Volume Hiring Podcast, Gino Ferrand, the CEO and founder of TECLA, joins us to talk about how midmarket and large organizations continue to hire engineering talent at scale that is remote and nearshore, or even offshore.  Software development and other engineering work almost all went fully remote in early 2000 but, since then, employer after employer have encouraged or even forced many of those workers back to in-person work in the offices of the employers. Some workers need to come into the office a few times a month, others a few times a week, and others every day. Interestingly, that hasn't seemed to impact how those same organizations view their international contractors. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site also talked with Gino about some of the biggest failures and successes by these organizations. We didn't expect it, but Gino essentially said that they're both related to the same part of the hiring process.

Today's guest on the High Volume Hiring Podcast is Sam Fitzroy, co-founder and CEO of Dalia. Some of our listeners may also know Sam from his work at was then a little start-up called Indeed and, later, TheMuse. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Sam about the markedly different conversion rates employers see from candidates who come from organic (free) sources such as Google, Bing, and ChatGPT versus from sponsored (paid) sources such as job boards like Indeed, LinkedIn, and College Recruiter.  We also talk about how it is important to treat those candidates differently. For example, Dalia's data showed that it didn't help better candidates from sponsored sources into applicants or hires, but it had a massive, beneficial impact on those from organic sources. So, for most clients, Dalia will recommend jobs and request emails and mobile numbers from candidates who are about to exit without applying if those candidates came from organic, but not sponsored, sources. Today's employers, particularly those hiring at scale, need an "all of the above" strategy, where they don't rely just on job boards, or just on SEO, or just on a better ATS experience. And products like Dalia fit very nicely into creating a better ATS experience for candidates without taking anything away from the recruiter experience.

For decades, employers have used more and more technology that is more and more sophisticated to allow them to sift through more and more job applications. But there's been a fundamental change in the playing field: candidates are now using similar technology to allow them to apply to more and more jobs. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site welcome to the High Volume Hiring Podcast our guest, Andrew Gadomski of Aspen Analytics. He discussed how these competing tools interact, why candidates are using tech to apply to jobs, and how employers should respond. Oh, and you won't want to miss Andrew's brilliant idea for how Hilton and Marriott Hotels might, in a way that surprised us, be a big part of the solution.

Brig Gen Christopher Amrhein of the United States Air Force comes back onto the High Volume Hiring Podcast for an update to the information that he shared last fall. The focus of the previous conversation with cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site was on how everyone within an organization needs to be recruiting, not just the recruiters. Today, we learn that those efforts and many others are succeeding beyond goal. Oh, and that's true even though the goals were expanded. Social media, authentic videos by Airmen and Guardsmen, and other strategies are all part of the picture. If you're looking for inspiration, you've found it.

Our guest on today's High Volume Hiring Podcast is Mark “Doobles” Deubel of Doobles, a technical recruiting expert who helps teams move from reactive recruitment to strategic talent acquisition. Oh, and he's the host of Doobles Talks, a podcast that brings engineering brains to recruiting pains. Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Mark about why video matters in recruitment. Would you rather read some text or get the same info from a short video? Are you more or less likely to feel engaged, to feel seen, and to feel heard when a hiring manager sends you a video or a text email? And, for employers, what if you could easily and inexpensively bring personalized videos to your hiring process at scale?Want to learn more about the tools mentioned in the episode, as well as some others? ‘Avatar’ Tools to synthesize yourself: Synthesia which is currently a clear leader when it comes to quality HeyGen, another big name in avatar creation Anam, up and coming. Built by ex-Synthesia employees and ridiculously ‘real' Collosyan These tools can be used to create a digital version of yourself. After creation, you can create life-like videos by just using text. To automate and scale it even further for outreach, you can connect these tools with no-code automation tools to any LLM (ChatGPT, Claude by Anthropic, Gemini by Google) in which you create your outreach. Zapier is the market leader, but is getting strong competition: Make (up and coming) n8n (Which is growing fast)

Our guest on today's episode of the High Volume Hiring Podcast is Tom Chevalier, general manager of Appcast, Inc's Labs. Cohosts Steven Rothberg of College Recruiter job search site and Jeanette Leeds discuss with Tom how employers can best convert into applicants those candidates who visit the employer's ATS but don't immediately apply. Across all industries, occupational fields, employers, and job boards, the typical click-to-apply percentage hovers around five percent, meaning that employers are failing to convert into applicants about 19 out of every 20 candidates who are interested enough in a job to go to the employer's career site. One solution to the problem was recently introduced by Appcast Labs: its Xtend product. Intrigued? Listen in to learn how Appcast is bringing an Amazon-like shopping experience to corporate career sites.

Today's episode of the High Volume Hiring Podcast features a timely discussion between cohosts Steven Rothberg of College Recruiter and Jeanette Leeds. Since the start of Donald Trump's second term as U.S. President on January 20th, there's been massive, economic upheaval both within the United States and internationally. Regardless of whether one feels that's all good, all bad, or somewhere in between, hundreds of thousands of federal government employees have lost their jobs and perhaps millions will over the next year. Should employers struggling to hire at scale the employees they need look to these newly unemployed, former government workers as part of the solution? Jeanette brings some great data to the discussion, some of which surprised Steven and may surprise you as well.

Dave Rosenberg of Locked on Leadership is our guest on today's episode of the High Volume Hiring Podcast. Dave is a professional keynote speaker and leadership development consultant. He guides teams and leaders to foster a culture of accountability that accelerates results. Cohosts Steven Rothberg of College Recruiter job search site and Jeanette Leeds talk with Dave about organizations large and small have a lot more in common with each other than it might at first appear. Even the U.S. Navy, in which Dave served as a Naval Flight Officer, is really just a collection of eight to 10 person teams. Yes, there are thousands and thousands of those teams, but there are massive similarities between leading and managing employees (two different things) in a massive organization like the Navy and even very small employers with just a handful of employees.  Learn from Dave as he walks through integrity, accountability, culture, and leadership for organizations of all types and all sizes. Oh, and if you're a history buff, you're going to want to sign up for information about his Battle of Britain tour. 

Our guest on today's High Volume Hiring Podcast is Kyle Samuels, former TA leader for Ernst & Young (EY), GE Aerospace, and Yum! Brands (Taco Bell, Pizza Hut, KFC, etc). The executive search firm that Kyle founded, Creative Talent Endeavors, uses an AI algorithm to calculate placement fees based on actual, data-driven criteria, so he does not reflexively preach against the use of AI, nor does he believe that AI is the best thing since sliced bread...for others. Instead, he believes that it best helps in the hiring process when it augments instead of displaces HR professionals. In today's episode, our cohosts, Steven Rothberg of College Recruiter job search site and Jeanette Leeds explore with Kyle how AI is impacting the quantity and quality of applications employers are receiving, how some are responding, and how all should respond.

Our guest on today's episode of the High Volume Hiring Podcast is Harry Wittenberg of Worxweb Solutions, which sits at the intersection of staffing and bespoke business solutions such as building tech, integrating various tech solutions, web design, and sales support. In today's episode, our cohosts, Steven Rothberg of College Recruiter job search site and Jeanette Leeds discuss with Harry how automation need not replace people and need not even stop at augmenting their efforts but can, when done right, actually improve the human experience both for the candidate and the employer. If you're looking for some specific examples of quick wins, you're in luck. We discuss several that your team can put in place almost immediately to free up more of their time to spend more time with the candidates you most want to hire.

Our guest on today's episode of the High Volume Hiring Podcast is Michael Ang, founder and CEO of Jobelephant.com. JobElephant is a recruitment advertising agency that focuses on higher education and government employers with hiring needs in North America. Michael founded it way back in 2000, so just as the world of recruitment advertising was transitioning from print to digital. One of our cohosts, Jeanette Leeds, was unavailable to be with us and so our other, Steven Rothberg of College Recruiter job search site, explored with Michael how his clients differ from corporate employers who hire at scale and, as a result, so do the tools that his team recommends.

Over the past year or two, there's been a massive increase in the frustration level by employers with respect to the high quantity and low quality of job applications. Many of those employers are blaming artificial intelligence, but is AI really to blame? And, whether it is or not, might other AI be a part of the solution? In today's episode of the High Volume Hiring Podcast, cohosts Steven Rothberg of College Recruiter job search site and Jeanette Leeds discuss the spectrum that employers are seeing. Some applications aren't generated or even assisted by any AI, probably most are assisted in some way even if it's just spelling or grammatical tools, and some are generated by bad actors who want to steal trade secrets, empty company bank accounts, or even worse. Together, Steven and Jeanette talk about how employers are detecting applications assisted or even generated by AI, what they can and should do with those, and some solutions to the problem for employers who are hiring at scale.

Our guest on today's episode of the High Volume Hiring Podcast is Simon Kho, Vice President and Head of Early Careers Recruiting and Development Programs for Raymond James and a member of the Board of Directors of the National Association of Colleges and Employers (NACE). Raymond James was founded in 1962 and became a public company in 1983. It is a Florida-based, diversified holding company providing financial services to individuals, corporations, and municipalities through its subsidiary companies engaged primarily in investment and financial planning. It has tens of thousands of employees. In today's episode, our cohosts, Steven Rothberg of College Recruiter job search site and Jeanette Leeds discuss with Simon how the hiring of students and recent graduates is, in some ways, quite similar to the hiring of warehouse, retail, hospitality, call center, and other such roles but, in other ways, is massively different.