The Chad and Cheese sit down with Doug Johnson, CEO of Jobalign, to talk HIGH VOLUME HIRING.
Why? Because it's hard shit and as Doug says "There's a bunch of pain for employers in the high-volume arena."
So I guess it's time for THE PAIN TRAIN!
Chad: This, The Chad & Cheese Podcast brought to you in partnership with TA tech. TA tech, the association for talent acquisition solutions. Visit tatech.org.
Chad: Okay, Joel, quick question.
Chad: What happens when your phone vibrates, or your texting alert goes off?
Joel: Dude, I pretty much check it immediately. I bet everyone listening is reaching to check their phones right now.
Chad: Yeah, I know. I call it our Pavlovian dog reflex of text messaging.
Joel: Yeah, that's probably why text messaging has a fricking 97% open rate-
Joel: Crazy high candidate response rate within the first hour alone.
Chad: Which, are all great reasons why The Chad & Cheese Podcast love text to hire from Nexxt.
Joel: Love it!
Chad: Yep. That's right. Nexxt, with the double X, not the triple X.
Joel: So, if you're in talent acquisition. You want true engagement and great ROI, that stands for return on investment, folks. And, because this is The Chad & Cheese Podcast, you can try your first text to hire campaign for just 25% off. Boom!
Chad: Wow! So how do you get ths discount, you're asking yourself right now.
Joel: Tell them, Chad.
Chad: It's very simple. You go to chadcheese.com, and you click of the Nexxt logo in the sponsor area.
Chad: No long URL to remember.
Chad: Just go where you know chadcheese.com, and Nexxt, with two X's.
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Joel: [00:00:00] Doug Johnson definitely not a made up name is a CEO of Jobalign Doug welcome to the podcast.
Doug: [00:00:09] Thank you very much.
Chad: [00:00:09] We're here at SHRM Talent don't forget about that.
Joel: [00:00:10] We're here at SHRM Talent who fascinatingly let us come and do this podcast. And we haven't really broken much. We're still allowing us to set up shop.
Chad: [00:00:22] So far
Joel: [00:00:24] Doug, a lot of our listeners don't know Jobalign couldn't spell it if they were you know in a spelling bee like give them the elevator pitch of what you do.
Doug: [00:00:32] All right well if you are hiring hourly candidates you have pain today and we are there to solve that pain and take the pain away. Hourly candidates. So you know the workers who are landscaping and cleaning the rooms and maid services the warehouseman those people are the people that we address that we connect with and align with employers.
Joel: [00:00:59] Clever I see what you did there. These folks don't have resumes right. That's sort of your sweet spot. How do you know that you're with no work experience. Me as My first job is there site is your site for them.
Doug: [00:01:11] So we really bridge the gap between these employers who are hiring high volumes. You know one of our biggest customers literally is hiring over 10,000 workers a month on our platform.
Chad: [00:01:24] A month!
Doug: [00:01:24] A month. Right. So we're producing for them...
Joel: [00:01:28] Chad gets really excited when we're talking high volume hiring.. So he's chomping at the bit
Chad: [00:01:32] Yea, this is hard stuff.
Doug: [00:01:34] And we're super proud of the fact that we literally our Jobalign is putting to work roughly 20,000 people a month. So we're proud of that. So we feel like we're doing something good you know for that worker but at the same time solving a problem for the employer because the employer's ability to reach in this marketplace those those workers those job seekers is so difficult. So our technology just bridges that gap.
Chad: [00:02:01] So bridging how do you how do you get candidates so do you have programmatic outreach do you use their database the company's database. Because generally made a music site as well. How do how do you get those candidates.
Doug: [00:02:14] Yes yes yes. So everything is quite directly. I mean first of all we have a network millions of candidates and we present those. So you know that's that's able ready to work. Candidates at the same time we work with all job boards. We sit between if you will the the job board world and the ATSI. So we communicate and we disperse and distribute rather to job boards 100 job boards and then pull that talent along with the talent from your career page because in any other organic know texting technologies that we present to employers that they'll use to source candidates and then put them to our superintelligent apply process.
Joel: [00:02:59] Some super fascinated by the space and part of it is driven on the fact that I did a story about snag a job recently who is rebranding. They're essentially going for an Uber for hourly model where the platform you sign up for hey I want to do shifts in multiple restaurants the company brings in multiple people for a shift and then they're gone and snag handles the payments so you know the Craigslist I assume still works for a lot of companies like just post a job you have job boards and indeed you have you guys. Then you have the shift gate the snag a job like where are we going to end up in 10 years with the hourly workforce. How are they going to find jobs.
Doug: [00:03:40] I think I think both apply. I think that there's there's some markets far go back to the employer and the worker and their needs. There are especially in the restaurant hospitality space that shift solution that snacks to mix. Thomas says there are other places where a full time or rather a a a 40 hour week hourly worker makes a lot of sense in the janitorial space services space. That's not necessarily. So I think that that both will exist coexist in that world. I think what's Snga's done makes a lot of sense.
Chad: [00:04:19] So more like is a strategy to these types of positions and some work better. Yeah I enjoy the quote unquote Uber kind of app versus really the traditional more. I would say hyper automated platform like you guys are trying to pull together.
Doug: [00:04:34] Exactly. Exactly. And so my my strong belief is that you're going to end up with both experiences.
Joel: [00:04:43] You see a lot of big players getting into the employment space that didn't really play in it before. You see Microsoft that linked and you see Google when we talk. We talk about a lot and you see Facebook as well. Do you see any of them being a more major player in the Aurelie space than others. Or do you think they're not even interested.
Doug: [00:05:00] I don't think they have their eye on it. Yeah. Fortunately I don't think there's. I think there's a tremendous opportunity. But I don't think right now that that's being addressed. I think we talking about a lot about Facebook being in the sort of the pole position like every company has a Facebook page and posting jobs is pretty organic and then having candidates come through there and the messaging system but how that shakes out. Yeah I agree with that.
Chad: [00:05:24] So when a candidate applies say they do that I'm assuming through their mobile phone what's kind of the time frame between somebody actually getting in touch with them and how would that actually happen on the employer side. So we've got candidates come in. What's that. What does the platform do. What. What sets it apart from everything else out there.
Doug: [00:05:43] So first everything that we've done has been designed for rolling out. So literally AB testing the you know the text saying to apply for smarter process is done in a fashion that we can do when we're looking at the advent of abandonment rate right now this is a dirty little secret. The endowment rate in the hourly world of applicants leaving the process at avocations 80 percent on average. So whatever you're spending...
Joel: [00:06:14] So does that mean from the time that they start applying to a company to finishing 80 percent don't finish . D
Doug: [00:06:20] Don't finish.
Joel: [00:06:20] Really fascinating.
Chad: [00:06:22] It's what I call ejection rate
Doug: [00:06:25] Abandonment has two this there's the data. You know again we've got millions of points of data that look at two places where there's a minimum occurs. The first is just enough in the processing of the application.
Doug: [00:06:37] So what we've designed is a what we call smart application that is largely text based but it has this very quick design template structure for particular jobs in particular markets. Then we take that data and we push it into a resume format because the recruiter wants to look at a resume that's how they work knowing the answers worked so well represent that to them on our platform weren't there 80 hours and then put a canot what we call Candidate Messenger. But it's a texting tool right up against that resume. So when the candidate comes in we'll give you a quick story. National Retailer launched our product last week. We were training the senior director nationally just to show this woman how it was going to work. She posted a job within three minutes a candidate happened to pop to the window. Now we were just in the process of explaining how the system kind of she'll tell. All right.