Drum roll please!!!
Thanks TALROO.com w/ a blank check for keeping you in the know.
Enjoy this Talroo exclusive
PODCAST TRANSCRIPTION sponsored by:
Chad: Hey Joel.
Joel: What up?
Chad: Would you say that companies find it hard to attract the right candidates to apply for their jobs?
Joel: Well, Jobs to Careers thought so.
Chad: Jobs to careers? You mean Talroo.
Chad: Yeah. Talroo. T-A-L-R-O-O.
Joel: What is that, like a cross between talent and a kangaroo?
Chad: No. It's a cross between talent and recruiting. But Talroo is focused on predicting, optimizing and delivering talent directly to your email or ATS.
Joel: Ah-ha. Okay. So it's totally data driven talent attraction, which means the Talroo platform enables recruiters to reach the right talent at the right time and at the right price.
Chad: Okay. That was weirdly intuitive, but yes. Guess what the best part is.
Joel: Let me take a shot here. You only pay for the candidates Talroo delivers.
Chad: Holy shit. Okay, so you've heard this before. If you're out there listening in podcast land and you are attracting the wrong candidates, and we know you are, or you feel like you're in a recruiting hamster wheel and there's just nowhere to go, you can go to talroo.com/attract. Again that's talroo.com/attract. And learn how Talroo can get you better candidates for less cash.
Joel: Or just go to chadcheese.com and click on the Talroo logo. I'm all about the simple.
Chad: You are a simple man.
Announcer: Hide you kids. Lock the doors. You're listening to HR's most dangerous podcast. Chad Sowash and Joel Cheesman are here to punch the recruiting industry right where it hurts, complete with breaking news, brash opinion, and loads of snark. Buckle up, boys and girls. It's time for The Chad and Cheese Podcast.
Joel: (singing) Welcome to The Chad and Cheese Podcast, everyone. We have a special guest with us today. I can't believe it took this long to get this cat on the show. Steven Rothberg, founder of College Recruiter. Steven, welcome to the show, coming at us from the Great White North, the state of 10,000 lakes, Minnesota.
Steven: How are you? As they say here.
Joel: You. Oh, yeah. Oh, yeah. Tell them what you said when you first got on the call with us before we hit record.
Steven: About the race?
Joel: No. Heidi, Heidi, or something.
Steven: Or howdy, howdy.
Joel: Howdy, howdy. We took a trip back to 1952.
Steven: 1952, I had already graduated from college. I was well into my career. There we go.
Joel: There it is. Very nice. Kiss your waitresses, everybody.
Chad: Yeah. He'll be here all week.
Joel: Steven is here with a big announcement from Google Cloud API.
Chad: Not yet, not yet, not yet. Don't do it yet.
Joel: Is that what they're calling it though? Because they change the name every week. It's still Google Cloud API, Google Job.
Steven: Google Cloud Talent Solutions.
Chad: There it is.
Joel: Oh, wow. Okay. I'm glad I asked. A big announcement, but before that, Steven has been using the search API, I guess since it was launched, or really soon thereafter. And you have had quite a bit of experience with it. So we want to know about your take on it, how it's benefited your organization, how it's improved search, what exact it is. For people who don't know, tell us about it.
Chad: Wait a second, before we get there though, because everybody listening, we've been talking about why Google, or why use somebody else. Right? The whole Trojan horse thing, and I think that's a good ... Right out of the gate, it's like Steven, why did you choose to go the Google route first? And then I definitely want to talk about stats. But why did College Recruiter, after years, hell, probably over a decade, of having your own tech and all that other fun stuff, why did you choose to get on the
Steven: Yeah. Quite simply, it dates back to I think it was roughly June 2017, where Google announced what's now called Google Hire, their ATS, Google for Jobs, which is the search that happens when you go to on Google. And then also what's now called Google Talent, Cloud Talent Solutions. All those announcements kind of all happened right around the same time. And when we looked at the cost of providing our own search, the building it, the maintaining it, for a pretty small organization, or even a large organization, it's like we're never going to be better at search than Google. Right?
Steven: Our customers on the employers' side, not a single one of them is going to ever say, "We're going to post this job, or these thousands jobs, to College Recruiter because they've got great search." Right? They're coming to us to help them hire people. How we do that, they don't really care about. So we felt that we could actually save money and get better results if we partnered with Google and used their API for search to basically replace the search on our homepage and on the interior pages with their technology. So the data, the jobs themselves are coming from our employers, from our database, but the actual search technology, the algorithms, that's coming from Google.
Joel: And what were some immediate benefits that you saw?
Steven: We were an alpha partner. We were one of the first sites to sign with them. We launched during the beta phase a little over a year ago in January 2018. One of the first benefits that we saw prior to the launch that quite frankly really surprised me was that we were dealing with people. It wasn't just like a tech support email address, and here's the API and go figure it out. They were actual real live people that were accountable, that were our primary points of contact at Google. And that's continued to today. I'm amazed that an organization like that has managed to make this a personal experience on the development side, on the customer service side.
Steven: That's really important to us, to know that if we have an issue, if we have a suggestion, that we know who to reach out to, and that they respond intelligently and promptly. We don't just get back a copy and paste template like we do with some vendors, or some former vendors, I should say. Another big benefit that we saw immediately upon going live was a reduction in the number of hours that we're spending on maintaining and developing our own search. So we reduced the number of developer hours by about 50%, five zero.
Chad: Now is that in house, or did you have a vendor for that?
Steven: We were doing it in house, so we had in house developers, several of them, that depending upon the issue, one person might work on it. Another person might work on it. But on a combined basis, about 50% less developer staff time. I also just found out this morning from our customer service team that we went from having an average of about two job seekers a week emailing us or calling us to question the results. Why am I seeing these results? I can't figure out how to run a good search, that type of stuff. And since we went live, we've had one.
Chad: For 14 months, and not to mention, that's two week of people that are actually so frustrated that they're taking the time to email you. That's not even really pulling in all the people who didn't even have the time. They just ejected because they had a bad experience.
Steven: Right. Absolutely. If you come to a job search site, and you run a search and you get back results that they don't make sense to you, you're going to say, "Screw it."
Joel: this I'm going home.
Steven: And I'm going to go over to some other site. And they should. There's lots of choice. If we're not delivering a good experience right away, then they should be done with us. And they should move on.
Chad: Are they also driving the email notifications? You know, obviously the email notifications historically have driven a ton of traffic to pretty much any job board or job site that's out there. But they're all predicated on obviously Boolean, which was incredibly frustrating because it just didn't work as well. Are you using that to drive the search behind email notifications to ensure that the individuals who are getting those emails are getting more relevant jobs as well?
Steven: We're not. But we're doing something pretty similar to what you're thinking. We've actually been, shamefully on us, we've been without a good job match alert email product for the better part of the last year. And believe me, it's a glaring weakness on our end. It's about to be fixed. We're about to go live with a sort of combination job match alert email with content from our blog, YouTube channel, et cetera, sort of wrapped into a weekly e-newsletter. The technology that we're going to be using comes from another vendor that's going to use AI to determine the correct jobs, the correct non job content to send to you based upon your geographic location.