Ep2 - Win Friends & Influence Budget

Welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is episode 2 or a 5 part binge-able series. We pick up the conversation with me challenging Amy on hiring company "special self-inflicted needs" when it comes to technology and yes I just used air quotes - enjoy!


- Imploding your hiring process

- Engineering a new apply process

- Marketing infused nurturing and hiring

- CROs are people too... and they have budget :)

TRANSCRIPTION SPONSORED BY: Disability Solutions partners with our clients to build best-in-class inclusion programs and reach qualified, talented individuals with disabilities of every skill, education, and experience level.

BINGE all 5 episodes with Amy

1 - The Struggle is Real

2 - Win Friends & Influence Budget

3 - Last Sourcer Standing

4 - Treat A.I. like a Puppy

5 - Moving Fast & Breaking Shit

Amy (0s):

What I didn't know is that, you know, we were going to be able to quadruple our applicant flow and not really increase our advertising budget.


The struggle is real voices. We hear them every day. Some voices like mine are smooth and comforting, while on the other hand, the Chad and Cheese podcast is like listening to a Nickelback album, you'd rather stab yourself in the ears with an ice pick. Anyway, y'all now listening to Voices a podcast series from Chad and Cheese that features the most important and influential voices within the recruitment industry. Try not to fuck it up, boys.

Chad (45s):

Hey, it's Chad again, welcome back to Voices with Amy Butchko Director of Talent Acquisition Solutions. This is episode two of a five part binge-able series. We pick up the conversation with me, challenging Amy on hiring company, quote, unquote, "special self-inflicted needs" when it comes to technology. And yes, I just used air quotes. Enjoy. So are those special needs generally self-inflicted though? Because many companies that I've worked with over the years say, well, we do things differently and that's only because they choose to do things differently and generally it's crazy inefficient and it's stupid, but yet we do things differently.

Chad (1m 28s):

So do you think that some of those are really just self-inflicted wounds when they say they have special needs?

Amy (1m 34s):

No, I don't know.

Chad (1m 35s):


Amy (1m 36s):

So, you know, if you're going to apply to a job in let's take one of the legacy ATSs. Pick one.

Chad (1m 43s):


Amy (1m 43s):

Okay. If you want to do that, I think we all know that if you want to apply for a job on Talejo, there's not a way to do it without a username and password. Am I right?

Chad (1m 54s):

Yeah. Yeah.

Amy (1m 55s):

That is not a special need, guys.

Chad (1m 58s):

Yeah, I agree. I agree.

Amy (1m 60s):

So if I'm wanting to apply process, that's not that, and I'm using one of these legacy ATS platforms, which applicant tracking system platforms, which has a very valid need to have identity information collected a certain way. You know, I think what you're, what you're really talking about is the special need is you've got your, the compliance side of the house, super important Chad. I mean, you come from direct employers. I don't have to tell you about compliance, you can tell me about it. But then on the other side, you've got folks who just want to apply for the stinking job. Let me give you an example. So the platform that SAIC uses doesn't require a log in to make an application.

Amy (2m 42s):

And therefore it takes three to five minutes on average to get people through. And we've, we complete a huge amount of our applications. Our process is super efficient. So, you know, and guess what, I built that process. We built that process, our business decided that was what we wanted. Last night, I was at the grocery store and there was a job posting and I thought, my daughter who's, you know, looking for, she was looking for something to do this summer, in addition to what she's doing right now. And I shot her a screenshot of like the ad at the grocery store. She was like, well, how do I apply? I'm like, this is hilarious. Right? So I'm like, so I go to the grocery store's website and I found the job and I hit apply, just to see what it was like.

Amy (3m 29s):

Right? Because now I'm like, I'm all in and I want to know it's like. And it was a system not, Talejo, it was a different one. I won't call it out, but it was one of the big enterprise systems. And it was asking her for a username and password. And I thought to myself, wow. So this is what we're asking our grocery store, it was a pharmacy tech job. This is what we're asking them to do. And it's not easy. It didn't just say, give me your name, your resume, and how we can get ahold of you.

Joel (3m 57s):

So, Amy, on SAIC, I'm applying to a job and you first had, it's step one of seven. So your first is applicant agreement. It sounds like it's a contract, which is a little bit foreboding, but you're getting first name, last name, email, and mobile phone. Phone is optional and then a drop down for getting text messages, which I think is fantastic to build up. And I'm curious what your database is of mobile numbers that you can contact.

Amy (4m 26s):

It's large.

Joel (4m 27s):

It's large. Okay. We'll go with that.

Chad (4m 29s):

It's large!

Joel (4m 30s):

So if I accept step two, then I get into the prescreening stuff and then the application. So is the, is this first page, essentially your basic CRM, you're getting them in the system. You're marketing to them with this information, because I think this is an important step that people miss the sort of marketing information. Am I right? Am I right about that? Or, and how did that happen?

Chad (4m 55s):

You're right. You're right. But it's a both/and, because what you're filling out is getting you into our CRM and a skit and it's your application. It's both, we don't ask you to do it twice.

Joel (5m 4s):

Yeah. But I find it interesting that you don't say, Hey, join our talent community or, Hey, do you want to, you know, get in with the community. It's like, this is step one, give us some basic information. And then if they don't make it to step 4, 5, 6, 7, you've got them. And I think that's an important element of what you're doing.

Amy (5m 22s):

Right so they're in my talent community.

Chad (5m 23s):

You don't have to really make that distinction, right? Because the person's coming through to you, you don't have to say welcome to the talent community, cause they didn't come to join a talent community, they came to apply for a job.

Amy (5m 36s):


Chad (5m 37s):

And I think that's, again, this is probably something that was created by vendors. Go figure, there was a need to try to capture all those individuals who weren't, they were rejecting before they actually got through the a hundred percent of the application. But tell me about the process of re-building. Cause what you did was you imploded your current process and your tech and you built from the ground up, which is what we talk about on this show just about every damn week. I'm so happy to hear and have you on the show to actually talk about this. So what did that actually entail?

Amy (6m 17s):

The first thing that it entails is relationships. The way that a large enterprise, so I told you, 26,000 employees, it's a big enterprise, there's a lot of corporate functions. So I had to really build a bridge all the way from our executive office, you know, to get funding, you know, to be able to say, okay, this is important. You know, how to tremendous amount of support from our HR organization. Then though it was a matter of really building relationships in our IT organization and those relationships endure to this day.

Amy (6m 57s):

And it's just a tremendous partnership. But don't forget you also have to be able to bring on board your procurement folks, bec