Spotlight Interview: Alex Murphy, CEO of Jobsync

Spotlight Interview: Alex Murphy, CEO of Jobsync

Overview

In this podcast episode, Mike interviews JobSync’s CEO, Alex Murphy as they delve into a few of Alex’s recruiting secrets to improve hiring success.  

Together they talk about the mission of Jobsync to get recruiters out of email and excel docs and get their applications directly into their ATS. Native Apply integration combines the best of the native apply experience on job boards together with the recruiters’ work process in the ATS database, creating a consistent and seamless recruiting process.

Alex Murphy is the CEO and Co-Founder of JobSync. Alex has been an entrepreneur in the recruiting space for the last twenty years having founded or co-founded multiple businesses including Job.com, WorkHarmony, A3 Staffing, Epic59, and oPub Media. In addition to founding companies, Alex previously worked with Beyond, now Nexxt, as their SVP of Business Development and Candidate Acquisition, growing the business to over 60 million users. Alex currently and has previously advised a number of businesses and organizations including TAtech, Jobiqo, FounderCorps, and CaddieNow.

If he weren’t working, Alex would spend as much time as possible skiing through the trees on the steepest mountains he can find.

 JobSync empowers Talent Acquisition professionals to get more quality candidates from their existing sourcing solutions by emulating the ATS application process directly on job sites, creating a seamless direct apply experience for the applicant, doubling their candidate volume.

To learn more about how JobSync can help improve the efficiency of your Talent Acquisition team visit www.jobsync.io/#contactus.

3 Ways to Accelerate Recruiting

3 Ways to Accelerate Recruiting

 

 

 

 Do you require a full 10+ step job application before you engage with a candidate? If so, you may be missing many of the best candidates. Why?

No one wants to sign a prenuptial on the first date.

Here’s another way to look at it:

Would your sales department require a full credit application before you talk to a potential buyer?No, of course they wouldn’t. They would first present the product they’re selling and sell its benefits. 

Why is it that most companies require such long job applications first?

20 Years of Bad Habits

Companies are still using grossly long job applications because we’ve gotten used to a long-term employer’s market. We got used to posting a job and getting 100 or more applications. Inundated with such a large applicant pool, we biased our hiring processes to screen out everyone who wasn’t an exact match.  

Better Recruiting Habits

The recruiting landscape has changed drastically in the past years. The Bureau of Labor Statistics reported that in October 2021 there were only 0.7 job seekers per job opening. Now that there’s less than one available job seeker per open job, maybe it’s time to rethink how we engage with job seekers. Here are 3 things our most successful customers do:

1. Apply Faster

The fastest applications only need 3 fields: a name, a phone number, and an email address. It’s better to collect the bare minimum contact information to get the candidate talking as soon as possible with a recruiter rather than put them off with long form applications which should be reserved until after an actual job offer.

2. Engage Faster

Our most successful employers are responding to job seeker interest in less than 2-4 hours. A year ago, you could wait 2-4 days and still find quality candidates. If you want to get the best people, go even faster and respond in minutes.

3. Talk to Job Seekers

Have a human-to-human conversation with applicants as quickly as possible. If you are having people fill out long applications online and are only talking to the candidates you are interested in, your competition is eating your lunch. Most job seekers have basic questions they need answered to determine if they want to apply. Sometimes it is about benefits, sometimes it is about compensation, sometimes it is about requirements — most often it’s about something you don’t expect — and it takes a person to answer the question.

At PivotCX our candidate advocate team talks to every job seeker within minutes of every inquiry. Our team is answering job seeker questions, getting a complete profile and making sure there’s a good fit, and then referring candidates to our client companies who are then engaging with the applicants to complete the hiring process. 

Think Different

Times have changed. Jobs used to be scarce. Now applicants are. Regardless of how we got here, the new reality is there is less than one job seeker available for each open job in the US. 

It’s time to start treating job seekers like they are scarce — because they are.

Find out: PivotCX helps your company respond with a live person in seconds to candidate inquiries. 

    Want to learn more about how PivotCX can improve your applicant flow? Request a demo.

    Nurture a Great Candidate Experience in Recruiting

    Nurture a Great Candidate Experience in Recruiting

    With AI becoming more commonplace in our working lives, we’ve seen an increase in the ease and speed with which we can roll out tools like chatbots.

    Where does this leave human-to-human conversation in the recruitment process?

    Do job seekers prefer talking to a bot over a human?

    As Mike explains, it becomes clear pretty quickly that chatbots still have their limitations.

    In contrast, chat agents, or candidate advocates, can handle 300 – 400 conversations in a day. They are easy to train and adapt quickly to changes in script and the environment.

    For this reason, we see a space to nurture the human to human connection in recruiting. In turn, they hand off highly qualified candidates to recruiters.

    Join James Whitelock to discuss this is Mike Seidle, co-founder of WorkHere, now known as PivotCX.

    Mike talks us through the value of a live conversation with a human instead of a bot and how you can manage this at scale.

    #MarketingRules

      Want to learn more about how Pivot CX helps companies make quicker hires? Request a demo.

      Links in this episode:

      LinkedIn: @IndyMike (Mike Seidle) 

      Apple podcast: The Marketing Rules

      Image background by Dominika Roseclay