エピソード

  • Can you increase employee engagement by making benefits affordable?

    Can you increase employee engagement by making benefits affordable?
    2026/06/11
    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.
    続きを読む 一部表示
    17 分
  • The myth of the "clean" record: Why your background check policy is flawed

    The myth of the "clean" record: Why your background check policy is flawed
    2026/05/28
    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.
    続きを読む 一部表示
    18 分
  • How technology is helping universities overcome hiring challenges

    How technology is helping universities overcome hiring challenges
    2026/05/14
    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.
    続きを読む 一部表示
    18 分
  • AI adoption by employers and candidates is not what you think

    AI adoption by employers and candidates is not what you think
    2026/04/30
    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.
    続きを読む 一部表示
    17 分
  • Authenticity at scale: Closing the engagement gap in high-volume, campus recruiting

    Authenticity at scale: Closing the engagement gap in high-volume, campus recruiting
    2026/04/30
    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?
    続きを読む 一部表示
    18 分
  • How 7-Eleven uses tech, automation to convert applicants to hires

    How 7-Eleven uses tech, automation to convert applicants to hires
    2026/04/22
    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.
    続きを読む 一部表示
    48 分
  • Rethinking the funnel: High volume without high noise

    Rethinking the funnel: High volume without high noise
    2026/04/16
    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.
    続きを読む 一部表示
    20 分
  • Hiring for AI fluency by measuring prompting skills? You're screening for an outdated skill.

    Hiring for AI fluency by measuring prompting skills? You're screening for an outdated skill.
    2026/04/02
    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.
    続きを読む 一部表示
    17 分