Hire Quality Qualifi

Just how much do your hiring practices scale? In this episode of “Hire Quality” we speak with Mindfield Chief Operating Officer, Heather Psyklywec about the fast-paced world of high-volume recruiting. From leveraging programmatic advertising to utilizing sophisticated technologies for candidate engagement, Heather’s shares valuable secrets about how to do talent acquisition at scale the right way. And as an added bonus, she’s discussing how she strengthens sourcing engines to enhance the candidate experience, and how to simplify interview scheduling to take some burden off your hiring managers. There’s a lot to get through and a lot to learn in this episode.

Key Takeaways:

Takeaway One: An efficient sourcing system not only manages large volumes of applications effortlessly but also enhances the overall candidate experience.
Takeaway Two: Simplifying the interview scheduling process relieves hiring managers from administrative burdens, allowing them to focus more on leadership and team direction.
Takeaway Three: Mindfield uses AI, programmatic advertising, and sophisticated CRM tools to maintain a quality talent pipeline and ensure they engage with the right candidates at the right time.
Jump into the conversation:

[04:02] How mindfield provides high-volume recruiting solutions.

[09:06] A challenging job market requires strategic recruiting.

[17:29] How to improve advertising efforts and career sites for more efficient recruitment.

[20:30] Large organizations fear departing from known practices.

We’re here for recruiting on the cutting edge and that’s why In this episode of "Hire Quality," we’re speaking with talent acquisition luminary Jeanette Leeds, EVP of high volume and hourly solutions at AMS. Jeanette’s insights on the power and perils of chat GPT in the hiring landscape will help you balance technological innovation with maintaining a grounded approach that enhances the human touch without replacing it.
Jeanette candidly navigates us through the complexities of safeguarding confidential information in the era of AI, unwraps the potential of non-traditional educational backgrounds in nurturing talent, and shares her personal ascent from an eager marketing intern to a trendsetting leader in talent acquisition.


Key Takeaways:

Takeaway One: Jeanette dispels fears that technology might replace people, emphasizing AI’s role in streamlining administrative tasks and enriching the recruiter-candidate relationship.
Takeaway Two: Incremental but constant practical change can yield significant recruiting improvements, especially in high volume and campus recruiting scenarios.
Takeaway Three: It’s time to rethink candidate criteria. Jeanette underscores the shifting emphasis towards skills, mindset, and practical experience over traditional degrees.
Jump into the conversation:

[05:26] Cultivatin a tech-first mindset.

[08:09] How to get started with Chat GPT.

[22:25] Video interviews are now widely accepted.

[26:58] Balancing passion, talent, and self-sustainability as an adult.

The workplace revolution is here, and Anessa Fike, CEO & Founder of Fike + Co, is leading the charge. Whether you consider her book, “The Revolution of Work: F*ck the Patriarchy,” her organization that overhauls event experiences to emphasize inclusivity, Project Purple Light, or her innovative approach to hiring practices (spoilers: cover letters are out), Anessa’s unique approach is a breath of fresh air in the talent industry. Gear up for a Hire Quality conversation guaranteed to get you thinking outside of the box!

Key Takeaways:

Takeaway One: In today's fast-paced corporate world, talent acquisition teams must transcend their traditional functions and adopt a strategic mindset.
Takeaway Two: The creation of safe, harassment-free atmosphere at HR and talent conferences isn't just a matter of policy – it’s about active engagement and immediate support.
Takeaway Three: The job market is an ever-changing landscape, and Anessa Fike’s tips on aligning skill sets and elevating the candidate experience is crucial in today’s talent scene.
Takeaway Four: Recruiters should keep an eye on emerging trends and adapt their practices accordingly to stay relevant.

Jump into the conversation:

[05:36] Revolutionizing work by challenging status quo.

[11:45] Transitioning from journalism to recruiting in pursuit of flexibility.

[16:46] How to efficiently juggle writing a book, working, traveling, and networking.

[28:01] Some organizations can't be changed and that means it’s time to move on.

[32:52] Promoting safety through Operation Purple Light movement.

The Description:

What if you could be certain that every candidate felt valued from the moment they wrote an application to the moment they’re onboarded? In this episode of “Hire Quality,” host Devyn Mikell hears how Spartanburg Regional Health System’s Chief Talent Officer, Chantel Greenfield, puts the candidate experience first while attracting talent for a major healthcare system. Learn the importance of knowing your value both as a candidate and as a recruiter in this no nonsense episode.


Key Takeaways:


Takeaway One: Don’t chase dollars. Health recruiters need to focus on seeking out candidates who genuinely care and understand the gravity of their potential impact on patients’ lives.
Takeaway Two: Recruiters shape organizational culture. According to Chantel, perfecting the recruiting process can make or break a candidate's perception of your organization
Takeaway Three: COVID-19 has amplified our appreciation for jobs that align with our deeper values, especially in essential roles like healthcare and teaching.
Takeaway Four: By humanizing the recruitment process and sharing candidate stories, you can drive engagement and foster a sense of community.
Jump into the conversation:

[08:46] How to listen, understand, and address candidate needs effectively.

[21:16] How Chantel transitioned from HR to healthcare.

[35:59] Leadership lessons learned from a nurse.

There’s no question that new technologies are making the recruitment process more efficient, but what kind of experience do they create for talent? In this episode of “Hire Quality,” host Devyn Mikell hears directly from ibex SVP of Talent Acquisition Lori Mix about her strategies for balancing AI innovations with the human element that makes for a great candidate hiring process. We’ll also dive into her leadership approach, which focuses on continuous improvement and data-driven decisions.


Key Takeaways:

Takeaway One: The right person for the job isn’t always the one with the most experience on paper. Lori values emotional intelligence and the ability to learn over traditional resume credentials.
Takeaway Two: Automation and AI are inevitable forces in the modern recruitment landscape, but Lori insists that we must not lose the personal touch that candidates crave.
Takeaway Three: Doing recruitment at scale can be a massive challenge. Lori shares how adjustments following an oversight won her the CEO award, demonstrating the value of resilience and informed strategy adjustment in talent acquisition.
Takeaway Four: Lori’s roadmap to talent acquisition success involves being deeply connected with stakeholders, driving actions with data, and committing to never-ending improvement.

Jump into the conversation:

[04:54] Improving employee and candidate experience through technology.

[15:44] Earn your seat at the table by delivering.

[23:32] Quick communication with candidates is crucial for success.

If you believe that employees are your greatest asset, then talent acquisition is the most important part of any organization. In this episode of “Hire Quality,” host Devyn Mikell talks with BECU’s Head of Talent Acquisition, Steve White, about how he has evolved hiring practices at a major credit union to fulfill its mission to promote financial freedom. Steve draws upon his experiences not only at BECU but also at companies like Lockheed Martin and Microsoft to share his best practices for hiring (and keeping) top talent.


Key Takeaways:

Takeaway One: Speed is a game-changer, especially in hyper-competitive markets like tech. Being first to offer can make all the difference in landing top talent.
Takeaway Two: Conveying your organization's mission to potential candidates can be transformational. Candidates want to rally around a purposeful brand and vision.
Takeaway Three: Understanding Hiring Managers’ needs is the first step to creating an organization optimized for speed, quality, and diversity in recruitment.
Takeaway Four: Talent Acquisition deserves a seat at the table. This is achieved by aligning your recruiting team with the organization’s priorities.

Jump into the conversation:

[06:06] BECU aims to make a significant impact for its members starting with its recruiting efforts.

[12:23] Slow hiring can lead to losing candidates.

[29:46] How to shift focus from talent to business priorities.

[32:19] Alignment with priorities is crucial for organizational success.