The gag is simple: One magic wand, one magic wish. What would you do to change the Talent Acquisition landscape to make it better? We were at HR Tech 2022 asking industry leaders about their opinions on this crazy industry and how to improve it.

Guest Amit Parmar of Cliquify talks with William Tincup about the quality of applicants. Finding those gems is a difficult process. We don’t need more applicants, we need better ones.

This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!

Amit Parmar
CEO Cliquify Follow

Introduction (00:01):

You’re listening to the RecruitingDaily Podcast. We are recording from HR Tech in Vegas thanks to our friends and partners at Jovio. We’re talking to some of the best minds in HR and business, and digging into the most pressing issues in the workplace, so you don’t have to. Here’s your host, William Tincup.

William Tincup (00:20):

Ladies and gentlemen, this is William Tincup, and we are broadcasting live from Jovio’s booth at HR Tech. And we have Amit and Mohit with us today, and we’re going to be asking the same question that we’ve asked everyone. But before we do that, we’re going to pass a magic wand to Amit.

Amit Parmar (00:37):

Nice, thanks.

William Tincup (00:37):

And a magic wand to Mohit.

Mohit (00:39):

Thank you.

William Tincup (00:41):

And I’m going to ask you one question, and the question is really simple. You have a magic wand. And if you could change anything about talent sourcing, what would you change?

Amit Parmar (00:52):

One thing I would change. One thing I would change is the quality of people actually come and apply to my jobs.

William Tincup (01:00):

Right. So not quantity.

Amit Parmar (01:02):


William Tincup (01:02):

Quality. So we grew up in an era where volume like, “10,000 people applied to my job,” and that was a badge of courage. Not badge of courage, but that was a badge like, “Oh, that’s great.” That’s not great. If 10,000 people apply to your job, that’s actually not great. Is it what you said?

Amit Parmar (01:20):

Right. It causes a lot of downstream issues, right?

William Tincup (01:22):

Yeah, because you can’t handle that volume, they don’t get responded to, creates a bad candidate experience.

Amit Parmar (01:28):

A lot of noise.

William Tincup (01:29):


Amit Parmar (01:30):

Yeah. And just not a lot of resources to support it.

William Tincup (01:32):

And no one can win. And none of your people in sourcing or recruiting, none of them can win. I love that.

Amit Parmar (01:37):

Yeah. And even with… There’s amazing job matching software out there. But let’s face it, as we heard earlier today with Josh Bersin, trying to get a skill taxonomy figured out is a challenge.

William Tincup (01:52):

Yes. Good luck with that.

Amit Parmar (01:53):

So it’s garbage in, garbage out from my perspective.

William Tincup (01:55):

So I was remiss in asking you to introduce yourself. Would you do that?

Amit Parmar (02:00):

Yeah, sure. No worries, no worries. My name’s Amit Parmar. I’m the CEO and co-founder of Cliquify. We’re an employer branding platform.

William Tincup (02:08):

Fantastic. All right. That was wonderful. Thank you so much for your time.

Amit Parmar (02:14):

Thank you.

Speaker 5 (02:14):

You’ve been listening to the RecruitingDaily Podcast live at HR Tech, graciously sponsored by Jovio. For all other HR, recruiting, and sourcing news, check out

The RecruitingDaily Podcast

William Tincup

William is the President & Editor-at-Large of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He's been writing about HR and Recruiting related issues for longer than he cares to disclose. William serves on the Board of Advisors / Board of Directors for 20+ HR technology startups. William is a graduate of the University of Alabama at Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University.


Please log in to post comments.