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.
Jobsync CEO and Cofounder Alex Murphy talks with William Tincup about how much data companies want to get from their candidates from the get go. It seems a bit inappropriate to bludgeon them with all these information demands. The power dynamic is offset towards companies, and it makes it quite intimidating.
This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!
You’re listening to the Recruiting Daily Podcast. We are recording from HR Tech in Vegas. Thanks to our friends and partners at Joveo, we are 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, Williams Tincup.
William Tincup (00:20):
Ladies and gentlemen, this i William Tincup and we are broadcasting live from Joveo’s booth at HR Tech. I have one of my dear friends from Jobsync on today and Alex, do us a favor and introduce yourself.
Alex Murphy CEO and Cofounder at Jobsync (00:32):
Well, thank you for having me on here. It’s awesome to be in a big, gigantic warehouse of people with booths, enjoying it a lot.
William Tincup (00:43):
And your booth is amazing.
Alex Murphy CEO and Cofounder at Jobsync (00:44):
Our booth has been pretty good and we’ve had a ton of traffic come by to learn about what we’re doing. We started Jobsync a couple years ago and I’m the CEO and co-founder and Jobsync exists to help reduce the friction in the application process. Topic for today is going to be pretty fun to actually walk through and talk about so why don’t we jump in.
William Tincup (01:11):
Jump in. Okay. Alex, I’m going to hand you a magic wand.
Alex Murphy CEO and Cofounder at Jobsync (01:15):
All right, I got it.
William Tincup (01:16):
You’ve got your magic wand. The wand chooses you, et cetera. If you could change anything about talent sourcing or the sourcing of talent, what would you change?
Alex Murphy CEO and Cofounder at Jobsync (01:28):
It’s funny because if you asked this question in advance to get me thinking about it a little bit, I’d have to say that the excessive high amount of information that companies want to collect about candidates at the very first step of their relationship. We’ve got this funny commercial series concept that we want to put out there and it’s centered around how inappropriate it would be if you were dating to ask all of these really intimate questions. When was your last STD test and how many times have you done this or done that and all these questions when the appropriate thing to do is to say, “Hi, my name’s Alex, what’s your name?”
William Tincup (02:14):
Tell about you. Yeah.
Alex Murphy CEO and Cofounder at Jobsync (02:15):
Talk about things that are interesting, talk about the weather, et cetera. I think that in hiring and in sourcing, there’s just this weird power dynamic of trying to just get candidates and the people that are applying to a job to invest in a half hour or an hour into this gigantic amount of data input into these apply forms. So my magic wand would be to eliminate that concept from existence.
William Tincup (02:43):
What I love about this is the forms. We’ve all been familiar with forms on the internet, and the more form fills that you have, the more people you have abandon the form. Why haven’t we applied that same eCommerce logic to candidates? It’s like, I need your name and your email. Done. Now let’s start the dating process.
Alex Murphy CEO and Cofounder at Jobsync (03:05):
Yeah, so Jobsync exists to help solve a material part of this fall off problem. Our solution is not about reducing questions as much as it is actually about reducing steps so a candidate can apply when they’re on job site, so on Indeed or on ZipRecruiter, et cetera and their application is completed and full and delivered into the ATS in real time. Candidates look at and can see that they’re going to use ATS, X, Y, Z and they actually will drop off because they already know that that experience is going to be awful before they’ve even gone into it because they figured it out. Why did they figure it out? Because they applied at dozens and dozens of jobs and to apply to dozens and dozens of jobs, back up the math, the actual data out there says that it’s roughly 5% of candidates actually apply. That’s like 19 out of 20 don’t. If that was a marketing statistic, the marketer would be fired.
William Tincup (04:17):
As they should. That’s a horrible response rate.
Alex Murphy CEO and Cofounder at Jobsync (04:22):
But in talent acquisition, it’s actually the average and it’s worse. That’s the average. So it’s much worse for the enterprise ATSs that have these login forms and blah, blah, blah. I think it’s interesting to think about these long, long applications and the forms and all of that and when you combine all of the bad things, making multiple accounts and logins and so forth with too many questions, with repetitively putting in your name and contact information, which could just be used over and over again if you use a central profile, then, anyway. It all adds up.
William Tincup (05:02):
I love it. Drops mic. Walks off stage. Thank you so much.
Alex Murphy CEO and Cofounder at Jobsync (05:07):
Absolutely. Thank you for having me.
William Tincup (05:08):
All right, brother.
Speaker 4 (05:09):
You’ve been listening to the Recruiting Daily Podcast live at HR Tech, graciously sponsored by Joveo. For all other HR recruiting and sourcing news, check out recruitingdaily.com.
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.