Link to Rapid Response Talent Hub for jobseekers: https://app.jobvite.com/TalentNetwork/action/campaign/w/NzI3MzE
Link to Rapid Response Talent Hub for jobseekers: https://app.jobvite.com/TalentNetwork/action/campaign/w/NzI3Mjk
Blog about program: https://www.jobvite.com/collaborative-hiring/jobvite-joins-indy-chamber-in-rapid-response-prgram/
Link to 2020 Job Seeker Nation Report: https://www.jobvite.com/lp/2020-job-seeker-nation-report/
FULL TRANSCRIPT
Andre Boulais:
This is Andre Boulais from Jobvite, and I'm next on the RecTech podcast.
Announcer:
Welcome to RecTech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world, along with recruiters who'll tell you how they use technology to hire talent. Now, here's your host, the mad scientist of online recruiting, Chris Russell
Chris Russell:
Welcome to the only podcast that helps employers, and recruiters connect with more candidates through technology-inspired conversations. If you want to know about the latest tools, and tactics for finding talent online, this is your show.
Chris Russell:
The RecTech podcast is sponsored in part by our friends at Emissary, the text recruiting platform. They have a number of ways to make tech fit into your recruiting process; from shortcode campaigns to text retargeting, and they're even recruiting chat bots now. The team behind Emissary will let you text your candidates with ease, and save you time with recruiting automation. Find them on the web Emissary.ai and book a demo today.
Chris Russell:
This show is also sponsored by HR Lancers, the first and only dedicated marketplace for freelance HR consultants, and better recruiters. Post your profile, post a gig. Anything from compensation projects, to employment law, recruiting and sourcing, remote roles, contract gigs, or projects. HR lancers is the Upwork for HR. Check it out again at hrlancers.com.
Chris Russell:
Today, we're going to catch up with Andre Boulais, Senior Director of Recruitment Marketing Services for Indiana-based Jobvite. We'll talk about the industry a bit, and hear about what else the company has been up to lately. Andre, welcome to the show. It's great to have you after all these years of knowing you. Crazy times we find ourselves in these days.
Andre Boulais:
There's nothing like it, Chris. It's great, always, talking to you. I think you made a great impression on me the first time I was tasked to build and lead a global sourcing team for a little company that became the Salesforce Marketing Cloud. We met at SourceCon, and I loved your vision. I loved the passion you had for recruiting and technology, so I [inaudible 00:01:51] appreciation [inaudible 00:01:52] of leaders I interact with on a weekly basis, and what I'm seeing in the industry, and sharing more to our audience today.
Chris Russell:
Yeah, definitely. Just give me a quick update. How's the Jobvite team doing? How are you doing through all this? What's...
Andre Boulais:
Doing really well. In fact, I don't want to say thriving because it doesn't sound right in the current climate, but I think everyone, as a group, has learned to be more creative, more adaptable. The Jobvite team has really done a good job to listen to our customers, to really see what's going on in the landscape. We have our Recruiter Nation, Job Seeker report that comes out every year. We interview thousands of individuals. We did that in February, and had a lot of really good data ready to go, and then all of this happened. We went back and interviewed thousands of other individuals in April, and it was pretty staggering to hear the insights, and thoughts of just how much had changed in a three or four-month period. We really tried to be their voice of reason.
Andre Boulais:
Again, we did a webinar for Jobvite on recruiting in a remote world. That turned out to be one of those successful, highly-attended webinars in quite some time. Had close to a thousand people register, close to 500 showed up. I'm still getting reach-outs a month later for individuals that want to keep talking strategy of things that our guests spoke, and discussed, and things that we talked about as ways to adapt to that. I think there's a real hunger for strategy, and how to bring technology together in the current ecosystem. We've really enjoyed seeing Jobvite jump in feet-first with that, and be really strong in that capacity.
Chris Russell:
Nice. We'll get into that as well, during the show. Let's take a step back, Andre.be Tell us more about your background, because you've built, and led a corporate talent acquisition team, you've led an executive recruiting agency, and you've worked at Jobvite there. Talk more about your history in the industry, and what you're doing now, there at Jobvite.
Andre Boulais:
Sure, Chris. Happy to do so, although reluctant to talk about myself. I've always said that talent acquisition isn't a profession, it's a calling. I've been extremely fortunate to spend my entire career in this field. I started out working for a recruiting agency. I graduated from college at 21 years old, with an English degree. 9-11 happened, along with the .com bust my first year in college.
Andre Boulais:
I fell into recruiting in that capacity, really fell in love with it. Rose to be talent director for a large international company called Kforce, and built out our executive recruiting division. Did president's club, but really started to put into practice different ways to connect with talent, to really make good connections.
Andre Boulais:
There were times in that situation where, if Mike had an offer for me, and they had a better offer somewhere else, I would tell them to take the better offer. It would drive my boss crazy, but that candidate relationship that I would build, he or she would then get me into that company, or refer five friends to me. I really enjoyed doing that. I was very happy being a successful person there, and mentoring people all over the country as they were starting out in their careers with best practices around candidate engagement, and relationship building.
Andre Boulais:
I had a great opportunity to go to a company called ExactTarget, which was the leading digital marketing fast company in the world. They were running a thousand employees, and they were building out a global sourcing team, and I was employee number one. After seven years of being an executive recruiter and talent director, I joined them. Since my first SourceCon, where I met you and several other good friends that I'm still in contact with, and that was a fun ride. We went from a thousand employees to three-and-a-half thousand employees in three years. Our team grew from 12 individuals to 45, and we were acquired for $2.5-billion by SalesForce in the second of those three years.
Andre Boulais:
The biggest compliment I had from the 11-person inbound and outbound sourcing team that I managed was that SalesForce came into absorb everybody into their ATA system, and stopped when they saw us and said, "We're going to learn from you for a year." I was able to go through that, was able to go through all of the rounds of acquisition, as far as restructuring, and managed all of my teams in being in a good place with a strategic leader.
Andre Boulais:
We didn't use a software at the time called Jobvite. That was just coming out as far as the CRM software to do email and web campaigns, as well as social media marketing, as well as building a hub for talent. We got a lot of success doing that. In fact, we really were proud of the work our-
Chris Russell:
You were a customer first.
Andre Boulais:
I was. We were a customer Jobvite. I was responsible for over a half-a-million dollars in technology spend, of which Jobvite was a small fraction. The ROI we got from the software tool was really powerful compared to what we were paying for it. I became an advocate for Jobvite, and was approached to be a global director of sourcing for, I'll just say, a Fortune 100 company in the Seattle area.
Andre Boulais:
When Jobvite found out that I would consider leaving Salesforce for a possible other opportunity, they had just received their Series D. They said, "We want to create a position around you," so we started the conversation. They flew me out to California, and I was given the opportunity to build my own professional services team, but do it with the complete TA leader's mindset.
Andre Boulais:
I came back and told my wife, "I know I'm on LinkedIn. I'm supposed to go after this company in Seattle, and accept their offer. They had told me when I fly out, I was the only candidate, I had the job if I wanted it, and I turned them down. I pulled back from flying out to Seattle. I took the offer with Jobvite, became the first employee in Indiana. Started, and built the Indiana office, which now has a close to 100 individuals, and it's been a fun ride.
Andre Boulais:
I came to Jobvite building up the idea of leveraging our CRM software, but from a TA leader's mindset. So often than not, we buy a technology as TA leaders. It demos great, it looks very sexy. All of a sudden we are given a one-hour demo and somebody says, "Okay, well, you've been implemented. Good luck with that." We're left holding the bag saying, "I don't know how to use this."
Andre Boulais:
I wanted to create a methodology that said, "We're not even going to start your opening conversation about implementing your software until you tell us what your number one TA goal is for the year. Here are the three most common that we see. We're going to make sure that everything that we do for your implementation is built into your number one TA goal. Also, we're going to assess your team. We're going to make sure we know, is your team very strong socially, are they very strong with technology, are they not as strong?" We're going to make sure we modify implementation to be true partners. Then, we're going to deliver ROI, and KPIs to your team, to your executive leadership, at every step of the way during, and after your implementation." That really took of.
Andre Boulais:
IDC has ranked our services as a true differentiator across all of our competitors in the space, and put us top right in the quadrant, the last four years with that. I'm really proud to see the hundreds of customers around the world that I've been able to work with, and the teams that I've been able to manage, to really pop the hood and see what everyone around the world is doing in TA, be able to offer some guidance and perspective. Also, bring the knowledge of seeing what everyone else is doing in that capacity, and really, truly build best practices that really are best of breed compared to everybody else as well.
Chris Russell:
Yeah. Yeah, that partnership between the vendor and the employer around HR tech is so important. There's just so many horror stories out there about not implementing the technology correctly. A lot of times, I think it's, there's some blame on both sides. What's one tip you would give to a TA person today to, say, make an implementation go smoothly? Do you have a quick win there?
Andre Boulais:
Yeah. I think the biggest thing is not to be afraid of the technology. I think the hardest part of any technology is a change in management. That's one of the things I talk about with executive leadership before we start the implementation. Just saying, "I want to know that I have your buy-in. We want to know that when we do the implementation, a lot of it's hands on. We'll do something that, we're going to give screen control to anybody in the audience. If they are checking offer letters, and multitasking, that's a disservice. You invested all this money. We're going to ask for one hour a week for the next six weeks for your team to focus on what we share with them. If they do that, you're going to be very successful."
Andre Boulais:
I think really getting the executives to buy in to change in management. Once you have that, you can deliver the ROI. You can deliver everything, and show the results of it. That's the biggest challenge, is that change in management piece.
Chris Russell:
Now, listeners, if you remember from February of last year, Jobvite raised $200-million, and acquired three companies. Not one, but three; Talemetry, RolePoint, and Canvas. I'm curious, Andre, what was it like to go through an acquisition of that size, and funding a round of that magnitude? It's been one of the bigger stories in HR tech, from my perspective, in the last few years. I'm curious what it was like to go through as an employee there.
Andre Boulais:
I think we'd probably need an eight-hour podcast to go into all of this. I will say, it's a fantastic ride, to have that. Again, one of the first acquisitions that was made was through Canvas, an Indianapolis-based company, our current job, as acting CEO. Was CEO of canvas, a wonderful leader in the space, and a good thought leader. Someone that I've known for` quite some time. It was exciting.
Andre Boulais:
When you think about the full offering the job ad platform had before, it was very strong, and by itself was always in the top right category. Always in the right quadrant you want to be in, across all of our competitors. Then to bring in the quality of RolePoint, of Canvas, of Talemetry, you think about what that offers, and to have that complete suite all together in one place. It really set in place the power of the candidate journey, and to really impact the lives of millions of job seekers, and the companies we work with.
Andre Boulais:
I can say that it has been, for me, geeking out, the first thing I wanted to do was to get a sandbox on all the softwares. I wanted to play with it, or to take it apart. I wanted to do everything. I can tell you that there is nothing that was over oversold and under-delivered. It's been as good as it gets, if not more, as far as seeing what you can do with the software and the capabilities of that. For me, it's been really fun because we're seeing a lot of our customers that might've had one product, are now saying, "Okay, I'll consider another." Once they purchase another product, they see the ROI of the combined products together.
Andre Boulais:
That's been really fun. Honestly, seeing the effect of our customers, being able to recruit with purpose, and hire with confidence is fantastic. I'm really excited about the future, and I think you're going to keep seeing quite a bit more about this collective suite of products in the industry over the next several years, as we continue to be a market leader.
Chris Russell:
Yeah. At this point, are they all fully integrated into your job right now? Those brand names are now gone?
Andre Boulais:
Sure. That'd be a better question for our product team, but yes. We're at various stages of the integration across all. In several cases, yes, things are integrated. Still, our 2020 roadmap, as far as getting everything exactly where I want to be, so far it's not exactly where we want it, but we're a lot farther along than we anticipated probably HR tech last year. Our engineering team is doing really, really solid work. It's just been fun to see how our releases really just jump two-three levels ahead every time.
Chris Russell:
Cool. You referenced earlier in the show, you did your Recruiter Nation survey, right?
Andre Boulais:
Yeah.
Chris Russell:
What were some of the takeaways of that? Give us some highlights there.
Andre Boulais:
Sure. Initially, in February, 28% of people in the industry were afraid of possibly losing a job. When we talked to that same group in April, it was up to 47%. To see almost a 50% increase in that overall fear of losing their jobs, and that's never really happened, to have half of people... Could you imagine half of any industry being afraid to lose their job, or half of our TA friends thinking they might lose their jobs? That was really shocking for me to feel; that fear. Fear is a scary thing, right?
Chris Russell:
Yeah.
Andre Boulais:
It's been a lot of time wasted on worrying about things that could happen, versus focusing your best on things that are right in front of you. One of the most sobering things for me that was really powerful, and we'll talk to it in a bit because I have a response program, but one in five survey workers that we talked to, or members of their family, had gone without food for 24 hours due to lack of money.
Andre Boulais:
Just the idea of the reach of this, that one in five people we surveyed either had themselves, or a member of their family, that had spent at least 24 hours having to go without food because of money, for me, it really shook me. We think about it a lot. We're providing technology, we're providing jobs. At the same time, we're providing for a family, we're providing hope. We're providing the ability to take care of a family unit.
Andre Boulais:
It really speaks to the power of talent acquisition. Whether you're in the technology side, or the recruiting side. Whatever party you are, we sometimes get caught up in the day-to-day. think, for me, it was a real sobering reminder that the work we do truly does matter. We're impacting lives, and we're not even thinking about the families, or the individuals, the other people as well. That's really helped me double down on kind of what we're working on, and really to be aggressive with the things we've offered.
Andre Boulais:
We've started a Recruiter Real Talk series with our existing customers, where every Friday we're able to show up and talk to different colleagues in the industry. Whether they're a VP of TA, or they're an individual contributor to share their best practices across the current climate, just to share with each other. To have that sense of community that, "Hey, you know what? We're all trying to figure it out together," but, "Hey, I'm trying this. We're here in Ohio. It's working really well." "You know what? We're trying this and London's. It's working out well for us." Just that kind of common forum for individuals to really share their best practices, and just have a voice to say, "Hey, I'm scared," or, "This has really affected me," or whatever else. I think it's been very cathartic to realize that we're all in this together. Nobody's on an island by themselves.
Chris Russell:
Have you noticed if any of your customers are posting more jobs lately, as the country starts have reopen here? I've seen a few of our vendors out there share some of that data out there, but I'm curious from Jobvite's standpoint, what's happening with your guys.
Andre Boulais:
Yeah, that's a great question. With over 2000 customers, I don't have a conglomerate for that data. I can just share anecdotally what we're seeing.
Chris Russell:
Sure.
Andre Boulais:
It is, obviously, dependent on the industries too. Our healthcare customers can't hire fast enough. I was talking to a head of sourcing for one of our longtime healthcare customers the other day. It's fascinating. They're inventing new roles. In fact, there are temperature checkers, there are antibody screeners. There are all these roles that were never roles that existed before. Now, people have to hire a thousand people for these roles, for certain locations, for certain things. If you're looking at a big pocket of hiring roles that never existed, the counter affects the balance of jobs that might have been eliminated.
Andre Boulais:
I think the outpouring I've seen in the last two weeks, as far as people that I know that are now adding jobs back in, or I'm seeing jobs [inaudible 00:16:16] on the website, or our customers add additional web jobs, you're definitely seeing more of a trend in that capacity. Overall, I think it's still a wait-and-see approach. I do feel that over the last few weeks, in general, I'm seeing an overall uptick in things being posted.
Chris Russell:
Okay. That's some good news, at least. How's it been working remotely? Any, any tips around your experience doing that, or just trends overall, you've seen any in any industry?
Andre Boulais:
Honestly, that has been a huge talking point. Working remotely has been interesting. Jobvite's been really good about our leadership, making sure that we're focused on our day-to-day. They're also saying, everyone from a leadership capacity has the ability to tell their teams, "You know what? If it's best for you to go to the grocery store from 10 to noon on a Tuesday, do that. Don't wait." If there's a safer time for you to do something that's going to help your family, they're very flexible.
Andre Boulais:
Yeah, the remote working has been interesting, where I'm seeing a lot of TA leaders are saying, where before certain roles were remote, certain roles had to be onsite, now there's a lot more flexibility with the majority of roles, if not all roles being remote. You're seeing that conversation as well. I think everybody's learning to be a little more flexible with the Zoom calls, the RingCentral calls, the Google Talk, things that are happening. I think, honestly, it will be interesting to see where people go back to work in offices, what that looks like. At the same time, I think people have really had a good opportunity.
Andre Boulais:
I started a series to try and humanize everything that really took off about six weeks ago, when all this started to go down. We started a program where we were able to leverage the children. You think about it, all of a sudden, not only is everybody working remotely. Everybody, on top of working remotely, is now having to be part e-learning teacher. Whether your kids are in first grade, or eighth grade. It's like, "Hey, I remember the old math. How am I going to do this?"
Andre Boulais:
One of the things that we started doing that was really fun is, I came up with the idea of ,let's do a kiddie conference call once a week. We let any employee that started out with my team and extended out to more individuals across the company, and it became, for 15 minutes every Thursday, anybody could call in, but you couldn't be on the call. It had to be your kids.
Andre Boulais:
We had kids that were four years old, to 10 years old. We had kids from Portland, Oregon, to kids that were from Edinburgh, Scotland. They were all interacting with fun questions, and talking to each other. We asked them, "How does it feel to have mom and dad at home?" They started talking, to humanize that. To be honest, people started to call him that don't have kids, just to watch it, because if you've ever seen a group of kids on a video call, it's just sheer comedy for the things that they say, but it really humanizes. Yet, the kids, they're so happy to have mom and dad home.
Andre Boulais:
No matter how stressed we might all be for what's going on, for me it was really important to humanize everything. It had a really profound effect to make everybody realize, we're all in it together. If we have kids, or we don't have kids, we're all getting through it together. We're all kind of one big family. That's been a really fun experience. I wrote a SHRM blog about that as well, and it had a lot of fun reach-outs to folks afterwards who were wanting to try it as well in the TA community.
Chris Russell:
Yeah. Has Jobvite made a decision yet to when they're going back to the offices yet?
Andre Boulais:
Our leadership team is always evaluating all situations. We will have an all-hands meeting, and we'll get an update on that probably here in the next week or so. They're making sure they're looking at all factors as well. They want to make sure people are comfortable. Jobvite's been very good to listen to the pulse of the group, and to get an idea for it. So, more to come on that, but I can tell you they're definitely being good listeners, and they're hearing all sides of it. There's folks that want to go back. They really want to be back in an office. There are other folks that have things going on as well. Yeah, more to come on that, but we'll find out sooner or later.
Chris Russell:
Yeah. As someone who has always worked from home, the one thing I miss is actually, I do miss interaction with people at times. To me, the ideal situation is a couple days in the office, a couple of days at home.
Andre Boulais:
For sure.
Chris Russell:
I think it's always important. Yeah, this remote explosion we've seen, it's just been crazy. Some of it will be permanent going forward here, I think.
Andre Boulais:
Sure.
Chris Russell:
I think it's a good thing too. You've seen, it saves money for people, it helps the environment, all that stuff. There's just a lot of positives out of that particular aspect of this.
Andre Boulais:
Yeah, and you think about, if you're driving an hour a day, each day to the office, you take 10 hours back into your workweek from the commute. [crosstalk 00:21:00] as well.
Chris Russell:
Right.
Andre Boulais:
I think the adverse effect of that is people are working more. They feel like they're always on, with that laptop right around the corner. Our leadership team's done a really good job to say, "Listen, take breaks. Make some hard stops." We want to make sure people aren't getting burned out. I think it's a fine line to walk, but job-wise very cognizant of the employee willing to do more after work, because the work's always going to be there. We're making hard stops, and making them take some time to decompress. They actually just gave us an additional PTO day off for the Friday before Memorial day, so everybody got a four-day weekend. Just for everybody to have four days to unplug. That extra day, I can tell you, was fantastic, and much-needed from a mental health standpoint for all the different teams.
Chris Russell:
Yeah. You guys launched a something that's kind of cool. A Rapid Response program with the Indy Chamber. Tell us about what you guys are doing there.
Andre Boulais:
Yeah, I really appreciate it. It was just featured on MSNBC, so I don't want to steal their thunder. This was a visionary initiative launched by the Indy Chamber of Commerce, the CEO, Michael Huber. He honestly sat back and looked at the landscape and saw so many folks that were out of work, but also employers that were trying to hire people, but couldn't find candidates. They were using an older technology to try and do more. Almost like an Excel form for what they wanted to do. Our CEO, Aman Brar, was able to connect with him, and to have the idea of, how could Java technology help have that really change things that augment that?
Andre Boulais:
I had a call, and we initially built out a plan. I was able to put together a plan, and build an internal kind of project team. We've gotten up and running here in just a few weeks, and now it's really taken off. We now have our CRM Jobvite engaged as a main core hub. The job seekers from all around the state of Indiana can point, in 30 seconds, and add a resume, show the areas they're interested in. Really give a lot of key information in a very short time from their mobile device.
Andre Boulais:
Then, we've got employers and that can also go in, and from a hub, they can add their information. They can actually share open roles they're hiring for. Then, we can use the technology to set up, save searches and start to marry that talent, with the technology, with the employers. It's been great. The early analysis, and the analytics from what we've been able to do from a software standpoint, have defied expectations in a very positive way. It's been interesting.
Andre Boulais:
Actually, we've had groups from the US military reach out to do large amounts of hiring, seeing what the program can do as well. It's been great to see folks from all over want to look at it. We're starting to get interested as well, from other state and local chambers of commerce all across the country, because there's definitely a need to really help talented individuals that aren't working with jobs where they're salaried or hourly, because there's a lot of employers with needs that actually are being made. We're really happy to give back to the community, and to work together and utilize our software to do that.
Chris Russell:
Oh, that's very cool. I've always thought chambers of commerce across the country could use a technology like that. Maybe we should build a national one for them all, right?
Andre Boulais:
Yeah. That's a possibility. That's a definite possibility. The national Chamber of Commerce sits in DC. You think about it, in 30 seconds we can do an email campaign to job seekers with Spotlight jobs for various employers in real time. Within two or three minutes, we're seeing hits. We're seeing the open rate. The open rates are well over 50%, which anybody in recruiting marketing would kill to have for email campaigns.
Andre Boulais:
High-level click-through rates so we can see, "Hey, great. Company X, you are a Fortune 50 pharma company. You're getting a lot of traffic right now with folks that are applying through." You know, "Hey, you're looking for a company, or a mom and pop shop. You're looking for this role right here. You're having a lot of folks that are definitely getting interest there." It's been great to see that. We just went live last Monday, so give me a bit more time. We were very pleased with the results, and the technology is just really giving a great dashboard, and really good analytics to come back.
Andre Boulais:
When I was at Salesforce, the old rule was never come to a meeting without data, so I took that throughout my career with Jobvite. I think the data we can show really paints a very powerful story of the impact we're able to make in a very quick timeframe. In fact, our hub for employers to submit jobs has already seen two-and-a-half thousand views in less than 10 days or so.
Andre Boulais:
Employers are definitely seeing this, grabbing attention. We had an employer just share a bunch of jobs in Austin, Texas. They saw the big sign that says, "Just for Indiana right now," but people are hungry to give back, and to really connect with the community and help out. That's been really powerful for me to be a part of, and I feel very blessed for that.
Chris Russell:
Nice. Well, I certainly appreciate the time today, Andre. Tell people where to connect with that, how to connect with you, and with JobVite.
Andre Boulais:
Yeah, I appreciate that. You can easily connect with Jobvite on our website; Jobvite.com. Very simple to follow us. You can also follow us on LinkedIn, @Jobvite on Twitter. You can reach me at, @AndreJBoulais on Twitter, or connect with me on LinkedIn. I'm happy to talk anytime. I'm always happy to talk strategy, hear what everybody in the audience is doing. Any questions you might have, I'm always happy to answer those, and jump on a quick call and talk strategy.
Andre Boulais:
Chris, always a pleasure. I really appreciate the time with you. It's been great to see your career take off, and grow since we first met back in Dallas at SourceCon, and off course, keep the conversation going, and always happy to have you to talk.
Chris Russell:
Oh, thanks. I appreciate that. You've always been a down-to-earth guy, and friendly, and someone that always remembered over the years, so definitely on my top 10 list there, Andre. Appreciate your time again today, and we'll put the links in the show notes for the listeners out there.
Chris Russell:
Thanks for listening, everyone. Be sure to follow RecTech Media on the socials. On Facebook, Twitter and LinkedIn, @RecTechMedia is our handle. Remember, everyone, always be recruiting.
Announcer:
Another episode of RecTech is in the books. Follow Chris on Twitter; @ChrisRussell, or visit rectechmedia.com, where you can find the audio, and links for this show on our blog. RecTech media helps keep employers and recruiters up to date through our podcasts, webinars, and articles. Be sure to check out our other sites, recruiting headlines, and HR podcasters, to stay on top of recruiting industry trends. Thanks for listening, and we'll see you soon on the next episode of RecTech, the recruiting technology podcast.
