The document discusses how to effectively manage high volume recruiting when there are many open positions to fill but limited time. It provides tips for intake processes with hiring managers, streamlining selection methods like phone screens and assessments, and expediting onboarding. The presentation aims to help recruiters attract top candidates, select efficiently, and get new hires started quickly when filling numerous roles simultaneously.

1. Too Many Positions, Not Enough Time –
How to Source for High Volume Reqs

2. Presenters
Aaron Lintz
Snow Software
Manager of Recruiting Software & Systems
@aaronlintz
www.linkedin.com/in/aaronlintz/
John Ricciardi
Afton Consulting Group
Managing Partner
@JohnJRicciardi
www.linkedin.com/in/johnricciardi

3. High Volume Recruiting
• Pre-Work
• Talent Attraction
• Selection
• Onboarding

4. Takeaways
• How to effectively manage the stakeholders starting with the intake
• How to streamline your selection process to get a greater conversion rate to
hires
• How to fly air support for your team (Spot trouble before it becomes a
disaster)
• Fast forward Identification
• Screening and submitting
• Surviving in a post-LinkedIn world
• Tools of the trade

5. Pre-Work
• Intake Session with HM
– Budgeted?
– Timing
• Interview Dates
• Training Start Date
– Key Stakeholders
– Selling Points

6. Pre-Work
• Intake Session with HM
– Position Clarification
• Leveling
• Geography/relocation
• Travel
• Compensation
• Backfill/new hire
– Current High Performers

7. Pre-Work Best Practices
• Insist on no resume review by HM. IF approved
by recruiter, is immediately scheduled for HM
Interview
• Universal Approval – if one HM approves, all
approve
• Create and deliver interview guide for use by
HM
• RACI Document

8. Pre-Work RACI Document

9. RACI Document Example
Key Decision/Process
Steps
Recruiting
Team Hiring Manager
HR Business
Partner
Advertise Position R, A C I
Initial Phone Screen R, A I I
Candidate Review R, A I I
Facility Interview R C, A I
Offer Generation A I R
Offer Presentation A R C, I
R – Responsible (the doer)
A – Accountable (the buck stops here)
C- Consulted (in the loop BEFORE action)
I – Informed (informed, but not consulted)

10. Talent
Attraction
• Outbound call
center in KC
• 50 Applicants/week
• Must start in 3
weeks for training
class

11. Market Intelligence
• Labor market – 3.8% unemployed (Kansas Sept 2017)
• Compensation – Bureau of Labor Statistics
data.bls.gov

12. Jobs with similar activity
https://www.onetonline.org/link/summary/41-9041.00

13. Interests, Work Styles, & Values
https://www.onetonline.org/link/summary/41-9041.00

14. Abilities, Skills, Technology, knowledge, Work
Context

15. Screening Checklist

16. Proactive Research & Sourcing
• Competitors matchdeck.com/company-
finder?search_keywords=&search_location=Kansas+City&search_sector=37-business-process-
outsourcing-bpo-and-call-centres
• Every City and zip code in Platte county
melissadata.com/lookups/countyZip.asp?fips=29165
• Local Ph#, email format & phone tree gethuman.com/phone-number/Shaw-
Communications
• Craigslist
kansascity.craigslist.org/search/rrr?query=Phone+sales&sort=rel&bundleDuplicates=1&searchNearby
=2&nearbyArea=222&nearbyArea=695&nearbyArea=347&nearbyArea=428&nearbyArea=694&nearb
yArea=280

17. Writing Great Job Description
Job Description Optimization by Susanna Frazier
https://www.slideshare.net/SusannaConway/job-description-optimization-recruitment-
marketing
Age group optimization
16-24 Most interested in job that pays the bills
25-35 Most interested in Career path
35+ Most interested in long-term job
• Keyword Research wordtracker.com/search?query=callcenter

19. Be More Human
Live Online Chat with Recruiting Leaders at
Facebook
https://www.facebook.comevents185249615
382506
24 hours later
• 873 Went
• 2,253 Interested
• 53 Invited
Video:
facebook.com/facebookcareers/videos/202885
9034067447
• 369 Comments
• 100 Shares

20. Bots
Job Pal
• Message bot for FB Messenger, Skype, Slack, or Telegram
Vera
• Find resumes, call the potential employees and hold an interview
Mya
• phone screening, interview scheduling, shortlists candidates
Intervyo
• Interview candidates & automatically find top performers
Karen Azulai
• Not a Bot, Karen knows a great deal about AI and ML

21. When is it ok to Text Messages?
Some say anytime it's not your real phone number
• Outreach
• Confirm they received email
• Setup time to call
• Interview Prep / Encouragement / Hand Holding
• Map Reminder
• Follow-up
• Day One

22. Use your own phone
MightyText - Android only
Much prettier that JOIN
SMS templates, signatures, Schedule sending, message drafts, much more - $9/mo
Basic with 200 SMS/mo limit is Free (ads)
JOIN
Control your Android phone to send & receive SMS from browser
Features include (Share clipboard, battery, Google Assistant & tasker integration)
One time payment of $4.99
Google Voice & Google Hangouts Free
Major redesign - Jan 2017

23. SMB or API
clicksend.com/us/sms/email-to-sms/
Send and reply from email
<2k $0.01 / SMS
1234567891@sms.clicksend.com
textingbase.com
Web based CRM lite
Pick your local number
Plans start at $50/mo /user
Messagebird
50 credits per mo Free
WeChat, LINE, Messenger, Telegram
Robot voice message sending
API with webhooks to CRM

24. Semi-Integrated SMS
textrecruit.com
Chrome extension
Campaigns = Jobs
Web or App
Annual pricing
TCPA
Telephone Consumer
Protection Act of 1991
EU-US Privacy Shield

25. Selection Process - Overview
• Resume Review
• Recruiter/Sourcer Phone Screen
• Video Interview
• Assessments
• Hiring Manager Interview
• Offer

26. Selection Process – Resume Review
• 2 Minute Resume/Application Review
– Geography
– Minimum Qualifications
– Candidate Pool = 5x # hires

27. Selection Process – Resume Review
• Depending on frequency of classes, you do
not have to stack rank and can reach out to all
qualified candidates

28. Selection Process – Phone Screen
• No more than 10 Minutes
– Confirm interest
– Confirm resume/application details
– Explain the selection process -
SLOWLY
– Trade contact information
– Operate with a spirit of transparency

29. Selection Process – Video Interview
• 1 – Way Video Interview
• Keep it Short: 3-5 questions!
• Why – Capacity for the team
– 5 candidates x 30 minute screens = 2.5
hours
– 5 candidates x 10 minute screens +
video interview (3 minutes) = 1 hour 5
minutes
• Traveling booth

30. Selection Process - Assessments
• Personality/Behavioral Profiles
– Wunderlich, StrengthsFinder, DiSC, Hogan
• Reference Checks
– Skill Surven, Checkster
• Gamification

31. Selection Process – HM Interview
• Packaged Candidate to HM
– Resume
– Video Interview
– Assessments
• On-Site Interview
– Behavioral Interview Guide
• Debrief w/in 24 hours

32. Selection Process – HM Interview
• Potential Failure =
Multiple Interviewers
If necessary, it should not be
linear. ALL interviews to be
completed on the 1st visit to
the office
• Success = OFFER!
Universal approval across all HMs

33. Pre-boarding/Onboarding
• Use established handoffs from Pre-work
• Collect paperwork during final interview
• Start background immediately upon
acceptance
• Confirm training date availability -
should be ‘class-driven’
• Re-confirm schedules/etc...

34. Thank You
Aaron Lintz
Snow Software
Manager of Recruiting Systems
@aaronlintz
linkedin.com/in/aaronlintz
John Ricciardi
Afton Consulting Group
Managing Partner
@JohnJRicciardi
linkedin.com/in/johnricciardi