HCI Webinar Recap: Recruitment Advertising and Recruitment Technologies, with Michael Ang

In the latest HCI Webinar, Dr. Jonathan H. Westover talks with Michael Ang about recruitment advertising and recruitment technologies. Below is a summary of the main points from their conversation! Check out the full episode and let us know what you think!

Watch the episode here:

Quick Recap

The meeting featured an interview with Michael Eng, CEO and founder of Jobelephant, Inc., who shared his company's journey from a garage startup to a leading player in recruitment technology. Michael discussed the evolution of job search methods and recruitment advertising, highlighting how technology has transformed the industry and pointing out limitations in current applicant tracking systems and job application processes. The conversation concluded with a discussion about the future of ATS technology and the importance of improving recruitment practices, with Michael emphasizing the need for better data connectivity and measurement systems in the industry.

Recruitment Tech Founder's Journey

Jonathan introduces Michael Eng, CEO and founder of Jobelephant, Inc., who joins the conversation from San Diego to discuss recruitment technology and advertising. Michael's background includes over two decades of experience in recruitment advertising, starting his company in 2000 from his garage. The conversation begins with Jonathan asking about Michael's founder story and how he grew his company from its humble beginnings to its current success.

Evolution of Job Search Technology

Michael discusses the evolution of job search methods, from the monopoly of newspaper classifieds in the 1990s to the emergence of online platforms like Craigslist and Monster. He started Job Elephant in 2000, during the dot-com bubble burst, capitalizing on the advent of high-speed internet in homes. Michael notes that technology has always driven the recruitment advertising industry, with innovations like laser printers and desktop publishing playing significant roles. He points out that some outdated practices, such as asking applicants how they heard about a job, still persist in modern applicant tracking systems, despite being unnecessary in the age of online tracking.

Rethinking Recruitment Strategies

Michael discusses the limitations of current recruitment practices, particularly in how organizations track job applicants. He points out that many employers mistakenly believe their careers page is the primary source of job seekers, without considering how candidates find their website in the first place. Michael emphasizes the need to question established methodologies and metrics, especially in public sector and academia, where resistance to change is common. He suggests a more philosophical approach to recruitment, focusing on desired outcomes rather than adhering to traditional practices.

Improving Job Application Experiences

Michael and Jonathan discuss the problems with current applicant tracking systems and job application processes. They highlight that these systems are often designed by committee, resulting in convoluted processes that job seekers dislike. The lack of integration between job boards and company-specific application systems is identified as a major issue, leading to repetitive and frustrating experiences for applicants. They also note that this poor application experience can damage a company's brand and potentially affect consumer behavior.

ATS Integration and Job Board Evolution

Michael explains the challenges in the hiring process, including skills gaps and inefficient applicant tracking systems (ATS). He discusses how job boards like LinkedIn and Indeed are integrating ATS functionality, creating competition between media and technology companies in the recruitment space. Michael's company, Job Elephant, aims to bridge this gap by connecting various job boards and ATS platforms. He emphasizes the importance of improving data flow and creating a better experience for job seekers. Jonathan shares his negative experiences with ATS and questions the effectiveness of easy-apply features on platforms like LinkedIn, while Michael points out that these features can lead to an influx of unqualified applicants and raise data privacy concerns for employers.

ATS Evolution and HR Challenges

Michael expresses skepticism about the future of Applicant Tracking Systems (ATS), viewing them as a necessary evil that serves multiple HR functions. He believes that while ATS will continue to evolve, there won't be a single solution that fits all businesses due to diverse needs. Michael emphasizes the importance of data connectivity and proper measurements for making predictions and budgets. He acknowledges the rapid pace of AI development but is uncertain about its long-term impact on recruitment and HR processes.

Recruitment Insights and Future Trends

Jonathan concludes the conversation by thanking Michael for the insightful discussion about recruitment and the future of the industry. Michael provides his contact information, mentioning that he can be reached at michael@jobelephant.com, and explains that his company represents about 1,200 colleges and universities. Jonathan encourages the audience to connect with Michael and learn more about his team's work, emphasizing the importance of improving recruitment practices.

Listen to the webinar here: