OA 601: How the World's Largest Employers Hire Thousands of Staff with Daniel Ash of Journeyfront

It is...

The, the complexity is incredible, isn't it? And, you know, equally I've spoken to, you know, BPOs that, that do work across 50 different countries, and with that there's, you know, 50 different labor laws, but also customs, cultures, languages and things like that.

Uh, a- again, that just compounds the complexity, doesn't it? And as you say, it's-

It does

... huge, uh, volumes, massive scale, and also y- you're not sort of doing direct hire, you're actually representing the needs of your clients, and so there's multiple kind of, uh, complexities there.

W- you say that you span 50 countries.

Is it really an identical kind of product and machine, and then it adapts to the different geos, or do you sort of need or require different sort of modules for different geos to suit that labor environment? Does it, does it dramatically change much in terms of the core, uh, tools that you need?

need?You know, I, I would say that the f- the core principles and the core capabilities are the same across these different geos and even different clients that a, a BPO as an example might be hiring for.

So as an example, um, using tools at the top of the funnel to automate a lot of that upfront screening, you know, whether it's job simulations, behavioral assessments, AI language testing, uh, AI video interview, um, [lip smack] you know, skills testing and so on.

Um, m-most companies, whether they're hiring in the Philippines or the US or Latin America, are gonna need those kinds of tools.

And then of course, you're gonna need to source from different places and integrate into job boards or, or other me- other, other sources.

You're gonna need to be able to communicate with those candidates.

Um, you're gonna need to have some kind of, you know, workflow that, you know, kind of balances both automation AI, but also humans in the loop where, where it makes the most sense.

That's what I mean when I say a lot of the core, uh, themes or principles are the same across those locations.

But how you do it is what will change, right? And, and the specifics is what will change.

So as an example, you know, and, and this is what Juryfriend's built for due to that reality, how you source in one organ- in one geography is gonna be, be very different than how you source in another geography, right?

Mm-hmm.

Um, in the US for example, you'll probably rely...

I mean, I think everywhere you'll probably rely to some extent largely on employee referrals.

That's a very top, uh, channel.

And, you know, we have an employee referral portal within our application that helps you, you know, incentivize and track, manage employee referrals, process employee referrals, you know, of, of employees giving, recommending to their friends or family to, to come work for you.

Um, but in the US you might rely, uh, on job boards as an example, like an Indeed which, which we integrate with.

But in Latin America, you know, maybe that's not gonna cut it, that's not enough, or maybe that's not as even a popular of a job board.

In Latin America and let's say the Philippines, they're much more reliant on things like, you know, recruitment marketing ads that are running on Facebook or Instagram as one example, or even hiring events, um, where they're bringing people in on the weekends or, or walk-ins, right? So, so we have to be built for this omni-channel ser- sourcing reality-

Mm-hmm

It is...

The, the complexity is incredible, isn't it? And, you know, equally I've spoken to, you know, BPOs that, that do work across 50 different countries, and with that there's, you know, 50 different labor laws, but also customs, cultures, languages and things like that.

Uh, a- again, that just compounds the complexity, doesn't it? And as you say, it's-

It does

... huge, uh, volumes, massive scale, and also y- you're not sort of doing direct hire, you're actually representing the needs of your clients, and so there's multiple kind of, uh, complexities there.

W- you say that you span 50 countries.

Is it really an identical kind of product and machine, and then it adapts to the different geos, or do you sort of need or require different sort of modules for different geos to suit that labor environment? Does it, does it dramatically change much in terms of the core, uh, tools that you need?

need?You know, I, I would say that the f- the core principles and the core capabilities are the same across these different geos and even different clients that a, a BPO as an example might be hiring for.

So as an example, um, using tools at the top of the funnel to automate a lot of that upfront screening, you know, whether it's job simulations, behavioral assessments, AI language testing, uh, AI video interview, um, [lip smack] you know, skills testing and so on.

Um, m-most companies, whether they're hiring in the Philippines or the US or Latin America, are gonna need those kinds of tools.

And then of course, you're gonna need to source from different places and integrate into job boards or, or other me- other, other sources.

You're gonna need to be able to communicate with those candidates.

Um, you're gonna need to have some kind of, you know, workflow that, you know, kind of balances both automation AI, but also humans in the loop where, where it makes the most sense.

That's what I mean when I say a lot of the core, uh, themes or principles are the same across those locations.

But how you do it is what will change, right? And, and the specifics is what will change.

So as an example, you know, and, and this is what Juryfriend's built for due to that reality, how you source in one organ- in one geography is gonna be, be very different than how you source in another geography, right?

Mm-hmm.

Um, in the US for example, you'll probably rely...

I mean, I think everywhere you'll probably rely to some extent largely on employee referrals.

That's a very top, uh, channel.

And, you know, we have an employee referral portal within our application that helps you, you know, incentivize and track, manage employee referrals, process employee referrals, you know, of, of employees giving, recommending to their friends or family to, to come work for you.

Um, but in the US you might rely, uh, on job boards as an example, like an Indeed which, which we integrate with.

But in Latin America, you know, maybe that's not gonna cut it, that's not enough, or maybe that's not as even a popular of a job board.

In Latin America and let's say the Philippines, they're much more reliant on things like, you know, recruitment marketing ads that are running on Facebook or Instagram as one example, or even hiring events, um, where they're bringing people in on the weekends or, or walk-ins, right? So, so we have to be built for this omni-channel ser- sourcing reality-

Mm-hmm