Best Ways to Handle High Volume Applications

Real-world AI in Talent Acquisition: The Truth Behind 1,000+ Placements A reality check from our consulting with 50+ tech hiring managers and TA leaders across various clients last quarter: 📊 The Starting Point: • 72% were deeply skeptical of AI recruiting tools • 89% felt pressured to "implement AI somehow" • Top concerns: Missing great talent & damaging candidate experience After successfully placing over 1,000+ professionals across various Andiamo divisions and clients, here's what ACTUALLY works: 🚫 The Wrong Approach: Jumping straight to AI screening. Yes, there are countless tools promising to revolutionize screening to reject candidates - but the technology isn't there yet. Period. ✅ The Right Approach: Start where it matters most (today) - efficiency, accuracy, and speed of candidate engagement. Real Client Case Study #1: Fortune 500 client company implementing AI for: → Real-time ATS-driven status updates (24/7) → Intelligent scheduling automation → Instant FAQ response system The Results? 📈 Candidate satisfaction increased 89% in just 60 days The Numbers That Actually Matter: • 15 hours/week saved per recruiter • Candidate update response time slashed: 72 hours → 5 minutes • Interview no-show rates down 35% 🔑 Key Insight: Candidates actively prefer automated interactions for routine updates. Speed wins over human touch for *basic* communications. Real World Case Study #2: F100 Tech Division Challenge: High applicant volume Previous Approach: AI auto-rejection Audit Discovery: Lost 3 eventual top performers to AI screening Solution Implemented: • AI ranking without rejection power • Human review guaranteed on all ranked candidates  • AI-assisted prioritization Results: • Quality of hire: +22% • Time to hire: -30% The Bottom Line: AI's Role: ✅ Decision support (analyzing and ranking) ✅ Administrative efficiency ✅ Experience enhancement AI's Boundaries: ❌ No autonomous decisions ❌ No replacement of human judgment ❌ No unsupervised operations ❌ Never Use AI For: • Candidate elimination • Final hiring decisions • Cultural fit assessment Additional use cases are being tested now, with data to come in the coming quarter: 1. JD optimization & improvement 2. Enhanced smart resume-to-job matching (again, ranking but never rejecting) 3. Custom interview question generation 4. Automated notes & summary creation Implementation Framework: 1. Comprehensive recruiting touchpoint mapping 2. High-volume task identification 3. AI implementation for admin/engagement 4. Careful expansion to screening support 5. Maintained human oversight 6. Continuous measurement & optimization ⏱ Implementation Timeline: 6-8 weeks 🤔 Leading talent acquisition? Let's talk about implementing this framework as part of our dedicated recruiting TA consulting solutions for your team. #TalentAcquisition #AIRecruitment #TechHiring #RecruitingInnovation #TalentStrategy.

Hiring 50+ Roles in 3 Months Here’s your playbook to do it without burning out your team. This isn’t about working harder. It’s about working smarter with systems that scale. Step 1: Standardize everything before kickoff ➜ Role scorecards ➜ Interview plans ➜ Email templates ➜ Candidate FAQs Think of these as your hiring “Lego blocks.” Build once, reuse often. Step 2: Structured intake is non-negotiable Align early with hiring managers on: ➜ Must-haves vs. nice-to-haves ➜ Interview panel + responsibilities ➜ Timelines + SLAs ➜ Success metrics post-hire No intake = no search. Step 3: Automate admin wherever possible ➜ Self-scheduling links ➜ Pre-screen filters ➜ Auto-reminders for feedback ➜ Email sequences for cold outreach Your recruiters should focus on strategy and relationships. Not calendar Tetris. Step 4: Track progress weekly Create a shared dashboard with live data: ➜ Time to fill ➜ Funnel conversion rates ➜ Roles opened vs. filled ➜ Blockers + risks Keep hiring managers in the loop with short async updates. Step 5: Protect your team’s bandwidth ➜ Set realistic req loads per recruiter. ➜ Use contractor support or RPO for overflow. ➜ Don’t sacrifice quality or team sanity for volume. Scaling starts with structure. If your team’s feeling the heat, start here and build processes that scale with you. Shoot me a DM if you need help customizing this playbook. #scalingteams #hiringstrategy #recruiting

Rex was paying a ton on recruiting tools that couldn't even text their field workers. With 300+ hires annually and candidates ghosting left and right, their VP of Talent had enough. Here's how they went from 3 broken tools to 15-day hires… WITHOUT spending a penny more: THE CHALLENGE: Rex spans property management to private equity, facing 60% annual turnover. Their property management roles receive 75-100 applications weekly. But their tech stack was breaking down: - Separate platforms for ATS, SMS, and reporting - Sourcing tool providing incorrect contact info more often than not - Manual Excel reporting eating hours of productivity - Field workers who rely on text, not email - Facing $15,000+ in additional costs just to add proper sourcing As Mike Walsh, their VP of Talent, put it: "They're out on the field or on-site. They're not like IT workers who are on their computer for the majority of the day." —— THE GEM SOLUTION: —— Instead of adding more tools, we consolidated: One platform replacing three: ↳ Unified ATS with native SMS capabilities ↳ Integrated CRM for candidate nurturing ↳ AI-powered sourcing and screening ↳ Real-time analytics dashboards Smart automation for high-volume hiring: ↳ Bulk candidate messaging for 75-100 weekly applicants ↳ SMS sequences reaching field workers effectively ↳ Projects feature storing past candidates for future roles Cost-conscious approach: ↳ Maintained their existing budget ↳ Avoided $15,000 in additional sourcing costs ↳ Added capabilities without adding complexity REAL RESULTS: Mike's team recently needed a Senior Property Accountant. Using Gem's campaign feature, they messaged previous candidates stored in their project database. Result: Hire made in 15 days. Their second hire took just 21 days. For executive reporting, Mike shares: "I can do deep dives into data right away when the COO asks." No more manual Excel. Just instant insights. The deeper lesson here: High-volume hiring doesn't require high-complexity tools. Integration beats proliferation. When you unify your stack, you multiply your impact. As Mike told us: "Gem listens to their customers. There's a willingness to take feedback and try to build that into their product, which gives me confidence in the future of the company and its tools." That's what partnership looks like. P.S. If your team is managing multiple recruiting tools for basic workflows, we should talk. Sometimes the best upgrade is actually a consolidation.

Back in June we went to Alex Hormozi's two day business workshop And biggest takeaway was that we were not spending enough time focused on the boring work We were chasing too many big ideas instead of focusing on the fundamentals One of those fundamentals was our recruiting and hiring process Here is our current hiring process that has allowed us to decrease time spent hiring new roles by 50% while evaluating 3x more candidates This is the same process I used to hire 7 new roles in the past two weeks managing 100% of the process while having time to focus on my other priorities The roles hired: 1x Sr. TikTok Shop Strategist 3x Influencer marketing & Community manager 1x TikTok Shop Coordinator 1x Influencer Coordinator 1 Influencer Operations Coordinator Our process: 1. We got set up with LinkedIn Recruiter This has saved me so much time and the quality of candidates has drastically improved 2. Post a job using one of our open job slots instead of using linkedin's pay per click job post 3. Use recruiter to filter people that have the exact experience we need 4. Mass invite them to open jobs 5. Send mass messages + automated follow ups using recruiters CRM directing candidates to go through a video interview process using MyInterview Instead of reviewing applications one by one and sending individual messages to each candidate, We can do a first pass at their job history and mass message all qualified candidates + schedule automated follow ups with one click This step also replaced our first round interview We set up 5-6 interview questions that each candidate answers related to the role 6. Watch videos interviews and create a short list of our top 10-15 candidates and set up first round interviews 7. Invite top 3 candidates to a second interview to go deeper on culture related questions 8. Ask for 5 references from each candidate (front door references) Schedule calls with each reference and have template questions that I ask 9. Reach out to 1-2 back door references - these are people that weren't included but had a working relationship with the candidate (usually one of the previous managers at company they no longer work at) 10. Make an offer LinkedIn recruiter + video interviews have given me more time back to dedicate to reference checks to make sure we're hiring the best possible candidate Before Hormozi, our recruiting and hiring process was embarrassing We mostly hired out of convenience and we paid the price for it I've completely cut out chasing big ideas to focus 100% of my time on the "boring" work The best part is that I love recruiting now Theres nothing boring about finding the best people to join our mission Lmk your best interview questions below