College Recruiter

05/28/2026

Emily Baxter, director of non-profit We Are All Criminals, joins the High Volume Hiring Podcast to discuss the impact on people and employers of 1/4 of the U.S. population having criminal convictions and the opportunities that exist to employers of employing these people.

Not only do these people deserve a second chance when many of us have had far more chances than that, but the data show that they often outperform the other 3/4 who also committed crimes but didn't get caught.

Organizations like MOD Pizza and Dave's Killer Bread understand that excluding from their workforce people who happened to have been caught is detrimental not just to society, but to their businesses. Employers should take the convictions into account and refrain from placing someone recently convicted of embezzlement into a financial role, but hiring those with convictions leads to more a more productive workforce with lower turnover and, therefore, reduced recruitment costs.

05/28/2026

If there's one thing that never changes about job boards it is that they never stop changing. Our businesses, at a very high level, are pretty much the same as they were when our industry came into existence in the 1990s. But, scratch the surface, and almost nothing is the same.

A change that some believe is imminent is the replacement of the written job posting, resume, or both with something else. Could that something else be voice? Instead of searching a job board for postings and applying by uploading a resume, will candidates instead be called by AI, go through an automated screening process, and be hired in a few days instead of a few week?

Prompted by the recent acquisition of Ben Groves' ApplyCall by Tom Chevalier's Tink AI, our cohosts, Peter M. Zollman of the AIM Group and Steven Rothberg of College Recruiter job search site debate.

05/15/2026

Tim Dineen was one of the first employees of Indeed then co-founded Recruitics where he earned the nickname, The Godfather of Programmatic Job Advertising. About seven months ago, he became the head of innovation for Aspen Technology Labs. He devises new products and strategies while assisting with the innovation strategy for its existing products.

On the second Thursday of each month, dozens of leaders in our industry come together for a collegial and collaborative discussion. We learn from and share with each other because a rising tide lifts all ships. Email [email protected] for an invite. There's no cost of any kind.

In today's discussion, we focus on the use of job and candidate data to drive a higher quantity and quality of candidate traffic to our sites and the jobs we help fill.

05/14/2026

Michael Ang, founder of advertising agency, Jobelephant, is the guest on today's episode of the High Volume Hiring Podcast to discuss how colleges and universities are making better use of technology to overcome some of their hiring challenges.

When one thinks of a post-secondary institution hiring, they may think just about professors, but universities are like little towns and typically employ hundreds to thousands of support staff including administrators, food service, lodging, security, maintenance, information technology, accounting, and more.

Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site discuss with Michael whether all of that hiring, some of it high-volume, is all stuck in the 1990s. Some might think so. And they'd be wrong to think so.

05/14/2026

Cohost Peter M. Zollman of AIM Group is home from Budapest, Hungary, the site of their 2026 RecBuzz conference. By all accounts, it was a tremendous success.

Peter shares some of the highlights of the discussions with cohost Steven Rothberg of College Recruiter job search site, including the shift away from traditional metrics of success such as traffic, listings, and applications and to placement rates. Seek, for example, is saying that it is now the source for 36 percent of hires in its home market of Australia.

Driving much of this shift in metrics is the shift toward the use of AI for matching, screening, and even selection. Will job boards / recruitment marketplaces continue to play a major role over the coming years?

11/20/2025

Congratulations to our founder!

The 2025 Fall Class of TAtech Honors is now spotlighted on TAtech.org.

Each year, TAtech Honors celebrates forty men and women who are truly setting the agenda for innovation and understanding in talent acquisition and talent technology. They are introduced in four Classes, keyed to the seasons of the year.

To learn more about the 10 individuals recognized in the 2025 Fall Class, please click here: https://tatech.org/the-tatech-honors/

TAtech: The Network for Talent Technology Solutions (TAtech.org) is a comprehensive resource center for talent technology companies worldwide. Its mission is to help accelerate their growth and profitability by facilitating their partnerships, advancing their product and brand visibility and reinforcing their business leadership.

02/26/2025

Calling local, state, and government workers who need help writing their resumes.

Bethany is a friend of our owners and was a great member of our team. Oh, and she's wicked smart and down to earth.

Door-opening resumes for job seekers

10/14/2024

Are you risking your customer service team’s quality by underpaying for job applicants? Check out our new article and explore the dangers employers face when paying less than $16 per lead for customer service applications. Lower-cost leads often lead to unqualified candidates, delays in hiring, and even fraudulent applications.

Avoid the trap of cutting corners on recruitment – investing in quality leads ensures better hires, improved efficiency, and stronger teams. Learn more from expert insights on why it's worth paying for the right talent at the link below.

🔗 https://www.collegerecruiter.com/blog/2024/10/10/risks-to-employers-when-paying-less-than-16-per-lead-for-customer-service-job-applications

When employers pay significantly less than the standard $16 per application for customer service jobs, they risk compromising the quality of candidates they attract. Lower-cost job boards or ad platforms often source applicants from broader, less targeted channels, leading to a flood of unqualified....

10/09/2024

🚧 Hiring for construction or skilled labor roles? Cutting corners on recruitment costs could mean unqualified candidates, wasted time, and even safety risks. Invest in quality leads to avoid costly mistakes.

Learn more: https://www.collegerecruiter.com/blog/2024/10/08/risks-employers-face-if-paying-too-little-per-application-when-hiring-for-construction-and-skilled-labor-jobs