Interview by Peter Clayton of Total Picture about the College Recruiting Bootcamp on AI at Google on Mon 12/10/2018

Posted December 03, 2018 by


One of my favorite people in the recruitment industry is Peter Clayton of TotalPicture Media. Without a doubt, he is the most knowledge and capable videographer in the industry. When I hear that he’s involved in a project, I know that the project will go well.

Peter and I recently sat down…about 1,266 miles apart, to discuss next Monday’s College Recruiting Bootcamp on AI at Google. Over the past decade, College Recruiter has organized 16 of these one-day conferences for talent acquisition and human resource leaders. All have essentially broken even, none have lost much money, and none have made much money. And that’s the way we planned them. We wanted to do something that would enable us to give back to the recruiting industry and a no-pitch, educational conference that moves around the country seemed like a great idea as there is a tremendous amount of turnover in talent acquisition and human resources, especially amongst those whose primary focus is the recruitment of people early in their careers, including college and university relations recruitment leaders.

The genesis for this year’s conference came about a year ago when our management team gathered to set our annual plan. We discussed whether we wanted to organize another Bootcamp and, if so, who we would ask to host it and what format we would use. The location and format of last year’s College Recruiting Bootcamp at Intuit was a great success as meeting for the day on the campus of a technology leader in the San Francisco Bay Area is something of interest to a large number of people in the university relations world and the 20-minute presentations followed by panel discussions has proven to be an engaging and effective way for the presenters, panelists, and attendees to share their wisdom. And share their wisdom they did! It was like a firehose at times.

The consensus amongst our managers was that we absolutely should organize another such event but it was important that the venue would be sexy and the topic even sexier. I suggested that we offer the hosting opportunity to our partners at Google, which we had been working with incredibly well since becoming an alpha partner in what is now called Google’s Cloud API Talent Solutions, which means that we license their search engine technology so that when job seekers run searches on our site, those searches are being processed using our proprietary job data and the best search engine the world has ever seen. Fortunately, Google said yes. We also decided that the topic should be how artificial intelligence is being used to help employers better recruit students and recent graduates of one-, two-, and four-year colleges and universities.

Flash forward to this fall when the bulk of the heavy lifting for the conference happened. We opened ticket sales shortly after Labor Day and could see very quickly that we were going to sell out the room, which seats 200 people. We did not promote the event nearly as aggressively as others in the past. Google’s generosity meant that we would have no room rental or catering costs, but one item that we needed to take care of was the audio/visual. Enter Peter Clayton. He and I quickly figured out his compensation — AllyO, the end-to-end recruiting solution is sponsoring the livestream — and he sprang into action to make the necessary staffing and equipment arrangements. If it were anyone else, I’d be nervous about the short amount of time that I left him to get everything squared away, but Peter knows what to do and then he does it.

On Monday, Peter and his assistant will conduct a series of one-on-one interviews with some of the most knowledgeable and thoughtful leaders in talent acquisition, including the university relations niche that we serve. He’ll also record and livestream the Bootcamp to College Recruiter’s YouTube channel, ensuring that those who aren’t able to be in the room in-person will still be in the room virtually. Join us in-person by snagging one of the last tickets or via the livestream. You’ll be happy you did. And before that, listen to the podcast that Peter and I recorded a couple of days ago. You’ll hear us talk about each of the presenters and panelists and provide a few clues about some success metrics that Google will announce during Tarquin Clark‘s opening keynote.




Lightly edited transcript:

Peter: Artificial intelligence sometimes called machine learning or machine intelligence is in its infancy yet poised to fundamentally change how we work are educated and run our businesses. A.I. is already impacting how leading employers engage with students and recent graduates and then hire and manage them. A.I. offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole but also poses some real threats. Welcome to a special innovation channel podcast on TotalPicture. I’m your host Peter Clayton. And joining me today is Steven Rothberg who is the president of College Recruiter to tell us about the College Recruiting Bootcamp on AI at Google headquarters. Yes Google in Mountain View California on December 10th. And thanks to AllyO for sponsoring the livestream, I will be at the event handling the video production. I’m very excited about that. And I ask Steven to take some time today to discuss the event the speakers and the objectives. So Steven thanks so much for taking time to speak with me this afternoon.

Steven: It is an absolute pleasure.

Peter: College Recruiter has been around for a very long time and those in the audience who are not familiar with your company, tell us a little bit about you and give us a brief overview of College Recruiter.

Steven: Yeah sure no problem. So I grew up in Canada in Winnipeg which is right smack dab in the middle and then moved to Minneapolis where I still live for grad school. I like to joke that I’m probably the only person in Minnesota who moved here for the weather. I founded College Recruiter when with a company that that it kind of grew out of. Way back in 1991. My graduated. About a year before wasn’t real. Excited about the career path. I went to law school as working as a lawyer and it’s like you know I really don’t want to spend the rest of my life. Working for 80 hours for someone else if I’m going to do that I’m going to work myself. So I started the business at College Recruiter grew out of. Today College Recruiter is a job search site. If you are familiar with sites like say it Indeed we’re kind of like that except we target the students and recent graduates. College Recruiter believes that every student and recent graduate deserves a great career. We serve students and recent grads with zero to three years of experience who are searching for part time, seasonal, internship, and entry level jobs. Our customers are primarily larger organizations Fortune 1000 companies, federal government agencies, and others that hire at scale. That typically means dozens hundreds or thousands a year.

Peter: College Recruiter is a Google partner. Can you explain to us what that entails and what the benefit of that is.

Steven: Yeah. You know Google’s been a really great organization to work with, both as a partner and just as a user. They went live in 1998 which was a couple years after our Web site went live. I was definitely an early adopter. I could absolutely not understand how they could survive with no possibility whatsoever of ever getting any revenue because how do you get revenue from a search engine? It just wasn’t possible. So it goes to show you who was right and who was wrong. You know fairly recently we went to a conference about a year and a half ago hosted by Jobg8 and Tarquin Clark — who was one of the top people on Google’s what they now call the Talent Solutions Group — delivered a presentation and we kind of had an inkling of some of the stuff he was going to talk about: that Google was in the process about a year and a half ago of rolling out. Three products in our space. One was Google for Jobs, which is when you go to Google and you run a search for a job. They were starting to get a presence in that. A much better, candidate friendly manner. So you wouldn’t just get a page of web results but you’d also see the location the company names etc.. So we were pretty darn early in doing what we needed to do to be part of that. And today I think roughly a third of our new traffic comes to us through Google for Jobs.

Another innovation that they were releasing was their ATS primarily targeted at the SMB market. That’s now called Google Hire we’re not doing anything there at all. It’s not really relevant to us.

And then the third one is really what drove our partnership with them. A lot of communication great working relationship and ultimately the conference. And that’s the Cloud API. So. What that entails for College Recruiter and some other job boards and some ATS is that rather than us using our own search technology, we instead use Google search technology but not their data. So when people come to College Recruiter and they run a search for financial analyst in Boston,  Massachusetts the job postings come from our database from our customers. But the actual technology that decides which postings are relevant and which ones are more relevant than others that comes from Google.

We decided very quickly we were never, ever going to build a search engine anywhere close to the kind of search engine that Google could provide to us. And so we became an alpha partner of theirs. We were one of the very first sites or organizations to sign with them. And we went live about a year ago. And the results have been really fantastic. When you’re at the conference and when people who were listening to the podcast perhaps either are there in person or time into the livestream, Google is going to be announcing some results about the improved performance that we’ve seen — improve results that we’ve seen — as a result of using that technology.

Peter: It’s really fascinating to me Steven. This whole thing with Google and the API’s and using a company like yours being able to use their search technology because as you said there’s no way you could ever match what they can do in search. But at the same time I would assume that that is really freed up a lot of resources from your company that you had to use to build search technology that you can now use to build out other functions within College Recruiter.

Steven: Ahh… So you’ve been spying on my e-mail with Google about some of the numbers that they’re going to present? You’re right. What you’re thinking is dead on. So in addition to just sort of better results for the users they’re getting better matches the keywords and the locations that they’re entering are be better understood by Google’s technology than it was by ours. They’re getting more relevant results which means that they’re more likely to look at the jobs. The jobs that they’re looking at are more likely to be relevant to them and so they’re more likely to apply. And that’s, you know, that’s really what our customers are typically looking for as a metric of success. Also just like you said there’s the cost saving side. We don’t have to spend nearly as much time on the development side. Even the customer service side. Almost all of that work has gone away. Hardly a day went by with our previous search where we wouldn’t get complaints from users. Why am I seeing these kinds of jobs? This isn’t what I’m looking for. Well, often they would come back and they would say you know I entered these keywords so I entered this location and your results are crap and you know you kind of look at what they’re entering. It’s like, I understand why you’ve got crappy results. The search query you put in was crappy. If you put in the keywords “job in California”, of course you’re going to see jobs in San Diego. How do we know that you’re looking for a job in Sacramento? We can’t know that.

Well guess what Google does? So you know if you’re in Sacramento. An example that they love to use which I think just nails the point is if you have a history of searching for restaurant type jobs or a waiter, hostess, cook, whatever. And you live in San Jose. Then you come to College Recruiter and you type into the keyword field, “server”, and then in the location field, San Jose, California. Then you hit search. What you’re going to get back are results for waitering jobs, which is what you would expect.

On the other hand, if you’re a computer science major and you have a history of looking for cloud computing jobs and you type in the word server and San Jose California you’re going to get jobs from Amazon Web Services. You know, “Hey come and be a cloud services engineer”, something along those lines. So our old search was dumb. We couldn’t distinguish between somebody who was looking for a job as a waiter and someone who was looking for a job as a software engineer when they ran the same search. But Google can do that and, as a result, returns to the user are far more relevant search results.

For those of us of a certain age — and you and I unfortunately both are – well, mostly unfortunately although wisdom comes with it. We remember the old search engines like when Yahoo was just a directory. Or AltaVista or Lycos. Right? And then this crazy thing Google came along and we were blown away at what a miracle it was to be able to go to a site, type it a few keywords, and actually find the information that you were looking for. That was pretty amazing. Well candidates can now do that on College Recruiter. And you know, as a business owner, that that is really, really fantastic for us.

Peter — Oh absolutely, and I imagine as you were talking about earlier these candidates that are coming onto your Web site and doing searches come back because they are getting relevant results.

Steven — Yes. Yes and again apparently you’ve been looking at my emails. So you’re absolutely right.

We’re going to be pretty transparent with a handful of really good key metrics and if our competitors see them, then so be it. But I think that we need to really applaud the work that Google has done in this space. It’s been a direct benefit to us. Significant benefit to our business. And so we wanted to share that with them and also encourage others in the industry to do the same. You know we’re going to have a room of a couple of hundred employers. Mostly senior talent acquisition leaders. So the organization sizes skew large. They’re coming from all over the U.S. A few of them from out of the country. And if even a handful of those employers say you know what we need to get our ATS to stop using its homegrown system and instead use Google’s or move own homegrown ATS and use Google’s then I think that would do a lot of benefit for the industry. Because candidates will actually be able to find the jobs that they’re looking for.

I don’t believe that there’s a talent shortage. I believe that there’s a talent mismatch. There are a whole lot of really great people out there who are really underemployed. Because they can’t find the right job. And there are a whole lot of employers out there who aren’t able to fill seats or who are filling them with the wrong people and so there’s a lot of turnover because they’re not able to find the right people. The right people are out there. The right jobs are out there but we’re not as an industry doing a good enough job of bringing people together.

Peter — You know one of the things that Google did over the summer that really impressed me is they went out and they built an infrastructure to allow military MOS, which are the designations if you are an active service member how you are defined within a military organization the job that you have and converted those into civilian job descriptions. So then go on to Google and you put in a military MOS and do a job search. It’s going to come up with civilian jobs that relate to your training and expertise in the military. And I mean this is something that you well know Steven because you’ve been going to TAtech conferences for years that has really been needed.

Steven — Yes. Take it a step further. So when Google rolled that out on its own Web sites it also rolled that out automatically on its Cloud API partners like College Recruiter.

Peter — Right. So we basically woke up one morning and that functionality was there.

Steven — I had heard rumblings that it was coming. But there wasn’t any kind of formal announcement or permission. “You know, hey we want to start running this or making this available. Is it okay?” Or, “there’s an additional fee”. No it was just a significant enhancement to their product that benefited not just users on but also on the sites that partner with Google like College Recruiter.

So, about one tenth of US college students and recent graduates are military veterans. One twentieth. And there are about 20 million currently enrolled students in post-secondary schools – one=year, two-year, and four-earr schools. Which means that there are about 1 million military veterans who are currently enrolled. And about another million who we would call recent graduates that graduated in the last three years. That means that there are two million people out there who can directly benefit from that. I’ve heard mostly very good things about it from veterans. There have been a few that have said that that that some of the designations or roles within the armed forces the code does not translate well into civilian occupations. That very well may be true. I’m not a veteran. I don’t know that firsthand but the people who have said that I trust that they know what they’re talking about. But even those people are very ready to acknowledge that this is a huge step forward. Is it perfection? No. But is it a huge step forward and will it be followed by other huge step forward? I absolutely believe so.

Peter — Yeah I agree. And let’s face it this is the reason this is taken so long is it is not easy. It is a really really complicated problem.

Steven — Yeah it is. You know, some military rules translate very well into civilian occupations, right? I mean, if you’re if you’re a mechanic working on trucks for the Army, well it’s not that hard to figure out what you could do in the civilian workforce. Right? But if you’re manning an M-60 machine gun on top of a Humvee, what does that translate into for the civilian workforce? You know that becomes more difficult. One thing that I’ve heard from a lot of people in the service and those who are veterans is that it’s very rare where somebody who’s in the military who really only does one thing. Cross training is very, very normal and you’re trained to do a lot of things which makes sense because you know if you’re in combat and the person next to you falls you need to be able to pick up his or her responsibilities. And so it’s absolutely the military needs to do that.

I think a bigger problem than for veterans who are just transitioning out than just knowing exactly what their military skills translate into in the civilian workforce is that they may not want to do the same thing. And I think that that that’s a bit of an issue. Right if you were a mechanic in the Army for say two years. Maybe that two years has taught you that you don’t want to be a mechanic. And now what are you doing with your skills?

Peter — Exactly.

Steven — I think within a year or two just my guess. We’re going to see probably some innovation from Google in that area too. What I’m looking forward to is one day we’ll wake up and we’ll get an email from Google that career mapping is now available. So your users can go and type in what they want to be. And we’ll tell them. What they need to do in order to get that job. You need this degree or decertification or take this job then this job and then you’ll be qualified for that job. That kind of service to our users would be really phenomenal.

Peter — Absolutely. Well let’s talk about your Bootcamp. At Google. Google headquarters. Yes. Yeah. How did this whole thing come about and how did you go about structuring the day?

Steven — Yeah. So you’ve known me for better for worse for a long time. One thing that you probably learned about me is that I’m not exactly the shyest person in the world. And for better for worse I can be direct if I want something or if I want to let you know something I’m just going to say, “Here’s what I’m thinking”.

Peter — Right.

Steven — And at times it gets me into trouble and at times it’s really good. Well. We had this great partnership with Google and we’ve had 15 of these events in the past. Some of them have been hosted by organizations like Ernst and Young, U.S. Securities and Exchange Commission,  U.S. General Services Administration, LinkedIn, etc.. We’ve had a number of really, really fantastic hosts with, let’s call them, sexy locations. Where you as a potential attendee will say, “Wow it would be really fun to go to an all day conference in the Ernst and Young office in Times Square”.

Peter — Right.

Steven – So, it’s one thing if the event itself is of interest. But if the location is also really interesting you’re far more likely to attend. That’s why you see a lot of events in places like San Francisco because they’re places that people like to go. So I kind of thought, you know, if we’re going to have an event sometime late 2018 and we’ve got this great partnership with Google I wonder if they’d be interested in hosting. So, I reached out to them. They were they were receptive. Right from the beginning. And it didn’t take very long before they had said, “Yeah, let’s do this”. And they’ve been very, very generous throughout. They are continually looking for ways of making things work. Making things better. And have been very, very few instances where they’ve basically said, “Hey, sorry, we just can’t do that”.

Peter — And your opening keynote is with Tarquin.

Steven — Yeah. So Tarquin Clark is the head of partnerships for for Google Cloud’s Talent Solutions and Hire products.

Peter — So, Google for Jobs, Google Hire, they’re there?

Steven — Yes. And the Cloud API that we use for our search. He now heads that. And so he’s going to deliver a 20 minute presentation. On how AI can improve education, careers, and business. Google has an initiative that they call grow with Google With Google, which is kind of a marketing campaign. Where Google is trying to help small businesses individuals etc. see that by using Google products — hether they’re paid products like the API is or more free like Gmail is and Google Docs. That you can advance your education. Careers and businesses and they have a number of success stories on their Web site. Probably a couple hundred. I’m thinking of organizations around the world that partner with Google that that really helps their students their customers etc. So he’s going to be talking about that for about 20 minutes or so. And then we immediately go into a panel discussion. Tarquin remains up on stage. He does the moderation. And we have four partners of Google who are then going to be basically doing Q and A back and forth with Tarquin. And if this is anything like conferences that we’ve had in the past like one last year that Intuit hosted — that was spectacular.

It will be incredibly interactive and engaging and you will have a ton of people that are attending who will just throw up their hand and say, “Well, that makes total sense. But let me tell you what my organization did”. I mean we’re going to have a room of 200 people who are all experts in there in their own right. And the vibe in the room is incredibly collaborative. Last year at Intuit there was just no holding back with people. You know, being unwilling to share with the person who was sitting next to them? People were there and, you know, yeah, hey maybe you and I are going after the same talent. But if I can make you stronger and you can make me stronger and we can do a better job for our employees our customers, everybody wins. There was no zero sum game in that room last year and I’m expecting the same this year. So, yeah, like Roopesh Nair who’s the CEO of Symphony Talent. He’s gonna be one of the panelists. And Jayne Kettles from gr8 People. Joe Essenfeld from Jibe. Justin Lumby from Talentnet. You know, these are all heads of their organizations. They’re all Google partners but much more importantly, these are four really smart people.

Peter — They sure are. It’s really funny I’ve been actually today I’ve been editing the panel discussion from TAtech that Alex Murphy did. And Jayne Kettles from gr8 People was part of that.

Steven — Yeah. And Alex is not signed up to be at our event, which is a shame because I’m a huge Alex Murphy fan back from the days when he was with what’s now Nexxt. But boy you talk about somebody who believes that life is not a zero sum game and Alex’s name is right at the top of that list. If he can find a way of helping you, he will. Whether he thinks you’re going to help him back or not it’s just instinctive.

Peter — It’s instinctive with him but because he’s like that.

Steven — I think people go out of their way to help him too.

Peter — So you had mentioned earlier that Alex Levitt’s book is going to be gifted to the attendees at this event. And Alex is actually going to be speaking at the event.

Steven — Yeah. So I’ve had the good fortune of knowing her for probably about a decade or so. She’s a real prolific writer written for a lot of newspapers and a lot of books. She’s on advisory boards and a consultant with Fortune 1,000. Every time I see that she’s a consultant with another company and other really big branding companies like, “Alex how do you find the time?” So she just came out a month ago with a new book called Humanity Works and I’m most of the way through it. It is definitely a goal of mine to be sure that I’m finished before I get out to San Francisco. Now, in the book, part of it’s about A.I. and its impact on the workplace. And part of it is just other types of technology. And she’s a very positive upbeat person but also a realist. It’s a very easy read. I’m really enjoying it. And I keep sort of stopping myself as I’m reading it and it’ll be somebody who’s sitting beside me it’ll be like, “Wow, did you know this?”

You know I’m kind of quoting from the book there aren’t too many books that I’ve ever read where I’ve done that. Another thing that Alex and I have in common is that she’s the Chair of the DeVry University Career Advisory Board, which is basically a think tank sponsored by DeVry University and I’m one of the board members on that. So, we get together along with the other dozen or so people every few months for a quarterly call where were we discuss research, providing guidance, etc.. And a lot of the research is geared to, well, really all the research is geared to improving the employment space. Helping employers better understand how to recruit and retain for example or helping candidates understand that it’s actually detrimental to apply to a lot of jobs and how many jobs should you be applying to? By the way, the answer is five. Which astounded me I never thought it would be that small. So, she’s going to be talking about how employers need to look at their workforce as more and more technology comes into play. And you know one of the interesting things to me about A.I. is that this is gonna be the first technology in the history of the human race to displace people who are at what’s called the top of the food chain. In the past all advancements in technology displaced the people with the least skill. A.I. displaces people with the most skill. And I don’t think that most people have really wrap their minds around that. And what kind of impact that’s going to have on society. Alex’s book really dives into that. It’s a fascinating read.

She’s got four panelists. Jennifer Sethre, who is the CEO of a company called Intry, which is a partner of College Recruiter and they do some amazing career assessment coaching resumé review type work. For candidates there’s an app and candidates can sign up for the app for real small fee and basically it takes what you’ve already done in your life and helps you better. Communicate that and figure out what job you should be applying to and how the results that we’ve seen from them are really great. Wahab Owolabi from Rubrik is a Recruiting Manager so that’s going to be great to have a talent acquisition leader there. Jared Bazzell from CDW. And I haven’t had the pleasure of meeting him in person yet but I just see his name everywhere. It’s like if there is an organization or association where talent acquisition leaders are, he’s on it. He’s either on it or is on it right now or probably will be on it again. He’s all for these people it’s like where do you play this guy.

Peter — And he focuses on campus recruiting right for you.

Steven – Yeah, exactly, yeah. And CDW hires probably thousands of students a year mostly for sales positions, I believe. And so, you know from a conversation that I had with him where I knew for sure he’s somebody that we really needed to have on this he was talking about how they’re using A.I. at CDW to improve their sales process. So. If you’re talking to a CDW sales rep or e-mailing back and forth, the artificial intelligence sales software that they use will recommend certain phrases or answers or build a proposal for you. And you’d think that that would take CDW from having, you know, I don’t know, a thousand salespeople or whatever it is that they have to one hundred. And he said the opposite has been true because now they were able with — my words not his — but now they were able to get really great, well-designed, proposals back to clients in minutes rather than days. We have a lot more customers. We’re selling a lot more. And so that leads to the need for more salespeople. So you know technology done right increases the number of jobs. Talking about artificial intelligence what it’s doing is taken away the grunt work in recruiting and talent acquisition and sales…the stuff that you don’t want to do anyway.

Peter — Right right right.

Steven Like, a great example of that is well the next person who is on that panel. Doug Berg from ZAPinfo. So I’ve known him for probably 15 years. Talk about grunt work. So ZAPinfo is a tool that basically I use multiple times a day to go to LinkedIn, Twitter, whatever. It’s like, hey, here’s somebody I’m connected with. You click a couple buttons. And it grabs all their contact information not just from the site that you’re on but from across the web. It might guess that their email address just using the format that that employer uses. And then I can paste that into Salesforce. So if I’m talking to a potential customer and I see their name on some conference Web site, I can use app info to get all their contact information and drop it into Salesforce with just a couple clicks. And the accuracy is phenomenal. So I don’t know how Doug does it but he just keeps coming up with product after product that that just make a ton of sense….

Peter — And a ton of money.

Steven — Yeah he was one of the founders of Jobs2web. And certainly if you talk about successful exits that would that would that would be a good example.

Peter — All right. So your closing keynote. John Sumser.

Steven — So John Sumser is coming, ponytail and all.

Peter — Yeah. A legend.

Steven – Yeah, but you know one of the things that will be interesting is that John’s wife and definitely better half Heather Bussing is going to be there. And she’s one of his panelists so that should be really interesting. Yes. So if anybody knows John and appreciates John then she will. They will definitely realize you know who the better of the two in that relationship are. Heather is. She’s just phenomenal. Even though she’s a lawyer. So we have to add that that caveat to it. But you know we think we can forgive her for that. Yeah. And Richard Rosenow, who’s a workplace planning analyst on Facebook. He is going to be on that panel. Be interesting to have

somebody from Facebook in the same room, you know, as the Google folks. Those two organizations compete.

Peter — Yeah right.

Steven — And then you probably know Derek Zeller who’s, you know, head of recruiting for ENGAGE Talent. He’s another prolific writer. He’s all over ERE. He’s going to be on that panel and they use A.I. in their recruiting functions. And he’s one of those people who spent a lot of time thinking about, “Where do I need to have my organization five years from now in order for us not just to survive but to thrive?”And then what does that mean that I need to be doing today. He’s one of those people.

And then one of my favorite people in the world of college recruiting is Jeff Dunn of Intel. And we’re fortunate to have him on our Board of Content Experts too. So we regularly go to him and other members of that for advice, quotes, whatever. He is another person who’s always looking for ways to give back.

Peter — Awesome. I think this gonna be really fascinating.

Steven — Really fascinating. Yeah. You know the biggest fear that I’ve got Peter is the time crunch so it starts at 9:30. And we’re going to be done at 2:30.

We’ve got 12 panelists. Three experts and then a few other people that will be up on stage now and then saying, you know, welcome, thank you. Now go for lunch. Not that type of thing. I have no idea how we’re going to get in nearly enough of the content in that period of time. I think it’s going to be one of those events where it’s going to be, like, turn on the firehose and there’s just going to be a phenomenal amount of great information share.

Steven — Yeah. I agree. Is there any space left?

Steven – Yeah, I checked just before we started to record this podcast and so as of late Friday afternoon November 30th, there are 10 tickets available. I’ll give you the URL If anybody wants. It’s Tickets are free. We use Eventbrite for ticketing. And if you’re not able to attend in person, pretty much the same URL except it’s

Peter — Ok and I will put those links and notes of our podcast as well.

Steven — Yeah. Great. Note no registration for the livestream is required and it’s going to be live streamed on YouTube. So. If your work computer can’t show you that video then you need to find a new job.

Peter — The tickets are free but they are for a specific type of individual.

Steven — Yes. So in order to attend we have we have a limited number of students coming. I think it’s something like 15-20 students. Which will be nice to get their perspective. But otherwise everybody is going to be in talent acquisition or human resources. Or work for an employment advertising agency. That way we can we keep the conversation helpful and collegial and we don’t have to worry about vendors pitching, “Hey, come to my campus and recruit my students because they’re the best thing since sliced bread”. Most career service office people don’t do that but some do. So from this event, weird, we’re declining to have them there.

Peter — Well I am certainly looking forward to being there. Yeah. And I think this is gonna be fantastic. Looking definitely looking forward to it.

Steven — I was thrilled that AllyO was able to find the budget in their marketing budget late in the year to sponsor this but boy to their credit where the opportunity presented itself to them they just did everything they could to make it happen as quickly as possible. I think that they could see the value. Not just for themselves in terms of like a marketing perspective. But I think that they could say could see their value just for the industry as a whole and that this was something that they really wanted to support. However they could. And they did.

Peter — Fantastic. Well again Steven thank you very much for taking time to speak with me this afternoon and I will be seeing you soon.

Steven — Absolutely. Travel safely, my friend.

Peter — That’s our show. You’ll find links to register to the workshop at Google on Steven’s show page in the innovation channel of While there, please sign up for a free newsletter you can subscribe to total picture on iTunes, Google’s new podcast app Google Play, tune in overcast Stitcher or your favorite pod catching service and join the conversation on our Total Picture Radio Facebook group.

You’ll find me on Twitter @PeterClayton connect with Steven and Steven Rothberg that’s S T E V E N and R O T H B E R G.

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