Most high-volume hiring teams are drowning in applicants while only speaking with a fraction of them.

The math is brutal. A recruiter can spend 5–10 minutes reviewing a resume, 15–30 minutes conducting a phone screen, and another 10–15 minutes documenting feedback. Multiply that by hundreds of applicants and most teams simply run out of time before they run out of candidates.

The result? Qualified applicants never get contacted, recruiter workloads become unsustainable, and hiring managers wait longer for talent.

In this session, Matt Spear, Director of Talent Acquisition at Novant Health, will share how his team approached screening differently and what happened when candidates could complete interviews on their own schedule.

We'll discuss:

• Why most recruiting teams can only engage a small percentage of applicants
• Where recruiter time is actually spent during the screening process
• What changes when every candidate has an opportunity to interview
• Lessons learned from deploying AI screening in a high-volume environment
• The metrics talent leaders should use to measure hiring coverage, speed, and efficiency