Yello.co

We're excited to be attending the 2024 Grace Hopper Celebration next week in Philly! We're looking forward to seeing you there and if you see our team, please say hello. #GHC2024

Connecting with Gen Z as an employer isn’t just about choosing the right distribution channels — it’s about effectively positioning your company and sharing content that resonates. Candidates want employers to share content that is authentic and relatable. Content could include showing what it's like to work at your company, what employee resource groups you have, or stories from your employees about their career journey. Gen Z candidates look for transparency and want to see what your company is really about. When creating content to engage with Gen Z, don't try to sell them on your company. Instead, showcase your employees and culture so that they can picture what it would look like for them to work at your organization. If the content feels forced or inauthentic, it won’t resonate and could damage your brand perception among candidates. TLDR: Engaging with Gen Z candidates is less about which channels you use and more about making sure your company is positioned as a place that gets Gen Z — by creating content that speaks to them, gives them a clear picture of your culture, and invites them to engage in a meaningful way.

Meeting hundreds of candidates, capturing their info, and evaluating potential hires is all part of the job for recruiters during campus events. With the high volume of candidates each recruiter is meeting at any given event, it's hard to evaluate each one. A lacking evaluation process leads to slower hiring and candidates falling through the cracks. Yello customers use our candidate evaluations tool to make faster hiring decisions and beat the competition to top talent by quickly advancing candidates through their hiring process. They’re able to identify top candidates early on and deliver automated feedback to candidates that aren’t a good fit, ensuring a positive experience for every candidate. If a candidate is a good fit, they can schedule interviews then and there, or allow the candidate to self schedule. See how Yello customers are using candidate evaluations to improve their hiring process at events: https://lnkd.in/eCPpYZHV

We're excited to attend the National Black MBA Association Conference today and tomorrow in Washington, D.C.! If you're here, stop by our booth (4126) and say hi 👋 #NBMBAA46 #Affirm24

Federal agencies looking to hire Gen Z need to position themselves as an employer of choice and proactively engage with candidates to build awareness and trust. One way to effectively position your agency is by highlighting what sets you apart from other employers. This could be: - The unique experiences only your agency offers - Perks like student loan repayment programs - Clear opportunities for career progression While positioning is important, you also need to engage with candidates to build familiarity with your agency and opportunities. Having the right technology makes it possible to proactively engage and hire top talent at scale by: - Expanding your sourcing reach - Reducing administrative work - Automating parts of your recruitment process, including candidate engagement We put together an in-depth guide to help federal agencies modernize their recruitment strategy to attract top Gen Z talent. Check it out here: https://lnkd.in/evQBgGwE

We’re hitting the road! If you’re attending any of these events this fall, find our team and say hi 👋 We’d love to see you.

🎉 Happy Global TA Day! Today, we celebrate the incredible talent acquisition professionals who drive the growth and success of organizations worldwide. We're so glad we get to work with many amazing talent acquisition professionals every day, and are especially thankful for Emily Collins, MSIR, PHR, SHRM-CP who leads talent acquisition at Yello. Thank you to all of the TA professionals for everything you do! #GlobalTADay ATAP - Association of Talent Acquisition Professionals

Are you still scheduling interviews manually? It might be hurting your chances of securing top talent. Manually scheduling interviews costs your team unnecessary time and puts you at-risk to lose top candidates to competitors who move faster. With Yello, your team can send on the spot interview invitations and even allow candidates to self-schedule, quickly moving them through your hiring funnel. Not only does this reduce your time to hire, it also provides a more personalized candidate experience and increases interview attendance rates. Our event-based scheduling solution makes it easy for your team to go from your event booth to the interview hall by scheduling candidates in real-time through the Yello Pro mobile app. Some recruiters still schedule interviews manually. The rest use Yello.

Federal agencies are in a unique position to engage with Gen Z talent and attract the next generation of top candidates. To stand out as an employer of choice, it's crucial to understand what drives Gen Z in their career decisions — including their values, priorities, and preferences. By leaning into what Gen Z values, you can build your agency's employer brand, build trust and relationships with candidates, and proactively build a talent pipeline for the future. Here are a few things to consider as you position and market your agency to attract Gen Z candidates: 1. Lean into what sets your agency apart from the private sector by highlighting the unique experiences, projects, and learning opportunities that only you can offer. These exclusive experiences are a strong selling point for early career candidates who are eager to acquire specialized skills and work on meaningful projects. 2. Highlight the benefits of working at your agency, including opportunities for career progression, job security, and perks such as continued education opportunities or student loan repayment programs. Make sure these initiatives are evident in your candidate marketing to build awareness. 3. Proactively engage with candidates to build awareness of your agency and openings, drive application volume, and establish trust. You can do this through in-person and virtual events, social media, and candidate email campaigns. We recently spoke with leaders from two federal agencies about the potential that technology holds for the future of federal workforce recruitment. Watch their discussion (linked below) to see how they are using technology to modernize their recruitment processes to attract the next generation of talent. https://lnkd.in/gRpSSCzJ

Email campaigns are an effective and easy way to engage candidates before, during, and after your events this fall. Regardless of whether the events are in-person or virtual, you can leverage event-based campaigns to: 1. Share information about your upcoming events including dates, times, and locations 2. Encourage candidates to register 3. Remind candidates of each event and encourage them to visit your booth 4. Follow-up with candidates afterwards to share additional information and resources Pictured below is one of several sample emails from a guide we put together to help you send effective candidate email campaigns this fall. The guide also includes: - Campaign best practices - Customizable HTML templates - Sample ChatGPT prompts to help you create your own email templates - Email examples (including candidate marketing, interview scheduling, and events) Link to download below.