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🎉 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.

WayUp recently announced the 2024 Top 100 Interns List! Huge congratulations to all of the amazing interns that made the list this year and thank you to the hundreds of interns who submitted a nomination 👏 See who made the list: https://lnkd.in/ef6eZQkr

Building a strong employer brand is a major focus for many campus teams heading into busy season. In the 2024 State of Campus Recruiting Report, 89% of respondents said that brand building was a somewhat or very important factor when determining where they spend their budget and which campuses they attend. 55% of respondents also stated that they attended events last fall where their primary goal was brand building. While the importance of employer branding is widely acknowledged, many organizations struggle with practical implementation. Employers who get it right can distinguish themselves from competitors, attract top-tier talent, and foster meaningful connections with Gen Z candidates. There are tons of ways to build your employer brand, including in-person and virtual events, social media, and candidate email campaigns. Check out the following resources from our Fall Prep Library if you want to learn more about strengthening your employer brand this fall: 1. 2024 State of Campus Recruiting Report 2. Engaging with Gen Z Candidates Through Social Media 3. From Email to Employee: Engaging with Early Talent Candidates Through Email https://lnkd.in/gVZfcM6f

Congratulations to the Top 100 Interns of 2024!

Federal News Network shared an article summarizing the guidance that the Office of Management and Budget and the Office of Personnel Management published yesterday. "OMB and OPM leaders said the new guidance is a call to action asking agencies to look at ways to reduce unnecessary burdens and time spent during the recruitment process. By using the right tools and strategies, OMB and OPM said agencies should be able to move in a positive direction." - Drew Friedman, FNN Read the full article here: https://lnkd.in/eJ5eNSf9 We work with 50+ federal agencies as their secure solution to reduce time-to-hire, provide a better candidate experience, and better compete with the private sector for top candidates. See how you can partner with us to modernize your recruiting process to support these efforts: https://lnkd.in/gE8PJsKx

If you're a campus recruiter that's: - struggling to pay to recruit on campus - facing huge price increases on your tech stack every year - being forced into a premium model to recruit the same talent There's a better way. We have end-to-end solutions with access to millions of candidates at 7,000+ colleges & universities who are looking to work for companies like yours every day. Some HR teams get overcharged for campus recruiting solutions. The rest use Yello.

Tomorrow is the last day to submit nominations and cast votes for the Top 100 Interns List! Checkout the post below for all of the details 👇