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PandoLogic COVID-19 Talent Acquisition Grant

PandoLogic COVID-19 Talent Acquisition Grant

From go.pandologic.com:

As many in our Talent Acquisition community face unprecedented difficulty in hiring and as supply chains across industries are pushed to their limits, the PandoLogic team remains dedicated to helping employers intelligently source and hire their best candidates.

We’ve seen the strain this pandemic has caused both in our personal lives as well as professional. To help do our part, PandoLogic has established a fund up to $150,000 to be applied as grants to any qualified organization that urgently requires a boost to their workforce in support of fighting COVID-19. This grant will cover the cost of a recruitment advertising campaign while also delivering the most up-to-date data on the changing and dynamic talent demand, the latest cost per hire, the best sources for talent and the most effective way to campaign for the needed talent in this unprecedented market.

This grant is ideal for companies looking to immediately hire employees to serve our communities during this COVID-19 crisis.

To submit a request for funds, please fill out the form here.

DISCLAIMER:
Only companies that are currently experiencing an influx of hiring needs due to the COVID-19 crisis will be considered. 

View more resources for the COVID-19 crisis here.

eTeki Gives Hiring Teams Global Access to Technical Interview Tools

eTeki Gives Hiring Teams Global Access to Technical Interview Tools

From eTeki.com:

As technical hiring teams across the globe adjust to a work from home given COVID-19 and face the reality that recruiting and screening for critical roles still need to be filled despite economic uncertainty, eTeki’s launching a new 100% FREE resource to aid with interviews for IT roles at https://resources.eteki.com/video

Beginning March 20, 2020, any IT recruiter or hiring manager can register to get started with creating secure, unique video URLs for each candidate they need to meet with and use eTeki’s video interviewing environment to evaluate coding capabilities, converse over a whiteboard, or share screen to review past project examples.

“eTeki is happy to help during the COVID-19 pandemic and open up our established video interviewing tool for IT staffing firms and corporate technical recruiters to prescreen candidates, as well as the hiring managers they serve conduct virtual technical interviews.” said Bala Nemani, Founder.

eTeki Video Communicator, used by Tech Interview Experts (TechIEs) from 80 different countries when providing their subject matter expertise to hiring teams in North America, Europe, Asia & the Middle East, is an established technical interview environment. The network of TechIEs who’ve used it over the past four years leveraged it to extend a hiring team’s capacity to validate IT skill competency and experience thus removing the guesswork by recruiters of who to submit to the hiring manager, strengthening relationships between account managers and hiring managers through buy-in for candidate profile integrity and speeding up hiring decisions and start dates with validated and independently assessed candidates.

The individuals and companies wanting to use Video Communicator as a standalone free product can directly register at https://resources.eteki.com/videoand begin interacting with candidates immediately.  Any technical hiring team interested in eTeki’s Technical Interviews-as-a-Service subscription service can contact [email protected] for more information.

About eTeki
eTeki, an on-demand technical interviewing platform, addresses the challenges of technical screening and IT talent acquisition. If you need to screen large numbers of technical talent quickly or you lack access to technical experts in-house, we can help. Our services include Video Communicator, a technical video interviewing platform, an Interviews-as-a-Sevice platform  powered by a network of trained and certified IT specialists across technologies offering services to assess each candidate’s technical skills in real time, and a Resource Center with blogs, podcasts, ebooks, and recorded webinars for technical hiring teams. Our mission is to help every organization, big or small, hire top notch technical talent. Checkout us out online at www.eTeki.com

Learn more at eTeki.com, or visit this link to register.

eTeki Gives Hiring Teams Globally Access to Technical Interview Tools

View more resources for the COVID-19 crisis here.

Together, We Can Beat This: Indeed Responds to COVID-19

Together, We Can Beat This: Indeed Responds to COVID-19

Article originally posted on blog.indeed.com:

A challenge like the coronavirus is unprecedented in modern times. Who would have thought even two weeks ago that we would all be where we are now, with borders closed, city centers in lockdown, and many people facing uncertainty over their jobs and businesses?

Things are changing by the minute, and how long the situation will continue, we don’t know. The daily norms of business, government, and education are all being disrupted; there are no precedents or models on which to base decisions. And as the coronavirus spreads, it presents challenges for everyone.

Clearly, it’s only together, as a community, that we will be able to find solutions and fight it effectively. In this post, I’m going to share some of the steps we’ve taken at Indeed, and how we can learn from each other as we make the decisions needed to keep life and work moving as we negotiate this pandemic. More than ever, everyone’s contribution matters.

Moving to 100% remote work

We first took steps on February 7th, within several hours of learning that an employee in Singapore was notified that someone in his family might have been exposed to the coronavirus. Out of an abundance of caution, we closed our two Singapore offices and asked all Singapore-based employees to work from home until the 24th. We also shared information about symptoms to look out for and established an email address for communications.

As the situation evolved, so did our response. Knowing that we’re a global company and the risk of COVID-19 exposure only grows as people move from office to office, we at first asked specific employees to work from home, put limitations on business travel, and canceled all near-term Indeed-hosted events, then instructed employees in Sydney and Dublin to work from home. By March 3, when the coronavirus had begun to spread across the globe, we took a big step. We emailed all 10,000 employees and told them to work from home.

It was a difficult decision to make. We had no confirmed cases of COVID-19 among employees and recognized that it would be challenging to many teams and individuals who were not accustomed to working from home. It also required us to make quick yet complex decisions so that we could continue to conduct our business, and support job seekers and employers alike.

Yet we believed that it was the right thing to do; the safety and health of our employees was the driving factor in all the decisions we made about COVID-19. And since then, many other companies have joined us in having their employees work from home. In fact, more people are working remotely this week than they ever have before. Together, we are conducting a grand experiment in how to make this work on an enormous scale.

How we’re supporting employees during this period 

Like everybody else, we are still learning how to do business in this new environment. Immediately we found ourselves faced with finding solutions to questions we had never considered before; such as how to change our IT support services from a largely in-person service to a completely virtual system overnight? How to make sure we had the infrastructure in place required to support the increase in virtual meetings? And then there were other questions of an incredibly simple but important nature, such as, who will pick up the mail while we’re out?

Meanwhile we have put in place key practices to support our workforce. These include providing ongoing, open and transparent email updates on COVID-19 and supplying employees with access to our Employee Assistance Program should they feel anxious or isolated and need to talk to someone about their experience. Recently we have also started to offer reimbursable expenses for employees to use to create a comfortable work from home space.

As we navigate these challenges, Indeed will be sharing resources across our channels to help job seekers find work and employers to keep hiring. We have already launched a resource for job seekers, and we will be sharing many more resources and updates from our own experience in the hope that it can be helpful to other firms. Sure, we’ll make mistakes along the way but the crucial thing is that we learn from them, and at a time like this, we can all learn from each other.

Read the full article on blog.indeed.com:

indeed beat covid-19

View additional resources for the COVID-19 crisis.

 

SHL Virtual Solutions for the New Global Business Reality

Virtual Solutions for the New Global Business Reality

SHL is offering access to their entire Virtual Solutions suite during the COVID-19 crisis.

From shl.com

Highly Effective, Flexible and Made for Today’s World

Unlock your people’s potential with our innovative Virtual Solutions suite, optimized for our new reality where face-to-face is no longer an option. Our portfolio of products including video and coding interviews, and our virtual assessment and development center platform allow businesses to stay connected throughout their Talent Acquisition and Talent Management programs.

We are partnering with and supporting our customers and talent professionals worldwide during the COVID-19 pandemic.

Our entire Virtual Solutions suite will be available at no charge during this difficult time.

We hope that this offering provides an experience that you, your organization and your candidates will find powerful and productive.

For more information, follow the link below to SHL.com:

Virtual Solutions for the New Global Business Reality

View more resources for the COVID-19 crisis here.

GR8 People: Free Virtual Recruiting Event Management Solution

GR8 People: Free Virtual Recruiting Event Management Solution

From gr8people.com

In response to the impact of the coronavirus on talent acquisition, GR8 People is offering access to its Campus & Event Recruiting tools at no cost or obligation through June 30, 2020.

These tools allow talent acquisition teams to manage event details, registration and pre- and post-marketing efforts to ensure the most effective virtual recruiting event outcomes. TA can use these tools along with their preferred webinar/web conferencing tool to:

  • Market upcoming events to target candidates
  • Create a branded landing page for each event
  • Automate communications for registration and reminders
  • Pre-screen attendees to move them through the pipeline more quickly
  • Invite select attendees to self-schedule a call with a recruiter
  • Engage talent with post-event communications
  • Easily access reports with counts, candidate flow and recruiting activity

In addition, you will have an assigned customer success representative for training and deployment. This includes the production of an initial landing page template and assets for your first event, which becomes a reusable model you can apply to all subsequent virtual recruiting events.

Please complete the form at their site to connect with a GR8 People team member and schedule your Campus & Event Recruiting tools demo.

gr8people

 

View more resources for the COVID-19 crisis here.

Indeed: How to Support a Work from Home Team

Indeed: Remote Work Resource Roundup: How to Support a Work-from-Home Team

This article originally published on indeed.com:

At Indeed, we are here to help as we navigate the impacts of the coronavirus crisis together. We are compiling resources to help employers adapt to a new work environment and keep their staff and businesses healthy during this uncertain time. Our COVID-19 Employer Resources page is now live — don’t forget to bookmark it as we will be adding more useful tips and advice on a regular basis.

Many employers have shifted their staff to remote work in response to the COVID-19 outbreak to keep employees safe and healthy. While digital connectivity has made working from home more prevalent than ever, the speed and scale at which entire companies have converted to remote work is unprecedented — and for many employers, workers and job seekers, it’s unfamiliar territory.

Remote Work Resources for Employers

If you’re an employer looking to set your remote workplace up for success, here are some resources you can use:

Setting Remote Workers Up for Success – Working from home has been shown to boost productivity with the right strategies and support systems in place. Among these, communication is key. Establish clear and consistent channels, such as video conferencing, chat and phone calls; this helps build trust, set expectations and make the transition to remote work easier. Read the full post to learn how to get the most out of your remote team.

5 Tips to Include Remote Employees – Making employees feel connected in a remote-work setting can be challenging. Establishing strong relationships, even virtually, will help bridge this gap and increase the well-being of your remote team, which is more important than ever during this volatile time. Create online opportunities for your team to socialize, making sure to celebrate team wins and recognize individual contributions during virtual meetings. Read on for more ways to ensure that remote employees feel included.

5 Time Management Strategies to Fine-Tune Your Focus – Working from home can be overwhelming under normal circumstances. This can feel especially magnified in today’s charged environment, with roommates, partners and children all working or learning under the same roof. Help employees balance their work time and schedule their days around home life distractions by sharing these best time-management practices, such as avoiding multitasking and prioritizing your to-do list.

E-book: Navigating Hiring and Managing a Remote Workforce – Did you know that the average real-estate savings for employers with full-time, remote workers is $10,000 per employee each year? For a comprehensive overview of the benefits and challenges of remote work, as well as strategies for supporting your remote team, refer to this e-book. With the right tools and leadership, employers can create a productive and thriving remote workplace — and, most importantly, keep their teams safe and healthy.

Remote Work Resources for Job Seekers

Of course, the transition to remote work is also having a profound impact on how job seekers search, apply and interview for jobs, as well as the type of work that’s available. Job seekers can use our resources to get advice on how to find remote work fast, explore work-from-home jobs that pay well and find ways to stay productive when working from home.

Want to know more? For more information on remote work and other coronavirus-related resources, visit Indeed’s Coronavirus Job Resources page.

And don’t miss the Indeed Job Cast on March 31, 2020, for more information on how to find work quickly, use advanced search methods to find work-from-home jobs and impress employers in a remote interview setting.

Read the full article with the resource list on indeed.com

indeed work home

View more resources for the COVID-19 crisis here.

Looking for a job has changed forever – here’s why

Looking for a job has changed forever – Here’s why.

Article originally posted on ere.net.

The Top 10 Job Search Changes That You Need to Prepare For

1. You will have to wait longer to get a job. 

With few job openings at most companies due to shutdowns, recruiters will be let go, so there will be fewer recruiters to handle applicants. And with nearly 1 in 5 typical workers facing reduced hours or lost jobs, the volume of applications may literally double. Taken together, this means that it will take weeks longer for a company to make hiring decisions. Therefore, you will have to be in a stronger economic position to be able to hold out until you receive a great next job. Of course, in some, especially troubled, industries, like the airlines, it may be years before there is a realistic chance for a person from outside the industry to get in.

2. Your resume will have to be customized and perfect. 

With as many as 300 applicants per open job, the competition will be intense. “The passing score” of the resume screening software will be set extremely high. If you submit a resume with a single flaw, your chances are zero. Your chances will also be extremely low if you submit a “one-size-fits-all” broad or non-customized resume. The fact of the matter is that applicants smart enough to submit resumes that are customized and fit the job like a glove will receive a much higher resume ranking. Customization will mean that resumes contain more of the right keywords and have skills drawn directly from the company’s job description. If your resume does make it to a human recruiter, be aware that due to the volume of the resumes that they received, recruiters will be looking for even the smallest excuse to reject you. A single format error, typo, or grammar error will mean that your resume will be instantly rejected. You will never know that your rejection had nothing to do with your qualifications. This means that you must literally customize as much as 20% of your resume to the specific job. Also, you will need to have “an English major” to find every minuscule error in the document.

3. You will need to excel at video interviews.

Transportation issues, as well as so many people in the recruiting process working at home, mean that remote video interviews will become standard. They are new to most, and they are not intuitive. Most candidates simply won’t do well during their video interview. To improve your chances, you will have to spend hours preparing, including learning the functionality of the many technology variations. Candidates will also have to be aware of the bad interview ratings that can be caused by inadequate lighting, posture, microphones, and numerous background visibility issues.

4. You will need to be prepared for automated interviews.

The sudden increase in the applicant per recruiter ratio will likely also mean that more firms will require candidates to go to at least one automated interview. The questions are asked by a software package or a chatbot. Under this format, the content of your interview answers will become much more critical. Under this technology, the impact of your smile, voice inflection, or personality is greatly reduced. Many will also find that it is hard to show excitement when there is no human on the other end of the interview questions.

5. You need a memorable competitive advantage to stand out.

I find that only recruiters know this, but applicants should also be aware that with such a high volume of resumes and interviewees for a single job, even the best and the most qualified candidates are hard to remember. Not being remembered will be detrimental to your chances of moving on to the next step. The secret to being remembered is to do something that makes you stand out. Don’t do anything crazy with the format in your resume but instead include powerful content that others omit. For example, quantify the business impacts of your key accomplishments in dollars. Or include a powerful executive or customer quote that makes the reader think wow. Making it clear that you have been promoted rapidly also makes you memorable.

Shifting to interviews, candidates need to realize that after perhaps dozens of interviews, it’s not your clothes or your smile that hiring managers will positively remember. Instead, the single memory is likely to be that powerful story you told about one of your wow accomplishments. If you want to be remembered, sculpt your resume and practice your interview answers until they contain one or more things that everyone consistently remembers.

For the full list, read the full article below on ere.net:

Looking for a Job Has Changed Forever — and Here’s Why

For more on this topic, view other articles and resources related to the COVID-19 crisis here.

8 Helpful Resources for Virtual Recruiting During COVID-19

8 Helpful Resources for Virtual Recruiting During COVID-19

COVID-19 presents an unprecedented challenge for recruiting teams across the globe. Here are some helpful tips for adapting virtual hiring practices to keep your recruiting funnel moving during this uncertain time.

Businesses around the world are facing an unprecedented challenge in the midst of the COVID-19 outbreak. Organizations are working hard to protect their staff, employees are adjusting to working from home while dealing with school closures and cancelled events, and job seekers wonder if they’ll be able to find a new position.

First and foremost, the team at Yello hopes that you remain healthy, and are taking all of the recommended steps to keep yourself, your employees and job seekers safe. We’re here to help, and our team is on call if you’re looking for guidance while transitioning to a “socially distant” recruiting model.

We’ve also compiled a list of resources and best practices for virtual recruiting, all in one place:

Recruitment in the age of COVID-19

HR managers are scrambling to adjust recruitment strategies in the wake of this outbreak. Fortunately, technology is available to help minimize exposure while still producing quality hires. The time is now to move to a virtual recruitment plan — one that protects both employees and candidates, and eliminates risk while continuing to drive hiring efforts.

Video interview software has never been more necessary. Even beyond the recent pressing need to go virtual, video interviewing is on the rise — both on campus and off. While half of companies surveyed by Aptitude Research revealed they were in the early stages of digital transformation, their data suggests that those with a digital transformation strategy were twice as likely to improve quality of hire, and three times more likely to improve candidate experience. NACE data reveals that 16% of employers rely on video interviews for initial screening.  For organizations previously considering a move to digital recruitment, now is the time to transform in order to meet recruiter and job seeker needs and minimize risk.

Video interview software can help:

  • Increase staff productivity with flexible interviews that let staff get more done
  • Conduct interviews from anywhere, avoiding delays and scheduling conflicts
  • Connect in seconds, with no add-ons or training required

Resources to help recruiting teams during COVID-19

1. Why Video Interviewing Software Is a Must-Have for Recruitment Teams in 2020

The same old interviewing habits induce the same old interviewing headaches. Here are 11 ways video interview software can relieve your pain and improve your process.

2. Top 6 Benefits of Video Interviewing

Incorporating video interviewing into your talent acquisition department’s toolkit can save your team hours of candidate sourcing and phone screens and reduce the risk of losing top talent to quicker moving companies. Learn more about the benefits of video interviewing.

3. University Recruiting in the Age of Coronavirus

What does this outbreak mean for university recruiting leaders, and how is it impacting the entry-level job market? Here are three observations from Ivy Research Council on the topic.

4. How to Prepare for Video Interviews

Getting ready for a video interview takes as much preparation as a live meeting. Here’s what you can do to look and sound your best in a video interview.

5. How HR Leaders are Preparing for the Coronavirus

From preparing for remote work to publishing detailed communications plans, there’s a lot for HR leaders to think about when it comes to COVID-19’s impact on the workplace. Fast Company shares how today’s top brands are preparing.

6. 8 Questions Employers Should Ask About Coronavirus

What are the biggest things HR teams should consider when deciding how to address Coronavirus in the office? Harvard Business Review has a full list of questions you should be asking.

7. Coronavirus HR Comms & Resources Guide

This crowdsourced collection of resources for HR and business leaders helps inform and support Coronavirus response plans. Find a curated collection of public Coronavirus response communications, templates, news, and more.

8. A Guide to Managing Remote Teams

What do remote teams do differently? Which tools help with productivity? How should leadership communicate with a 100% remote team? Claire Lew of Know Your Team has the answers.

As you continue to adjust to the new normal, we hope these resources will help guide you and your recruiting teams for the weeks ahead. Be well!

Read the full article on yello.co

https://yello.co/blog/virtual-recruiting-resources-coronavirus/

View more resources for the COVID-19 crisis here.

Zoom Offers Free Training to Help Remote Teams Communicate

Zoom Offers Free Training to Help Remote Teams Communicate

Article originally published at blog.zoom.us:

One of Zoom’s core values is “Delivering Happiness” to all of our customers. The Zoom Training Team is on a daily mission to provide that happiness, and doing so means enabling their everyday business success.

One goal that our customers continuously voice when they start using Zoom is that they want to be able to continue concentrating on their daily professional tasks while confidently using Zoom to its full potential. Whether it is talking to business partners via Zoom Meetings, using a Zoom Room, or conducting important online events using Zoom Video Webinars, our customers want to focus on their core tasks without having to worry about operating the technology.

The good news is, the Zoom Training Team is here to help! While Zoom is easy to use and intuitive for many users, our experts host free and interactive live training webinars daily to help you get the most out of the Zoom platform (and in less than an hour).

Here are some of the ways to quickly learn Zoom and start meeting like a pro in no time.

30+ free sessions every week

One of the phrases we hear time and time again from customer feedback is, “It just works!” And we want every one of our customers to echo that sentiment.

The Zoom Training Team excels at helping customers use the full spectrum of Zoom features and empowers them to confidently overcome any communications hurdle to ensure Zoom always works for them.

That’s why we offer more than 30 free training sessions every week, including:

We also host monthly Zoom Ask Me Anything sessions, where our experts conduct an interactive 60-minute training that is 100% focused on addressing YOUR Zoom questions.

Zoom training, no matter where you are

Zoom users span the entire globe, and we’ve expanded our training sessions to accommodate various regions and time zones. So no matter where you are, we can provide sessions that fit your schedule. Training sessions are currently available in:

  • The United States
  • Canada
  • Europe
  • The Middle East
  • Asia Pacific

While training sessions are available in English and German already, we are also working on making them available in other languages. We plan to add sessions in French and Spanish next.

For the full article, visit the link below at blog.zoom.us

https://blog.zoom.us/wordpress/2020/03/11/free-zoom-training-customer-training-success/

View more resources for the COVID-19 crisis.

Sell From Home: Free Tools to Help You During the COVID-19 Crisis (Autoklose)

Autoklose, makers of a sales engagement platform, has put together a list of helpful sales and communication tools that are either free or discounted during the COVID-19 crisis. This includes free 1:1 sales coaching with their experts. Additionally, they are offering a postponed subscription on their platform, depending on your use case.

Article originally posted on autoklose.com:

Sell From Home: Free Tools to Help You During the COVID-19 Crisis

Sharing is caring.

That’s why a number of software vendors decided to help businesses and their employees settle into this new work-from-home routine more easily and seamlessly.

Apart from the fact that this vicious virus has hit the global economy hard, it also affects our productivity. It’s not easy to focus on your daily tasks when you’re surrounded by panic and fear.

And as freelancers and contractors know, there’s another underlying aspect of remote work that can take a toll on your productivity – it’s hard to motivate and organize yourself, especially when you’re only starting out with such a working arrangement.

In order to help you to find your feet in these new, unusual circumstances, we decided to put together a list of useful free and discounted tools and resources that can come in handy when you work from home.

Autoklose 

Category: Sales engagement platform

Offer: Free 1:1 sales coaching with C-level experts every Wednesday and Thursday

People are at home. Sales reps and business owners now more than ever need to utilize direct dials and email as outreach channels. Autoklose is a sales automation platform suitable for streamlining sales outreach. Thanks to our DataUnlimited feature, it’s possible to do prospecting from your home office. Since the outbound approach, which is extremely effective for situations like these when numerous events are canceled, needs to be planned and mapped out carefully, free sales coaching sessions can help you find your way out of the existing sales slump.

P.S. Our sales executives are ready to postpone your subscription and give you FREE access to Autoklose based on your use case, so book a demo call now.

Read the full article with other resources on Autoklose.com

https://autoklose.com/sell-from-home-free-tools/?ct=t(EMAIL_CAMPAIGN_9_16_2019_22_32_COPY_01)

View more resources for the COVID-19 crisis

The Ultimate Email Validation Cheat Sheet for Recruiters

cheat sheet

 

Verify before you hit send! Don’t know how? Keep reading.

 

Even with all the social media tools available, recruiters usually opt to send an email as their first method of contact.

With all of the Chrome Extensions available, finding an email is relatively easy. But validating emails is not a step most recruiters take. And unfortunately, without validation, you will never know if a candidate is not responding because they are not interested, or if they just never got the email.

Let’s start with finding emails. We’ll use John Smith as our test candidate.

You have identified the perfect candidate, John Smith, on LinkedIn. You have his bio and name for the companies he has worked for, but what you don’t have is his email address. So, how do you find out what his work email is? Here is one way to search for a valid email address.

 

1 – Find the Company Domain Name

A company’s name is not always their domain name. For example, American Airlines’ domain name is “AA.com.”

Another point to consider is that not every company is a .com. There are .IO or .CO or .Org. So your first step is to identify the proper domain name. Fortunately, most companies on LinkedIn will have a profile page identifying their domain name.

Another great way to find this out is to use Blockspring. This is a data services company that connects spreadsheets to any web service. There is a Blockspring template you can use that, once populated with company names, will automatically search for company pages and domain names. Click here to try it for yourself.

 

2 – Find the Correct Email Structure

The most common email structures are:

  • firstinitiallastname@company.com
  • firstname.lastname@company.com
  • firstnamelastname@company.com
  • lastname@company.com
  • firstname_lastname@company.com
  • firstinitial_lastname@company.com
  • firstnamelastinitial@company.com
  • firstname@company.com

 

3 – Verify the Email

The next step would be to do a search to see if the email you are trying matches up to the person you are looking for.

Tools like Email Checker, Free Email Verifier, and MailTester will allow you to enter an email and see if the email is valid. To make sure that the email that you have validated is for the right person, cross reference it by entering it into LinkedIn, Facebook, or Twitter. Also, you can do a simple Google search using Boolean such as “John Smith” @companyname.com.

The methodology above works if you are just checking a few emails. But if you are trying to check dozens or hundreds of emails, you should use a bulk email tool. NeverBounce, Bulk Email Checker, and HuBuCo are all examples of tools that can verify hundreds of emails at a time.

The tips listed above really are showing you the long way to see if an email is valid or not. In other words, they help you to find out if the email is real. But, there are several things that you have to take into consideration.

 

Catch-All Email Accounts

A catch-all email account is set up to receive all messages that are sent to an incorrect email address for a domain.

For example, you have three email addresses set up for companyname.com — [email protected], sales@ companyname.com, and [email protected]. Companies often set up [email protected] as a catch-all email account. Then, any email messages sent to [email protected] (or any invalid email address), are sent to the catch-all account ([email protected]).

So, although you may have validated an email address, that does not mean it actually got delivered to the person it was intended to go to.

 

Spam Filters

You can have the right email address, but based on your email content it may still end up in a spam filter. According to an article on ReturnPath.com, only 79 percent of permissioned email marketing messages reached consumer’s inboxes, according to a recent study conducted by global data solutions provider Return Path. The rest were delivered to spam folders or weren’t delivered at all.

Here are some tips to keep your emails out of the spam box.

  1. Don’t use “Spammy” Language — Duh. But really, this is the most common reason that emails are going into someone’s spam box. Avoid using phrases like, “to whom it may concern,” “click here,” “dear recipient,” “cash,” or “make more money.”
  2. Include a Plain Text Version of Your Email — Plain Text means sending an email with no formatting options such as bold, underlines, italics, graphics, or other layout options.
  3. You are Too Excited!!!! Or Are You? — Believe it our not, if you use an exclamation point and a question mark in your subject line, it will get flagged by a spam filter.
  4. Get Your Domain Verified — Have you ever heard of SPF, DKIM, or DMARC? These are the acronyms represent entities where you can authenticate your domain, which will help your email from going into spam filters.

 

There is never enough time in the day. Don’t waste time sending emails that are going to bounce. Take the time to validate emails and you will have a better response rate — and more starts.

Recruiters Should Care About the Candidate Experience

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[et_pb_column type=”4_4″][et_pb_text admin_label=”Text”]candidate experience

 

How You Can Create a Positive Candidate Experience in 2020

 

The labor market today is an ostensible candidate-driven one. This wasn’t always the case.

How did the recruitment market become a candidate-driven one?

The short answer: Personalization.

Much like their smartphones, job candidates today can personalize their job search with multiple specifications on job boards and social media platforms.

Remote or in-house work, London-based or New York City-based companies. Writing or engineering fields. Job candidates have infinite possibilities for personalization.

Today, talent chooses you – the employer – where before, you chose talent.   

 

The Benefits of Focusing on the Candidate Experience

Creating a positive candidate experience is high on the human resource agenda now.

You create a stronger company brand when you focus on treating candidates well, whether successful or not.

Founder and CEO of TalentCulture, Meghan Biro, addresses the matter well by saying that nothing actually differentiates a great candidate experience from a cohesive employer brand.

In other words, the candidate experience reflects your company’s brand. That being said, strengthening the candidate experience will strengthen your company’s brand as well.

When you have a streamlined recruitment process in place, you will have more successful onboarding rates. The longer candidates have to wait to hear back from recruiters, the more likely they are to accept other job opportunities.

According to the MRI Network’s 2017 Recruiter Sentiment Study, over half of employers said that job candidates rejected offers within 1-4 weeks of the first interview. This reinforces the idea that top candidates have multiple job opportunities on the go.

Hiring more candidates also means you’re more likely to hire top talent since the best talent in the market accepts offers within 1-4 weeks.

Focusing on creating a positive candidate experience shows that your company brand is based on human connection.

 

Tips for Creating a Positive Candidate Experience

There are several ways to streamline the recruitment process for better results for both you and your candidates.

All of the tips have one thing in common: the need for clear, direct communication between you and your candidates.

 

Communicate the Daily Tasks of the Job

The first three to six months upon hiring a successful job candidate are crucial. Many new hires leave their jobs within the first six months for a number of reasons.

According to BambooHR’s onboarding survey of over 1000 employed American workers, 31% of people left a job within the first six months. A staggering 68% of people left within the first three months upon hire. Of the 1000 employees, 26% left their jobs within the first six months because they felt their jobs were different from what they expected in the interview.

That’s why JJ DiGeronimo, president of Tech Savvy Women, believes the issues can be resolved as early as assessing the job description for certain aspects you think could deter the candidate from applying. These could be cadences like requirements, length, and word choice.

Your recruiters need to clearly explain the job description to candidates, even outlining the day-to-day routine, if need be.  Talk to them like a human in the job description sets the mind to what they can expect as things progress.

Job candidates will be more responsive to your recruiters when they understand exactly what a new position at your company requires.

 

Assess Candidates’ Creativity and Thought Process

While it is important to hire candidates who think outside of the box, having recruiters ask bizarre questions at a job interview is not the way to inspire creativity.

Instead, have recruiters opt for questions that assess how candidates think and develop creative solutions to simple and complex solutions alike.

Give candidates the opportunity to perform the tasks of the job in an onsite tryout.

Some companies have taken the onsite tryout candidate experience to its logical, gamified extreme. For example, the French postal service Formaposte launched a gamified version of their interview process called Jeu Facteur Academy. Players, or candidates, live a virtual week in the life of a new hire postal carrier. The candidates experience situations like getting up early in the morning to learn about postal work and explored the ethics components of the job.

The gamification initiative proved to be quite successful as the employee turnover rate went from 25% to 8% after the introduction of the game.

Keep in mind that assessing a candidate’s creativity should come in the second or third interviews, only after the initial screening for experience, education level, and skills are complete.

 

Follow up with all Candidates

Whenever possible, maintain a regular rapport with your candidates in all stages of the hiring process. In the age of automation, it’s tempting just to leave the email process to automation.

Don’t do this.

Send a confirmation email before the interview. Respond to candidates’ concerns before or after emails. Send acceptance or rejection emails to candidates. These are all important ways to keep candidates in the loop.

Be sure your recruiters give unsuccessful candidates plenty of feedback on their interviews so they may be more successful in future interviews.

 

Be Honest in Your Communication

Yes, it’s an uncomfortable feeling to tell a candidate that they did not get the job. In fact, it establishes a negative candidate experience far more to ignore them entirely after a failed interview.

CEO of the Employee Justice Legal Team Jesse Harrison says that when it comes to the hiring process, honesty is still the best policy. Be honest if you don’t think you can work with a candidate as most job seekers would prefer employers who are upfront and direct.

Avoid giving candidates false hope after an interview. When you tell candidates that they will receive a call in the next week on whether or not they got the job, be sure to call them at that time. Regardless of the result.

 

Create Human Connections, Not Resources

Creating a positive candidate experience starts with changing your perception of candidates.  Instead of burning bridges with these new human connections, build them through a memorable candidate experience.

 

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Thoughts on COVID-19 and Sourcing: You are now entering the Twilight Zone

“The minds of”: Thoughts on COVID-19 from Recruiters, TA leaders, and Sourcers in the business

 

Covid-19. Coronavirus. Pandemic. We saw the reports from China, but as a collective, no one imagined what our daily lives would look like when the virus spread our way.

It is here, and brings with it a major upheaval of our way of life, besides the actual dangers of contracting the virus. Phrases like “Flatten the Curve” and “Social Distancing” are on everyone’s minds, while we attempt to home school children and cancel upcoming travel plans. Previously simple tasks like grocery shopping have become a major effort.

What will the long-lasting effects be of COVID-19 on the world? How will it change the Recruiting, Hiring, and Sourcing space?

Here at RecruitingDaily, we will be sharing the thoughts and discussions from Recruiters, TA leaders, and Sourcers in the business: “The minds of.”

We begin with Dani Bailey, Strategic Sourcing Manager at Altria, with her thoughts on feeling like she’s in the Twilight Zone. Something I’m sure we can all agree with.

 

covid-19 twilight zone

 

You are now entering the twilight zone.

Schools are closed. Restaurants are closed (at least in Ohio, but I am sure more states will follow.) People are working remotely for a few weeks. 

This is taking a dramatic turn for society and creating new ways on how we handle a crisis, and how we handle it instantly. Whether a person is under-reacting or over-reacting, it is undeniable that things are a-changing (to quote a Bob Dylan lyric).

In the last week of my correspondence with candidates, it’s been quite minimal that someone has declined interest due to COVID-19. In fact, it has only been one person, and that was for a high-level role. The person stated they had to handle how their company was handling COVID-19 and would be interested in talking after everything leveled out. They then wished for me and my loved ones to stay safe. I think overall that this is just the beginning, so it is still evolving, and things are going to get bumpy and stay bumpy.

But at some point, they will eventually smooth back out, it is just a matter of how long that may take.

 

 

What’s coming next?

It will be interesting to see what comes after all of this. For example, those companies that did not allow employees to work remotely prior to COVID-19 will do so moving forward. If so, will they allow more remote opportunities?

In the last couple of years, I have seen more people desiring remote opportunities especially within the IT and the scientific space. A person will be interested in moving forward, but they want to work remotely or are already doing so. I’m also seeing an increase in video interviews.

A lot of us are still out here getting it done. I’m loving that most of us are at least graced to have the technology to continue rolling onwards. 

Will we see a decrease in candidates moving forward? It’s hard to say. I think that as long as we are doing our jobs right as we’ve always been, then we should not have any issues. It may take a little more time due to COVID-19, and that is okay.

The key to surviving is to stay empathetic. Take care of each other. Relax. Don’t let anyone influence fear over you. And, maybe save some TP for the rest of us.   

Loxo Outreach: A completely integrated communication platform

Save time communicating with candidates using Loxo Outreach

loxo outreach

We’re talking about Loxo again. Why again? Well, because they are making it better and giving us more! Before, they were “just” an ATS/CRM. And they were great at it! Then they added sourcing, as we just talked about in this video.

Now comes Loxo Outreach. A complete, integrated communication platform for candidates!

 

Let’s get into it

 

Use a prebuilt campaign or start a new one from scratch. Choose how you’re going to be communicating. This includes Email, Text, Phone call, Linkedin InMail,  Voicemail drop, or Task.

For an email, you can then create your template with standard common fields. Choose when the email is sent with the delay feature, from hours, days, or weeks. Use this to send an email and then follow up with a call or text message. To as many people as you want, all pre-programmed ahead of time!

The amazing part here: if you get a response after any of these stages, the rest of that chain will be stopped. Track your opens, clicks, replies, and downloads in your campaign dashboard.

Outreach is included in the Standard and Premium subscriptions of Loxo.

It’s so simple and so easy. This is such a complete system, it would make a fantastic base for your sourcing stack.

~ Noel Cocca

 

Look inside with Dean Da Costa:

How a Quiz Can Help You Get More Leads for Your Business

quiz leads

 

How a Quiz Can Help You Get More Leads for Your Business

 

A quiz can help you attract visitors to your website, create more engagement, and get you more customer data. But did you know that a quiz can even get you more leads?

Quiz Leads

Typeform, 2020

 

The popularity of quizzes is nothing new. 

We used to take them in magazines as teenagers, and now we take them online to answer oddly satisfying questions like “What Kind of Cactus Are You?” and the like. 

However, using quizzes as tools for online marketing is a relatively new phenomenon. Companies have finally realized how effective they are when compared with traditional content marketing. 

In fact, online marketing expert Neil Patel increased his leads by 500% when he started using quizzes. Wow.

Putting together sleek, well-designed quizzes is easier than ever. The trouble is that putting together a highly-effective quiz that boosts engagement, drives website traffic and captures leads takes tons of time, effort and testing. 

In order to make these efforts worthwhile and capture an impressive amount of leads with your quiz, check out the 6 tips outlined below.

 

#1: Create A Quiz That Will Intrigue & Entertain Your Ideal Customer

This point presents one of the paradoxes of quiz-making. 

In general, people take quizzes because they love talking about themselves, especially in relation to topics they find interesting. However, you’ll need to have a very accurate picture of who your ideal customer is in order to put together a quiz that catches their attention. 

In order to maximize your lead capture, your ideal customer needs to be instantly motivated to click on your quiz. This is crucial because an astonishing amount of leads complete quizzes once they start them. According to BuzzFeed, for example, 96% of their users finish the quizzes they click on. 

In order for your quiz to pique your ideal customers’ interest, it needs to provide them with the answer to a question they are genuinely curious about. Take StitchFix, for example. StitchFix is an online personal styling service that offers a quiz called “What’s Your Personal Style?”

quiz leads

StitchFix, 2020

 

It makes perfect sense that Stitchfix’s ideal customer would be seeking assistance in finding their personal style, and therefore would be motivated to find out what their personal style is. 

 

#2: Entice Leads With An Eye-Catching Offer

One of the trickiest things about quizzes is that you’re asking potential leads to spend their time on something that doesn’t have any apparent reward… or does it?

A commonly-used strategy to motivate leads to take quizzes is to make them an eye-catching offer. This strategy can be used in a variety of ways.

If you’re offering your leads something that you feel they’ll be highly motivated to obtain, you can use that offer to promote your quiz. Examples of this include things like discount codes, entries into competitions, giveaways or even early access to sales. 

You can be even smarter than this, however. Many high-converting quizzes offer their leads more information in relation to the initial question they were curious about at the beginning of the quiz before handing over their results. We’ll talk more about lead capture in Point #4, but check out how ThredUp does this in the meantime. 

ThredUp is an online clothing consignment company that offers a “Fashion Footprint Calculator” quiz. At the end of the quiz, they give you your results and offer you more information about how to reduce your environmental impact.

Quiz Leads

ThredUp, 2020

 

#3: Write Quiz Results That Leads Will Want To Share

This is where the power of social media comes in. 

If you manage to offer leads the quiz results that they’re eager to share, your quiz will be splashed around social media in no time. In fact, the average quiz gets shared 1,900 times according to BuzzSumo, which is leagues above article sharing statistics. 

There are plenty of things you can do to ensure your leads will want to share their quiz results with all their networks. 

First, make sure that your quiz results display social media share icons. This will remind your leads to share their results and make it easy to do so. 

Second, make sure that all your quiz results are paired with memorable images. Social media runs off imagery and leads will be much more motivated to share results that include funny or captivating images. 

The text that goes along with the different results of your quiz is also key. Make sure to put a positive spin on all the different quiz results and take the opportunity to connect with your leads. Text that is conversational and witty or tongue-in-cheek is highly shareable.

Quiz Leads

BuzzFeed, 2020

 

Remember that you have your leads’ full attention once they’ve completed your quiz and want to see their results. You’ll need to integrate lead capture into your quiz results, which brings us to our next point… 

 

#4: Capture Your Leads Effectively

This is the most crucial step. 

If you’re using your quiz to obtain more leads for your business, you’ll need to capture those leads effectively. The most common way to do this is to collect email addresses and add them to your e-marketing funnel.

But, be careful if you decide to oblige leads to enter their email addresses before they get their quiz results. This can be a highly effective tactic, but it can also lead to a frustrating user experience. 

An alternative option is to offer leads the opportunity to opt-in to your mailing list before giving them their quiz results. Once again, your offer should be intriguing and relate back to why they initially decided to take your quiz.

Going back to the example in Point #2, ThredUp gives leads their quiz results regarding their carbon footprints, and then asks them if they would like more information on how to reduce their carbon footprint (by email, of course). 

 

#5: Use Quiz Results To Personalize Your Communications

That’s right, quiz results can also be used to nurture cold lead at the top of your email marketing funnel

First, you can easily segment your leads based on quiz results and use that data to better communicate with them. For example, you can create a quiz with Typeform and then set up a HubSpot integration to feed your results into. Hubspot will take your answers from Typeform and match them up with Hubspot properties. You can choose from Hubspot’s existing properties such as name, industry or job title, or create custom properties manually.

This gives you the ability to target your new leads based on pretty much any relevant information you choose (as long as it’s included in your quiz). 

You can also use quizzes as powerful onboarding tools by personalizing the first communication that leads receive upon joining your mailing list. This is a great tactic because transactional emails that are personalized based on customers interactions (such as quiz results) are opened 8x more than typical e-marketing emails

This first email should refer back to the new leads’ quiz results and introduce your brand, making it the perfect way to start off your welcome sequence. 

 

#6: Test, Test & Test Some More

This relates to quizzes just as much as it does to all other online content. The best content is always optimized based on testing, testing & more testing. 

If you really want to maximize lead capture with your quiz, you should be testing just about every element of it: the title, the description, the cover images and the ad copy, all while keeping the latest design trends in mind. This will help you figure out what combination fares best with your audience.

As you’ll likely be promoting your quiz on a social media platform such as Facebook, the best way to do this is to create a few different versions of the advertisement for your quiz and test them against each other. Once you figure out the best-performing version of your quiz, you’ll be able to take that version and promote it further to more potential leads.

 

All in all, quizzes are potent tools for content marketing when used correctly. A highly effective quiz will drive traffic to your website, boost engagement, help you get to know your audience better and multiply your leads like crazy. 

Developing the perfect quiz for your business will take a fair amount of work, but don’t be intimidated. Once it’s finished, you’ll be impressed by the results and asking yourself why you didn’t give quizzes a try sooner.

Try out different combinations of the 6 tips outlined above and watch your leads roll in!