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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 👇

Have you ever felt lost in the crowd at a campus recruiting event? With so many companies competing to capture each candidate's attention, how can you make sure they come to your booth and engage with your team? There's no one-size-fits-all solution, and employers need to lean on a mix of tactics to drive booth attendance this fall to get in front of more candidates. To start, consider implementing these 3 tactics to improve booth attendance at your events this fall: 1. Step up your promotion strategy 📣 Leverage social media, email, and event listings to promote that your company is attending an event. Share fun facts, employee testimonials, internship opportunities, and application deadlines to generate interest in your roles and event presence. You can also offer to provide content or quotes for school publications and blogs to gain additional exposure. 2. Proactive and personalized candidate communication 📱 Email students directly, highlighting open positions that match their major and customizing each message. This level of personalization in your candidate sourcing strategies makes students feel valued right from the initial outreach. You can also collect candidate’s phone numbers to send text reminders about your booth location, job openings, and follow ups after each event. 3. Partner with student groups 🤝 Connect with academic clubs, fraternities/sororities, and diversity organizations to spread the word that you’ll be attending a career fair on their campus. Forming a partnership with student groups is also a great way to get in front of candidates outside of career fairs.

After early engagement with candidates, many federal agencies grapple with lengthy hiring processes and risk missing out on top candidates to competitors that move more quickly. To remain competitive in today's hiring market, agencies need a better way to reduce their time-to-hire. Here's what Jon Newman, Yello's Director of Federal Programs, shared about reducing time-to-hire in an interview with Federal News Network: “By leveraging technology and creating an efficient hiring workflow, our federal customers are seeing significant improvements in their time-to-hire. For example, one of our DoD customers brought their average time-to-hire down from 180 days to 80 days. By leveraging direct hire authorities, the agency is hiring candidates within 45-60 days. In addition, just after 1 year of using Yello, the agency fostered a candidate pipeline of more than 10,000 candidates”

“By implementing Yello and modifying our roles and processes related to our on-campus career fair strategy, we were able to increase our university hiring by 43% for the 2022-23 university recruiting season,” explains Lauren Hodge, Freese and Nichols’ university recruiting coordinator. Check out this great writeup from the National Association of Colleges and Employers recognizing how the Freese and Nichols team transformed their hiring process to exceed their hiring goals. Huge congratulations to their team for being awarded the 2024 NACE Technology Excellence Award for their efforts and success 👏