Insights, ideas, best practices, product news, and conversations

7 Strategies for the Breakup Email: The Recruiter’s “Hail Mary”

Posted by Lauren Shufran on September 20 2019

As a recruiter, you’ve undoubtedly experienced a particular kind of limbo. You’ve sent a sequence of emails to that ideal candidate. In them, you’ve painted a captivating picture of their career trajectory with your organization, catalogued the benefits of working there, shouted out the awards you’ve won. And still, no response. It’s as though you’d have had more success if you’d written directly into the void.

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Gem’s Gems: Meet Gabriella Spallone

Posted by Lauren Shufran on September 10 2019

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Examples of Great Email Outreach for Recruiters

Posted by Lauren Shufran on September 4 2019

If you’re in the field of talent acquisition, you’ve probably heard that LinkedIn statistic that a whopping 90% of talent is open to hearing about new career opportunities—even if they’re not actively looking. (The caveat to that data point, of course, is “assuming they’re presented with the right role.”) Yet engaging passive candidates demands a different approach than recruiting active ones: You have to tap into your inner marketer to break through the inertia that comes with job-contentment. The three emails below exemplify strategies for doing so.

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Best Practices and Benchmarks for Email Outreach

Posted by Lauren Shufran on August 23 2019

Webinar Q&A with Steve Bartel and Joe Totten

Last week, our Co-founder and CEO Steve Bartel and our VP of Sales Joe Totten conducted a webinar on Best Practices and Benchmarks for Recruiting Email Outreach. Steve dove deep into best practices based on over a million outreach emails our customers have sent. He then handed the mic over to Joe, who discussed the ways Gem supports email outreach. We closed that webinar out with a Q&A; but we didn’t have time to answer all the questions registrants posed. Here, we’re responding to all of them.

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The Anatomy of a Great Cold Recruiting Email

Posted by Lauren Shufran on August 19 2019

If you’re in the business of sourcing, you’re probably also in the business of routinely tracking response rates. According to Senior Recruiter Ariana Moon at Greenhouse, an ideal average response rate falls somewhere between 30% and 50%. At Gem, our users fall into that optimal range, with an average reply rate of 35% for a 4-email sequence. This is an achievement... but we’re always trying to figure out how to help our users see even better numbers. With around 80% of the workforce considered “passive” talent, it’s no small feat to prompt engagement—let alone action—in talent that’s content enough just where they are. But the right cold recruiting template, along with a few best practices, might help create that spark with talent who didn’t think they were looking—further maximizing your response rate.

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The Best Employee Value Propositions of 2019

Posted by Lauren Shufran on August 12 2019

In a recent post, we dug into the details of employee value propositions (EVPs). We defined them (the unique set of benefits that employees receive in return for the skills and other contributions they bring to the company to help it succeed). We described the organizational benefits of having one (brand differentiation, increased employee engagement, improved financial performance, focused HR agendas). We talked about the elements of the employee experience that a good EVP should cover (opportunity, people, organization, work, and rewards). We explained how to get the data for your EVP, how to narrow it down, and how to test it. Really, we covered everything… except we didn’t show you what a good EVP looks like.

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How Did CRM Become a Dirty Word in Recruiting?

Posted by Lauren Shufran on August 6 2019

In August of 2017, Kyle Lagunas, then research manager for emerging technologies in talent acquisition at the market research firm IDC, published an article on LinkedIn called “The ATS: No Longer the Most Hated System in HR Tech??” According to IDC’s research, the technology that had taken its place was the talent CRM: Indeed, 31% of TA professionals surveyed that year said they were dissatisfied with their CRMs. In the two years since, it seems we’ve gone from bad to worse. In a recent survey we conducted at Gem, 40% of respondents said they’d attempted to launch a talent CRM… but more than half of those implementations were failures.

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Developing an Employee Value Proposition that Attracts Top Talent

Posted by Lauren Shufran on July 24 2019

If you’re in the field of talent acquisition, you know you need a lot of tools in your outreach toolbelt to get the best of the best to engage with you. Passive talent holds a lot of power these days; and today’s employees are as driven by company culture, work-life balance, and their employer’s social initiatives as they are by salary. In response, recruitment started to look more like marketing: The role of talent acquisition is to sell the experience of working for a given organization. For sourcers, this typically means offering collateral and branded materials in nurture campaigns that communicate the value the organization could offer as their employer. And one of the most compelling things you can offer passive talent is the employee value proposition.

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Gem's Gems: Meet Drew Regitsky

Posted by Lauren Shufran on July 16 2019

We’re excited to launch “Gem’s Gems,” our new blog series spotlighting individual team members at Gem! To kick off the series, we spoke with Gem Founding Engineer Drew Regitsky. Drew has an impressive background as a self-taught software engineer, having transitioned from chemical engineering over the course of working at several startups (biotech, bioinformatics etc). A graduate of MIT, Drew went to school with Gem co-founders Steve and Nick. We caught up with Drew to learn more about him.

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Sourcing Diverse Talent at the Top of the Funnel

Posted by Lauren Shufran on July 8 2019

Where to Find Underrepresented Talent

In a recent survey Gem conducted at the Greenhouse Open and Talent42 conferences, 56% of our respondents cited “diversity” as the primary pain point their recruiting team is up against—a pain point that tied for first place with “sourcing.” Diversity and sourcing were also cited as two of the top priorities for talent teams for the remainder of 2019—which is great news, given that 38% of respondents currently spend less than 25% of their energies on sourcing for diversity. 22% said they don’t currently source for diversity at all.

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