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

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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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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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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How to Use Social Proof in Your Talent Outreach

Posted by Lauren Shufran on July 1 2019

A LinkedIn Global Talent Trends survey recently confirmed a few things that we’d suspected. The first is that the biggest roadblock candidates face during a job transition is "not knowing what it’s really like to work at the company.” The second is that the thing candidates most want to know about is your company culture—indeed, 66% of them say as much. The third? Candidates want you to “share employee views.” 

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