Books

The Autobiography of Martin Luther King, Jr.  By Clayborne Carson

In The Autobiography of Martin Luther King, Jr., Carson pieces together King’s published and unpublished work with several of his previously published autobiographies. This compilation offers a first-person account of Dr. King’s life from his birth in Atlanta to his social awakening from the teachings of Mahatma Gandhi. 

Strength to Love By Martin Luther King Jr.

Coretta Scott King once said, “If there is one book Martin Luther King, Jr. has written that people consistently tell me has changed their lives, it is Strength to Love.” She believes this book best explains King’s central philosophy of nonviolence and his belief in a divine, loving presence that binds all life. 

Podcasts

Code Switch: “The Road To The Promised Land, 50 Years Later”

This podcast centers around two stories about the aftermath of Dr King’s death. The first takes us to Memphis to remember King’s final days. The second brings us to Oakland, Calif., where King’s assassination “transformed the position of the Black Panther Party overnight.”

Throughline: “Bayard Rustin: The Man Behind the March on Washington”

This informative podcast is essentially a much needed history lesson on Bayard Rustin, who was one of the most consequential architects of the civil rights movement you may never have heard of. Rustin imagined how nonviolent civil resistance could be used to dismantle segregation in the United States. This podcast tells us how he introduced it to Dr. Martin Luther King Jr. 

NonProfits and Educational Resources

 The King Center

Started in 1968 by Coretta Scott King and located in Atlanta, the King center is a wealth of educational resources for both students and educators. They also offer non violence training and offer educational scholarships.

Smithsonian National Museum of African American National History and Culture

Located in Washington DC, the National Museum of African American National History and Culture is an essential resource on Martin Luther King Jr. and remains open on this day while many other businesses close. In fact, on this day they will have a special showing of King’s original “I Have A Dream” speech from the 1963 March on Washington for Jobs and Freedom.

These resources are tailored to foster deeper understanding, encourage meaningful conversations, and inspire actions that resonate with the principles of equality and justice championed by Dr. King. Share these with your team to create an environment of reflection, learning, and commitment to the values that Dr. King stood for. Let’s honor this significant day by embracing diversity, promoting inclusivity, and continuing the vital conversation about civil rights in our workplaces. Join RippleMatch in keeping Dr. King’s dream alive in the heart of every workplace. 

The post Tips from a DEI Leader: Resources to Educate and Celebrate Martin Luther King Jr Day in the Workplace appeared first on RippleMatch.

Transgender Awareness Week is recognized November 13th -19th culminating with Transgender Day of Remembrance on November 20th. It serves as a reminder that every person’s identity is valid, and their voices matter. Let’s create a supportive environment where everyone can thrive, be their true selves, and chase their dreams without fear of bias or bigotry.

At RippleMatch we value education as a powerful tool for promoting diversity and to help create awareness, so we wanted to share a few of our favorite resources to learn more about the Transgender community and experience. 

Books

Blue Stockings Bookstore is a New York City based store that hosts both virtual in person DEI related events. They have a wide array of LGBTQIA+ books, including some great historical books on the trangender experience. You can purchase books online to be shipped or stop by the store if you are in the area. They also host virtual book clubs related to transgender issues that are welcome to the public. Here are some recommended reading selections for Transgender Awareness that you can easily purchase from Blue Stockings online:

Pageboy – A Memoir by actor Elliott Page that touches on Page’s coming out as transgender

None of the Above: Reflections of Life Beyond the Binary – Travis Alabanza’s memoir on the experience of identifying as a non binary person of color

Gender Euphoria – An anthology written by 19 transgender, non-binary and intersex writers

TED Talks

Sharing a TED talk with your colleagues can be a simple and effective way to educate each other on what it means to be transgender. A couple of my favorite talks that I have shared at RippleMatch on this important week are:

How to talk (and listen) to transgender people by TED resident Jackson Bird

A short history of trans people’s long fight for equality by trans activist by Samy Nour Younes

Podcasts

Podcasts are an informative and often entertaining way to feature transgender voices and Spotify has several podcasts that feature prominent members of the trans community. Here are two podcasts that I love listening to and sharing with my colleagues:

The Laverne Cox Show – Hosted by award winning transgender actor Laverne Cox, The Laverne Cox show features a different member of the LGBTQIA+ community each week and tackles important current issues from the justice system to healthcare. 

Gender Reveal – Hosted by Tuck Woodstock, Gender Reveal centers around non binary, transgender and queer voices. They interview a new LGBTQ+ artist, activist or educator each week.

Transgender Activists and Influencers to follow on Social Media

Following transgender activists and influencers on social media can be a valuable educational resource in promoting understanding, empathy, and awareness of transgender issues. These individuals often share their personal stories, experiences, and knowledge, providing insights into the challenges and triumphs faced by the transgender community. They help break down stereotypes, debunk myths, and foster inclusivity by educating their followers on the complexities of gender identity, transgender healthcare, and the importance of respecting pronouns and gender expression. Here are a few suggested profiles to check out and follow:

Trace Lysette – Trace Lysette is an American actress whose most notable roles include Shea in the television series Transparent and Tracey in the feature film Hustlers. Her instagram features updates on her upcoming appearances and filmwork.

Janet Mock – Janet Mock is an American writer, television host, director, producer and transgender rights activist. Her debut book, the memoir Redefining Realness, became a New York Times bestseller. Her Instagram is consistently updated with upcoming speaking engagement and events.

Alok Vaid-Menon – Alok Vaid-Menon is an American writer, performance artist, and media personality. Vaid-Menon is gender non-conforming and transfeminine, and uses the singular they third-person pronouns. Alok regularly goes live on instagram to take questions.

NonProfits and Educational Resources

Transgender non-profit organizations play a crucial role in raising awareness and promoting understanding of transgender issues. These organizations are dedicated to providing support, resources, and advocacy for the transgender community. By offering services such as counseling, healthcare information, and legal support, these non-profits directly impact the well-being of transgender individuals and their ability to live authentic lives. Additionally, they engage in policy advocacy, fighting for equitable treatment and legislation that protects transgender rights. I’ve listed several below that offer exceptional resources on their websites.

Sylvia Rivera Law Project The Sylvia Rivera Law Project is a legal aid organization based in New York City at the Miss Major-Jay Toole Building for Social Justice that serves low-income or people of color who are transgender, intersex and/or gender non-conforming. They provide free legal services and have a wealth of legal resources on their website.

The Trevor Project The Trevor Project is a non profit that focuses on suicide prevention amongst LGBTQIA+ youth. They offer free counseling services and a free hotline number to provide confidential assistance.

National Center For Transgender Equality The National Center for Transgender Equality is a non profit that provides advocacy and educational resources. NCTE works on affecting policy change with both a legal services network as well as a racial and economic justice initiative.

As we embrace Transgender Awareness Week at RippleMatch, we reiterate our unwavering support for the transgender community and our commitment to fostering an inclusive, diverse, and equitable workplace. It is imperative to recognize the importance of upholding equal rights and showing respect for every individual, regardless of their gender identity. Transgender Awareness Week reminds us that every person’s identity is valid and their voices are essential. Our mission is to create a nurturing environment where everyone can flourish, be their authentic selves, and pursue their aspirations without the burden of bias or discrimination.

To further our commitment to diversity and inclusion, we’ve shared valuable resources that offer insight into the transgender experience, including books, TED Talks, and podcasts, influencers, and educational resources. These materials provide a platform for education, understanding, and celebration of transgender voices. In the spirit of unity and enlightenment, we encourage you to explore these resources, engage in conversations, and take meaningful steps toward building a more inclusive and accepting workplace. By doing so, we can contribute to a world where diversity and authenticity are celebrated, and all voices are heard and valued. Together, we can make a difference.

The post Tips from a DEI Leader: Resources to Educate and Celebrate Transgender Awareness Week in the Workplace appeared first on RippleMatch.

Here are Four Ways I Help My Organization Celebrate Native American Heritage Month in the Workplace 

Host a Book Club that Centers Around Native American Authors and Bookstores

Hosting a book club that highlights Native American culture and history allows employees to engage in discussions on the Native American experience, give visibility to Native American employees and can be a lot of fun as well. At RippleMatch our DEI book club centered around choosing a Native American author and then suggesting to purchase the book from a Native American owned bookstore. Bookriot.com is an amazing resource for all DEI related book clubs and bookstores around the country. By promoting a Native American owned bookstore, we are also able to support both a small business and Native American business in addition. 

Give a Land Acknowledgement

Giving a Land Acknowledgement in the workplace is a simple and effective way to show your recognition of Native Americans and Indigenous peoples. Do you know what Indigenous lands you’re living and working on? There are a handful of online maps that will help you do just that. Simply type in your address and discover which Indigenous people lived and took care of this land before us. When it comes to the workplace, you can acknowledge the land you’re on in several ways. Giving thanks and acknowledging the tribe of the land that you are on at the start of a work related event or meeting has become an increasingly important way folks are giving recognition to Native and Indigenous peoples. Also consider tagging your social media posts with Native land locations.

Donate to a Native American Organization

Additionally, another powerful way to honor Native American Heritage Month in the workplace is by making a charitable donation to a Native American organization. By supporting these organizations, you contribute to the betterment of Native American communities, helping to address social, economic, and health disparities that persist. Consider identifying a reputable Native American nonprofit, such as the Native American Rights Fund (NARF) or the American Indian College Fund, and encourage your colleagues to join in making contributions. This act of giving not only demonstrates your commitment to DEI but also helps create positive change in Native American communities. It’s a tangible way to show respect, solidarity, and support for the cultural heritage and future of Indigenous peoples.

Consider Hosting a Cultural Event like a Virtual Potluck or Indigenous Art Tour

Hosting an event  like a virtual potluck or art tour is a fun and engaging way to honor Indigenous contributions to culture. At RippleMatch we have partnered with DEI centered Virtual events companies such as Confetti that host an array of DEI events such a Indigenous Art Tours as well as cooking classes that center around Indigenous cuisine.

Recognizing Native American Heritage Month in the workplace is not only an opportunity to celebrate diversity but also a means to foster a more inclusive and understanding environment. By promoting education and awareness, giving land acknowledgements, showcasing art and culture, and engaging employees in meaningful activities, you can pay homage to the vibrant and diverse heritage of Native Americans. Remember, this recognition should extend beyond November, as a commitment to diversity and inclusion is a year-round endeavor. Start by acknowledging and celebrating Native American Heritage Month and continue to embrace the values of respect and cultural appreciation in your workplace.

The post Tips From A DEI Leader: Four Ways To Acknowledge Native American Heritage Month in the Workplace appeared first on RippleMatch.

During this half-day event, we covered everything from Gen Z job search behavior and expectations to strategic use of emerging technology to key elements of personalization in the interview process. If you weren’t able to join us, no worries! We’ve included a short recap of the day’s events and insights. 

Setting the Stage: The next generation of talent wants the efficiency of emerging technology with the personalization of traditional hiring processes. How can talent leaders adapt to the growing AI Conundrum?

To kick off our Micro-Summit, we looked at key insights collected by RippleMatch from our latest survey of 1,500 Gen Z candidates as well as an analysis of our platform data. The data collected highlights a new era in recruitment ushered in by the expectations and behaviors of the next generation of talent. Here are the stats that got our attendees talking the most:

Algorithms are as influential to a candidate’s career paths as traditional channels, such as past work experience or academic careers. 54% of candidates say a job or internship recommended to them by a job search platform influences their career; 53% say previous work experience, and 52% say an academic major influences them. The mainstream usage of job boards and easy-apply sites has become core to candidates’ strategies, and is ushering in a new era of mass-applying.

The majority of candidates are submitting 100+ applications in their job search – and 63% expect employers to get back to them within 5-7 business days of submitting their application. 76% of candidates say the No. 1 contributor to a negative candidate experience is never hearing back from an employer after submitting an app – what they view as ghosting. On top of this, nearly 80% of candidates expect a hiring process to be complete within 4 weeks, a tall order for many employers who are currently inundated with application volume. 

Candidates still crave the personal elements of the hiring process, such as thoughtful details when interviewing. Candidates who are traditionally underrepresented in the workplace, specifically Black and Hispanic women, cite ‘Lack of diversity from interviewers’ as the No. 2 biggest contributor to a negative candidate experience. Candidates also cited ‘lack of details from interviewers’ and ‘no follow-up after interview’ as top contributors to a negative candidate experience.

The current landscape within recruitment is more challenging and intimidating than ever due to ever-shifting expectations of candidates coupled with the rapid emergence of new technology. During our panel discussions, we turned to the TA leaders facing these challenges every day to navigate this new era of talent acquisition. 

Hearing from the Experts: Supercharging Strategy with Emerging Tech and Crafting a Human-Centric Hiring Process

During our Micro-Summit, we heard from six talent leaders as well as RippleMatch founder & CEO, on the delicate balance between emerging technology and human-centric hiring. 

Our first session focused on Emerging Technology in TA with Natalia Le, Team Lead, Campus Recruiting, Datadog, Katelyn Peker, Director of Global Early Talent, MongoDB, and Courtney Kaezyk, Campus Recruiting Lead, Vitech Systems, all customers of RippleMatch. Our second session was centered around how to craft human-centric hiring processes and featured Heather Faulkner, Associate Director, Talent Acquisition Campus Relations, Verizon, Katherine Ervelli, Regional Head – Entry Level Recruiting – Americas, Oliver Wyman (both RippleMatch customers), and Matt Peppler, Engineering Recruiting Team Lead, Bloomberg.

These are the top takeaways from across our two sessions:

1. AI-Powered Recruitment: The Power to Streamline Processes, Enhance Efficiency, and Expand Possibilities

AI-powered tools and algorithms are revolutionizing recruitment processes by automating repetitive tasks, identifying patterns and insights, and providing data-driven recommendations. This frees up recruiters to focus on more strategic and relationship-building activities, such as developing and nurturing candidate pipelines, building rapport with top talent, and creating a positive candidate experience.

AI can also help to expand the talent pool by identifying qualified candidates who may have been overlooked by traditional methods. For example, AI can consider a wider range of factors than human recruiters can, such as a candidate’s skills and experience from previous jobs, extracurricular activities, and even personal projects. This can help to level the playing field and create a more equitable hiring process.

2. Addressing AI Bias: A Critical Imperative

While AI offers immense potential for recruitment, it is important to be mindful of the potential for bias. AI systems are trained on data, and if that data is biased, the AI system will be biased as well. Organizations must take steps to mitigate AI bias, such as creating interpretable algorithms, regularly auditing their AI systems, and implementing anti-bias measures. RippleMatch, for example, partners with a third-party bias auditor babl.ai to review our technology on an annual basis. Additionally, RippleMatch’s core algorithm that assesses whether a candidate is a fit for a job is easy to unpack. The importance of these safeguards leads us to the next topic among our speakers: assessing vendors carefully.

3. Assessing AI Thoughtfully: Viewing Potential Tools and Vendors Through a Critical Lens

With all the buzz around AI, it’s easy for companies to jump on the bandwagon and claim to be the next great AI solution. That’s why it’s essential to ask questions to figure out if a vendor is genuinely an AI-native company (meaning they had this product capability all along or have dedicated significant resources to it) or are just tagging along with the latest trends. Get specifics on how and where AI plays a role in their product, including how they approach AI safety. In general, when a vendor claims to be all about AI, do your homework: look into their technical capabilities, performance records, and how transparent they are about their AI tech stack.

4. Human-Centric Hiring Processes Are Here to Stay

Having a human-centric hiring process doesn’t mean technology isn’t involved. In fact, our panelists shared that increasing elements of automation have allowed them to make their process even more personalized and prioritize candidates at a higher level than before. By automating tasks like reviewing resumes, sourcing candidates, scheduling interviews, and other coordination-heavy components, recruiters are able to spend more time strategizing how best to connect with candidates, strengthening their interview processes, and connecting with candidates to ensure they are the right fit for the role. The continued investment in automating manual, time-intensive tasks has proven to be a win for human-centric hiring processes, opening up a new opportunity to craft a better experience for candidates and employers alike. 

Achieving The Balance Together: Facing a New Era of Challenges and Opportunities As a Community

In between panels, we hosted small breakout room discussions among our guests to dive deeper into the complexities of AI and human-centric hiring processes. Following the event, we hosted a happy hour to continue the conversation, as well as reflect on the most recent campus recruitment season.

Wherever emerging technology takes us next, one thing is clear – there will always be a place to come together as a community and discuss where campus recruitment and talent acquisition is headed. We hope to see you at future events!

Want to keep exploring the balance between AI and the human experience in hiring? Check out the replay of our most recent webinar, ‘The Future of Talent Acquisition: Perfecting the Human Experience in the Age of AI’ featuring RippleMatch CEO Andrew Myers.

The post How Talent Leaders Are Balancing AI and Human-Centric Hiring: Key Takeaways From Our NYC Micro-Summit appeared first on RippleMatch.

Hispanic and Latine Heritage month is celebrated in the U.S. from September 15th through October 15th, and highlights the many significant contributions that Hispanic and Latine Americans have made. Below you’ll find a few ways you can celebrate your Hispanic and Latine employees this fall and all year round.

Why it’s important to celebrate your Latine and Hispanic employees

Representation is a powerful tool that can break down barriers and create a sense of belonging for employees from diverse backgrounds. Unfortunately, Hispanic and Latine professionals often face stereotypes and misconceptions that hinder their progress. By shining a spotlight on our Hispanic and Latine employees, we can challenge these stereotypes and showcase their talent and potential, inspiring others and fostering a more inclusive workplace.

Celebrating our Hispanic and Latine employees creates a strong company culture and sense of belonging

Clients and customers are drawn to organizations that prioritize diversity, leading to increased brand loyalty and trust. Moreover, diversity brings a wealth of perspectives that enrich our problem-solving and decision-making capabilities.

An inclusive environment attracts top talent 

Prospective employees seek organizations that prioritize diversity and invest in cultivating an inclusive culture that fosters professional growth and development. This is especially true for Gen Z, the most diverse generation to date. By understanding the stories and experiences of the Hispanic and Latine community, we can build strong connections with our future leaders. 

Three ways I help my organization celebrate Hispanic and Latine Heritage Month

1. Celebrating Cultural Heritage

One way we celebrate Hispanic and Latine Heritage Month at RippleMatch is by organizing engaging events, workshops, and seminars to deepen our cultural appreciation and understanding of the Hispanic and Latine community. For example, last year we held an event that included  a virtual history tour of Hispanic and Latine art. This year, we will be holding a virtual potluck that features Hispanic and Latine food and drink. Other options include: watching a documentary about the Hispanic and Latine experience, distributing a list of great podcasts about Hispanic and Latine culture, and organizing a visit to a museum with a Hispanic and Latine exhibit. 

2. Create an Environment of Respect Through Language and Cultural Training

Providing language and cultural training for all employees ensures effective communication and mutual understanding, promoting an environment of respect and appreciation. At RippleMatch, I regularly hold Inclusive Language Trainings for all employees. Educating RippleMatchers on the importance of inclusive language with reference to cultural diversity is crucial to creating a feeling of inclusion and belonging. For example, in our trainings, we talk about the importance of using plain language in both written and verbal communication over jargon or expressions that not everyone may appreciate. This fall is a great time to host an inclusive language training that dives into the importance of creating a workplace environment that is inclusive of all cultures.

3. Supporting the formation of Hispanic and Latine Employee Resource Groups (ERGs)

At RippleMatch, we publicly encourage the formation of employee-led and run resource groups and have created a Diversity Equity Inclusion and Belonging Events and Content Slack community that provides information and resources on how to start ERGs. We will continue to encourage the formation of ERGs dedicated to supporting our Hispanic and Latine employees this time of year and all year round, creating safe spaces for networking and fostering a strong sense of community. 

Incorporating vibrant diversity and inclusivity into our workplace culture is a commitment that resonates deeply at RippleMatch. As the DEI leader, I believe that embracing the unique perspectives of our Hispanic and Latine community not only enriches our organization but also fosters an environment where all employees can flourish. The celebration of Hispanic and Latine Heritage Month holds particular significance, serving as a powerful reminder of the contributions made by these communities. Through cultural engagement, supportive ERGs, and language training, we are laying the foundation for genuine connections, respectful communication, and meaningful growth – both within our organization and beyond. 

The post Tips From a DEI Expert: 3 Ways to Celebrate Latine and Hispanic Heritage Month at Work appeared first on RippleMatch.

But while campus teams work hard to build their brands and get qualified applicants for their roles, low bandwidth and high volumes of unqualified applicants make it extremely hard to get the most out of their efforts. Gen Z candidates, facing an uncertain economy, expect to submit 100+ applications each to fewer available positions, over-burdening already lean campus teams. In fact, nearly one-third of candidates expect to submit more than 200+ applications, according to a recent RippleMatch survey. 

But there’s a better way to hit your targets, reduce costs, and future-proof your team and brand. RippleMatch changes the game by supercharging your campus team. RippleMatch automates applicant review to save you time and allow you to make the most of your pipeline, and automates sourcing to effortlessly build your brand and find the top, diverse talent you really need. Plus, RippleMatch also provides you with advanced analytics so you can view the composition of your entire pipeline — and understand which of your strategies are really helping you hit your goals.

Below we’ll walk you through the three main issues plaguing talent teams this season — and how a recruiting software like RippleMatch can help you craft standout candidate experiences that win over great internship and entry-level job seekers.

1. Unmanageable Applicant Volume

Recruiters have always struggled with applicant review, but the recruitment landscape has escalated this perennial problem.

Candidates today are losing confidence in their ability to land a good job, and as a result are taking a spray-and-pray approach to their search, submitting hundreds of applications each. At the same time, economic uncertainty has led some industries to slow hiring and operate with lean campus teams, meaning those applications will be sent to a smaller number of positions with less manpower to review them. Without the ability to provide candidates with a tight feedback loop, employers risk a negative association with their brand and losing candidates to their competitors. In fact, through a recent survey we discovered that candidates today start to lose interest in an opportunity within two weeks of submitting their application. 

RippleMatch Sort brings all of your candidates to one place, gives priority to the best-fit applicants, flags unqualified candidates, and arms you with powerful tools for filtering, advancing, and rejecting candidates. In other words, we’ll slash your applicant review time by 70%, which means you’ll spend less time reviewing resumes and more time building relationships with top candidates and keeping them engaged.

2. Underutilized Talent Pipelines

Don’t let great talent slip through the cracks because your hiring process isn’t optimized for great candidate experiences.

Most recruitment teams today aren’t making the most of the talent in their pipelines — and are continuing to lose great candidates to their competitors. That’s because they don’t have the systems in place to identify top talent and provide them with a great candidate experience as they enter into their hiring funnel. They are not able to respond to candidates swiftly, tarnishing their employer brands, and are watching formally interested candidates get scooped up by other brands before they can intervene.

RippleMatch scores every candidate based on their fit for your positions, provides rich, scannable profiles, and gives you powerful filters that are optimized for campus hiring. This not only saves you time in reviewing resumes, but it also helps you make sure to never miss a top candidate again. Plus, getting back to top candidates faster also increases your win rates. We can help you provide a magical candidate experience by engaging candidates when your role is still top of mind — within days of their first application.

Maximizing your pipeline improves your efficiency, and can result in a 1-5 day applicant response time — down from an industry average of 17 days. This allows your team to craft a candidate experience that stands out from the crowd. Plus, you can protect your brand by getting back to every candidate — which our research shows is a top indicator of a good candidate experience.

3. Unpredictable ROI

If you don’t have insight into which of your strategies for attracting Gen Z are working, it’ll be very difficult to know where you can improve your recruitment and hiring processes.

Campus teams work hard to hit their goals. But it’s hard to know which of their tactics are really working. Most leaders don’t have full visibility into their talent funnel, where hires are really coming from, and how they are tracking to their hiring and diversity goals.

RippleMatch provides you with rich data on your entire top-of-funnel that is optimized for early career hiring. This lets you understand who is applying to your roles and where they are coming from. RippleMatch also lets you know the ROI of all your hiring channels: events, conferences, job boards, sourcing channels, and more. With RippleMatch you can understand which of your channels are converting to hires and helping you meet your goals — and which are not.

Managing high applicant volume is getting increasingly harder for talent teams. That’s why identifying tools for sorting your best-fit candidates is critical this recruiting season for protecting your employer brand and securing top talent. Partnering with RippleMatch allows employers to optimize their hiring processes, craft standout candidate experiences, and unlock insights into their early career strategies. Learn more about how you can supercharge your campus team this fall and beyond, and stay ahead of your competition here. 

The post How You Can Make the Most Out of Your Pipeline in the Mass-Apply Era appeared first on RippleMatch.

In today’s rapidly evolving job market, hybrid recruiting has emerged as the new norm. Blending the best of both worlds – traditional in-person interactions and cutting-edge virtual technologies – hybrid recruiting offers a dynamic and flexible approach that resonates with modern job seekers and employers alike. This innovative strategy allows companies to cast a wider net, tapping into a diverse pool of talent regardless of geographical boundaries, while candidates can engage in the recruitment process from the comfort of their own spaces. As the lines between physical and virtual recruitment blur, embracing the era of hybrid recruiting is essential for staying competitive in this new era of workforce dynamics.

Whether you’re a seasoned professional or just embarking on your career journey, understanding the ins and outs of virtual recruitment events can significantly boost your chances of landing that coveted position.

Perhaps the most well-known type of virtual recruitment event is a virtual career fair, but there are many other types of events that provide opportunities for prospective candidates. Here are the basics of how each type of recruitment event works, what students think about them, and how to make yours stand out.

Virtual Career Fairs

Typically, virtual career fairs are held by universities, trade organizations, employment agencies, local governments, and more in order to connect prospective interns and entry-level employees with recruiters. Individual companies can also host virtual job fairs, especially when recruiting for a large number of positions. Virtual career fairs can assist in your recruiting by removing geographic barriers, but also by focusing on a more specific industry or type of job (such as “tech startups in New York” or “public service jobs”).

To make the most of a virtual career fair, ensure that candidates have the opportunity to upload resumes, chat one-on-one with recruiters, and learn more about the company. You might also consider offering interviews on the spot through one-on-one videoconferencing. An all-in-one recruiting events software like RippleMatch can help you communicate with candidates before, during, and after virtual career fairs to help you turn RSVPs into hires.

Virtual Info Sessions

Suppose you aren’t quite in the recruitment stage where you’re ready to accept resumes or conduct interviews. Another good option to promote awareness of your company among your target audience is through a virtual info session. By holding a virtual info session, you can increase engagement and specifically target who you want when application time comes.

Virtual info sessions are a way to introduce prospective candidates to many different aspects of your business. RippleMatch research has found that college students enjoy attending info sessions to conduct low-stakes research about a company, rather than worry about networking or making a strong first impression on a recruiter. As part of your info session, you might consider hosting panel discussions or a Q&A with current employees from across the organization in different fields such as sales, marketing, HR, and research & development.

Similar to virtual career fairs, attendees for virtual info sessions should also have the ability for messaging and live chats with recruiters – this could be a functionality that is enabled at the end, or throughout the info session if it’s a Q&A format. If the chat function is there for the entire event, make sure someone from your team is monitoring it to answer questions in real time. Info sessions are designed to be highly engaging and an opportunity for face-to-face, two-way communication between recruiters and prospective candidates.

Webinars

Webinars are similar to virtual info sessions, but webinars are more likely to feature recruiters or company employees sharing information in a lecture or presentation format for most of the time. For diversity recruiting, you could hold a webinar about your company’s initiatives for supporting Hispanic/Latinx employees, or provide information about how you uplift women as they progress through their careers. Webinars should always offer viewers the chance to ask questions through a chat function, though answering questions will likely not be as much of a focus as they would be in info sessions.

The benefit of webinars is that they can be hosted in real time, but they can also be recorded and listed on your company’s careers web page. For webinars and virtual info sessions, companies might consider videoconferencing programs such as Zoom or GoToMeeting.

Professional Development Virtual Events

Professional development is a high priority for college students in choosing an employer. If your company previously hosted in-person professional development events like coffee chats, mock interviews, and one-on-one resume reviews, consider adapting these to a virtual environment, too.

In addition to one-on-one or small group events, you may also decide to host a webinar about a professional development topic. For example, USAjobs holds multiple webinars a year about topics related to finding and applying for federal jobs. You could even run webinars that are specific to COVID-19 or virtual recruitment, such as “How to Fill a Gap in Your Resume If Your Internship Was Canceled,” “How to Ace a Virtual Technical Interview,” or “How to Start Your Career Remotely.”

Promoting Your Virtual Event and Building the Attendee List

As with any recruitment event, a virtual career fair, info session, or webinar will only be successful if you promote it. The good news is that students are already expecting recruitment events to be virtual this year, and many of them are already interested in attending.

The biggest difference between virtual events promotion and in-person events is the scale – but you can still build your audience through similar tactics you would use to ensure attendance at an in-person event. Connect with campus career centers and list your events on their student-facing job platform or newsletter; partner with relevant student organizations and ask them to send it out to their members; source high-potential candidates on LinkedIn and invite them to attend your virtual event. You can also post a registration link on your website, social media channels, and email marketing for prospective candidates who have opted in to receive information about jobs at your company. Software like RippleMatch can help you promote your event to a diverse and active candidate network, and help you analyze which channels are bringing in the most attendees.

When it comes to your messaging, personalization will be more important than ever. RippleMatch research shows that the top-performing events on our platform are those that specific and engaging event titles.

Remember, Virtual Events Are an Opportunity to Broaden and Diversify Your Talent Pipeline

With virtual events, you have the chance to connect with students from hundreds of schools rather than a dozen. Not only will you increase brand awareness among today’s college students, but by removing physical barriers, you can greatly expand your reach of talented entry-level candidates. Virtual recruitment events are particularly helpful for forming a pipeline of candidates who are socioeconomically, geographically, and racially/ethnically diverse. Overall, with virtual events, you won’t be missing out on talented prospective candidates outside of your target schools – and you may discover even more strategies to incorporate into your recruitment going forward.

Find out how RippleMatch can help you move beyond generic events software and spreadsheets through our Events Management Platform. All aspects of our platform are optimized specifically for campus recruiting teams. Through one platform, you can drive event attendance by inviting candidates across the RippleMatch talent network of 1600+ college campuses, analyze ROI, and invest in a personalized candidate experience through automated event reminders, check-ins, and follow ups. Learn more here. 

The post A Guide to Virtual Recruitment Events: What They Are and How to Approach Them appeared first on RippleMatch.

For Gen Z talent especially, candidates are expecting high-tech and seamless recruiting events from their future employers. By working with a strong recruiting events software, you can make strides on your internship and entry-level hiring goals, and bring in the best talent out there today.

What is recruiting events software, and how can it help your team?

Recruiting events software is designed to support both your in-person and virtual events for candidates, from those you attend to those you host yourself (like an info session). From virtual career fairs and networking events to on-campus interviews, this type of software ensures seamless coordination, personalized candidate interactions, and real-time analytics to help recruiters make data-driven decisions.

High-quality recruiting events software is a game-changer for modern talent acquisition teams. With its user-friendly interface and powerful features, it streamlines the entire recruitment event process, from planning to execution

What should you look for in a good recruiting events software (and what to be wary of)?

Not all recruiting events software is equal or the right fit for you, and in order to get the best ROI possible, you need to find software that caters to your ideal talent network. The following are a few questions you should ask yourself during your search for a recruiting events software partner. 

• Does it support both in-person and virtual events? Gen Z talent prefer hybrid working environments over fully remote or fully in-person positions, and you can be sure that means they also want to attend a mix of recruitment events as well. Be sure you understand their preferences and that your recruiting events software is set up to match and can support virtual events seamlessly, as well as support your in-person events. 
• What is the candidate experience like for students? Candidates these days have high expectations of the recruiting process — and recruitment events. Be sure that you’ve selected software that prioritizes candidate experience and helps strengthen your employer brand. That means anything from helping you invite the right candidates to following up afterwards.
• Does it provide real-time analytics? Robust analytics and reporting capabilities are essential to track event performance, measure ROI, and identify areas for improvement. As you look for a recruiting events software, you’ll want to consider how much data they provide for you, and whether it’s presented in a way that’s easy for even non-data folks to understand. 
• Can you customize the event experience? Your recruitment events are intended to help your employer brand, whether or not they result in hires. You therefore need to ensure that your recruitment events software allows you to customize promotions around the event with your logos, colors, and messaging to create a consistent and professional experience for attendees.

How RippleMatch can help

With an abundance of technology at your fingertips, it can be overwhelming to pick a recruiting events software that fits all your needs, as well as the needs of your candidates. But RippleMatch is designed specifically for recruitment teams looking to get the most out of their events strategy. With all the above-mentioned points, plus several more features, RippleMatch sets the curve for recruiting events software.

Here are just some of the features that RippleMatch users love about our all-in-one early-career events management solution:

• An engaged candidate pool for invites: We have a diverse talent pool of great talent that you can invite to your recruitment events, and can help you turn RSVPs into hires by inviting the right talent to the right events for them.
• Strong communication tools: RippleMatch allows you to seamlessly engage with candidates before, during, and after events, and helps you pipeline standout talent for future opportunities.
• Recruiting events analytics: It’s easy to optimize your recruiting events efforts and maximize your ROI when there’s recruitment event analytics at your fingertips. Plus, you can make sure that your lean team is having the biggest impact with even the smallest budget.
• Employer branding: If your employer branding isn’t optimized, you’re missing out on top talent. Remain competitive with software that helps improve your employer branding throughout the events cycle and communicates your brand effectively to candidates.
• Diversity-Focused Recruiting Events: RippleMatch is the most efficient and cost-effective way to make a difference on DE&I. It allows you to engage underrepresented talent at 1600+ schools and 310+ HBCUs and HSIs with recruitment events, and to optimize conversions for diverse talent in your hiring funnel.

Choosing a recruiting events software can be overwhelming at first, but this one-time decision could save you a lot of time, money, and headaches in the long run. Both your recruitment team and your candidates deserve the best experience possible, so use this technology to your advantage and blow the competition away.

Learn more about why top employers have turned to RippleMatch to support their early career recruiting efforts here.

The post Recruiting Events Software: 2023 Buyer’s Guide appeared first on RippleMatch.

But that’s easier said than done. In today’s recruitment landscape, companies are being inundated with a deluge of applicants for each internship or job opening, making it increasingly challenging to keep up with the sheer volume of applications. However, amidst this flood of candidates lies a critical imperative — the need to respond promptly. Not only does a swift response demonstrate respect for candidates and foster a positive candidate experience, but it also holds the potential to make a significant impact on the company’s ability to stand out and secure the best talent out there. In this blog post, we will delve into the reasons why companies must prioritize a quick application response time — despite the overwhelming number of applicants — and explore how this crucial aspect can elevate an organization’s hiring process.

Taking too long to respond to applicants can result in a negative candidate experience

When it comes to the hiring process, first impressions count. A quick application response time demonstrates respect for candidates’ time and effort, creating a positive candidate experience right from the start. Even if the ultimate decision is a rejection, promptly notifying candidates of their status shows that the employer values their interest and acknowledges their application. This fosters goodwill and leaves candidates with a positive perception of the company, which can be critical for employer branding and future talent acquisition.

In fact, when we surveyed nearly 3,000 Gen Z internship and entry-level job seekers we found that the number one factor that contributes to a negative experience today is being ghosted by employers — i.e. not hearing back after submitting their initial applications, whether or not they are moving forward in the hiring process. The second most popular factor contributing to poor experience being ‘not receiving timely updates (within 5-7 business days) about application status’. 

Currently, the industry standard for average applicant response time is 17 days — if employers are able to respond to every applicant at all — and that’s well beyond the one week mark. Employers using RippleMatch, however, are able to improve candidate experience and respond to every applicant in an average of 5 days, with top performing platform users responding to applicants within one day. That’s because RippleMatch’s recruitment software helps employers review candidates faster and respond to every applicant swiftly, allowing them to quickly get back to everyone, and then spend time with top talent.    

Lengthy response times can have long-lasting impacts on your employer brand

In today’s interconnected world, word travels fast. Candidates who have a negative experience during the application process at your organization are very likely to share their opinions online or with their network, potentially tarnishing your employer reputation for great talent. Conversely, a reputation for quick and courteous responses can significantly enhance your standing as an employer of choice for Gen Z. Positive reviews and feedback about your application process can both attract more candidates and improve the overall quality of applicants.

Leaving candidates in limbo can cause you to lose out on great talent 

The longer the waiting period between when great candidates submit their applications and when they hear back about advancing in your hiring process, the greater the chances that they may lose interest or pursue other opportunities. In other words, a delayed response to job applications can lead to candidate drop-offs. 

By providing timely feedback, you keep candidates engaged and demonstrate your commitment to expediting the hiring process. This reduces the likelihood of losing qualified candidates due to delayed responses. Candidates who receive an immediate response to their application are more likely to view your company as proactive, organized, and genuinely interested in them as individuals. This can tilt the scales in your favor and make your organization a more appealing choice for potential hires. In fact, according to data we collected from our platform, candidates are 250% more likely to convert to hires if they receive a response within 2 days.   

Prioritizing a quick response time allows you to focus on hiring great Gen Z candidates

A fast application response time streamlines and increases the efficiency of your entry-level hiring process. With prompt responses, employers can swiftly identify qualified candidates, conduct interviews, and move through the selection process more effectively. Reducing the time-to-hire not only saves resources, which is especially crucial for leaner talent teams today, but also allows your organization to secure the best candidates before they accept offers elsewhere (as detailed above). 

Investing in a timely and courteous application response process is an investment in the future success of your organization. Recruiters can get back to Gen Z candidates faster with the right tech partner, such as strong early career recruiting software. When it comes to providing a stellar candidate experience and building strong employer brands, our data shows that RippleMatch users are outperforming their peers who are not using the platform to connect with candidates quickly. That’s because RippleMatch’s software automates applicant review, enabling employers to review and respond to every applicant swiftly, and secure top talent before their competitors scoop them up. Plus, by cutting applicant review time by 70%, our software can give you and your team essential time back in your workflow, allowing you to focus on high-impact initiatives for your organization. 

Interested in learning more about how RippleMatch can help you craft a standout candidate experience, build a strong employer brand, and hire great early career talent? Check out how one employer uses RippleMatch Sort to hire efficiently at scale. 

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