it's time to check the whether

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WE NOW KNOW WHO WE’RE TALKING TO BEFORE WE SAY ‘HELLO’

#JustGoogleYourself

The fascinating truth about the information age is we don’t have to guess anymore.


RELATIONSHIPS DEVELOP AT THE SPEED OF FIBER

Phone Interviews > Profile Views > Direct Messaging > Engagement Metrics1990s Early 2000s Late 2000s Today

In the 90s, the best we could do as recruiters was to review resumes and hold phone interviews. In the early 2000s, we learned that we could review someone’s profile prior to making the phone call - this saves time and enhances effectiveness. It didn’t take long for us to realize the power of direct messaging from one profile to the next - furthering the mission of effective recruiting. And today, we now have the full power of engagement metrics that work behind the scenes to help us fully understand how someone interacts with our brand.


IT’S TIME TO ADMIT WE’VE OUTGROWN TRADITIONAL RECRUITING TACTICS

Only 27% of recruiters consider career fairs effective.

Only 18% of recruiters consider information sessions effective.

According to a study by NACE in 2015, only 27% of recruiters consider career fairs to be effective, and only 18% consider information sessions to be effective. And yet… we continue to spend billions of dollars on these outdated tactics.


CANDIDATES EXPECT TO DIVE IN AT THEIR OWN PACE

Mission-Driven Company Profiles Vision-Casting Job Descriptions Thought-Provoking Content Actionable Feedback Self-Alignment

The reason these tactics are ineffective is because they no longer meet candidate expectations. Today’s college grad is information savvy. To leave a positive impression, companies need to establish mission-driven profiles; post job descriptions that can cast vision and purpose; and create content that provokes conversation and establishes industry leadership. With that environment in place, recruiters can nurture top candidates with constructive and actionable feedback. These elements combine to inspire candidates to align with the long-term mission of your company.


ONLY THE RECRUITERS THAT ENGAGE WILL REMAIN EFFECTIVE

engage verb occupy, attract, or involve (someone’s interest or attention)

If we can agree that the way people socialize with one another, the way that we consume and share content, and the way that we interact with companies and brands has fundamentally evolved, then together, we can build an environment that attracts the most interesting and interested candidates for your positions. And we can start right now.

IT’S TIME TO CHECK


THE WHETHER IS THE FIRST COLLEGIATE INBOUND RECRUITING PLATFORM


Jobs/Internships Events Alumni Mentors Courses

WHAT IT LOOKS LIKE


1. Attract Relevant Candidates with Brand Assets

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You can easily capture and measure engagement with your brand. You can repurpose existing content and target it to relevant candidates. And you can use mission-focused headlines to capture attention.

2. Engage Relevant Talent Pools

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WHAT IT LOOKS LIKE


We’ve built a candidate nurturing platform to help you deliver targeted content, events, news, projects, and opportunities to the most-relevant audience.

3. Discover Relevant Candidates

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WHAT IT LOOKS LIKE


Just like a well-tuned sales and marketing team leverages a CRM to manage their pipeline, recruiters leverage The Whether to track the most important stages of the candidate nurturing process. And even when you have to step away from your desk, the platform is working to surface the most qualified candidates based on skills, experience, aspirations, and brand engagement.

4. Track Candidate Progress

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WHAT IT LOOKS LIKE


Powering all of your decisions is one of the most sophisticated reporting dashboards ever applied to candidate nurturing. Recruiters now know exactly who to talk to and when to talk to them.

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THE ENGAGEMENT ERA IS HERE Effective recruiting has fundamentally changed.

it's time to check the whether

Recruiting & HR