How Brother USA Does Recruitment Marketing - Tony Prudente

Today’s guest interview is with Tony Prudente from Brother USA. Tony runs Employment Brand and Recruitment Marketing as a team of one.

FULL TRANSCRIPT

Tony Prudente:
This is Anthony Prudente, Senior Specialist of Employer Branding, Recruitment Marketing, and Social at Brother USA, and I'm next on the RecTech Podcast.

Speaker 2:
Welcome to RecTech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world, along with recruiters who'll tell you how they use technology to hire talent. Now, here's your host, the mad scientist of online recruiting, Chris Russell.

Chris Russell:
And welcome to the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. If you want to know about the latest tools and tactics for finding talent online, this is your show. This episode is a practitioner edition. This podcast is sponsored in part by our friends at Adzuna, the quality-obsessed job search engine that's taking the market by storm. Adzuna wants to get America hiring again by allowing businesses to zero in on the right candidates. Cut your cost per application and engage with high quality candidates with Adzuna. Visit adzuna.com/hire to get started. And by Emissary, a text recruiting software that will supercharge your recruiting efforts. Americans spend 55 minutes a day texting on average. That time represents an enormous window of opportunity for recruiters to get the attention of candidates that are otherwise distracted and hard to reach. Head over to emissary.ai, and book a demo today to learn more.

Chris Russell:
All right, we're getting back to some practitioner interviews on the show, and I met my next guest at the Phenom event back in March. He's a recruitment marketing team of one, and we'll talk today about his marketing initiatives and technology when it comes to hiring talent at Brother USA, based in Bridgewater, New Jersey. Tony welcome to RecTech. It's great to have you.

Tony Prudente:
Thanks for having me, Chris.

Chris Russell:
Yeah. So tell us first, what's life been like marketing jobs in the age of coronavirus? How would you sum up these last six months or so?

Tony Prudente:
Well, first of all, what a whirlwind it has been since we last saw each other back in March.

Chris Russell:
Yup.

Tony Prudente:
Thankfully, I'd like to say that we're in the age of such advanced technology that had this pandemic happened 10 years ago, I don't know if we would've been able to strategically continue with our recruitment efforts. It's been very interesting, to say the least, but thankfully, we have systems and processes set up in place that were able to easily shift and change once the pandemic hit. What's interesting, is to see the fueling of a change that I think was already in movement, in terms of more workplace flexibility.

Tony Prudente:
So as people are migrating out of cities, we're seeing not only candidates, but also hiring managers, being more open to flexibility in terms of their roles and their work, which is good news for us at Brother, because being in Bridgewater, New Jersey, we're just a little bit far from New York City, and just a little bit far from Philadelphia. So in terms of location, it can be really hard to sort of get people out of those city environments, and now, with the pandemic, what we're seeing is that a lot of people are flighting out of those cities into New Jersey, for home ownership and because of the school system, so it's actually been a plus for us in terms of our talent attraction.

Tony Prudente:
And also, the first thing I ask hiring managers now, when they have a new position is, "Are you open to fully remote work or relocation assistance?" And what I'm finding now is I'm getting more yeses to those questions, so from a recruitment marketing perspective, that really opens up the door for us being able to attract talent to the organization, because now we're no really longer limited by our physical location, which has been wonderful.

Chris Russell:
Yeah. That's awesome. And you made a great point about if it were 10 years ago and we had this pandemic, you're right, remote tech was not as good back then, and I think we would've had a lot of struggles in the business world as far as that goes.

Tony Prudente:
Yeah, for sure. Thankfully, here at Brother, we use several systems that help us recruit the talent that we need, and they're designed in a way that was perfectly set up for a pandemic-like situation. So I don't want to say it's been a fully easy transition, but I'm very thankful that I live in 2020, and not in 2010.

Chris Russell:
Yeah, definitely. Are you guys more of a Teams user, or do you more use Zoom, as far as your video stuff goes?

Tony Prudente:
We use Zoom. Some Teams gets used, but mostly it's been on Zoom. And we just signed A Zoom contract at my company shortly before the pandemic even happened, so it sort of fueled everybody into getting used to being on camera all the time, and showing up at the exact timeframe, and using all the different features. So it's been really great to be able to collaborate with my colleagues IN a way that we were never really used to before.

Chris Russell:
Yeah. I'm curious too, Tony, have you seen any uptick in applications to your company in the last couple of months from candidates?

Tony Prudente:
Yes, we have. We've seen a big uptick, and it's only been fueled more recently by our decision to move forward with job board programmatic advertising. So, now that I have some flexibility in terms of remote work and relocation assistance, we're able to put our jobs out in places that we weren't able to before, in terms of the location. So, LinkedIn does a workforce report where they report on the cities that are facing the highest flight and the highest attraction, so we take that into account if we're going to publicize a job that is open to relocation assistance, we'll strategically target cities where people are fighting out of, which has been really great in terms of being able to attract talent.

Tony Prudente:
We just make sure that with our postings, that we do that, that it's really called out very early on in the job posting, that the position, if it's a relocation position that for now, it's remote, but eventually it'll report into our Bridgewater, New Jersey headquarters, but relocation assistance is available, because there are people that are open for that. They're not open to just leaving New York City, but they're open to leaving the other cities. We might find someone that maybe is in Chicago and has family in New Jersey, and they're thinking of moving back. So it's been really great from a recruitment perspective, because we're seeing such a ample increase in candidates to our job postings.

Chris Russell:
Are you especially tagging some of your jobs as a remote site in the job title, or somewhere in the description itself? How are you kind of labeling those jobs?

Tony Prudente:
Sure. So the ones that are remote, we'll put in the title. We don't have that many yet, so for the most part, it's been focused on the relocation assistance, and what we usually do with that is we include the line of text very early on in the job description. We'll try and bold it too, because we don't want somebody to go through and read a whole job posting, and to find at the very bottom line is the disclaimer that essentially, this job would be relocated to New Jersey and have to report into the headquarters. We want to still provide a great candidate experience. So yeah, to your point, we try and take advantage of the remote tools that are available, take advantage of the ability to call out at the right moment in the job posting about the relocation assistance, so that candidates aren't wasting so much time on the job, if they're not open to either relocating, or remote work in general.

Chris Russell:
Gotcha. Very cool. So walk us through your recruiting marketing tech stack, Antonio. What do you use on kind of a daily basis to market your jobs? Just describe some of that technology for us.

Tony Prudente:
Yeah, sure. So we use Phenom People for our careers website, and our content management system, and our candidate relationship management system, our CRM. So we really funnel all of our talent through to our careers website. We want make sure that no matter where somebody is discovering our job, whether it's a job board, through an employee or elsewhere, that they're all being funneled through our careers website, because that is where we're able to capture their information. And what's really important for us with the careers website that's different than the typical applicant tracking system approach, is that we have features available on our website that really engage the candidate, and if they don't decide to actually apply for a job, there's a good chance that we were able to at least capture their information, their name, and their email address, and we're able to log that as a lead.

Tony Prudente:
So, our recruiters are able to see that, and it really opens up our applicant pool to passive candidates really, which has been really amazing for us, and just try and provide ways to personalize the experience as much as possible. So we have a chatbot that's on our website, that drives about 10% of our applications. 10% might not be a lot, but if we didn't have the chatbot in existence, that's a 10% applicant pool that we're missing out on, which is, in my mind, critical. So from that perspective, when stuff gets driven out to the job boards like LinkedIn, and Indeed, et cetera, we try and make sure that our employment brand is still represented there, but that we're always making sure that we're pointing our candidates back to our careers website, because that's the funnel where we capture their information for not only the application, but also from the leads perspective.

Chris Russell:
Yeah. Tony, regarding the leads, let's say you get the person's contact info as a lead. What do you do from there, as far as your careers go? How do you follow up with those leads that you mentioned?

Tony Prudente:
Sure. So the recruiters will, if they find a lead that they thought that was really good for the job, they'll personally reach out to them and say, "Hey, I saw that you visited our website, that you looked at this job. I think you would be a really great fit for it. Would you be open to a phone screen?" And what we found is that most of the time when recruiters do do that, the candidates are very receptive to it, they're very appreciative.

Tony Prudente:
I think the old mentality used to be that if somebody started an application, or maybe didn't spend enough time filling out all of the different fields that they were maybe seen as lazy, and that's really not the case anymore. The case is you're up against resume parsing, and making applications so simple to be able to apply to. So really, it's just somebody might look at a job and maybe they're busy, maybe they're on their phone and they're going to get back to the job, and maybe they just get lost in daily life that they forget to return. That doesn't mean that they're a lazy person, we don't want to miss out on a candidate. So we found that the personal touch of the recruiter reaching out is very receptive from the candidate perspective.

Tony Prudente:
And also, when we capture a lead, they're sort of signing up for our Talent Community, sometimes they sign up for similar job alerts, so we're able to automatically send them emails saying, "Hey, we know that you expressed interest in this role in the past, here's some similar roles that you might be interested in in the future." So it still keeps them in the loop with our brand, because they are more likely to apply because they're already familiar with us, they've interacted with us in the past. So it's just another really great strategic tactic to convince those leads to eventually convert into an applicant.

Chris Russell:
Yeah. Okay, so you've got Phenom in place, I do want to talk a little more about that as well, but what other technologies or tools do you use on a daily basis?

Tony Prudente:
So I use LinkedIn a lot for employer brand awareness, as well as analytics and competitive insight into our performance against our competitors. LinkedIn has been really huge for us, in terms of building out our employment brand and our [inaudible 00:13:10], which is still very much in its infancy. So that's been a very huge point for us to be able to stand out from the competition and showcasing what it is like to work at Brother, and why we are such a great organization for our employees.

Tony Prudente:
I also use Adobe Spark a lot for easy graphic design and employer branding related content. I do have access to the Adobe Creative Cloud, and while I can do some things in Photoshop, I'm definitely no expert. So, I use Adobe Spark as a means of really, Photoshop for dummies, in case I need to put together a quick graphic that I need to publicize out on LinkedIn, or if I need to upload it to a page on our careers website. So that's been a godsend for me, for somebody that Photoshop is really scary, and I don't think it's in my best interest, career perspective wise, to really try and go all in on learning Adobe Photoshop at this point. We have experts for that, but Spark makes it very easy for me to be able to at least execute on what I need to execute on, so that's been really great to use.

Chris Russell:
Nice, nice. Yeah, I switched over to Canva from Photoshop probably like a year ago, and it's just a lot easier to use, and quicker to use as well. So it's made my job more efficient, I think. Awesome. You're also doing some blogging on your careers site, I see. Just talk about that as an overall strategy, and what types of content you put out there?

Tony Prudente:
Sure. So from a social perspective, the time is very limited. You have very limited time to capture somebody's attention. So we have a lot of great stories to tell here at Brother, but we can't tell that entire story in one social media post one, because there's limited amount of texts that you can have in a post copy, but two, if somebody's scrolling through their social media feed and they see such a very long piece of content, they're less likely to engage with it, they're less likely to spend the whole time that you want them to spend on engaging with the post.

Tony Prudente:
So what we tend to do is, we tend to, from a graphic representation, try and capture that user's attention, tell a sort of preview of the story, and then provide a link to our careers website blog, where they can go and learn more about the story. We want them to go that route because when they go to our careers website blog, they are then in our ecosystem of our careers website. So it's more likely that they're going to interact with our chatbot, it's more likely that they're going to check out the rest of our brands, [inaudible 00:16:02] pages, and possibly apply and look at jobs.

Tony Prudente:
So we strategically use the blog as a way to sort of funnel people that are interested in the stories that we're telling on social, into our system, and hopefully being able to get them either as a lead or an applicant for one of our jobs. So it's been a really great way for us to be able to tell the full picture and the full story of our organization, while also opening up the line of being able to have that person or that user be able to get into our system and hopefully, as a lead, and apply for a job.

Chris Russell:
So what are the typical pieces of content you put on the blog? Give us a couple of examples, in terms of the topics you're writing about.

Tony Prudente:
Sure. We tend to focus a lot on our employees. We find that employee storytelling is the highest engaged content that we put out there. So what we've been doing a lot recently, is showcasing employees doing really great work at our organization, and being recognized for it. So we have a recognition system internally called Bravo, where employees can reward one another for jobs well done on work. We, on a monthly basis, spotlight individuals in teams, and we showcase what type of work that they're working on at the company, and why they're being recognized for it. We also do a lot of leadership promotion. So if one of our leaders has a thought piece, or if they are winning an award for something, we like to showcase that as well. We tend to see that content around employee performance and success is something that is really engaged on on social.

Tony Prudente:
We also back in July, did a campaign for employee promotions. So at Brother, typically promotions usually happen one time during the year, and it's usually in July. So what we did was we created graphics for people managers to post on their personal LinkedIn channels with their employee's headshot, congratulating them on their promotion. And we saw such a huge lift in terms of engagement on those posts this year, compared to last year. Now, some of that probably had to do with the increased participation of people managers and doing this on LinkedIn, but I think a lot of it also had to do with just the increased eyeballs on screens and social media in general, as a result of the pandemic.

Tony Prudente:
And what we saw for the month of July, taking into account that we didn't see a significant uptick or change in our job postings, is that we drove a huge amount of traffic to our LinkedIn page. In certain aspects, it was the highest performing month in the past year. People were looking at our about us page, people were looking at our people page, and it was really great to see, a holistic campaign really led by employees that was driving brand awareness for us, which was amazing.

Chris Russell:
Nice, nice. Do you have any sort of official social ambassador program among your employees, or do you just kind of leverage who you need to leverage, as far as that piece of content?

Tony Prudente:
That's a really great question. So really, what we do, we do it on an ad hoc basis, and for quite some time now, we've been talking internally about a formalized employee advocacy program, and the pandemic has really only fueled the need for that. Now that we're seven months into this, employee events aren't happening at the office, salespeople aren't going out as much in the field to their customers. So all of those little events and instances where we have a great way to showcase our brand, and our content, and what it's like to work here at Brother, aren't happening as much. So it's really important for us to be able to get to a point where we're getting employees to just talk about it themselves, and [inaudible 00:20:38] working at Brother themselves, from a social media perspective and external perspective.

Tony Prudente:
So we've been discussing recently, it's really fueled our discussions about getting a more formalized employee advocacy program in place, to be able to continue on being able to uplift and showcase employee voices. Whether or not we return to the office at one point in time or not, regardless, it really has just fueled us in making sure that we've got employees here, we need them to lead our brand, because it is the information that they put out there, that the research says is what sticks with candidates. Candidates are more likely to trust information coming from an employee, versus coming from a brand. That's really, really important and critical for us.

Chris Russell:
Yeah, pretty cool. And just getting back to Phenom for a second, I saw they did a case study on you, once you moved over to their platform. I want to read to the audience just some of the numbers from that, and just have you comment on those, Tony. 140% increase in completed applications once you moved to the Phenom platform, 45% increase in page views, 40% increase in total job seekers, 15% increase in returning job seekers. So just kind of touch on some of those successes there, Tony, if you could?

Tony Prudente:
Sure. Yeah, it's been really great to see those numbers. The brand and the redesigned website was a whole year long process, and leading up to the launch, I was a little bit getting [inaudible 00:22:23] about whether or not this was going to pay off for us, and thankfully, the results exceeded much more than what we were able to expect. And I can say for certain that a lot of that has to do with not only the brand, but also the ease of access the website is. We saw our conversion rate, which was already great before the website rebrand, increase to 85%, where it sits right now.

Tony Prudente:
I mean, it's just phenomenal to be able to have 85% of the people that start a job application on our website, complete it, and I think that that has to do with how easy it is. You would not believe how many companies today still require you to attach a resume, and then require you to fill out every single field, and it doesn't parse the resume. Who has time for that anymore? And if that's how your website is set up, it's just doing your candidates a disservice, so the way that we-

Chris Russell:
Have you timed that? Sorry, have you timed that process? How long does it take to apply to a job now on Brother?

Tony Prudente:
An average, it's about seven minutes.

Chris Russell:
Seven minutes.

Tony Prudente:
So it's interesting because we see that when you go on our website, we offer you five different methods of applying. You can attach your resume, you can sign in with LinkedIn, you can sign in with Indeed, you can upload your resume via Dropbox, OneDrive, et cetera, and what we find is that depending on the job category that the role falls into, dictates the preferred method of sign in. For instance, our roles in our Bartlett, Tennessee manufacturing facility, the majority of those applicants tend to use their Indeed profile to sign in, whereas for our IT roles, for example, most of them prefer to upload their resume, as opposed to using a social sign in. So being able to offer all of those different ways of pre-filling your application is important, because it depends on the individual user's preference and needs.

Tony Prudente:
So for some roles, the time to apply is a little bit faster, for some it's a little bit slower, but overall, the conversion has gone up, and the time to apply as gone down since the rebrand, which is the exact type of numbers that we would want to see. We want to make it easier for people to complete our apply process, and we also want them to be delighted by it too. We don't want them to walk away frustrated because for a lot of these people, this is the first time that they're interacting with the Brother brand, and the last thing we want them to do is walk away with a negative experience.

Tony Prudente:
We have a Net Promoter Score on our careers website in place. It's very simple, it really just asks users to rate their experience on a scale of one to five, and thankfully, 85% of people that respond, reported a happy experience, and the big call out that we see, is people are commenting on how easy the website is, and how easy it is to apply, and easy it is to use, because these people are in the weeds in their job search. They're going to other companies, they're going through other apply processes. They say how difficult it can be at some companies, and so when they come to our website and they go through the apply process, they're almost surprised by how easy it was, and they call that out, which is exactly what we want to happen. Having them walk away with a delighted experience, whether or not they wind up landing the job here, is good for our business and good for our brand.

Chris Russell:
Yeah. Well, orange is not the new black, but easy apply is the new black, I think.

Tony Prudente:
Yeah.

Chris Russell:
Awesome. [inaudible 00:26:34] I want to ask you about social media again for a second. How often do you post on social media, and what tips do you have out there for others, in terms of creating a social media post that gets a lot of engagement?

Tony Prudente:
Sure. So we, on average, post about once a week. Some weeks are more than others, some are less than others. With the pandemic, the social media posting that we've done has gone up significantly, in terms of sending out posts and the quantity of those posts, and I think a lot of that has to do with because we need to communicate what our organization is doing, and what we've been doing in the pandemic, that's fueled a lot of our posts, and also just showcasing that we're still here, we're still working, and we're still in business.

Tony Prudente:
My recommendations on how to increase engagement in a social media post, is to use as much tactics and features that are available with the specific platform, to get your message across. If you are showcasing employees, tag their LinkedIn profiles in your post copy, tag them in the graphic with their picture that you're uploading, use hashtags to get your posts to surface in other people's feeds, even use a Unicode editor, which is something I just discovered recently.

Chris Russell:
Oh yeah, what's that?

Tony Prudente:
So if you're on LinkedIn specifically, sometimes you might see in someone's posts that text is bolded, or italicized, or in a different font. LinkedIn doesn't offer that feature to change the type of typeface of your text, but you can use a sort of Unicode editor, a website where you put in whatever phrase it is that you want to say, and it'll allow you to copy different formats of that text into your posts, so that it stands out. So we've done that with, if someone, like a hiring manager, is going to promote one of the open positions they have, we have them bold and italicize the title of the job posting, so that it's likely to be more visible to the person that's scrolling through their feed.

Chris Russell:
Very cool.

Tony Prudente:
With one of our recent posts about Black Lives Matter, we took advantage of LinkedIn's new swiping graphic capabilities. So you can upload a PDF document into a post on LinkedIn, and a user can swipe through that PDF, almost as like an image swipe, and that post itself generated a 23% engagement rate, which was so huge for us. Our average is about 7%, and I think LinkedIn's average, what they consider good, is about 2%. That was really successful for us, because we had a very important message to tell, and we were able to get that message across by utilizing a feature tactic that LinkedIn offers, with how to better showcase your post in terms of the message and the swiping.

Chris Russell:
That's interesting. I've never uploaded a PDF, I don't think, to my feed like that. So well, you upload it as a image or a photo, is that how you do it?

Tony Prudente:
Yeah. So the way that we design it, is we design it as an image, but it's formatted as a PDF. So for example, I think you can have up to five images that you can swipe through. So what we'll do, is we'll format it as a 1:1 ratio, that way, it'll be optimized enough, and that way, the text can come across very clear. And what we'll do is we'll try to tell the story with the swipe, so with the first image will be sort of to capture the attention, and then the user wipes through to get the rest of the messages. So it looks like an image from a user perspective, it looks like you're swiping through images, but the functionality itself is a PDF functionality. If you go to upload several photos on a LinkedIn post, it'll upload them as separate photos, that someone can click on each one, not that they can swipe through. So that is where the difference lies, is with the swiping, is if you upload it as a PDF, but to a regular user, it looks like they're just swiping through an image.

Chris Russell:
Awesome, I got to try that. I've seen some of those posts, and I was curious how they do that, so I appreciate the tip.

Tony Prudente:
Sure.

Chris Russell:
Just a couple more questions for you, Tony, as we start to wrap things up here. How'd you handle your interns this year? I know you wanted to talk about that, as far as their experience goes.

Tony Prudente:
Yeah. So our summer internship program, this was the first summer that we formalized the program and launched yet, and it was a year long process going into it, so we were so, so excited to have these interns come on board. So when market and the company went fully remote, we were very concerned about the program, and the very first thought we had is, "Are we going to be able to do this? Can we do this?" And right away, the answer was, "We're going to make it work. We have to."

Tony Prudente:
And so, not being able to have those interns come into the office space, they're missing out on a lot, so we had to find a way to keep them engaged. So what we did was leading up to the start of the first day of their internship, we used our email marketing capabilities within our CRM to get them excited, and what we did was we sent them a series of emails leading up to the start of their first date. So the first email came from our director of talent acquisition, and it had his photo, and a welcoming message, and then some information about the company, some videos, some links to our careers website for them to learn about the brand and our employment experience.

Tony Prudente:
And there was a section about My Favorite Brother Moment, where we had him tell a personal story about what his favorite moment working at Brother was, and we replicated that same email for the interns hiring manager, the mentors that they would be working with internally, so for us, that was our HR generalists. And then the very last email that they received a couple of days before the start of their internship, was from the president of the company, welcoming them to the organization, and how excited he was to have them here.

Tony Prudente:
So we not only wanted them to learn about Brother and get excited about our business and our products, but we really wanted to apply our "At your side" philosophy as much as we could, given the limitations that we had, in that they weren't going to be coming into the office. And it was very well-received, not only by the interns, but also the hiring managers and the people that were involved in the personalized emails that were sent. So it was such a great success for us, and it did a really great job of getting those interns excited for their internship, despite the fact that they weren't going to be coming to the office for the duration of their internship.

Chris Russell:
Yeah. Okay. So what's in the pipeline for you, Tony? What are you working on next that you're excited for?

Tony Prudente:
There are two pieces that I am so, so excited for that are coming up. The first is an article from our vice president of human resources about Brother's incredible transformation over the years, and support of our employees and customers, pre and post-pandemic. So that is going to be so wonderful for people to understand the pace of change that has occurred here at Brother, and how that change has not only helped our business, but also more importantly, our employees as well. So I'm really excited for that.

Tony Prudente:
The second piece is a corporate video that will be highlighting all of our products, services, and brand philosophy. Brother has a finger in several brands, and areas, and products, and services, some that are not very well-known, and some that are very well-known. So this video is going to holistically capture all it is that we stand for as a company, and also all of the products and services that we offer, in less than two minutes, which is a extreme feat, in and of itself. So it's been about a year long process getting here, but I'm so excited for the finished output, and it's going to do a lot for our business, in terms of brand awareness and showcasing that Brother is in the places that you know, and that you might not know, which is really exciting, so I can't wait for that to come out as well.

Chris Russell:
Awesome. Well, tell everyone where they can go to see your new careers site, Tony. What's the URL?

Tony Prudente:
You can go to careers.brother-usa.com to see our careers website, and learn about all the great things it is to work here at Brother.

Chris Russell:
Well, we appreciate your time here today, Tony. Thanks for all the great tips and information, and good luck in the time going forward.

Tony Prudente:
Thank you so much, Chris, and thank you so much for having me. I really appreciate it.

Chris Russell:
My pleasure. That will do for this episode of the RecTech Podcast. Be sure to follow us on the socials, Facebook, Twitter, LinkedIn, via the @RecTechMedia handle. Thank you to my sponsors again, Emissary, and Adzuna, be sure to check them out for text recruiting, and job advertising. Thanks for listening everyone, and remember, always be recruiting.

Speaker 2:
Another episode of RecTech is in the books. Follow Chris on twitter @ChrisRussell, or visit rectechmedia.com, where you can find the audio and links for this show on our blog. RecTech Media helps keep employers and recruiters up to date through our podcasts, webinars, and articles. So be sure to check out our other sites, Recruiting Headlines, and HR Podcasters, to stay on top of recruiting industry trends. Thanks for listening, and we'll see you soon on the next episode of RecTech, the recruiting technology podcast.