ZipRecruiter and JobFlo Team Up to Help You Hire Better

2018 started off with a bang when we added a new organic job board partner: ZipRecruiter! upwards chart2

Our clients are getting over 30% more applicants and are able to make better and faster hires – at no extra cost and with no additional effort.


This new “organic” (that means free!) benefit is in addition to our existing feature that enables you to post a sponsored job with ZipRecruiter. For very hard to fill positions, it’s still advisable to purchase sponsored postings with one or more of our job search engine partners.



Congrats to Deliv and August

Congratulations to Deliv and August for their partnership with Walmart to test in-home delivery of packages and groceries. deliv-August-WM_278x278

Deliv and August were among JobFlo’s earliest clients and used our platform to build out their teams.

Deliv powers same day delivery and returns for over 4,000 retailers and businesses across the country. Together with their technology and real estate partners, they make last mile delivery seamless.

August Smart Locks make their customer’s lives more simple and secure by offering unprecedented visibility and control over their front door. August’s products, services, and partnerships deliver smarter home access that keep the bad guys out and let the good guys in.

Update: August Home purchased by Assa Abloy

Update 2: August Access in-home delivery open to all retailers

Getting Hired: The Challenge for Millennials

We have all seen news stories telling of high unemployment among people reaching working age since the year 2000. These young people have been given the tag “millennials”. Is this high unemployment (or underemployment) a real phenomenon? If so, what are the causes and what can be done about it?

Is it real?

One measure of employment, the Youth Labor Force Participation Rate, has been trending downward since the year 2000. Government statistics show the participation rate dropped 10 percent between 2000 and 2014 after holding steady the previous 20 years.

What are the causes?

  1. Stringent requirements of employers. Certain jobs require years of experience. Chicken and egg dilemma: How can one get the experience if you can’t get the job in the first place?
  2. Some social commentators suggest that perhaps Millennials have unrealistic expectations about their careers. We have all read of the enormous success of young entrepreneurs like the founders of Facebook or Snapchat. Some Millennials see these successes and think it’s possible or probable they can repeat it themselves. The older notion of gradually climbing a corporate ladder has been set aside.
  3. Millennials are more likely to continue education, including advanced degrees. Thus a higher percentage of millennials are out of the job market for positive reasons.

 What can be done?

  1. Employers need to give less experienced applicants a chance. Mentoring programs can develop the needed experience internally.
  2. Millennials need a realistic view of their career trajectory. Not everyone can be the next 25-year old billionaire.
  3. Young people need an effective way to look for jobs. A job search engine like ZipRecruiter with thousands of jobs in each location and category is a good place to start.

Announcing Contingency Recruiter Support!

With very difficult to fill jobs it is sometimes worthwhile working with contingency recruiters. The upside is you don’t pay them anything unless you hire one of their candidates. The downside is the fee (often 15 – 25% of first year’s salary), but also the time it takes to work with them. Unfortunately many contingency recruiters attempt to get as many interviews as possible for their candidates, regardless of fit. And that can be a huge waste of time for their clients.

We’re thrilled to announce that JobFlo now has special features to make it much easier to work with contingency recruiters, saving our clients tons of time! Business Edition users can now add any number of external recruiters as seats on their account. The recruiters can then upload resumes of their candidates, along with private notes, for your review. Like any other candidate you can rate the candidate as qualified or unqualified, give them a star rating, and add notes and labels.

What saves you time however is all of your activity is emailed back to the recruiter – they will see your feedback on the candidate, without the need for them to call or email you. If you’ve worked with contingency recruiters before you know that many are constantly contacting you trying to get updates on their candidates, making it very difficult to work with more than one or two at a time. JobFlo’s new features for working with contingency recruiters changes that, saving both you and the external recruiters a huge amount of time!

How To Make Sure Your Candidate Gets Your Email

Since so much of your communication to job candidates is done through email, it’s really important that your rock star applicant gets the emails you send them, and the content of the emails is correct. JobFlo makes it easy to do the latter. With our SmartEmail feature you can create templates for all of the common emails your company uses in the recruiting process. JobFlo will then substitute the dynamic information in the template such as the candidate’s name or job posting title, sparing you the embarrassment of sending an email with wrong information. And also saving you a ton of time!

But what about email deliverability – ensuring the candidate got the message? To ensure outbound email from JobFlo has the highest deliverability rate we use Mailgun to deliver both transactional and SmartEmails. Every applicant who applies for a job posting powered by JobFlo receives an acknowledgement email that their application was successfully received. We send out tens of thousands of these emails every month, and using Mailgun helps to ensure we have a very high deliverability rate.

When you use JobFlo’s SmartEmail feature the candidate gets an email that appears to come from you – your name – and your email address. Since SPAM is such a huge problem, Email Service Providers (ESP’s) have developed two different systems to detect spam, SPF and DKIM. The concept of SPF is very simple – the ESP contacts the DNS server of the domain of the sender (which would be your company’s domain) and checks to see if the IP address of the server sending the email is authorized to send email on behalf of your company. If so, your email, which is actually being delivered by JobFlo via Mailgun, passes the SPF test, resulting in a very high deliverability rate.

There’s only one very quick and easy thing you need to do in order to get your company’s domain to allow JobFlo/Mailgun to pass the SPF test. You need to ask your IT person to add to the SPF record of your company’s domain DNS settings. Sounds complicated, but don’t worry, they’ll know what that is, and it only takes seconds to do it.

When they have told you they added the record it’s easy to check for yourself. Just go to and plug in your company’s domain. Click the MX Lookup button, then do a second search but click the dropdown arrow on the right of the MX Lookup button and choose SPF Record Lookup. You should see something like this with a line for