Diversity, Equity, and Inclusion in the company promote problem-solving and a culture of innovation. According to a study from Boston Consulting Group, diverse companies report 20% higher “innovation revenues” or proceeds from newly launched products/services. Diversity in sourcing and hiring refers to the policies ensuring the process is free from all types of biases. When hiring talent, the personal characteristics of the candidates including race, gender, religion, and sexual orientation should not impact their chances of getting shortlisted.

UK-based Willo – one of the world’s fastest-growing async video interview platforms – has announced plans to significantly scale up its US presence after raising the funds from 1818 Venture Capital. The lucrative US market already accounts for more than 65% of Willo’s revenues, with the firm working with major stateside clients including Coinbase, Chick-fil-A, and Sureify. Willo currently operates in more than 180 countries worldwide.

At Willo, October means one thing. No, not Pumpkin Spice Latte season or scary movies - Dyslexia Awareness. The Month of October is Dyslexia Awareness Month, where organisations and businesses across the globe raise awareness and highlight the continued efforts to make the world as accessible as possible to people with dyslexia.

With the approach of a Silicon Valley VC but the partnership mentality of a family office, Marc Cohen, founder and sole partner at unbundled vc, works to back amazing founders and help them grow their businesses. If all goes well, he generates wealth for his family with his thesis of “investing incredibly.”‍ He’s used to the deluge of pitches a VC is bound to receive and was first introduced to the idea of video pitches in his previous role at 1818 Venture Capital. ‍ But with unbundled, he had a unique need: being on the small island of Guernsey, he isn’t likely to have founders stopping by his office. Yet he didn’t want to simply sit on Zoom calls all day. He turned to Willo to make structured, asynchronous video pitches his go-to solution for learning about a founder before booking a follow-up meeting. 

Hiring a virtual assistant (VA) can be stressful. First, you have to wade through the options—onshore or outsourced being the big question to consider. Then you might need to assess multiple candidates before selecting someone. ‍And while the process is similar to hiring full-time employees, there are some unique elements to navigate.‍ This mini-guide explains those unique elements and how to manage the whole thing.

Ok, so campus visits are out now?‍ Or are they back on? ‍ During the COVID-19 pandemic, public health restrictions provided a great excuse for why new grad hiring had to be all remote. Candidates forgave some shortcomings and less-than-ideal experiences. Now, things are changing.‍ To keep up in the changing world, companies need to take the best of the old ways—namely, the focus on human interaction—and leverage the best of technology—speed, flexibility, and cost efficiency—to build a new kind of recruiting funnel.‍ While we recommend all new grad funnels have some in-person elements if possible, you can still build a high quality, fully virtual funnel. Here’s what you need to know.

In-person interviews are a business’ worst (environmental) nightmare. ‍ But what if all those interviews had been in-person? What would be the environmental impact? ‍ It seems so small, but the impact is huge across every candidate and every company. Virtual hiring is not only more efficient for companies (and something many candidates prefer), but it’s also a boon to the environment in a few different ways.

With high volume hiring or mass hiring, it’s a numbers game. However, you’re still dealing with real people who deserve respect regardless of the hiring decision. But that doesn’t mean it’s easy to make a great candidate experience.