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It may not be as massive as Facebook, but there’s no denying that Twitter is a fantastic social recruiting platform.

• Twitter has 250 million active users.

• Twitter ranks second after Facebook as job seekers favourite social network.

• 45% of job seekers use Twitter as a major part of their job search.

• 8 million Americans have found a job using Twitter.

Numbers aside, Twitter is the only network out of the big three that allows you to directly engage with users that you don’t already have a relationship with. In fact, Twitter chats encourage and facilitate complete strangers to come together, connect, and engage in discussion on topics of mutual interest. Engaging on Twitter is also more casual and unobtrusive than a cold call or email. If your company has a Twitter account but isn’t leveraging the social network for your recruitment process, then this article is for you!

1 - Start With a Strong Brand

Select your Twitter profile photo and header image work together to convey your employer brand to potential candidates. Your profile photo should either be your company logo or if you are tweeting as yourself, a flattering and friendly headshot.

If you have a more casual brand you can even use a fun graphic to inject a little personality and humour into your profile, such as the martini glass used by the lovely Sharlyn Lauby of @HR_Bartender.

Use a high-resolution header image (1500 by 500 pixels) and represent your brand well. You can use photos of your offices, employees or something unique to you that shows off your personality.

2 - Perfect Your Bio

Your Twitter bio is a 160 character summary of who you are and what your Twitter account is all about. Being descriptive with your bio is critical because when you first engage with someone on Twitter your bio is the first thing that they’ll turn to in order to figure out who you are. State upfront what you do or what your company does and that you are looking to hire awesome people. Inject a little fun with some personal info and humour. If your bio makes candidates crack a smile, then you’re winning at Twitter already!

3 – Put Your Audience First

Always keep your target audience in mind. Your tone, branding, and content should all be tailored specifically to appeal to your ideal talent pool. If your audience is straight-laced, then keep your tweets professional. If you want quirky candidates, then be quirky. And if the talent you seek has a penchant for football, then by all means tweet about football! Which brings me to my next point:

4 - Post ALL the Things!

Okay… So I don’t actually want you to post everything, more like a good mix of engaging content. Tweet your open jobs, Tweet about Sarah from accounting’s latest marathon, share links to articles about finding jobs, share blog posts related to your field, and make sure to post lots of photos and video. Mixed content is more engaging and will grow your reach far more than only posting jobs as job posts don’t receive the same levels of shares as other types of content. Tweets using a picture are 94% more likely to be retweeted! – Click to Tweet And 92% of all Twitter interactions occur when readers click links.

5 – Hashtags Are Your BFF

Including relevant hashtags with your Tweets is the best way to get your content discovered and shared by fellow Tweeter. According to Buffer, brands can see a 50% increase in engagement by using hashtags and individuals can see as much as a 100% increase. When you tweet a job post some hashtags worth including are the location, the job title, the job field, #hiring, and #jobs (in the relevant language, of course!) You can use apps like Buzzsumo to see what hashtags are trending amongst your followers and use that to help you choose what hashtags to use, just make sure that you only use hashtags that are relevant to what you are tweeting or you will confuse people. Lastly, less is more with hashtags so don’t go overboard or people get annoyed. 1 - 2 hashtags is perfect, 3 – 5 is pushing it, and anything more than that is just plain offensive and will most likely decrease engagement with your post. More about which hashtags are best and how many you should use.

6 – Build Your Foundation

The more people that see your job postings, the better your chances of connecting with top talent. Building up your Twitter audience means getting more eyes on your job posts and the content you share. This article by Mashable will give you all the info you need to grow your Twitter community.

7 – Participation is 90% of Your Grade

Follow back, retweet, reply, join chats, and say thank you! You wouldn’t be very popular at a dinner party if you spent the entire evening shouting out recommendations, proclaiming your opinion without ever actually engaging with the other guests. The same goes for Twitter. Following back, retweeting other people's content, and thanking fellow tweeters for sharing your content is just as important as the content you choose to share. Replying to DMs and comments is how you foster engagement, and it’s just plain polite. And joining Twitter chats is probably the best possible way to meet and engage with new people who share similar interests. To start, I highly recommend joining in on #TChat. Here’s a guide to finding, joining and starting Twitter chats.

7.1 – Don’t Be a Bot

Unless you have developed some sort of ground breaking technology with which I am not familiar, then there is a person, or perhaps even multiple people behind your Twitter account. Use this to your benefit by letting the human shine through the technology. People want to interact with other people, they want to be able to relate and connect to the person behind the tweet, so let them. Share the occasional joke, laugh about your mistakes, and inject personality into your tweets. In short, be more than a robot! Want to learn more about how Jobcast can help your Twitter recruiting? Shoot us an email team@jobcast.net or try Jobcast Premium free for 30 days :D

I did not watch the Oscars… In fact, I completely forgot about them. Why would anyone choose to spend their evening watching beautiful, talented people be rewarded for great artistic feats when they could be reading about recruiting and human resources?! Why watch Broadway vet Neil Patrick Harris deliver an exciting musical theater performance when you could be watching a video about how to perform in your very own exciting recruiting video?

Your Guide to Making a Compelling Recruitment Video – By Rob Humphrey And really, you don’t learn any practical tips about filmmaking by watching the Oscars, whereas blog posts are full of useful movie making advice!

17 Essential Elements Of A Successful Millennial Recruiting Video - By Ryan Jenkins Honestly, I’m glad I missed John Travolta manhandling Idina Menzel’s face like a dummy in favour of reading about how not to use SEO like one.

SEO Recruitment For Dummies - By Roxanne Abercrombie

I do actually care a lot about The Lego Movie. In fact both our CEO Ryan St. Germaine and myself would like to make “Everything is Awesome” the official theme song for team Jobcast… But a motivational theme song is much less important to our company’s success than new info showing that social recruiting is now the top source of talent for recruiters in Southeast Asia!

Social networks rank foremost for two in three recruiters - by Jerene Ang Lastly, I may be completely alone in feeling this way, but I think Birdman was totally overrated whereas learning how to get the most out of HR Tech is a topic that deserves way more hype than it gets.

Success with Implementing HR Tech: Know Your Requirements - By Andrea Devers There is a small part of me that is curious about the best and worst dressed list, but I still haven’t finished reading Jobvite’s 2015 Job Seeker Nation Study... So the ball gowns are going to have to wait!

Employer brand – an organization’s reputation as an employer – is the deciding factor for job seekers when selecting a new employer (LinkedIn’s Talent Trends 2014).

Employers’ cannot ignore the importance of their company’s reputation as an exceptional place to work… Especially considering the mounting war for talent!

The US is closer to full employment than it has been since 1999. – Click to Tweet

According to George Bradt, this has caused a seismic shift in the war for talent.

With options expanding for employees and declining for employers, emphasizing employment brand is critical.

The war for talent is not the only change in today’s recruitment landscape necessitating robust employer branding.

The rise of the social and mobile job seeker demands that companies build employment brands with social reach as, according to Jobvite, 76% of social job seekers found their current position on Facebook and 43% use mobile in their job search.

Companies with attractive and social employment brands will win the war for talent.

So if think that your employer brand is in need of improvement, then there’s no time like the present.

Here are 11 questions to ask yourself in order to build a better employer brand:

1. What does your company stand for?

This question goes to the heart of your employment brand. You, your employees, and anyone involved in talent acquisition for your company should be able to answer this question with clarity and confidence.

2. What do your employees think your company stands for?

The answer may not be what you think! Learning more about what your employees think your company stands for will help you ensure that everyone is on the same page and may even provide a source of inspiration for your employer branding efforts.

3. Why would someone want to work for your company?

Great perks, flexible work arrangements, competitive salaries, a supportive team, a chance to make a positive difference… Not only do you need to assess what it is that makes your company a great place to work, but you also need to know which of these benefits appeal to the candidates you want to attract.

4. Do your managers receive employer brand training? (On how to deliver the brand experience, how to promote the employer brand)

Managers need to understand your company’s employer brand and their interactions with employees should reflect this knowledge.

5. How do your current employees perceive your employer brand?

The answer to this question will help you assess the authenticity of the employer brand that you are trying to project.

6. What percentage of your employees would recommend your company as a great place to work?

Word of mouth is still one of the most effective tools for building a trustworthy brand, if your employees wouldn’t recommend your company to their colleagues, then you need to know why and you need to make some changes.

7. How visible is your company’s employer brand?

Whether your company relatively unknown to potential job seekers or well known by candidates in your field should influence how you structure your employment branding strategy so you must have some idea of your company’s employment brand reach.

8. Is your employer brand social?

Being social means more than just having a Twitter account and a Facebook Page, it means actively sharing content and engaging with potential candidates via social media! If your answer is no, then check out this article on how to grow your employer brand on Facebook.

9. Does your brand reach and facilitate mobile candidates?

If your employer brand is social, then you have the means to reach and engage with mobile job seekers, but you must also make it easy for them to apply for your jobs via mobile.

10. Who owns your employer brand strategy?

This is a bit of a trick question as the answer should be your entire company. According to Brett Minchington “The traditional siloed approach to managing the attraction, engagement, and retention of talent is out of date and out of step with today’s candidate and employee needs.” In short, a more inclusive approach is needed in order to achieve cohesive employer branding.

11. How are you tracking ROI and using the data that you collect?

You need to know the metrics on your current employer branding efforts in order to make an educated decision about the direction of your future brand strategy. Number crunching may be boring, but it’s worth the effort and the extra shots of espresso!

Answer these questions and you’ll see the steps you must take to create an employer brand that will effectively attract top talent.

For more on employer branding check out how this company used Facebook to grow their employer brand and social reach by 500%.

This morning I was thrilled to find a plethora of share worthy articles in my reader, making compiling this week's Link Love a total breeze. As per usual I’ve put together 5 of the best HR and recruitment related articles to share with you. On a completely unusual note, Sports Illustrated is the source of my pick for #1 blog post of the week!

How Social Media is Shaking Up Recruiting; Punt, Pass, and Pork – By Andy Staples Did you know that the NCAA forbids coach-recruit communication on Snapchat? I certainly did not. Andy’s article for Sports Illustrated magazine shares interesting tidbits like this along with a fascinating look at how campus sports recruiters like Matt Dudek, Director of On-Campus Recruiting and Player Personnel at the University of Arizona are using social media to make their recruiting efforts significantly more successful. According to Dudek, “The power of social media is really second to none in recruiting.” – Click to Tweet

A meme Matt created for their social recruitment campaign!

Finding Talent: Set Your Sites on Social Media – By Rebecca Lewis Rebecca gives some excellent social recruitment advice geared mainly towards start-ups, but useful for anyone.

How Recruiters and Job Seekers Use Social Media in 2015 – Infographic by Career Glider Interesting stats about the current state of social recruiting and how employers plan on growing their use of social media for hiring in the future make this infographics an excellent resource. The awesome graphics make it fun. What’s not to love?

There IS a War for Talent in 2015 – By Will Thomson According to Will 2015 is going to be the most competitive year for recruitment since 1999, in his words “2015 will be a blood bath!” Will stresses the fact that this isn’t entirely a bad thing as it means a lot of the candidates that you’ve been looking to hire away from other jobs are now more open to a change of careers. But the same can be said about your current employees, so make sure you have an effective retention program and recruitment strategy in place!

New Social Recruitment Platform Can Make You Money – By Steve Taggart

GigPlug is an app that matches its users’ social contacts with a database of open jobs. Users are then prompted to referral their contacts for the jobs that they match up with. Successful referrals can garner rewards of up to £2 500. Needless to say I have downloaded this app… So far I have been sorely disappointed with its matching algorithm, the app suggested that I recommend a very talented UX designer/developer for an office management role, not cool! But matching algorithms are extremely complex so I would still like to give GigPlug the benefit of the doubt and see how they improve and grow. I’d love to hear your thoughts on GigPlug. Have you tried it? Is it something you would use as a recruitment tool? Or maybe as a way to make a little cash on the side? Let us know in the comments!

It’s hard to find anything in recruiting that has failed to live up to its potential more than recruiting metrics. – Dr. John Sullivan I think most HR experts would tend to agree. Considering how popular the sharing of HR related data points is on social media, the practical use of data in people management has been remarkably poor. Stats like 40% of work turnover is due to job stress, or 71% of American workers are disengaged at work are all over Twitter.

Yet, according to research by Deloitte only about 4% of HR departments apply predictive analytics to their decision making process. Download the Bersin by Deloitte report to learn more about the state of talent analytics. Cloud based HR Tech developers are attempting to change this by embedding analytics right into their applications.

Cornerstone and Workday have both acquired predictive analytics human resources software companies in order make this big data dream a reality. This is in response to an expressed desire on the part of HR to find easier to adopt solutions for integrating more data into their talent management process. The goal is to track, sort, and present data in a useful way for improving HR and recruitment. For example, predictive analytics can be used to determine common behaviours that an employee exhibits when they are about to quit, track those behaviours, and then provide warnings in order to prompt a pre-emptive. Retention is a major focus for Workday. Along with the kind of information mentioned above, the company also attempts to provide users with insights as to what makes employees more likes to leave or stay. Their software uses comparative data to make hypotheses about how pay raises or benefits impact an employees’ decision to stay or go. Hypotheses like, web developers who are able to work remotely at least 1 day per week are 20% less likely to quit (this is just an example). Cornerstone’s acquisition of Evolv gives them the tools to provide users with the internal and external data needed to objectively evaluate job seekers. Evolv is lauded as one of the top 10 most innovative companies in big data. Their work with Xerox is a perfect example of why they got this reputation. Xerox used Evolv’s software to revolutionize their hiring process. The data gathered and processed by Evolv helped them create a much more effective candidate assessment process that is able to rank candidates based on more than just work history. The program uses comparative data to determine a candidates problem solving, prospective retention rates, and even soft skills. Credit for the improved adoption and use of talent analytics is not just due to the HR tech industry, but also to the human resources department itself. At Jobcast we’ve noticed a huge increase in the amount of Jobcasters that prioritize recruitment data. We’ve always provided our users with reporting, but in response to this increased emphasis placed on analytics by HR we have decided to improve our reporting further. Human resources, recruiters, and employers want to make decisions informed by real numbers and they finally have smart tools to accomplish this goal. The future looks bright!

Where do you work? Whenever I ask that questions what I really mean is, what is your workplace like? Not whether you work in an office downtown or in a truck… but whether you work surrounded by coworkers, alone in an office, in a group workspace, or in the comfort/discomfort of your own home. I am curious because I work remotely, and as much as flexible work is trendy and totally Gen Y, I do miss being surrounded by colleagues. I am also curious about what other people’s workplace interactions are like. Whether the environment is one of happy collaboration, all work all the time formality, or a festering den of resentment and gossip. Fascinating stuff!

And, why his week’s link love is dedicated to the workplace. How to make it more fun, how to get along with colleagues, and how to perform your best at work. 10 Signs You Are Working in a Happy Workplace - By Amy Johnson In response to statistics showing that 63% of employees are not engaged at work, Amy shares 10 important factors for creating a happy workplace.

How Introverts and Extroverts Can Live in Harmony at Work - By Alison Green Let’s face it, most teams are made up of a combination of introverts and extroverts and this can make workplace interactions tricky. Alison’s fantastic article explains where things go wrong when introverts and extroverts work together and how to make simple compromises that will keep the team dynamic going strong.

10 Powerful Ideas that Will Change the Way You Work – By Angel Chernoff Angel is a respected productivity expert. The title of her blog post may sound a little bit cheesy, but trust me her ideas are sound. I just read her post this morning and am already attempting to implement her advice! How To Build High-Performing Teams - By Sally Hogshead This article is a must read for anyone doing a high volume of hiring. Sally explains how to find hidden patterns within the stacks of resumes piled up on your desk, and how to use those patterns to find your best hires.

10 Reasons Why I Love Being an HR Professional - By Andrea Devers There are three top ten articles in this blog post! Maybe I should take a hint and start writing more 10 best… articles for the Jobcast blog, as this is obviously what the people want. Andrea’s 10 reasons are a lovely reminder for anyone working in HR that it’s a truly rewarding pursuit. The post is a nice bit of motivation to get you through the midweek slump. So, what is your workplace like? Let us know in the comments. Enjoy the links and the rest of your week :D

Automation has developed beyond pushing job posts to online job boards and scanning resumes for key words. Complex HR tech can automate social recruitment, candidate outreach, employee referrals, and a multitude of other repetitive tasks, improving and simplifying the hiring process. From LinkedIn developing mechanized outreach systems to FedEx using an algorithm to determine culture fit, the automation of hiring is everywhere!

From Weeding Out the Week to Finding the Best

Originally, the algorithms designed to help HR sift through applicants was focused on excluding unqualified candidates rather then finding top talent. Today’s best HR tech is focused on finding qualified candidates. - Click to Tweet

Zao, a company we’ve talked about already in our article on candidate matching, is able to search through your current employees social networks to identify the best potential hires. Employees are then alerted by Zao’s software and prompted to make a referral. Xerox is using a computer program to test applicants for their call centers. This test, created by software company Evolv, asks more typical questions such as “How would you respond to this angry customer?,” basic problem solving questions involving pattern recognition, and just plain weird questions like, “Which statement do you most agree with: Most managers are motivated to make ethical decisions or I almost always ask for help in difficult situations.” Job seekers are rated based on both their answers and the way in which they go through the test. The test asks no questions related to time efficiency even though, according to Xerox, this is one of the most important skills call center worker should have. Evolv’s test examines how applicants divide their time spent per question and the efficiency with which they provide their answers to rate them. For more on Xerox's collaboration check out this fantastic podcast: Will a Computer Decide Whether or Not You Get Your Next Job?

Tests like this do not negate the importance of one-on-one interviews, but they do a fantastic job of identifying which candidates should be interviewed. Especially useful about software like Evolv’s is that, unlike older technology, it doesn’t rely on keywords or job titles to make decisions about a candidate’s suitability, a process that really only works in fields where very specific certifications are mandatory. Automation is only game changing when computers make judgments by creatively assessing skill and ability, not based on a minimum number of years of experience or certain degrees!

Eliminating Redundancy

If you are in HR then I’m sure that you are all too familiar with redundancy creep. It is not fun. It is, in fact, quite soul sucking. Having to copy and paste job posts again and again just so that you hit each of the different sites that you use to advertise to candidates is a complete waste of time. Enter automation. HR tech is evolving to become more collaborative. ATS integrations that allow companies to automatically share the jobs they post to major search engines are old news, but current HR tech takes this kind of automation to a new, and much more social, level. Higher end applicant tracking systems now offer automated job post sharing to social networks as well as job boards. ICIMS and Simplicant allow their users to share job posts to their social networks without having to do any annoying copy and pasting. They also automate sharing to search engines. Depending on job volume this kind of mechanization can save you hours each day. Even if you don’t use an ATS that offers social sharing (or an ATS at all) then you can still use recruitment apps like Jobcast to synchronize with either your ATS, or your career site to automate your social recruitment process. Much like Hootsuite or Buffer, which I highly recommend using to automate your social employer branding, Jobcast can automatically grab your job posts and share them to your social networks. Unlike non-recruitment specific tools, the Jobcast app’s technology ‘understands’ things like job title and category and can use that information to ensure that your job posts are properly formatted for social media. Have a look at this article for more excellent social recruitment app recommendations.

Robot Recruiters

No thank you. HR and the hiring process specifically needs a human touch. It may be up to bots to send out quick contact messages, but those messages still need a real person's name attached to them to appeal to candidates! Smart recruitment technology makes the decision process easier, sifts through big data, provides quick reminders, and reduces mundane tasks. It does not, and it never will, replace the recruiter.

I hope you’re all having a fantastic week so far! Here are a few awesome reads to make your workweek even better:

Are You Making the Most of Social Media Recruitment? – Sarah Willis Sarah gives some great advice for making sure that you use your social networks to their fullest possible recruitment potential.

#FirstInHR: Using the Power of Social to Recruit - HR Kitchen I like this article because it explains the all too often neglected topic of candidate’s rights. Definitely worth a read!

New Ways of Working Report: Road Map For How Workplace Will Evolve - China Gorman China Gorman provides a summary of the recently released New Ways of Working report. The report explains what key drivers are changing the way we work and what those changes will be.

What Does House of Cards and Employee Personalities Have In Common? EVERYTHING. - Bridget Webb Have you ever wondered how your work personality matches up with those of the characters on House of Cards? If not, then you should probably take the rest of the day of to watch every single episode of House of cards and then read this hilarious blog post.

Top 6 Facebook Apps For Recruitment - Sophie Deering We’re famous! At least according to Sophie Deering who included Jobcast in her list of the best Facebook Apps for Recruitment.

Candidate-matching is basically alchemy… Except that it actually exists in real life! The ability to match qualified candidates to the right job with the click of a mouse would revolutionize hiring in a way we haven’t seen since the introduction of online job boards. Imagine never having to sort through stacks of junk resumes again. Imagine submitting a job description to an online job board and instantly being connected to 10 qualified candidates. Now imagine what you would pay for a tool that makes this dream a reality. This is why every job board and HR tech company is chomping at the bit to offer effective candidate-matching tools. Many have tried, but for the most part, haven’t delivered, because effective matching technology is extremely difficult to develop. Even Amazon.com’s lauded recommendations are assisted by Mechanical Turks (humans that help machines perform tasks for which they are not suited.) If tech giant Amazon needs humans to help match their customers with the products they desire, then what chance does HR have at succeeding with candidate-matching?! According to companies like Zao, Elevated Careers, and BCjobs.ca, the odds are actually pretty good. HR tech may not have the money and genius that Amazon has, but what they do have is a much more specific data set to analyze, as well as a much more narrowly defined goal. Over the past year we’ve begun to see real breakthroughs in the way HR technology is using big data to solve the candidate-matching problem, and it looks like we’ll be seeing more shortly. Social media is already providing recruiters with a host of incredible tools to improve the hiring process. Companies like Zao are betting on the social graph to provide the next big advancement in candidate-matching. In their case, they run a traditional referral program with a uniquely social twist. Zao’s software accesses your employees’ social profiles, then sifts through their networks to discover which of their connections are a good fit for your company’s open jobs. Employees are then prompted by Zao’s software to reach out and make a referral. Zao claims that this automates and simplifies the referral process, which makes it easier for both employees and employers. It’s a little outside-of-the box and requires your employees to permit a serious amount of access to their personal social networks, but Zao’s matching technology is worth checking out. A more traditional solution to candidate-matching is soon to be released by Canadian job board BCjobs.ca. BCjobs.ca uses all the information gathered from resumes, applications, profiles and user behavior, both from employers and job seekers, to match candidates to specific jobs. This means that when an employer posts a new job ad on BCjobs.ca, the service will immediately connect them with the 10 most qualified candidates for the job. BCjobs.ca’s matching tool not only makes hiring easier by suggesting top talent, but it also prevents employers from missing out on qualified candidates who do not apply for their job posts. Another exciting candidate-matching service on the horizon is Elevated Careers.

Elevated Careers is the latest project from the matchmaking experts of eHarmony.com. Between 2000 and 2012, eHarmony was responsible for 600, 000 marriages. Even more impressive is their scant 3.8% divorce rate. CEO Neil Clark Warren hopes that Elevate Careers will do for retention rates what eHarmony has done for divorce rates. We’re excited to see if their candidate-matching tool can deliver on improving retention rates for employers and helping job seekers find fulfilling careers.

If the midweek doldrums have set in and you just can’t brig yourself to put pen to paper, or fingers to keyboard, then it’s probably time for a reading break. No, I am not advising you to slack on the job, not at all! This list of articles will help take your mind off the Wednesday hump and provide you with some motivating recruitment insights.

This week’s top recruitment blog posts are:

Are We Ready For Recruitment via Snapchat? - Roxanne Abercrombi Maybe I’m getting old and curmudgeonly, but I don’t know if I think Snapchat is ever going to be a great tool for recruiting. I’m probably wrong. Apparently it’s a hotbed for Gen Y and Gen Z talent!

In 2015, Should Facebook Access Be Banned at Work? - Katrina Collier You know who is not curmudgeonly? Katrina Collier! I bet she could whip up an incredible Snapchat recruitment campaign… Katrina’s article challenges employers to rethink banning Facebook recruitment for the sake of their staff’s trust, their employer brand, and their employee referral program! Simply Hired Employer Brand Index: 2014 Winners – Simply Hired The team over at Simply Hired have released their yearly list of the best employer brands out there. I bet none of these companies ban Facebook at work! SimplyHired’s Top Employer Brands: Interesting, But Not Your Typical List - John Zappe If you want to understand why Simply Hired chose the brands that they did for their list, then this article’s for you. John Zappe explains the somewhat unusual mix of companies included in the index, and why they made the cut.

The 100 Most Influential People in HR and Recruiting on Twitter - Moodvise If you’re still feeling daunted by the work piled up on your desk, then why not tackle a small task to get the ball rolling. Hop on to Twitter and follow all of these HR and Recruitment influencers… There are a lot of them, so by the time you’re done, it’ll probably be time to go home anyway! Happy humpday :D