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Featured Image Recruiter Tips

How to Improve Your Response Rates in Recruitment Email Outreach

Jonathan Grana

Jonathan Grana is the Founder of Interseller, an outbound automation platform that helps recruiting teams streamline their outreach to candidates. Prior to Interseller, Jonathan led engineering teams at several startups, where he sourced and hired dozens of engineers, designers, and product managers. 

You know how it works. 

  1. You want to recruit your next set of high performers. 
  2. You send out a few hundred emails to potential candidates, then wait for a response. 
  3. You get some replies. A few have potential, if not the necessary qualifications or experience you're seeking. 

But here’s the frustrating part: Your rockstar candidate, that exceptional team player who has the ability to take your company to greater heights, doesn’t even open the initial outreach email. For your talent acquisition team, spending so much time and effort without great results is not only exasperating, but highly unproductive. 

How do you ensure top talent responds to your hiring emails? The answer lies in personalized outreach—sending emails that are tailored for each candidate.

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Featured Image Recruiter Tips

Applying Design Thinking to Your Recruiting Process

Michael Boufford

Michael Boufford is the VP of Engineering at Greenhouse. He was the first employee/engineer at the company and currently the head of all engineering teams including Product, Customer Solutions, Infrastructure, Automation & QA, Data Science, Security, and IT. He's a regular speaker/panelist at conferences and events including NASDAQ CTO Summit, Wharton Entrepreneurship Conference, and SiriusXM Business Radio.

Every day, designers and engineers apply design thinking to do everything from develop software to build bridges. But the fundamental approach also applies anytime we have to take an abstract set of needs (e.g. hire the best people), and create a process that satisfies those needs. Below, we’ll take a look at how design thinking can help recruiting teams and hiring managers improve the candidate experience, ask better questions, and optimize workflows.

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Featured Image Candidate Experience

Using NPS to Optimize the Candidate Experience, Part 2: Driving Improvements Through Data

In part one of this two-part series, Greenhouse Business Analytics Specialist, Mike Linshi, wrote about the advantages of using Net Promoter Score and candidate surveys for your customer success and talent acquisition efforts. He highlighted the parallels between the two surveys, showing how recruiting teams benefit from adopting strategies from other functional departments.

To continue on the topic, we’ll discuss 3 different ways our Customer Success and Recruiting Teams at Greenhouse utilize data from respective surveys their teams use to take action on the results. Below, you’ll hear insights from the Customer Success first, followed by the Recruiting Team.

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Featured Image Recruiter Tips

How Kabbage Defines Their Ideal Candidate

Casey Headshot

Casey Marshall is the Marketing Campaign Manager at Greenhouse. She teams up with Greenhouse partners and customers to tell a story and share insights into ways companies can improve their recruiting. She loves that this job allows her to build relationships with thought leaders and showcase how innovative companies are changing their recruiting approach. Connect with Casey on Twitter and LinkedIn.

The standard job description has been around for decades. As a recruiter, the following scenario isn't uncommon: An open role is approved for you and your hiring manager, so you search online for job descriptions that best match what you’re looking for.

Then, you may begin to repurpose a variety of old job descriptions only to find that the end product just looks like a long list of buzzwords with no insight into what the role is and what type of candidate would be successful.

In our latest Hiring Hacks webinar, we spoke with Barrett Gaines and Jeff Eisenberg, two Senior Recruiters at Kabbage, a financial technology startup named a 2017 Best Place to Work on Glassdoor.

Below, they take us through how they define their ideal candidate and how they’ve revamped the standard job description process. Read on to learn three exercises that will help you get your ideal candidate’s attention.

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Featured Image Company Culture

Beamery and Greenhouse Release State of Diversity 2017 Report

English Taylor

English Taylor is a Content Marketing Manager at Greenhouse where she gets to write and share stories about recruiting every day. Her favorite part of the job is connecting with Greenhouse customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

According to a PwC survey, 85% of CEOs whose companies have a formal diversity strategy said it has improved their bottom line and leads to a happier, healthier work environment.

Well, OK—but ever wonder how these companies are actually approaching and recruiting for diversity? How highly do they prioritize diversity? What are the most common roadblocks on the path to building a diverse workforce? And what methods are recruiters most often relying on to increase diversity, anyways? 

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Featured Image Recruiter Tips

The hidden power of the humble job posting

Adam Butwilowski

Adam is the Founder of CiiVSOFT, a specialist software business creating custom hiring technology, applications and automation tools for recruiters and hiring teams. He's passionate about trying to solve recruitment problems with technology and improving the employer and job seeker experience. When he's not trying to change the world of recruitment his two young children Alice and Harry keep him busy and his guilty pleasure is checking out the latest European TV crime dramas on Netflix. Connect with Adam on LinkedIn.

Creating an attention grabbing job posting is one of the foundations of a successful talent attraction campaign and there’s a number of key, upside benefits for organizations. But many recruiters and hiring professionals often overlook this important element in the recruitment process. Here are a few reasons why you should invest a little more time and effort into your next job posting.

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Featured Image Company Culture

Top 3 ways to improve the intersection between Talent Acquisition and Talent Management

Cheryl Roubian

Cheryl is the Director of Talent at Greenhouse, where she leads a team focused on finding, elevating, and extending the lifecycle of top talent for Greenhouse. Find Cheryl on Twitter and LinkedIn.

Sometimes things just work better together: milk and cookies, Sonny and Cher, Bert and Ernie, sharks and dinosaurs (ok, maybe they don’t but they should). To this illustrious list, I will add Talent Acquisition and Talent Management.

In January of 2017, we brought Talent Acquisition and Talent Management under one roof. While the two teams have always worked well together, it’s been really cool to see the ways that bringing them together has created deeper and more effective collaborations.

The best part is... you don’t actually have to combine the teams to reap the benefits we’ve experienced. Here are three ways you can leverage the expertise of each team to build a stronger organization.

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Featured Image Recruiter Tips

Four Strategies for High-Volume Scheduling

Aj Biggers

As the Recruiting Coordinator at Greenhouse, AJ’s work sits at the intersection of candidate experience, hiring teams, and his recruiting team. He facilitates a smooth and efficient interview process and enjoys being part of an innovative People team on the forefront of thought-leadership in the industry. When he’s not being a scheduling wizard, he’s usually hogging the microphone at karaoke, working on his kickball skills, or catching a live show in the city.

When you’re a growing company, things are great! Your product is doing well, you’re adding new people to your organization. There’s a certain buzz and energy you can feel in the air.

That also means that it’s a super busy time for your People and Talent Acquisition teams. You probably have a few positions open with multiple interview stages and need to make sure that you’re being efficient while also providing the best candidate experience possible. That’s no easy task.

Here are some strategies I use as the Recruiting Coordinator at Greenhouse to stay on top of it all while scheduling over 1200 interviews this quarter.

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Featured Image Candidate Experience

Using NPS to Optimize the Candidate Experience, Part 1

Mike Linshi

Mike Linshi is a Business Analytics Specialist at Greenhouse. He works on the Customer Success team to analyze the data that Greenhouse customers generate and to provide actionable insights. Prior to working at Greenhouse, Mike was a recruiter and a Greenhouse customer!

At Greenhouse, we believe that our customers’ success is our success. We partner with our customers to support them in optimizing their recruiting and onboarding functions, with the goals of demonstrating the value of our products and services, and building lifelong partnerships.

With such a broad mandate, how do we know whether or not we’re doing a good job?

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Featured Image Recruiter Tips

Six Tips for Employers to Attract the Mobile Millennial

Lewis Lustman

Lewis Lustman, Content Marketing Manager for HireRight, has worked in virtually all facets of marketing during the past twenty-five years, including stints in advertising and public relations firms. He’s also worked as a journalist for Los Angeles Magazine the Los Angeles Times, and numerous other publications. When not creating content for HireRight, Lustman sings and plays guitar in a couple of Southern California-based bands.

The unrelenting proliferation of technology suggests that hiring managers, recruiters, and background check companies need to become more technically savvy for a variety of reasons. A principal one among them may be that doing so is crucial for reaching and attracting the Millennial generation.

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