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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 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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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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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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The Real Impact of Successful Talent Referrals

Nathalie Rogers

Nathalie is responsible for content development, blogging, and social media at Firstbird. A marketing professional with experience across a number of different European markets and a wide range of sectors including music, fashion, and luxury travel industries. In her free time, Nathalie blogs about travel, food, and style.

How willing are you to change the way you reach out to talent, to increase not only your success hire rate but also your staff retention? A decade ago, that was the million dollar question, asked by companies who were looking to hire high-end candidates through the expensive and—most often than not—disappointing services of recruiting companies.

Today, with the advancement of technology, companies—independent of size—are relying heavily on their technological resources to reach out to candidates. However, despite having potential accessibility to a vast pool of talent, nearly two-thirds of employers prefer to use the more conventional hiring routes such as job boards, external recruiters and their company website.

How about the remaining one-third of employers? How do they manage their hiring process and how successful are they in recruiting top talent for their companies?

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Increasing Recruiting Efficiency with AI

Deepti Yenireddy

Deepti Yenireddy is the Founder & CEO of My Ally, a startup that is at the forefront of the AI recruiting revolution. Deepti believes in building human-centric artificial intelligence that will automate and digitize complex workflows for professionals. My Ally aids recruiting teams around the globe reclaim countless hours otherwise spent on mundane tasks like scheduling and coordinating interviews.

Today, we all use technology to manage our lives. We use various apps each day that help us connect to the rest of the world, keep track of our fitness and health, find a recipe to cook something special, find a doctor, the list goes on. But, when it comes to worklife, we’re often discouraged from depending on cutting-edge technology. Even after the latest artificial intelligence (AI) boom, stakeholders are hesitant to deploy AI into the process—specifically in recruitment.

One of the fears expressed by human resources (HR) and recruiting professionals is that AI will take away the ‘human’ from human resources. It is high time we look at the advantages that AI brings by taking care of time-consuming, routine tasks that recruiting professionals encounter on an everyday basis.

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How HR Can Become Agile with Retrospectives

Tim Johnson

Tim Johnson is a Technical Lead on the Product Engineering Team at Greenhouse. He leads a team tackling the performance and scalability issues that are a sign of success in the startup world. He has equal passion for creating the right technical solution and building effective, happy teams.

There are many practices the Greenhouse Engineering team has used to become healthy and high performing. But if I had to choose just one to impart to another team, it would be the Retrospective. It’s easy for a People Team to adopt and it’s the one process that can improve all your other practices.

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Interview Training 101

Jacqui Maguire Headshot

Jacqui Maguire is Recruiting Manager at Greenhouse. She enjoys working on a team that is as passionate about structured recruiting and eliminating bias in hiring as she is. Jacqui discovered her passion for working with people while working in various roles in the hospitality industry. When she’s not partnering with hiring managers and candidates to find their next great match, she can be found cooking, baking, or hanging out with her dog, a slobbery boxer-mutt named Mo.

A common question I’m asked by colleagues in Recruiting, Human Resources, and People Operations is: How do you actually do interview training?

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Consider these 3 things when Accessing New Technology to Recruit Top Talent

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.

In an age where companies are competing to deliver you the best and brightest technology, it’s not unusual to find yourself overwhelmed. Not only can contacting the long list of potential vendors be time consuming, but there’s also a risk that the technology you finally choose isn’t adopted by the entire organization or falls short of what is expected. Behind every company is its people, so it should come to no surprise that the technology recruiters use should be a serious investment.  

In our latest Hiring Hacks webinar, we invited Olivia Melman, Recruiting Operations Manager at DigitalOcean and Rusty Lindquist, VP of Thought Leadership at BambooHR to break down what recruiters and HR leaders need to look for when considering new technology.

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Podcast: Recruiting is Broken. Here’s How to Fix it

The most important step to building a great organization is hiring the right people. But for many startups, the pressure to find good candidates without clear direction and process can lead to settling for the wrong hire. 
 
Greenhouse CEO Daniel Chait recently spoke to Charlie O’Donnell on the Startup Recruiting Podcast about how to make smarter hiring decisions by creating the right culture and leveraging data—whether you’re a startup or an enterprise company.

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