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Choose the Right ATS By Asking These Questions

Lauren Ryan

Lauren Ryan is the Sr. Director of Growth Marketing at Greenhouse, where she helps make sure People & HR teams know how Greenhouse can help them build a winning hiring culture.

The process of shopping for a new Applicant Tracking System can be overwhelming! Your ATS holds some of your most sensitive employee information and can make or break a candidate’s decision to join your company, so it makes sense that it’s a purchase that requires a lot of research and vetting. As you’re considering different options and how they impact your recruiting team, you are probably also juggling requests from various stakeholders like your company executives, IT, and hiring managers.

In order to help you through this process, we’ve aggregated the conversations we’ve had with 2000+ customers to outline some of the major topics you’ll want to be sure to cover in your conversations with vendors. Keep reading to get the lowdown, and download this checklist of specific questions that you can use to guide your vendor evaluation process.

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Featured Image Recruiter Tips

New eBook: 3 D&I Strategies from Lyft's Talent Team

English Taylor

English Taylor is a San Francisco-based writer and editor. Her favorite part of working with Greenhouse is getting to connect with employees and 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 McKinsey, diverse companies are 35% more likely to outperform homogeneous ones. Additionally, Harvard Business Review states that diverse organizations are 70% more likely to capture new markets.

Besides being the right thing to do, establishing diverse and inclusive workplaces has tremendous business ROI. Recruiters are on the frontlines of diversity and inclusion, yet in order for them to have long-term impact, they must be a company-wide effort. As a talent professional, how do you go about conducting a company-wide concert focused on diversity and inclusion?

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Featured Image Recruiter Tips

The 5 Modern HR Innovations Improving the Employee Lifecycle

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.

As a people-person, you are committed to your employees. The ultimate goal is to hire top talent and keep that talent engaged. If you’re recognizing areas in the employee lifecycle that need improvement or perhaps you’re seeing top talent leave your company, you’re not alone. Most (if not all companies) are trying to improve their employee lifecycle. What we do know is that the employees we have are everything. But what we don’t always have the answers to is how to keep these employees at our organizations.

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Featured Image Recruiter Tips

4 Reasons to Reach Back Out to Previously Considered Candidates

A recruiter’s best resource is their talent community. Why start a new search from scratch if you already have a network of talent right at your fingertips? Candidates who have previously gone through the interview process and did well are a fantastic place to start. Here are 4 reasons you should consider reaching back out to them when a new role opens up.  

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Uncovering Key Candidate Motivations On Your Phone Screens

Hired Min

Matt Hughes is Hired’s Head of Talent. For more from Matt and the rest of the team over at Hired, subscribe to their recruiting blog.

As soon as you get on the phone with a candidate, there’s a prescribed catalog of what you’re supposed to uncover. Comp expectations, reasons for taking the call, current responsibilities and their relevance to the open role, the list goes on. These tidbits are largely aimed at determining how close of a fit your candidate is, and whether they should continue to an onsite for future evaluation. While this is often the first box you have to check if you’re hoping to pull off a successful phone screen, it doesn’t tell the entire story, and you could be setting your team up for wasted time spent interviewing.

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A Hiring Manager's Perspective: Synergizing With Recruiters

Pawel Rzymkiewicz Head Of Engineering @ Codility

VP of Engineering @Codility, Paweł loves working with teams on process improvement and facilitating great communication. He has in-depth knowledge about agile processes and techniques, and an intuitive feeling about how to apply these techniques in teams.

Recently I had the opportunity to co-host a webinar focused on creating effective partnerships between recruiters and hiring managers. I teamed up with Ariana Moon, a Senior Recruiter at Greenhouse, to discuss ways to establish this alignment and build that synergistic working relationship.

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How to Optimize Outbound Recruiting for Sustainable Talent Pools

Britt Ryan Square Min

Britt Ryan is the Head of Recruiting at Entelo, where she spearheads the company's strategies to attract, engage, and hire the best talent. She has previously held recruiting leadership roles at Lithium Technologies, Salesforce, VISA and several other leading companies.

The talent market is more competitive than ever. In the past year, the U.S. unemployment rate went from 5.3 percent to 4.9 percent—and the number of employed individuals rose by nearly 60 thousand (Bureau of Labor Statistics). This is great news for the U.S. economy, however, it’s a challenge to talent acquisition professionals trying to convince happily employed people to make a change. Where to begin? Make sure you have an optimized, and healthy pipeline of candidates from the top of the funnel to the bottom. Here are six ways to optimize your outbound recruiting, to build sustainable sources of talent.

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New eBook: How a Talent CRM Will Help You Win at Hiring

Ariana Moon Headshot 2

Ariana Moon is a Senior Recruiter at Greenhouse—and a proud one at that! She partners with hiring managers across all teams at Greenhouse to learn what they do and help them hire the best people for their teams. Outside of work, she dedicates her time to Latin dancing and loves exploring her physical limits almost as much as she loves eating sweets.

Last week, our co-founder and president announced the launch of Greenhouse CRM, which allows you to focus on what really matters: building and maintaining relationships at scale.

Taking a few steps back, we also want to provide recruiters, hiring managers, and talent acquisition professionals with helpful information on the evolution of CRMs, why they’re useful, and best practices for using them. 

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4 Tips: How to Recruit and Hire the Right Remote Workers

Jen Mc Kenzie

Jen McKenzie is a freelance writer from New York, NY. She is fascinated by all things having to do with words, business, education and cutting-edge. When Jennifer is not busy writing, she enjoys taking long walks and spending time with her two pets Brando & Marlon. You can reach Jennifer on Twitter @jenmcknzie.

Technological advances have enabled workers in many fields to complete their daily tasks from any location where they have an Internet connection. There is no longer a need to be tethered to or bound by a traditional office space. With the number of remote workers rising, you may be thinking about taking advantage of the benefits associated with hiring a remote worker yourself. When you hire remote workers, you can expand your search for qualified talent to all corners of the world. Remote workers may also be more productive and require less overhead. 

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New eBook: Does Your HR Tech Stack Stack Up?

In the $15 billion dollar HR tech industry, new startups are constantly reinventing HR as we know it. It seems like there’s a new solution popping up practically every day. If you’re like us, it’s easy to feel overwhelmed and pressured to keep up with the latest and greatest. After all, no one wants to stay stuck in the past or rely on outdated tools, especially when modern technology contributes to business success. And according to Josh Bersin, ten years ago might as well be the Stone Age.

“The types of technology used, the experiences they deliver, and the underlying designs are new. And even more importantly, the way we manage people in companies has changed, making many of the traditional HR systems purchased only a decade ago seem out of date.” - Josh Bersin, Bersin by Deloitte

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