How Kabbage Defines Their Ideal Candidate

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.

Beamery and Greenhouse Release State of Diversity 2017 Report

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? 

The hidden power of the humble job posting

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.

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

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.

Four Strategies for High-Volume Scheduling

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.

Using NPS to Optimize the Candidate Experience, Part 1

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?

Six Tips for Employers to Attract the Mobile Millennial

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.

The Real Impact of Successful Talent Referrals

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?

Increasing Recruiting Efficiency with AI

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.

How HR Can Become Agile with Retrospectives

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.