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.
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.
There was a time paper résumés reigned supreme as the sole determinant of landing a job interview. Now, employers are evolving their recruiting practices with the technological advances of their industries, moving away from administrative, reactive, paper-laden HR processes to the tempo of today’s unapologetically fast and transparent digital recruiting world. No longer is hiring a one-way street where employers have their pick of eager job applicants—rather, the job search has transformed into a two-way conversation where both employers and candidates have the roles of interviewer and interviewee.
What do all these changes mean for you as a recruiter? Read on for an overview of the digital recruiting landscape!
Arielle curates content at CourseHorse, a local discovery engine that helps connect educators and students across the United States. When she’s not writing equestrian puns or brainstorming new blog posts, you can find her taking her dog for long walks in Madison Square Park or reading in an oversized armchair. Say hi (and see puppy pics) via LinkedIn or Instagram.
CourseHorse’s mission as a company is literally to support lifelong learning, but it doesn’t take an educational technology company to understand the importance—and benefits—of learning and development.
As a small but fast-growing team, we had a number of needs (closing skills and knowledge gaps, being time efficient), and limitations (little bandwidth for execution, smaller budget), which forced creative solutions.
Idea number one: Piloting the creation of individual learning roadmaps that combined essential professional skills for each role with personal goals for career development. Our learning roadmaps were intended to be executed independently with minimal oversight (see: small team, limited bandwidth), but they did involve setting goals and regular check-ins for accountability purposes.
After nearly a year of having these learning roadmaps, here are seven things we’ve learned.
Caitlin Doherty is the Events Coordinator at Greenhouse. She enjoys the ability to work within a small but mighty team to bring People thought leaders together in one room while creating memorable experiences. She resides in New York City where she fills her extra hours practicing a newfound love of improv, experimenting with recipes in her small Brooklyn kitchen, and taking long walks with strong coffee. You can connect with Caitlin on LinkedIn.
If you could read the minds of candidates, what would they say? As a recruiter, having super powers, specifically the ability to read minds, would be really awesome. Unfortunately, we haven’t made enough advancements to be able to do that. But we do have access to some really opinionated and outspoken candidates! So we brought together a group of four candidates in the Bay Area to have a candid conversation with Greenhouse CEO, Daniel Chait.
Read on to get the an inside look at what candidates are thinking while being recruited, interviewed, and onboarded!
Kristin Hoppe is a content producer based in New York City. She writes about how to run a business and take care of your team at Justworks.
Is your company revving up to hire interns for the summer? Internships are popular for a reason—they give your employees mentorship opportunities and offer a doorway into the working world for the interns you bring in.
As a recruiter, here are four things to keep in mind as you bring on interns for the summer.
James Dean is a Success Coach at Expensify in San Francisco. Aside from teaching customers how best to burn their receipts, he enjoys checking out new restaurants, watching Netflix, playing soccer, running, and laughing. Sometimes he can do it all at once!
As the fastest growing company in the expense management industry, Expensify has learned how to hire at warp speed without sacrificing quality or compromising our culture. With over $32 billion processed in 2016 and headcount jumping by 80+ in the last two years alone, we’re in a full sprint to spread “expense reports that don’t suck” across the globe.
So how have we supercharged worldwide hiring and kept our culture intact? We’ve crafted a lean, decisive, and transparent candidate experience infused with company values by following three simple principles.
Read on to learn which principles guide the Expensify team's approach to recruiting!
Caitlin Doherty is the Events Coordinator at Greenhouse. She enjoys the ability to work within a small but mighty team to bring People thought leaders together in one room while creating memorable experiences. She resides in New York City where she fills her extra hours practicing a newfound love of improv, experimenting with recipes in her small Brooklyn kitchen, and taking long walks with strong coffee. You can connect with Caitlin on LinkedIn.
What does it mean to become a great place to work? What makes your employees want to sing your praises from the highest rooftops? These companies know a little something about what it might take to get there. This year, Facebook came in at number 2 on Glassdoor’s Best Places to Work 2017 list for large companies. Entelo and Greenhouse both came in the top 3 on the same list for small and medium companies.
Cheryl Roubian (Director of Talent Acquisition and Management, Greenhouse), Willie Henry (Candidate Experience Lead, Facebook), and Jill Witty (VP of Talent and Operations, Entelo) all joined together one sunny San Francisco morning over coffee and bagels to share ideas and best practices on what it means to make the list and some of the ways they help create environments where employee happiness exists.
Read on for some of the main points from the panel!
Evan Paris is the Senior Alliance Manager at Checkr where he oversees strategic partnerships and technology alliances. His focus is to align and integrate software technology providers to deliver an unparalleled experience for customers. Before joining Checkr, Evan worked in the Marketing Technology space forging strategic partnerships and integrations across the MarTech Lumascape. His passion is to solve complex customer problems and deliver a seamless experience for the clients he serves. Find Evan on LinkedIn and Twitter.
If you’d like to learn more about quick and compliant background checks, or schedule a sales call or demo, please visit our registration page to book your time with a Checkr expert! To find more information on our partnership with Greenhouse visit the Greenhouse partnerships page.
Employer background checks, or pre-employment screenings, are vital to the hiring process. They’re not just for huge conglomerates with a vast human resources department and an endless hiring budget. Hiring the wrong person can create a ripple effect within your company, wasting time, energy and money on someone who's not the right fit.
Read on to learn the fundamentals of the background check process to help guide your hiring decisions.
Paweł Rzymkiewicz is the Head of Engineering at Codility, a recruiting technology company that empowers teams to hire stronger programmers, faster. He has been involved in virtually every aspect of software development, but his focus and interest has always been on people and being a great leader. Outside of work, Paweł enjoys kitesurfing, slacklining, and climbing.
Tech recruiting is a challenging mission. We’re looking for specific skills, strengths, and experiences to supercharge our team’s development. And at the same time, we need to consciously curate our team to complement the personalities, expertise, and backgrounds already at the table.
Cristina McComic is the Head of Content at Simppler, a recruiting technology company and Greenhouse partner that turbocharges employee referral hiring, leading to faster & more cost effective hiring, better business performance, and lower attrition. Bi-coastal and international, Cristina holds a Bachelors Degree from Vassar College in New York and a Masters Degree in Chinese Business Law from Fudan University in Shanghai, China. Having lived abroad for 5 years and traveled around the globe, Cristina is excited to bring a fresh, international perspective to the hiring industry. She currently writes about hiring issues like eliminating unconscious hiring bias, keeping employees engaged in making referrals,and why referral bonuses don't work. You can read more on Simppler's blog here.
“You need to sell the company brand to potential job candidates.” “You’ve got to keep in touch with candidates so they keep your company top of mind.” “You have to make the candidate experience positive and memorable.” These are just a few of the statements you’re likely to hear from HR leaders these days.
And it makes sense: The job market is currently candidate-driven with 53% of organizations citing shortages of required skills in the labor pool and 47% citing trouble in sourcing qualified candidates. Recruiting teams have to go above and beyond what their role traditionally called for to engage their dream candidates and sell them on the benefits of working for their company. That’s why industry-leading recruiting teams have begun to think like marketers in order to win the best candidates for their teams.
Read on for four tactics your recruiting team can steal from marketing!
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