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Featured Image Interview Planning

Structure Is the Way to Hire Excellent: A Bulletproof 5-Step Plan for Interviewing Success

Jamie Edwards

Jamie Edwards is Co-Founder and COO of Kayako, the unified customer service platform. He is an advocate for hiring structure and is a strong believer that the best customer support comes from hiring the right people. You can find Jamie helping customers deliver customer service so good it becomes their competitive advantage. Connect with Jamie on Twitter and LinkedIn.

Hiring new talent can be time-consuming, not to mention costly: according to Geoff Smart, author of the bestselling book Who: The A Method for Hiring, a poor hiring decision can cost a business up to 15 times the hire’s base salary in expenses and shortfalls.

It’s not difficult to see why companies are beginning to take much more care over who and how they’re hiring because they can’t afford to make hiring mistakes. Research from Bersin by Deloitte found that companies were spending close to $4K per hire because they’re investing in finding the right talent.

But even when you’ve got plenty of resumes and cover letters to read over—and you will get plenty (Glassdoor reports that one corporate job opening attracts an average of 250 resumes, of which only 4 to 6 people are interviewed), it doesn’t always guarantee great candidates. Case in point: you need a bulletproof hiring process.

Read on to learn a 5-step process for interviewing success...

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Featured Image Company Culture

This Is How We Offsite: Enhancing Employee Experience Through Effective (and Fun!) Team Retreats

Regis Wakefield Headshot1

Regis Wakefield is the Operations Manager on the Employee Experience Team at Greenhouse. She spends her time finding new ways to make Greenhouse an awesome place to work, both in and out of the office. After hours, you can find her adventuring, baking (& eating) cookies, and co-leading the Greenhouse Space Club. Connect with Regis on Twitter and LinkedIn.

When People Teams think about employee experience and employee engagement, they typically focus on objectives that fall within the confines of the office: When is the next happy hour? How do we create more facetime with leaders? What are our communication best practices?

But, just think—What could you gain if you pull your team away from their desks & their work and get them outside the office and out of their comfort zone?

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Featured Image Company Culture

Culture Mapping 2.0—An Exercise to Help You Map Out Your Core Values and Achieve a Cohesive Company Culture

Taylor Wallace Headshot 1

Taylor Wallace is the cofounder of WeVue, a software company that helps bring organizational culture to life through the power of mobile photo and video sharing. Taylor brings his background in storytelling, visual art, design, and technology to the culture conversation, helping companies and non-profits change the way they communicate and engage with their stakeholders. Connect with Taylor on Twitter and LinkedIn.

In my last post, I showed you how you could utilize design mapping techniques to better understand how the disparate pieces of your culture interrelate. Now, I’m going to show you how to build on the mapping process to further visualize a more granular piece of your culture: your core values.

Read on to learn how you can map out your core values and achieve a cohesive company culture...

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Featured Image Company Culture

Ensure Your New Hire's First 6 Months Are as Successful as Possible with These Checklists

Melissa Suzuno

Melissa Suzuno is Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

You did everything you could to create a perfect first day and first week for your new hire. Great work so far!

Even though at the end of the first month your new hire might not feel so “new” anymore, it’s still a good idea to think about ways to make sure they’re continuing on their journey to being fully immersed in your company.

Here are some ideas to continue the onboarding process during the first 6 months:

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Featured Image Greenhouse

Meet Greenhouse’s Director of Talent Acquisition Lauren Ryan Who Has Won Greenhouse a Bronze for “Best Advance in Big Data to Inform and Predict Talent Strategy”

Lauren Ryan, Greenhouse’s Director of Talent Acquisition, has just won Greenhouse a bronze medal for “Best Advance in Big Data to Inform and Predict Talent Strategy.” This award, presented by the Brandon Hall Group, recognizes Greenhouse for Excellence in Talent Management, alongside other renowned companies like IBM.

Keep reading to learn how Lauren completely transformed Greenhouse's approach to data in recruiting.

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Featured Image Hiring Brand

Structured Hiring Made Simple with These Useful Worksheets

Melissa Suzuno

Melissa Suzuno is Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

In an ideal world, recruiters, hiring managers, and everyone else involved in the hiring process would be perfectly aligned. After all, everyone has the same goal: to get great candidates to accept offers and begin working at their company.

At Greenhouse, we believe that Structured Hiring can help make that ideal world a reality.

Read on...and grab our Structured Hiring 101 Worksheets so that you can apply this valuable approach in your organization!

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Featured Image Candidate Sourcing

3 Sourcing Metrics to Optimize Your Sourcing Strategy and Process

Ben Slater Image

Ben Slater is VP of Growth at Beamery, a recruitment CRM that connects to your ATS and enables you to attract, source, and engage talent that hasn’t directly applied. Beamery is Greenhouse’s only CRM partner. Connect with Ben on Twitter.

Successful sourcing is easy to define—it’s finding candidates that fit the requirements of your open roles, right?

It sounds like a simple concept, but it takes a lot of work and planning to create a sourcing operation that’s humming with efficiency and helps you pinpoint the right people to fulfill your open roles. The key to shaping an effective sourcing strategy is to work on constant improvement by carefully monitoring your team’s performance.

To optimize your sourcing strategy and process, be sure to track the following 3 sourcing metrics:

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Featured Image Recruiter Tips

3 Steps for Recruiters to Overcome Hiring Manager Roadblocks

Casey Headshot

Casey Marshall is Partner Marketing Specialist 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.

Misalignment is inevitable in the workplace. This especially holds true to recruiting and hiring manager relationships. To help solve this, Greenhouse and Glassdoor have teamed up to share strategic tips on how recruiters and hiring managers can successfully unite and accomplish a common goal: hire the best talent possible.

It sounds simple, right? If you just talk to your hiring manager, you will be fine

However, as any recruiter knows, trying to find a strong candidate is incredibly challenging. No matter the role, the fluctuating market, or the time of year, there is a lot of work and resources that go into making that hire. Then, once you add another key stakeholder into the equation, you begin searching for a purple squirrel or unicorn—aka a candidate that just doesn't exist. 

So what’s the solution and how can you overcome these hurdles? Here are 3 steps that will help you and your hiring manager get on the same page:

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Featured Image Company Culture

Saying Hello Successfully: Essential Onboarding Checklists to Give Your New Hire a Great First Week

Melissa Suzuno

Melissa Suzuno is Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

Your new hire made it through their first day—congratulations! But onboarding isn’t complete just yet. There are so many questions, concerns, and unanticipated issues that arise when someone starts at a new company that it’s pretty unlikely you’ll be able to cover all of them in the first day.

That’s why it’s a good idea to spread out onboarding content over a week or more. That way you can give new hires some time to sync up with their manager and teammates, some time to socialize and familiarize themselves with the office, and some time to connect with executives or senior leadership. Oh, and maybe a moment or two to actually do their job!

We’ve broken down some of the major tasks by the person or team who would most likely be responsible. Use these checklists as a guide to keep everyone on track for week 1! Keep reading...

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Featured Image Hiring Brand

Bringing That Essential "Human Element" to Recruiting: How You Can Stay Focused on People—And Not Just Process

Robby Perdue Headshot

Robby Perdue is a Strategic Account Manager at Greenhouse. With nearly a decade of experience in account management, customer success, and sales, Robby has worked on the full account lifecycle with hundreds of organizations, from venture-backed startups to Fortune 100 companies. He's always focused on the people behind the process. Connect with Robby on LinkedIn.

As a Strategic Account Manager at Greenhouse, most of my job consists of working with people. I help our customers’ People Teams build out process to make them more effective. I funnel feedback from our customers to those on our Product Team to steer the direction of what we build in our product next. I talk to prospects with our Sales Team to make sure potential customers understand the value of not just our product, but the relationship they’ll be starting with Greenhouse.

If you’re reading this, I bet most of your work day revolves around contact with lots of people, too. And interacting with people is just like any other professional activity; the more often you do it, the more it becomes just a routine. And the more your day-to-day becomes routine or habit, the easier it is to start seeing people not as human beings, but as numbers in your spreadsheet, dollars in a ledger, checkboxes on your to-do list, or columns in your report. But it doesn’t have to be this way, and especially when your work involves the livelihood of others, it shouldn’t be.

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