Jamie Wernet is an Enterprise Account Director on the Customer Success team, where she partners with some of Greenhouse's biggest customers to help them reach their recruiting goals and get the most out of Greenhouse. Prior to joining Greenhouse, Jamie recruited for Fortune 500 companies at a boutique executive search firm in New York. Outside of work, she enjoys geeking out about grammar, linguistics, and the latest non-fiction.
In 2017, Greenhouse is hosting the OPEN Series, a monthly event series that explores and celebrates the most important topics happening in the People Team industry.
The Series kicked off in NYC on March 22, featuring Kathryn Minshew, CEO of The Muse. Kathryn took the stage with me to share insight on how she and her People Team successfully scaled The Muse to 4x growth in a little over one year.
Here Kathryn and I continue the conversation about her top tips for making smart hires and maintaining authentic culture during rapid growth.
Maria Christopoulos Katris is the Co-Founder & CEO of Built In, the most powerful online recruiting solution for tech companies across six U.S. markets. The network of Built In sites provides an exclusive, behind-the-scenes look at the innovative products and cultures of today's top tech companies. Maria’s team shares insights on recruiting and employer branding in the tech space on Built In’s Tech Recruiter Blog.
Everyone in the recruiting space understands the importance of finding the “organizational fit,” (otherwise known as hiring for “cultural fit” or “culture add”). Employees that believe in and reflect an organization’s culture are more likely to report high job satisfaction, produce superior work, and remain with the company long term.
But finding candidates that mesh with your company culture, selling them on your company, and assessing applicant fit beyond technical considerations is easier said than done. Over the past six years, we’ve helped thousands of startups and tech companies find, connect with, and hire top talent, and in that time we’ve seen firsthand how the most successful companies approach this challenge.
There are three ways that successful companies focus on finding the organizational fit. Keep reading to learn what they are and how you can make them part of your approach to hiring.
Melanie Oberman is the Director of Employee Experience at Greenhouse. She has a passion for making people and culture a strategic driver of the business, allowing employees to do the best work of their career. Her team focuses on scaling the culture in addition to day-to-day operations, office management, talent management, internal communication, and collaboration. We work to make it easy and fun for every employee to fully contribute and engage in the Greenhouse community.
And, she’s proud to say it's working—we were named #1 Best Place to Work by Glassdoor.
Before Greenhouse, Melanie advised senior executives at a variety of media, tech, and telecommunications companies on diversity & inclusion, communication, talent, and training strategies.
It’s no secret that investing in a great employee experience (which I’ll abbreviate throughout this post as “EX”) can lead to highly engaged employees. At Greenhouse, we think engagement is measured in each person’s connection, motivation, and commitment to their company. Our challenge is to build and run effective employee programs AND show the return on that investment.
Ji-A Min is the Head Data Scientist at Ideal, software that uses artificial intelligence (AI) to automate low-level, repetitive tasks and quickly move top candidates through the recruiting funnel. Ideal’s AI can instantly screen and shortlist new candidates, uncover strong past candidates that are a great fit for a new role, and initiate candidate contact—all within your existing ATS. Learn more at Ideal.com. Ideal is proud to be a partner of Greenhouse. Learn more about how Ideal works with Greenhouse here.
Data confirms our suspicions: Hiring is getting harder this year.
According to LinkedIn’s Global Recruiting Trends Report, 56% of recruiters report their hiring volume will increase in 2017, but only 26% of them say the size of their recruiting teams will increase.
That means time-constrained recruiting departments are on the hunt for the best innovations in recruitment to help them succeed this year. Many of these innovations leverage some form of AI recruiting software to streamline or automate parts of the recruiting workflow.
Here are the 5 best innovations in recruitment that I think will become big in 2017.
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.
People don’t leave companies—they leave their managers. Good managers inspire, motivate, and support their direct reports and teams, while not-so-good managers can lead to wasted resources and weaker team performance. But how do you make sure you’re hiring someone who’s a good manager? It all starts with asking the right interview questions for managers.
At Greenhouse, we’ve always believed that there’s a connection between management and employee happiness and we wanted to dig into how to make sure this takes place and is continually practiced.
There were two important stats that we considered as we created our manager interview kits: companies that hire managers based on their management skills, as opposed to not explicitly testing for management skills, saw a 48% increase in profitability and a 19% decrease in turnover (State of the American Manager, Gallup, April 2015). When selling candidates on the Greenhouse company culture, we have always taken pride in our strong management culture, and have worked hard to create an environment where people can do the best work of their careers—ensuring that we do a great job of interviewing and hiring highly skilled managers is one of our most important tools in achieving that mission.
We also knew that it would take some work in the kick-off stage for our interview teams to understand the difference between interviewing for management skills and interviewing individual contributors. When interviewing an individual contributor, interviewers are typically checking for technical, communication, and collaboration skills. While these things are important for a manager too, it’s helpful to use behavioral interviewing to pull examples of times when they exhibited being a good coach and when they cared about those on their team—you want to understand their management style and getting specific examples from them can help get you there.
How can you define your management philosophy and design interview questions for managers? Read on for a few tips!
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.
As a recruiter who manages a recruiting team for a company that sells recruiting software, I’m often asked “Wait... what? What do you do?” But that’s not what this post is about. This post is about is the other question I’m often asked: “How do I hire a great recruiter?”
This question has come from startups looking to hire their first-ever recruiter, operations-focused recruiters looking to bring on a technical recruiter, and recruiting managers adding to their teams. Each scenario is a bit different, but here are five tips to help you get started no matter which boat you’re in.
Arianna Posillico is a Marketing Manager at Meritocracy, an innovative digital head hunting platform that allows young professionals to virtually explore the most interesting companies in Europe and receive targeted recommendations. By using machine learning to analyze companies' hiring behaviors, Meritocracy is able to efficiently offer job-seekers the best-fit opportunities, letting them discover work environment, people, and culture of the companies before applying. Connect with Arianna on LinkedIn.
Candidate experience is now more important than ever. In the era of social media, where people have the ability to share messages with wide networks with just a few taps and swipes, experience is especially crucial for the people you don’t end up hiring. And those people touch more facets of the business than you may think.
Employer branding and marketing in general are moving rapidly toward more integrated and customized customer experiences. The first part in designing candidate experience programs is considering the attraction phase, or how to start building a dialogue with potential candidates.
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’s a lot of talk about the importance of data in recruiting these days, and for good reason, too! As recruiting teams evolve their understanding of the recruiting funnel and implement metrics-driven approaches similar to that of sales and marketing teams, taking a closer look at how we use and report on data is a natural and necessary outcome.
Our Recruiting team at Greenhouse is no stranger to this movement. We use five KPIs, or Key Performance Indicators, to measure our team’s progress and performance quarter by quarter (you can read about our KPIs here!). That said, KPIs are a high-level metric, and in this post I’d like to show you a more granular, day-to-day use of data.
Read on to learn why we believe in the importance of data in recruiting at Greenhouse as well as what kinds of reports we use in real-time to keep our hiring managers informed and involved in our recruiting process.
Cheryl Roubian is the Director of Talent Acquisition & Management at Greenhouse, where she leads a team focused on finding, elevating, and extending the lifecycle of top talent for Greenhouse. Find Cheryl on Twitter, LinkedIn, and Instagram.
As People People, we know that investing in great onboarding makes for engaged employees. Our challenge is to build and run effective programs AND show the return on that investment to our leadership. Luckily, the data backs this up: Studies show that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.
Camille Laborde is the Content Manager of YBorder. She enjoys writing and blogging. You will find her writing about tech recruitment, international mobility, and hiring on YBorder's blog. Follow her daily tweets on YBorder's account.
YBorder is a recruitment platform for tech talent. Companies can enter in direct contact with a curated pool of tech talent from all over the world and vetted by local headhunters. The platform was launched in 2016 and has already acquired 40 partner agencies and more than 600 client companies.
The world of work is rapidly changing, and in order to stay competitive, recruiters have to be nimble and able to adapt. But what are the characteristics that will help recruiters stay ahead of the curve?
Read on for three ways recruiters can adapt for the future.