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Featured Image Candidate Experience

A Quick Guide to Improving Candidate Experience with Candidate Surveys

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.

If you’re trying to improve your recruiting results, it makes sense to focus on the candidate experience. After all, if you’re not creating a positive experience for the applicants who walk in through your doors, it’s not very likely that they’ll want to join your company. But even if you realize that candidate experience should be a priority, it can be hard to know what to do about it.

In the latest Hiring Hacks webinar, Greenhouse’s Associate Recruiter Katie DiCioccio and Talent Board’s VP Kevin Grossman came together to discuss how companies can start improving their candidate experience.

Keep reading to learn why candidate surveys are essential to candidate experience and get a few ideas about how to use the information you gather through this process

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Featured Image Company Culture

A New Kind of Onboarding for a New Kind of People Team

Sydney Goodfellow Hazel

Sydney Goodfellow is the Marketing Manager at Hazel, a Greenhouse partner company that makes modern HRIS, time off, and employee engagement software for culture-centric companies. Hazel recently published an ebook called The Practical Guide to Scaling Company Culture, which you can read and download at hazelhq.com/blog.

One of my first jobs was working at a marina. My coworkers and I were responsible for cleaning up the boathouse to get it ready for members and students. It was a gruellng kind of orientation. We spent weeks cleaning, building, lifting, and fixing for long hours every day. What’s more, it poured rain almost the entire time. We donned foul-weather gear, ran inside when it thundered, and dried our hats on the heaters during lunch.

And yet this experience was not only outrageously fun, it bonded our team in many remarkable ways. Conversation came easily as we shared in those early experiences, which set the tone for the rest of the summer. Even though we only worked together for three months, the six of us remain close friends to this day, years later.

For most of us, great people and a shared purpose are consistent characteristics of all of our favorite, most memorable jobs—not just as teenagers but as we move into the corporate world, too. So why do we seem to forget this, instead focusing on things like pay, perks, location, etc. (also important factors, to be sure, but best when balanced with people and purpose)?

Keep reading for more tips on how to rally new hires around your company's great people and shared purpose.

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Featured Image Greenhouse Customers

How Greenhouse Helped IDEO Build a Flexible Recruiting Process

Melissa Suzuno

Melissa Suzuno is the 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.

Have you ever been frustrated by a lack of flexibility in your recruiting process? You’re not alone! Two years ago, Megan Weibler, Global Director of Recruiting at IDEO, was at a breaking point with her Applicant Tracking System. Some of her biggest pain points included the lack of efficiency, unclear communication between different parts of the system, and the inability to keep track of historical data. If it sounds stressful, that’s because it was! “That lack of transparency, for someone in my role, gave me hives,” says Megan.

How did IDEO transform and streamline their global recruiting process? Read on to find out!

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Featured Image Hiring Brand

Redesigning Your Jobs Website? How Inbound Recruiting Can Help

Hannah Fleishman Small

Hannah Fleishman is the Inbound Recruiting Program Manager at HubSpot. Hannah leads inbound recruiting initiatives at HubSpot to help attract top talent globally. She collaborates with recruiters to build the company's employment brand through personalized marketing. Before taking on recruitment marketing, Hannah was on HubSpot’s Public Relations team. Follow her on Twitter at @hbfleishman.

Job seekers have changed dramatically over the past ten years.

The problem is, most job websites haven’t changed at all.

It used to be that if a candidate wanted to learn more about your company, culture, or team, they had to ask a recruiter. Fast forward to present day and 73% of job seekers start their search on Google (CareerBuilder, 2015). Employers don’t start or control the conversation today, and companies need to act accordingly. That’s why when we redesigned HubSpot’s jobs website, we took an inbound recruiting approach to match our candidate experience to the way people find jobs today.

What are HubSpot's tricks for designing a better careers page? Read on to find out!

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Featured Image Company Culture

Greenhouse’s Secret Ingredient to Building a Thriving Company Culture

Melanie Oberman

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.


You can find Melanie on Twitter and LinkedIn.

In the last couple of years, we’ve grown to approximately 200 people across two offices. With that growth came the need to evolve to be more deliberate about our culture. After a bit of trial and error, we’ve found that the culture committee is one of the best ways to foster the culture we’re trying to create.

Some might be surprised to learn that a committee is the answer; many companies are working toward having fewer meetings, not more. What makes Greenhouse’s culture committee special is that it is truly democratic—the more we can hear from a variety of employees, the more our culture thrives. These ideas, along with our bi-annual engagement survey, pulse surveys, and informal conversations, all help us to inform priorities and initiatives across the organization.

Greenhouse’s culture committee is made up of about 12 employees nominated by their department leadership. Members are all high performers in their day to day jobs and consistently make meaningful contributions to our culture—from planning a team camping trip or office ping pong tournaments to coming up with creative ways to boost morale.

In this post, I will outline what exactly the culture committee does, why it’s become a vital part of our culture, and what we’ve learned along the way.

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Featured Image Recruiter Tips

3 Ways to Make Your Hiring Team Love You

Katherine Maughan

Katherine Maughan is a Product Marketing Manager at Greenhouse, where she previously worked as a Strategic Account Manager. Prior to joining Greenhouse, Katherine was a founding member of The Muse's sales team, and wrote comedy in New York City. You can find her on LinkedIn.

During my time as an account manager with Greenhouse’s Customer Success team, I learned about some of the common challenges recruiters face with their hiring teams. Helping companies to create great recruiting processes and overcome related blockers is one of my favorite parts of working here, and in my time at Greenhouse I’ve partnered with more than 100 customers to achieve this. But no matter what the company, industry, or region, I consistently heard that recruiting teams needed more hours in the day—and that the hiring managers and executives they partner with feel the same way.

One of the superpowers of an account manager is helping create more time in the days of the customers they’re working with. I couldn’t make time move more slowly, but I could see the positive impact that proactive planning conversations and defined process could have.  A few small, key actions helped interviewers, hiring managers, and executives to prioritize their hiring tasks without feeling it was a burden.

How can you save time for yourself and everyone on your hiring team—while also earning their respect and admiration? Read on for my top three tips!

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Featured Image Company Culture

Why Should Companies Prioritize Diversity?

Janel Martinez

Janel Martinez is the co-founder and Chief Content Officer at 2020Shift, a startup invested in teaching diverse professionals the skills needed to find a career they love in technology. Her career in journalism, which includes bylines from NBC, Univision Communications, and Black Enterprise, among others, led her to her passion: entrepreneurship. She graduated from Syracuse University’s S.I. Newhouse School of Public Communications. Connect with Janel on Twitter and LinkedIn.

In the last few years, there’s been no shortage of headlines, employee reports, and Medium posts tackling diversity and inclusion. We all know diversity can no longer be an afterthought. And while it is the “right thing to do,” it’s essential to the growth and prosperity of your company.

Truly forward-thinking, innovative companies are those that prioritize diversity efforts, ensuring that everyone—from the CEO to each and every employee—not only understands the importance of diversity and how it benefits their organization, but advocates for it.

Data indicates that diversity drives innovation and results in better performance among teams and, ultimately, a higher success rate for companies. 2020Shift has partnered with Greenhouse to create an eBook, “4 Methods to Build A Diverse Team,” to outline how you can build a diverse organization. We know it’s not easy and there’s no one-size-fits-all solution, but our guide can help you on your journey to creating a diverse and inclusive organization.

If you’re on the fence about prioritizing diversity or need help on where to start, we’ve got you covered! Planning out your diversity efforts can seem complicated, but here are four reasons you should prioritize diversity and strategies for getting started now.

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Featured Image Hiring Brand

Another 10 Awesome Careers Pages

Melissa Suzuno

Melissa Suzuno is the 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.

Here at Greenhouse, we love helping companies get better at hiring, and we have the privilege of working with some pretty impressive customers. One of the perks of working with such amazing companies is that we get to see how those at the head of the pack are setting up their careers pages. In the past, we put together a list of 10 Awesome Careers Pages and 10 More Careers Pages, but it’s been a while. So, to keep things fresh and exciting, we’d like to introduce another 10 Awesome Careers Pages. 

Want to find out who they are and what we love about them?

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Featured Image Interview Planning

Managing Unconscious Bias in the Hiring Process

Melissa Suzuno

Melissa Suzuno is the 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.

Let’s take a moment to think about all the hard work our brains do. At any given moment, they’re receiving 11 million pieces of information. If it sounds like a lot, that’s because it is! Human brains can only consciously process 40 pieces of information. So it’s only natural that they might look for ways to take some shortcuts. And in some cases, this is great. It means that we can focus on things like not being eaten by a predator while still continuing to breathe. Great work, brain! But in other cases, it means that we make decisions based on opinions we’ve formed about different groups or sets of people, often without realizing it. Not so good.

At Greenhouse, we recently had the opportunity to participate in unconscious bias training with Paradigm, and I wanted to share a few of the key points we covered when it comes to unconscious bias in the interview and hiring process. Curious to learn more? Read on!

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Featured Image Referral Programs

The 6 Elements of a Winning Employee Referral Program

Melissa Suzuno

Melissa Suzuno is the 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.

Planning out an employee referral program can seem complicated, and there are definitely a lot of moving parts. But if you’re looking for a source of high-quality employees who are more likely to get hired, perform better on the job, and stick around longer, then it’s definitely worth the effort!

We’ve spoken with a lot of our customers to learn how they’re able to create predictable and productive referral programs. While there are many aspects of referral programs that are unique to that particular company’s culture, we’ve identified six elements that are pretty consistent through most successful programs.

What are the six things every company should do to enhance their employee referral program? Read on to find out!

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