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Featured Image Recruiter Tips

Defining Your Ideal Candidate—A Personality-Based Approach

Aika Murzabulatova

Aika Murzabulatova is a co-founder at Recualizer, a platform that helps companies to discover cultural fit of potential employees. She's an Artificial Intelligence major from Manchester, UK and former smart city solution project manager. She's a strong believer in implementing AI in recruitment/HR. Aika is crazy about R’n’B dance parties, driving, her kitten named Rio, and her husband. 

When recruiters ask hiring managers what they want in a candidate, the answers can be pretty surprising.

In fact, it’s not uncommon for the conversation to go something like this:

You: Who do you want to join our sales team?

Hiring manager: A good person who fits in our company culture.

You: How would you define “a good person”?

Hiring manager: Someone who is professional, creative, gets the work done, is a great team player, kind and caring, outgoing, who learns fast and is able to “get the customer,” and... (continues on for another 15 minutes).

Sure, it's important for hiring managers and recruiters to define the type of person they're looking for, but it's also a challenge when hiring managers have many requirements and don't realize some of those characteristics may be nearly impossible to find in the same person.

Let's look at a few examples of what this can look like in real life and how you can help hiring managers to prioritize.

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Featured Image Recruiter Tips

The Top 6 Reasons Why Your Company Is Losing Great Candidates

Mark Nezvisky Headshot

Mark Nezvisky is the Head of Marketing and Communications at LinkMatch. Previously, as the Recruiting Manager of Vitaver & Associates and AgileEngine teams Mark was responsible for hiring, training, and mentoring new recruiters. Throughout the 7 years of his recruiting career Mark managed to successfully place various professionals for companies like FINRA, Primatics Financial, Dr. First, XAPP Media, and others. Connect with Mark on LinkedIn.

As a recruiter, you’ve got tons of open reqs, hundreds of outreach emails to send, and who knows how many phone screens to make. But when you take a step back from your day-to-day tasks, what are your goals?

Your role is all about finding great talent and getting them in the door. It sounds simple in theory, but of course the reality is much more complicated!

Let’s take a look at six of the top reasons why you might be losing out on great candidates and what you can do to prevent this from happening

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Featured Image Talent Brand

5 Ways to Attract Women to Your Tech Company

Caroline Murphy Headshot

Caroline Murphy graduated with a Bachelor's degree from Cork Institute of Technology in 2013. After traveling the world working in the fields of marketing and career development she joined vsource in September 2016. She regularly writes about recruitment, education, and travel. You can find Caroline on LinkedIn. vsource is a premium on-demand talent sourcing solution that blends smart technology with human intuition and recruitment experience.

The world is—thankfully—becoming a more equal place. People of both genders are more educated than previous generations, new immigrants have the same chances to start successful businesses as citizens born in that country, people with disabilities are more visible and given more opportunities to succeed on their own merits. We are becoming a more inclusive society.

So why are only 14.3% of management and board level executives in Silicon Valley women?

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Featured Image Company Culture

3 Ways to Create Lasting Relationships with Employee Alumni

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.

In this series, we’ve been covering how to handle employee departures in a thoughtful and comprehensive way. Check out our previous posts to learn about the problems that arise when ignoring employee departuresthe benefits of investing in offboarding, and how to handle compliance issues for both voluntary and involuntary departures. Or, if you’d like to get all this content (and more!) in one place, be sure to download your copy of the Employee Departure Best Practices eBook.

It’s a fact of the modern-day workforce: Most employees won’t stay with your company forever. But this doesn’t mean that an employee’s last day has to be their last interaction with you. Your organization’s alumni may grow to be your future clients, applicant referrers, and even boomerang employees. But this type of continuing support and engagement will only work if you take the time to maintain your company’s relationship with this group. Here are a few suggestions for staying in touch with former employees.

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Featured Image Greenhouse Customers

How SendGrid Eliminates First-Day Jitters with Pre-Boarding

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.

Your heart’s pounding, your mouth is dry, and your hands are so sweaty you’re scared to take out your phone in case it slips out of your hand. Sound familiar? Many of us go through this type of nerve-racking experience—or some version of it—when we start a new job.

But it doesn’t have to be this way.

Just ask Emily Staebell and the rest of the People Ops team at SendGrid. By creating a comprehensive pre-boarding program, they’re able to prepare new hires for their first day, answer their questions, and ease their nerves in a scalable, repeatable way.

Let’s find out how they managed all that!

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Featured Image Greenhouse

What Being Named a Glassdoor Best Place to Work Means for Greenhouse

Maia Josebachvili

Maia Josebachvili is VP of People & Strategy at Greenhouse. Her team is pioneering the concept of reinventing the traditional HR department and combining the People and Strategy functions. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

I couldn’t feel more proud that Greenhouse was named the #1 best place to work by Glassdoor. We’re a people-centric company and we design tools to help other companies build people-centric companies. This award is a humbling validation that we’re on the right path.

I am fortunate to be able to speak for a company of more than 200 inspiring people in this post and I’m excited to share some of the insights that we all live every day together. I also want to take a moment and celebrate all of the folks at Greenhouse. Thank you all for everything you do to make Greenhouse what it is, and for engaging to make Greenhouse the best place it can be. I love being a part of this journey with everyone!

As I think about what we’ve accomplished so far—and what we hope to achieve in the future—a few key points come to mind. I’d love to share a few of the principles that have guided our team in how we think about building culture, creating People practices, and working with our employees.

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Featured Image Greenhouse Customers

The New People Teams: How 1stdibs Promotes Rapid Growth & Development

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.

Over the past year, we’ve been covering the shift from traditional HR teams to the new People teams. What really distinguishes new People teams is their focus on maximizing employee value through strategic investment in practices like talent acquisition, employee onboarding, talent management, total rewards, employee experience and culture, and internal communications.

Want to read the rest of the series? Check out our profiles of EnigmaMedalliaBonobosRapid7, and Flatiron Health.

In today’s post, we caught up with Sue Choe, the VP of People at online marketplace 1stdibs to learn about her company’s investment in the People team and what that’s meant for all employees.

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Featured Image Recruiter Tips

How Betterment Built an Effective In-House Recruiting Process

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.

Imagine you have only a single recruiter on your team, no consistent process, and 200 open positions. Eek! What do you do?

Christina Kane, Head of Talent at Betterment, found herself in exactly that position. Want to learn how she quadrupled her company's headcount by shifting to an in-house recruiting team and Structured Hiring? Read on!

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Featured Image Company Culture

(Not) Breaking the Law: Ensuring Compliance During Offboarding

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.

There are a number of things to consider when employees leave your company. How you’ll communicate this information to their team and other coworkers. Who will take over their responsibilities. Whether you’ll be organizing a farewell happy hour, and if so, whether Joe will use the opportunity to practice his awkward stand-up routine.

All jokes aside, in this post, we'll look at some of the compliance issues to keep in mind whenever an employee leaves your company. 

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Featured Image Company Culture

What Is Employee Experience (And Why Should You Care)?

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.

The working world used to be pretty predictable. Young people would apply for a few jobs, choose one they liked, and stick with it.

Oh, how the times have changed!

Wondering what those changes mean for you and the way you recruit and retain top talent? Let's investigate...

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