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Featured Image Recruiter Tips

Finding the Time to Be a Strategic Recruiter

Jon Stross

Jon Stross is President and Co-Founder of Greenhouse. At Greenhouse, Jon drives the product strategy and works closely with customers and partners to build a platform that improves recruiting performance. Before founding Greenhouse, Jon served as the GM for BabyCenter.com and was responsible for the global rollout of the business.

I talk to recruiters all the time who feel guilty knowing that they should be doing all sorts of strategic things like fixing their candidate experience, nurturing past candidates, and doing more proactive sourcing of passive candidates.

But, the day-to-day reality of being a recruiter is SO BUSY that they struggle to find the time. When I dig in, what I hear is that the recruiter is being bombarded with one-off questions and requests all day. They are “playing defense.”

Does any of this sound familiar?

  • An employee who made a referral pings you to ask whether you’re moving forward with their friend.

  • An agency you’re working with emails you to find out what’s going on with the candidates they submitted.

  • Someone who’s conducting an interview can’t find the candidate’s résumé and stops by your desk to ask you for a copy.

  • A hiring manager stops you in the kitchen to ask you about the status of one of their open roles (and all you wanted was to get a cup of coffee!).

I hear some recruiters say that over half their time can be spent answering these basic questions.

So what's the key to finding the time to be a strategic recruiter? Read on to find out!

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Featured Image Interview Planning

What Can You Do About Unconscious Bias?

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.

Going through the hiring process can be unnerving and anxiety-inducing, but for a significant percentage of applicants, it’s become downright upsetting. At least that’s what a recent survey from GetApp uncovered. When it comes to the topic of unconscious bias, many candidates feel that employers are falling short.

In case you’re not familiar with this term, “unconscious bias” refers to the brain’s tendency to take mental shortcuts, relying on observed patterns (including cultural stereotypes) to quickly and subconsciously process information.

This is especially troublesome in the hiring process since it means that recruiters and hiring managers may make decisions based on bias rather than a candidate’s actual abilities.

We caught up with Karen McCandless, Researcher at GetApp to learn more about their survey and what its findings mean.

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Featured Image Recruiter Tips

Talent Acquisition Best Practices

Caitlin Doherty

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.

When you’re a recruiter in a rapidly growing company, you know that you’re going to have to spend the majority of your time filling roles. Functioning well as a team, becoming thought leaders in the space, developing professionally, and so many other aspects can feel completely out of reach. We all know that professional development is really important in employee satisfaction and happiness and it’s also really hard to nail this aspect when things feel as if they’re flying at a million miles a minute.

Greenhouse’s Talent Acquisition team can relate. They love bringing candidates in and so, of course they love talking about filling roles, interview tactics, working effectively with hiring managers, and all of the important day-to-day details and hard work that comes along with recruiting. They also enjoy being super efficient and are one of the most well-run teams I’ve ever witnessed. I caught up with Katie DiCioccio, Greenhouse’s Associate Recruiter in hopes that she would show me the ropes around her team and their best practices for making sure they commit to focusing on more than just the day to day. Spoiler alert: Katie shared the Greenhouse recruiting team’s approach to talent acquisition best practices. 

Keep reading for a few tips you can try out with your team!

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Featured Image Recruiting Metrics

Maximizing the Impact of Your People Programs: What's the ROI?

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.

How do you know when your People programs are working? It’s an important question, but one that’s not always easy to answer. At the BetterWorks Goal Summit on April 20, several HR experts gathered to dig in to this question.

Jeff Rosenthal, Managing Director, Deloitte Leadership moderated a panel discussion between Cheryl Roubian, Director of Talent Acquisition and Management at Greenhouse, Greg Besner, CEO of CultureIQ, and Linsey Jackson, Head of Technical Recruiting at Lyft.

What were some of the key takeaways and themes that emerged during their conversation? Read on to find out!

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Featured Image Greenhouse Customers

How Nutrabolt Built a Small But World-Class Recruiting Team with Greenhouse

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.

Who says you need a huge team to make a big impact at your organization? Not Josie Sandlin, Talent Acquisition Manager at Nutrabolt! Josie’s small but mighty team of two handles recruiting for their 200-person company’s 3 offices.

But it’s not just about sheer numbers—since rolling out Greenhouse, Josie has structured and streamlined the recruiting process at Nutrabolt. She’s been able to share data with hiring managers, add culture-based assessments to in-person interviews, and assign accountability to interviewers.

Wondering how you can build a world-class recruiting team with limited resources? Read on to learn more about Josie’s approach

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Featured Image Recruiting Metrics

The Impact of Recruiting on Employee Lifetime Value

Jacqui Maguire Headshot

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.

What type of impact does recruiting have on employee lifetime value (ELTV)?

The biggest impact your Recruiting team can have on ELTV, and by extension the business, is through the quality of hires that they make. Through great hires, we move the “How high someone can go” inflection point up.

Read on to learn more about how the recruiting team at Greenhouse frames their work in terms of ELTV.

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Featured Image Recruiter Tips

5 Steps for Conducting Effective Reference Calls

Ariana Moon Headshot 2

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.

Reference calls. Probably not the most thrilling part of an interview process, but when conducted thoughtfully, they can provide invaluable insight that you just can’t get through interviews and background checks.

These days, reference calls are often dismissed as an outdated and highly biased part of a screening process, which is understandable given that references are hand-picked to say the most wonderful things about your candidate. To extract the most value from these conversations, our Recruiting team decided to use a similar approach to reference calls as we do to interviews—we added some structure!

Read on for the 5 steps we take to make the most out of our reference calls at Greenhouse!

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Featured Image Greenhouse Customers

Social Sharing with Greenhouse Made Simple at SiriusDecisions

Kevin Blanco

This post was co-authored by Kevin Blanco and Lynn Gaudio. Kevin is Vice President, Business Systems Operations at SiriusDecisions and is responsible for managing internal business systems operations, driving technology simplification, maturing process automation, and leading Technology procurement.


Lynn Gaudio is Director, Strategic Talent Solutions at SiriusDecisions. Lynn is responsible for managing global talent acquisition and vendor relationships. 

Social media is no longer just a group of websites. It is everywhere we look: on TV, phones, tablets—even highway billboards. Social media expansion is growing at tremendous rates. At SiriusDecisions, the leader in Sales and Marketing Research and Advisory services, we embrace social media as a core part of our culture. Our research analysts have identified that “Best-in-class B2B organizations have high internal rates of social media adoption.” (Source: Revolution or Evolution? The State of B-to-B Social Media – Documented by SiriusDecisions)

Given these trends coupled with our culture, it is reassuring to know that Greenhouse has developed a fun and easy way to share jobs on various social networks. 

Keep reading to learn how SiriusDecisions used Greenhouse to increase social sharing of job openings! 

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Featured Image Hiring Brand

How Thomson Reuters Used Instagram to Attract Candidates

Shelby Burghardt

This post was edited by Shelby Burghardt, who joined Thomson Reuters in 2014 and is currently the Global Employment Brand and Recruitment Marketing Manager. She develops the external recruitment messaging and go-to-market strategies to attract the most capable workers to Thomson Reuters globally. She also provides the vision and leadership for recruitment marketing campaigns across all 4 business units, with a heavy focus on digital and social media recruitment. Follow Shelby on Twitter.

Social media is a necessity when it comes to employer branding these days. Candidates are actively participating in brand voyeurism. They want to know how it feels to work for a company even before they apply. According to a report done by SkillSurvey, “80% of talent leaders globally agree that employer brand has a significant impact on their ability to hire great talent.” Our response to this at Thomson Reuters was to help candidates picture themselves working out of our offices around the world.

Thomson Reuters provides professionals with the intelligence, technology, and human expertise they need to find trusted answers. We enable professionals in the financial and risk, legal, tax and accounting, and media markets to make the decisions that matter most, all powered by the world's most trusted news organization.

Our global employer brand team is made up of a team of two, and manages the corporate social media recruitment strategy, job board initiatives, brand awareness strategy, and region-specific go to market strategies. Our primary goals for 2017 are to increase our presence on social media through advertising and generate a strong brand presence in the US and Canada.

Want to learn more about how we ran a campaign on Instagram to attract candidates? Read on!

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Featured Image Hiring Hacks

How Pinterest Customized Greenhouse to Scale and Make Data-driven Decisions

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.

Take a look at your desktop. Is it full of Excel sheets, Google docs, and candidate résumés? This approach works when you're a solo recruiter, but it quickly becomes a challenge when your company begins to scale. Where is the source of truth when it comes to collecting data?

This was a pain point Pinterest experienced in their early days, and that's when they decided to turn to Greenhouse.

In the latest Hiring Hacks webinar, Nina Padula-Gialle, Recruiter at Pinterest shared strategies around customization, ways to measure success, and how the Pinterest team leverages data to improve their recruiting process.

Keep reading to learn how Pinterest built a flexible and data-driven recruiting process.

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