Open navigation

Greenhouse Blog

Greenhouse Blog

Categories

Search results for: “NPS ”

Featured Image Candidate Experience

Using NPS to Optimize the Candidate Experience, Part 2: Driving Improvements Through Data

In part one of this two-part series, Greenhouse Business Analytics Specialist, Mike Linshi, wrote about the advantages of using Net Promoter Score and candidate surveys for your customer success and talent acquisition efforts. He highlighted the parallels between the two surveys, showing how recruiting teams benefit from adopting strategies from other functional departments.

To continue on the topic, we’ll discuss 3 different ways our Customer Success and Recruiting Teams at Greenhouse utilize data from respective surveys their teams use to take action on the results. Below, you’ll hear insights from the Customer Success first, followed by the Recruiting Team.

Read more
Featured Image Candidate Experience

Using NPS to Optimize the Candidate Experience, Part 1

At Greenhouse, we believe that our customers’ success is our success. We partner with our customers to support them in optimizing their recruiting and onboarding functions, with the goals of demonstrating the value of our products and services, and building lifelong partnerships.

With such a broad mandate, how do we know whether or not we’re doing a good job?

Read more
Featured Image Talent Brand

Six Ways to Measure the Impact of Your Talent Brand

measure-talent-brandIt is critical that the impact of every HR initiative be backed up by cold, hard numbers. If your company is considering investing in your talent brand strategy – after all, the benefits of a robust talent brand speak for themselves – then you need to ensure you can gauge how well your efforts are working. And if they’re not, you need to course-correct and adjust your messaging or marketing to achieve your branding goals.

Read more
Featured Image Talent Brand

5 Best Practices for Telling Your Employer Brand Story

As many authors will attest, storytelling is as much an art as it is a science. Whether it is researching a topic, writing for clarity and understanding, or determining whether your messages are resonating with your audience, telling a story that is compelling, engaging and informative requires a certain amount of effort and planning.

It’s no different when it comes to creating a talent brand that will attract and retain the right people for your company.

Read more
Featured Image Candidate Experience

3 Ways to Improve Your Candidate Experience in 2017

Candidate experience is a term that we’re all too familiar with. But the fact that it’s a buzzword in our industry doesn’t mean that everyone has it figured out. Even though a lot of people use the term “candidate experience,” it means different things to different people. Some companies think that a good candidate experience is what you can offer a candidate through material incentives, like fully stocked fridges, doctors on site, or laundry services. And while perks like those may be great, they will only wow candidates temporarily.

In our latest Hiring Hacks webinar, Greenhouse partnered with two top candidate experience experts, Kevin Grossman, VP of Talent Board, and Lauren Roberts, Talent Acquisition Manager of The Muse, for a lightning round discussion of six elements that will up your candidate experience game.

Read on for Kevin and Lauren's candidate experience tips! 

Read more
Featured Image Hiring Brand

The Future of Making Great Hires: How Structured Hiring Drops the Mic on Freestyle

As a recruiter, math may or may not be your strong suit. But the great thing about recruiting is it eschews the black and white world of numbers for the infinitely more subtle, infinitely more complex variables required to build and develop the right relationships with the right people.

Traditionally, the strength of one’s relationships and the end result of filled requisitions were enough; this focus only on results neglected the fact that in best-in-class recruiting, the journey is just as important (if not more so) than the destination. This means to make the best hires, recruiters increasingly must acquire proficiency with data and analytics, and transform talent acquisition from its lonely perch as one of the final bastions within most organizations where “gut feeling” matters more than math.

Read more
This site uses cookies
By continuing to use this site, you are agreeing to our use of cookies. See Privacy Policy