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Strengthen Your Talent Community With Personalization

Laura Yipit

Laura Rottingen is the Recruitment Manager at YipitData, which analyzes web data to provide KPI estimates and answer key questions for investors. She partners with Hiring Managers across all departments to help them optimize hiring processes and ensure high quality hires. Outside of work, she loves to read, cook and travel. Connect with her on LinkedIn.

Google “employer branding” and you’ll find an endless list of articles on the shift to a candidate-driven market and why it’s crucial to attracting top talent. What the articles won’t say: The impression you’re creating isn’t the end of the game. No amount of amazing marketing will make a product successful if the user experience doesn’t follow through. When I think about building a strong talent community, I think about personalizing the experience a potential candidate has with our interview process and within our company.

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Using Content to Create an Engaging Candidate Experience and Strong Talent Community

Lauren Roberts Min

Lauren is the Director of Talent Acquisition at The Muse which means she gets to help people discover careers they love at a company that's changing the way companies hire and people find jobs. She started at The Muse in March 2015 when they were only 25 people and grew the team to over 130 Musers and counting. Lauren is passionate about the human side of recruiting and takes great care when partnering with both candidates and hiring managers to create positive experiences and build successful teams.

Your HR strategy should be about humans, not resources. It’s important to recruit them honestly, engage them like you would a friend, and build an emotional connection—the talent lifecycle is not a transaction. One way to do this is by using content to foster a great candidate experience that makes people feel valued and think well of your company, whether or not they get the job.

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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.

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Featured Image Candidate Experience

Using NPS to Optimize the Candidate Experience, Part 1

Mike Linshi

Mike Linshi is a Business Analytics Specialist at Greenhouse. He works on the Customer Success team to analyze the data that Greenhouse customers generate and to provide actionable insights. Prior to working at Greenhouse, Mike was a recruiter and a Greenhouse customer!

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?

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Is travel overlooked in your candidate experience?

Brandon Pana

Brandon collaborates with world-class recruiting teams as an Account Manager at Pana. Pana is a travel agency for the 21st century, and their chat-based travel concierge won the 2016 TUMIxWired Innovation in Travel Awards. He graduated from UNC-Chapel Hill (Go Heels!) and serves as a Venture for America Fellow in Denver, CO. Say hey to Brandon on LinkedIn.

By the time you’ve decided to fly someone out for an onsite interview, that candidate may be the most valuable person in your entire pipeline.  

Here’s why.

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What Candidates Really Think of You

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.

If you could read the minds of candidates, what would they say? As a recruiter, having super powers, specifically the ability to read minds, would be really awesome. Unfortunately, we haven’t made enough advancements to be able to do that. But we do have access to some really opinionated and outspoken candidates! So we brought together a group of four candidates in the Bay Area to have a candid conversation with Greenhouse CEO, Daniel Chait.

Read on to get the an inside look at what candidates are thinking while being recruited, interviewed, and onboarded!

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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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3 Ways to Improve Your Candidate Experience in 2017

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.

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! 

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Your Careers Page Is Broken: 5 Tips for Creating a More Candidate-Friendly Application Experience

Michael Zaneri L010001 X2048Sq

Mike Zaneri is a member of the Sales Development team at Greenhouse, and would really like to encourage you to create a careers page that doesn’t look like an Excel '98 spreadsheet. In his spare time, he likes to ride his motorcycle and slip in this fact into as many personal descriptions as possible. Connect with Mike on LinkedIn.

We all know this to be true: It’s best to make the job application process both easy and accessible to ensure you achieve the highest quantity and quality of applicants. Your application is the first touchpoint for a candidate—their first impression of your company and what it would be like to work there. So, it’s important to make this experience a memorable one. This is how you can get the strongest candidates to come through your hiring process, helping to build highly productive and effective teams in your organization.

It’s crucial for organizations to realize that it is a buyer’s marketplace when attracting the best candidates, and top talent is not going to be attracted to companies that don’t have a streamlined application process. Remember: It all starts with the application. Don’t make people’s first impression of you a negative one!

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7 Ways to Show Your Candidates Some Love This Valentine's Day

valentines_day_blog

With Valentine’s Day just around the corner, now’s the perfect time to think about those in your life who aren’t getting the love they deserve. You know, the individuals eagerly waiting by the phone for a call they’ll never receive, despite jumping through hoops to get your attention. Or those who you’ve rejected, but never told why they didn’t measure up. So, they’re often confused, left in the dark, and unsure of what they could have done to make things better.

Who are we talking about? Your job candidates, of course!

You know, the people who spend much time learning about your company, its product, its history, its leadership, etc. and go out of their way to show you that they’re interested in being a part of it all. After all, these candidates—even those not selected for an offer—can be incredibly valuable to your organization, giving you a wide talent pool of already engaged job seekers. As such, there is no better time than now to show your candidates that you appreciate them.

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