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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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3 Steps to a 98% Employee Retention Rate!

ilovemyjob_blog

Yes, it’s true. You’ve read it right—BetterWorks, an enterprise goal-setting platform, has a staggering 98% employee retention rate! Pretty remarkable, huh?! But it didn’t achieve this figure with just luck. Rather, it set out to strategically change its hiring process, establishing higher retention as a goal. Gaining higher retention rates starts during the hiring process—not later.

In our latest Hiring Hacks webinar, BetterWorks CEO Kris Duggan shows how other companies can mimic this level of success.

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New Recruiting Roles: The Candidate Experience Manager

candidate-experience-managerWANTED: Individuals with a passion for finding ways to delight job candidates at every stage of the hiring process.

Key responsibilities include: Walking in a candidate’s shoes to understand the process from an applicant’s perspective; delivering a consistent, transparent candidate experience from start to finish; communicating with and responding to candidates quickly and at regular intervals; soliciting feedback from candidates about their experience; and implementing changes based on candidate responses to improve the process.

In case you missed it, the recruiting industry has undergone an evolution, especially when it comes to connecting with candidates. Gone is the dismissive “Don’t call us, we’ll call you” mentality of yesteryear. No longer do recruiters simply find candidates, line them up for interviews with hiring managers and then walk away from the process. Now, recruiters are focusing on maintaining a line of communication with candidates through every phase of hiring, from discovery to application to interview to job offer or rejection.

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How Airbnb Used Storyboarding To Revamp Its Candidate Experience

How Airbnb hires is closely tied to its brand. “Belong Anywhere” is the company tagline, representing its mission to build a trusted community of people and places to stay. So, imagine if a candidate applied to the community-based brand, only to hear nothing back? The contradiction would be a disappointment, and Airbnb would lose hundreds of its hosts or guests. So, Airbnb's Talent Acquisition team wanted to ensure that “Belong Anywhere” resonates throughout the entire recruiting process. 

Jill Riopelle, Head of Recruiting at Airbnb, has shared the story of building a great candidate experience at the company. How they got there may surprise you.

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Talent Role Spotlight: Candidate Experience at Medallia

Medallia - Candidate Experience

Medallia is the fastest growing customer experience company in the world - over 50% in each of the last two years. Encouraging organizations to “hardwire the customer into every decision,” Medallia helps companies gather meaningful insights that drive ongoing improvement to the customer experience. Its mission is to help create a world where brands are loved by their customers. The secret sauce is this: Medallia couples powerful technology with actionable guidance, acting as partners to ensure that they are always making the customer experience better.

It may come as no surprise, then, that this approach is reflected in the candidate experience at Medallia. Through systematized feedback and data, the Talent Operations team at Medallia is always thinking about ways it can improve the candidate’s journey.

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10 Unique Job Description Examples

Lately, there's been a movement to evolve the job description, typically a laundry list of skills and experiences needed to perform a job (example: "a degree in communications"). These descriptions are terrible predictors of future success, and can be so specific that they weed out great prospects. Instead, companies are using job descriptions as an opportunity to develop employer branding, provide a great candidate experience, and lure top talent. Here are 10 unique job description examples to inspire you.

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