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2017 HR Innovations & Trends

Sanjoe Tom Jose

Sanjoe Tom Jose is the founder of Talview. He is passionate about building technologies that help make hiring easy. He is currently working on a cutting-edge AI technology that can impact the world. He is also a well-known speaker in the area of HR Technology especially in using AI-based tools in building world-class teams in organizations. Find Sanjoe on Twitter and LinkedIn.

Now that we’re nearly halfway through the year, it’s a great time to take a step back and evaluate some of the top 2017 HR innovations and trends. Our industry is changing rapidly, and it can be a challenge to stay on top of the latest tools and best practices.

But luckily you don’t have to go out there and do a ton of research yourself—we’ve put together this list for you!

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Having Trouble Hiring Developers? Here’s Why Developer Hiring Is a Marathon, Not a Sprint

Rich Moy

Rich Moy is a Content Marketing Writer and Developer Hiring Expert at Stack Overflow, where he covers the latest in tech recruiting and hiring. When he's not writing, Rich can be found hanging with his wife, watching his favorite college football team with his dad, or running around Manhattan in preparation for his next half marathon.

Developer hiring has changed dramatically over the last two decades.

Long gone are the days when you could send out a blast email to every programmer on the planet and feel good about your chances of coming up with a shortlist of qualified candidates. Today’s reality is that most developers are currently employed—and nearly every company on the planet is trying to hire them. Still, employers are relying on old-fashioned recruitment tactics, and developers are finding it easier than ever to tune most of them out.

We’ve learned a lot about developers since Stack Overflow launched in 2008, and we realized that there isn’t a silver-bullet solution to resolve all of your technical hiring challenges. This year, over 64,000 professional programmers responded to our 2017 Developer Hiring Survey and reconfirmed that the secret to hitting your technical recruitment goals is understanding that it’s a process.

Keep reading to learn more about Stack Overflow's approach to the developer hiring process!

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How to Create a Recruiting Strategy for Competitive Tech Roles

Lauren Allanson

Lauren Allanson is an Associate Product Manager at Greenhouse. After spending 18 months as a Technical Recruiter growing Greenhouse’s Engineering team, Lauren turned her love for recruiting and all things technical into a new career on the Product team. She works with Engineering and Design to improve the Greenhouse product for users. Connect with Lauren on LinkedIn.

You’ve been working on a hard technical search for weeks (or maybe even months) without much progress. You posted your job and waited. And waited. Very few qualified or nearly senior enough candidates came through the slow trickle of applications. You’ve sent prospecting messages to everyone within a 100-mile radius. Plus, every other company is looking for the exact. same. person.

You start to wonder: Does this person actually exist? If they do, how in the world am I going to find them before another company does?

When you're looking for a needle in the haystack, life can be tough. I had an especially challenging time looking for a Security Engineer here at Greenhouse last year. 

When you’ve exhausted your usual channels, here are seven strategies to help you find the right candidate and fill a challenging technical role.

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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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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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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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How to Hire a Great Recruiter

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.

As a recruiter who manages a recruiting team for a company that sells recruiting software, I’m often asked “Wait... what? What do you do?” But that’s not what this post is about. This post is about is the other question I’m often asked: “How do I hire a great recruiter?”

This question has come from startups looking to hire their first-ever recruiter, operations-focused recruiters looking to bring on a technical recruiter, and recruiting managers adding to their teams. Each scenario is a bit different, but here are five tips to help you get started no matter which boat you’re in.

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3 Ways Recruiters Can Adapt for the Future

Camille Laborde

Camille Laborde is the Content Manager of YBorder. She enjoys writing and blogging. You will find her writing about tech recruitment, international mobility, and hiring on YBorder's blog. Follow her daily tweets on YBorder's account.


YBorder is a recruitment platform for tech talent. Companies can enter in direct contact with a curated pool of tech talent from all over the world and vetted by local headhunters. The platform was launched in 2016 and has already acquired 40 partner agencies and more than 600 client companies.

The world of work is rapidly changing, and in order to stay competitive, recruiters have to be nimble and able to adapt. But what are the characteristics that will help recruiters stay ahead of the curve?

Read on for three ways recruiters can adapt for the future.

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3 Ways to Make Your Hiring Team Love You

Katherine Maughan

Katherine Maughan is a Product Marketing Manager at Greenhouse, where she previously worked as a Strategic Account Manager. Prior to joining Greenhouse, Katherine was a founding member of The Muse's sales team, and wrote comedy in New York City. You can find her on LinkedIn.

During my time as an account manager with Greenhouse’s Customer Success team, I learned about some of the common challenges recruiters face with their hiring teams. Helping companies to create great recruiting processes and overcome related blockers is one of my favorite parts of working here, and in my time at Greenhouse I’ve partnered with more than 100 customers to achieve this. But no matter what the company, industry, or region, I consistently heard that recruiting teams needed more hours in the day—and that the hiring managers and executives they partner with feel the same way.

One of the superpowers of an account manager is helping create more time in the days of the customers they’re working with. I couldn’t make time move more slowly, but I could see the positive impact that proactive planning conversations and defined process could have.  A few small, key actions helped interviewers, hiring managers, and executives to prioritize their hiring tasks without feeling it was a burden.

How can you save time for yourself and everyone on your hiring team—while also earning their respect and admiration? Read on for my top three tips!

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A Crash Course in Inbound Marketing for Recruiters

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.

What’s the difference between a customer and a candidate? It might not be as significant as you think. Recruiters are increasingly making use of marketing practices like personas, campaigns, and pipelines to attract candidates. In fact, the entire field of employer branding centers around treating candidates like customers.

If you think this makes sense but need a little assistance in putting all the pieces together, we’ve got you covered. During his presentation at the Greenhouse Recruiting Optimization Roadshow, Abakar Saidov, CEO and founder of recruitment marketing platform Beamery, outlined how recruiters can use inbound marketing to attract talent. Inbound marketing is a specific branch of marketing that focuses on directing customers towards you and contrasts with traditional marketing, which was all about finding ways of getting a message out to a particular audience.

Want to get an overview of inbound marketing and how you can apply these concepts to your recruiting practices? Read on!

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