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15 Can't-Miss Recruiting & HR Events to Attend in 2017

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.

If one of your recruiting resolutions for 2017 is to focus on professional development opportunities, then you’re in the right place! We understand how much you value the opportunity to gather with other people-people and share your challenges, successes, questions, and quandaries. That’s why we’ve scoured the internet and put together this list of some of the top recruiting events of the year. It’s time to start planning your budget and your itinerary!

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16 New Year's Resolutions Every Recruiter Should Make

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.

It’s that time of year again. In late December and early January, many of us feel the need to look back on everything we’ve done (or haven’t done) over the past 12 months and attempt to make some promises to ourselves in the hopes that we’ll do a better job over the next 12 months.

But don’t worry—I’m not here to make you feel guilty about that unused gym membership or the monthly budget that got blown on a cute pair of boots. Nope, I’m just here to share some of the best practices we’ve gathered from the Greenhouse community over the past year. While they may not be exactly easy, these resolutions should be pretty simple to stick to. And if you’re hoping to make 2017 the year you get a promotion, a raise, or just a rousing round of recognition for your hard work, then these are some resolutions you’ll definitely want to follow!

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5 Ways to Improve Your Recruiting Process in 2017

Karri Bishop Thumb

Karri Bishop is a marketing communications specialist at TechnologyAdvice, a B2B marketing firm that connects buyers and sellers of business technology. Karri manages social media strategy and covers various topics in the industry.

There has never been a more competitive time for hiring. With the increasingly flexible job market, talent can apply for positions not just in their hometown, but remotely all over the globe. That means recruiting competition is no longer limited to local companies, and recruiters can expect a much higher volume of applicants for every open position.

Make 2017 the year you crush the competition and get the best talent into your open roles with these tips for improving your recruiting process.

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Defining Your Ideal Candidate—A Personality-Based Approach

Aika Murzabulatova

Aika Murzabulatova is a co-founder at Recualizer, a platform that helps companies to discover cultural fit of potential employees. She's an Artificial Intelligence major from Manchester, UK and former smart city solution project manager. She's a strong believer in implementing AI in recruitment/HR. Aika is crazy about R’n’B dance parties, driving, her kitten named Rio, and her husband. 

When recruiters ask hiring managers what they want in a candidate, the answers can be pretty surprising.

In fact, it’s not uncommon for the conversation to go something like this:

You: Who do you want to join our sales team?

Hiring manager: A good person who fits in our company culture.

You: How would you define “a good person”?

Hiring manager: Someone who is professional, creative, gets the work done, is a great team player, kind and caring, outgoing, who learns fast and is able to “get the customer,” and... (continues on for another 15 minutes).

Sure, it's important for hiring managers and recruiters to define the type of person they're looking for, but it's also a challenge when hiring managers have many requirements and don't realize some of those characteristics may be nearly impossible to find in the same person.

Let's look at a few examples of what this can look like in real life and how you can help hiring managers to prioritize.

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The Top 6 Reasons Why Your Company Is Losing Great Candidates

Mark Nezvisky Headshot

Mark Nezvisky is the Head of Marketing and Communications at LinkMatch. Previously, as the Recruiting Manager of Vitaver & Associates and AgileEngine teams Mark was responsible for hiring, training, and mentoring new recruiters. Throughout the 7 years of his recruiting career Mark managed to successfully place various professionals for companies like FINRA, Primatics Financial, Dr. First, XAPP Media, and others. Connect with Mark on LinkedIn.

As a recruiter, you’ve got tons of open reqs, hundreds of outreach emails to send, and who knows how many phone screens to make. But when you take a step back from your day-to-day tasks, what are your goals?

Your role is all about finding great talent and getting them in the door. It sounds simple in theory, but of course the reality is much more complicated!

Let’s take a look at six of the top reasons why you might be losing out on great candidates and what you can do to prevent this from happening

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How Betterment Built an Effective In-House Recruiting Process

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.

Imagine you have only a single recruiter on your team, no consistent process, and 200 open positions. Eek! What do you do?

Christina Kane, Head of Talent at Betterment, found herself in exactly that position. Want to learn how she quadrupled her company's headcount by shifting to an in-house recruiting team and Structured Hiring? Read on!

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Trying to Recruit Millennials? Here's What You Need to Know

Katie Mc Beth Headshot

Katie McBeth is a freelance writer out of Boise, ID, with experience in marketing for small businesses and management. She spends her free time being the mother of three cats and a dog named Toby. You can follow her animal and writing adventures on Instagram or Twitter.

Every generation has a unique influence on the job market.

For recruiters, this introduces a new challenge to stay relevant and meaningful to job seekers.

Millennials (often defined as those born between 1982–2000) now comprise the largest slice of the American workforce. How do you tap into this particular group? Read on for 3 tips to keep in mind.

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New Recruiting Roles: The College Recruiter

Betsy Ayala

Betsy Ayala is Talent Marketing Manager at Greenhouse, where she gets to share her love for storytelling by spotlighting its talented employees. Before joining Greenhouse, Betsy was the Talent Community Manager at BrightRoll where she managed the college recruitment program and focused on employer branding with an emphasis on highlighting the engineering team and diversity in tech. In her spare time, Betsy enjoys cycling, documentaries, burritos, and Game of Thrones - R.I.P. Hodor. Find Betsy on LinkedIn.

College recruitment continues to become more and more competitive, with top students receiving multiple competing job offers. College graduates understand the contribution they bring to your company, having recent knowledge of the latest tools and technology that may take your current employees time and money to learn. With so many companies vying for their fresh minds and skill sets, top students have their pick of employer, making it more important than ever to stand out.

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3 Steps for Recruiters to Overcome Hiring Manager Roadblocks

Casey Headshot

Casey Marshall is Partner Marketing Specialist 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.

Misalignment is inevitable in the workplace. This especially holds true to recruiting and hiring manager relationships. To help solve this, Greenhouse and Glassdoor have teamed up to share strategic tips on how recruiters and hiring managers can successfully unite and accomplish a common goal: hire the best talent possible.

It sounds simple, right? If you just talk to your hiring manager, you will be fine

However, as any recruiter knows, trying to find a strong candidate is incredibly challenging. No matter the role, the fluctuating market, or the time of year, there is a lot of work and resources that go into making that hire. Then, once you add another key stakeholder into the equation, you begin searching for a purple squirrel or unicorn—aka a candidate that just doesn't exist. 

So what’s the solution and how can you overcome these hurdles? Here are 3 steps that will help you and your hiring manager get on the same page:

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Dublin, Japan, and Beyond: How HubSpot Approaches Recruiting Candidates in International Markets

Sesame Mish Headshot

Sesame Mish is Content Marketing Manager at Greenhouse. She is also pursuing an M.S. in Integrated Marketing Communications at Northwestern University. Besides a love for marketing and the written word, she enjoys playing volleyball, doing volunteer work, and rooting for the San Francisco Giants. Connect with Sesame on Twitter and LinkedIn.

With more and more companies going the route of opening international offices, it’s no doubt that challenges are going to arise. One of those challenges is scaling the recruiting function. In new global markets, you need to consider and accommodate different cultures, regulations, and customs, all which affect your recruiting process. It takes much more research and strategic planning than does recruiting for new domestic offices.

Just ask Declan Fitzgerald, Global Recruiting Director at HubSpot, the leader in inbound marketing. He oversees both North America and all international offices around the world. In our recent sit-down with Declan, we learned how HubSpot, headquartered in Cambridge, MA, has successfully recruited and hired in 4 new global markets: Dublin, Australia, Singapore, and Japan.

Read on to get a better understanding of what HubSpot did to recruit (and onboard!) in these global markets—and grab tips & tricks to help your recruiting team achieve similar success.

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