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Changing the Perception of Talent Acquisition… It Starts With Our Behaviors

The Association of Talent Acquisition Professionals (ATAP) is on a mission to change the perception of Talent Acquisition. Creating the Professional Code of Recruiting Integrity is just the first step toward making a difference. In this article, Executive Director of ATAP Ben Gotkin shares more details about the organization and its quest to advance the profession of Talent Acquisition. 

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15 Can't-Miss Recruiting & HR Events to Attend in 2018

The world of recruiting is constantly changing—it seems like there’s always a new tool, trick, or technology to make our lives easier (and in some cases slightly more complicated until we get the hang of it!). But no matter how much changes in our world, there’s one thing that always stays the same: We are people people who thrive on personal connections.

That’s why it’s so essential for us to make time to attend in-person events. There’s simply no substitute for meeting other people who share your passion for your profession.

As you begin to plan your budget and schedule for 2018, be sure to carve out some time for your own professional development. There so many events for HR and recruiting professionals throughout the year. Here are just a few of our favorites.

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6 Recruiting Trends from 2017 (That Are Here to Stay)

It’s that time of year again: festive red cups at Starbucks, holiday parties, and that deep-rooted instinct to look back over the past year and see what it’s taught us. 2017 was a big year for recruiting, with a number of changes that made our jobs more fun, more rewarding, and maybe at times just a little more challenging!

Let’s take a look at six of the major recruiting trends from 2017 and see what they might show us about what’s in store for next year and beyond.

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The Future of Talent: University Recruiting

We all know that finding top talent is a challenge. That’s why we do things like read the Greenhouse Blog, right? (#shamelessplug) In order to remain competitive, many companies have realized that they need to begin building relationships with prospective candidates early. So early, in fact, that one particular type of candidate hasn’t even officially entered the job market yet!

University recruiting has enormous potential as a recruiting strategy: It allows you to build relationships with candidates, give them crucial work experience through meaningful internships, and create a positive impression of your company—all before they’ve even graduated.

General Assembly and Greenhouse recently teamed up for “The Future of Talent,” an event series that explores how San Francisco’s top tech companies are redefining and building success.

Panelists discussed how to build university recruiting programs, the cost of hiring interns and new grads, the importance of investing in young talent, how to create visibility among college students, and much more.

Keep reading for some of the highlights from the event!

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Choose the Right ATS By Asking These Questions

The process of shopping for a new Applicant Tracking System can be overwhelming! Your ATS holds some of your most sensitive employee information and can make or break a candidate’s decision to join your company, so it makes sense that it’s a purchase that requires a lot of research and vetting. As you’re considering different options and how they impact your recruiting team, you are probably also juggling requests from various stakeholders like your company executives, IT, and hiring managers.

In order to help you through this process, we’ve aggregated the conversations we’ve had with 2000+ customers to outline some of the major topics you’ll want to be sure to cover in your conversations with vendors. Keep reading to get the lowdown, and download this checklist of specific questions that you can use to guide your vendor evaluation process.

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New eBook: 3 D&I Strategies from Lyft's Talent Team

According to McKinsey, diverse companies are 35% more likely to outperform homogeneous ones. Additionally, Harvard Business Review states that diverse organizations are 70% more likely to capture new markets.

Besides being the right thing to do, establishing diverse and inclusive workplaces has tremendous business ROI. Recruiters are on the frontlines of diversity and inclusion, yet in order for them to have long-term impact, they must be a company-wide effort. As a talent professional, how do you go about conducting a company-wide concert focused on diversity and inclusion?

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The 5 Modern HR Innovations Improving the Employee Lifecycle

As a people-person, you are committed to your employees. The ultimate goal is to hire top talent and keep that talent engaged. If you’re recognizing areas in the employee lifecycle that need improvement or perhaps you’re seeing top talent leave your company, you’re not alone. Most (if not all companies) are trying to improve their employee lifecycle. What we do know is that the employees we have are everything. But what we don’t always have the answers to is how to keep these employees at our organizations.

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4 Reasons to Reach Back Out to Previously Considered Candidates

A recruiter’s best resource is their talent community. Why start a new search from scratch if you already have a network of talent right at your fingertips? Candidates who have previously gone through the interview process and did well are a fantastic place to start. Here are 4 reasons you should consider reaching back out to them when a new role opens up.  

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