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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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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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