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Recruiter Tips

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The Real Impact of Successful Talent Referrals

Nathalie Rogers

Nathalie is responsible for content development, blogging, and social media at Firstbird. A marketing professional with experience across a number of different European markets and a wide range of sectors including music, fashion, and luxury travel industries. In her free time, Nathalie blogs about travel, food, and style.

How willing are you to change the way you reach out to talent, to increase not only your success hire rate but also your staff retention? A decade ago, that was the million dollar question, asked by companies who were looking to hire high-end candidates through the expensive and—most often than not—disappointing services of recruiting companies.

Today, with the advancement of technology, companies—independent of size—are relying heavily on their technological resources to reach out to candidates. However, despite having potential accessibility to a vast pool of talent, nearly two-thirds of employers prefer to use the more conventional hiring routes such as job boards, external recruiters and their company website.

How about the remaining one-third of employers? How do they manage their hiring process and how successful are they in recruiting top talent for their companies?

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Increasing Recruiting Efficiency with AI

Deepti Yenireddy

Deepti Yenireddy is the Founder & CEO of My Ally, a startup that is at the forefront of the AI recruiting revolution. Deepti believes in building human-centric artificial intelligence that will automate and digitize complex workflows for professionals. My Ally aids recruiting teams around the globe reclaim countless hours otherwise spent on mundane tasks like scheduling and coordinating interviews.

Today, we all use technology to manage our lives. We use various apps each day that help us connect to the rest of the world, keep track of our fitness and health, find a recipe to cook something special, find a doctor, the list goes on. But, when it comes to worklife, we’re often discouraged from depending on cutting-edge technology. Even after the latest artificial intelligence (AI) boom, stakeholders are hesitant to deploy AI into the process—specifically in recruitment.

One of the fears expressed by human resources (HR) and recruiting professionals is that AI will take away the ‘human’ from human resources. It is high time we look at the advantages that AI brings by taking care of time-consuming, routine tasks that recruiting professionals encounter on an everyday basis.

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How HR Can Become Agile with Retrospectives

Tim Johnson

Tim Johnson is a Technical Lead on the Product Engineering Team at Greenhouse. He leads a team tackling the performance and scalability issues that are a sign of success in the startup world. He has equal passion for creating the right technical solution and building effective, happy teams.

There are many practices the Greenhouse Engineering team has used to become healthy and high performing. But if I had to choose just one to impart to another team, it would be the Retrospective. It’s easy for a People Team to adopt and it’s the one process that can improve all your other practices.

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Interview Training 101

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.

A common question I’m asked by colleagues in Recruiting, Human Resources, and People Operations is: How do you actually do interview training?

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Consider these 3 things when Accessing New Technology to Recruit Top Talent

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.

In an age where companies are competing to deliver you the best and brightest technology, it’s not unusual to find yourself overwhelmed. Not only can contacting the long list of potential vendors be time consuming, but there’s also a risk that the technology you finally choose isn’t adopted by the entire organization or falls short of what is expected. Behind every company is its people, so it should come to no surprise that the technology recruiters use should be a serious investment.  

In our latest Hiring Hacks webinar, we invited Olivia Melman, Recruiting Operations Manager at DigitalOcean and Rusty Lindquist, VP of Thought Leadership at BambooHR to break down what recruiters and HR leaders need to look for when considering new technology.

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Podcast: Recruiting is Broken. Here’s How to Fix it

The most important step to building a great organization is hiring the right people. But for many startups, the pressure to find good candidates without clear direction and process can lead to settling for the wrong hire. 
Greenhouse CEO Daniel Chait recently spoke to Charlie O’Donnell on the Startup Recruiting Podcast about how to make smarter hiring decisions by creating the right culture and leveraging data—whether you’re a startup or an enterprise company.

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Digital Recruiting: Hiring in Today’s Talent Market

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.

There was a time paper résumés reigned supreme as the sole determinant of landing a job interview. Now, employers are evolving their recruiting practices with the technological advances of their industries, moving away from administrative, reactive, paper-laden HR processes to the tempo of today’s unapologetically fast and transparent digital recruiting world. No longer is hiring a one-way street where employers have their pick of eager job applicants—rather, the job search has transformed into a two-way conversation where both employers and candidates have the roles of interviewer and interviewee.

What do all these changes mean for you as a recruiter? Read on for an overview of the digital recruiting landscape!

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4 Things to Keep in Mind When Hiring Summer Interns

Kristin Hoppe

Kristin Hoppe is a content producer based in New York City. She writes about how to run a business and take care of your team at Justworks.

Is your company revving up to hire interns for the summer? Internships are popular for a reason—they give your employees mentorship opportunities and offer a doorway into the working world for the interns you bring in.

As a recruiter, here are four things to keep in mind as you bring on interns for the summer.

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Demystifying Employment Background Checks

Evan Paris

Evan Paris is the Senior Alliance Manager at Checkr where he oversees strategic partnerships and technology alliances. His focus is to align and integrate software technology providers to deliver an unparalleled experience for customers. Before joining Checkr, Evan worked in the Marketing Technology space forging strategic partnerships and integrations across the MarTech Lumascape. His passion is to solve complex customer problems and deliver a seamless experience for the clients he serves. Find Evan on LinkedIn and Twitter.

If you’d like to learn more about quick and compliant background checks, or schedule a sales call or demo, please visit our registration page to book your time with a Checkr expert! To find more information on our partnership with Greenhouse visit the Greenhouse partnerships page.

Employer background checks, or pre-employment screenings, are vital to the hiring process. They’re not just for huge conglomerates with a vast human resources department and an endless hiring budget. Hiring the wrong person can create a ripple effect within your company, wasting time, energy and money on someone who's not the right fit.

Read on to learn the fundamentals of the background check process to help guide your hiring decisions.

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Recruiting Methods for Startups: Balancing Objectivity & Subjectivity for Tech Roles

Pawel Rzymkiewicz Head Of Engineering @ Codility

Paweł Rzymkiewicz is the Head of Engineering at Codility, a recruiting technology company that empowers teams to hire stronger programmers, faster. He has been involved in virtually every aspect of software development, but his focus and interest has always been on people and being a great leader. Outside of work, Paweł enjoys kitesurfing, slacklining, and climbing.

Tech recruiting is a challenging mission. We’re looking for specific skills, strengths, and experiences to supercharge our team’s development. And at the same time, we need to consciously curate our team to complement the personalities, expertise, and backgrounds already at the table.

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