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Twitter Takeaways from Glassdoor Recruit 2017

English Taylor

English Taylor is a Content Marketing Manager at Greenhouse where she gets to write and share stories about recruiting every day. Her favorite part of the job is connecting with Greenhouse customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

The Greenhouse Team just wrapped up at Glassdoor Recruit 2017 in Chicago! In case you weren’t able to make it to the Windy City for the event, we’ve got you covered. Here are a few of our top Glassdoor Recruit takeaways, captured via Twitter, about recruiting and retaining informed candidates:

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Featured Image Recruiter Tips

Catching up With Greenhouse's First Graduate Intern

English Taylor

English Taylor is a Content Marketing Manager at Greenhouse where she gets to write and share stories about recruiting every day. Her favorite part of the job is connecting with Greenhouse customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

Greenhouse recently wrapped up our first-ever graduate internship program. Laura Chau, an MBA student at Stanford University, spent the summer in both the New York and San Francisco Greenhouse offices working on the Product Marketing Team. We caught up with Laura, currently in Tokyo, to get her perspective on her time at Greenhouse.

Below, hear Laura’s four main pieces of advice for companies trying to create or improve their own internship programs, including her thoughts on how to approach and differentiate undergraduate and graduate internships.

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Featured Image Recruiter Tips

Using SEO Techniques to Optimize Job Descriptions

Brad Shorr

Brad Shorr is Director of Content Strategy at Straight North, one of the leading Internet marketing companies in Chicago that provides SEO, PPC and web design services. With more than 25 years of sales and marketing experience, Brad has been featured in leading online publications including Moz, American Marketing Association, and Entrepreneur.

Most companies post job openings on their website, where they describe the position and qualifications, and invite candidates to submit an application. This is a great recruiting tactic, but works even better when SEO techniques are applied to these pages. In doing so, job opening pages are more likely to:

  • Be found by job seekers using Google to search for employment

  • Be shared more on social media by people interested in helping members of their social network discover new opportunities

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Featured Image Recruiter Tips

Building a Talent Community At Scale

Claire Priddy

Claire Priddy has been using Greenhouse to shape and and progress recruiting efforts since 2012. She loves leveraging technology and data in recruitment, but still prefers to build a pipeline through good, old-fashioned personal relationships. Claire is currently building the Engineering, IT, and Data Science teams at Carvana, an auto tech startup based out of Phoenix.

As a recruiter, I’ve heard all about the importance of networking; recruiters should be out socializing, handing out business cards, scheduling follow-up lunches, and building a network of professionals that can be called upon to fill future job openings. What if instead of building a network, recruiters built a talent community? What if our communities were comprised of small businesses, meetup groups, and local university students hungry for a taste of what thriving companies have to offer?

A stellar recruiter focuses on two things:

  • Reframing her role from hiring to relationship building

  • Building a community through authentic outreach

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Featured Image Recruiter Tips

Come See Greenhouse at Glassdoor Recruit!

English Taylor

English Taylor is a Content Marketing Manager at Greenhouse where she gets to write and share stories about recruiting every day. Her favorite part of the job is connecting with Greenhouse customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

Greenhouse is excited to be sponsoring Glassdoor Recruit 2017 in Chicago on September 19, 2017. This year, the event is focused on helping you win the race for top talent with informed candidates. But what exactly does that mean? Who are these “informed candidates”?

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Featured Image Recruiter Tips

New eBook: Top Recruiting + Onboarding Trends

English Taylor

English Taylor is a Content Marketing Manager at Greenhouse where she gets to write and share stories about recruiting every day. Her favorite part of the job is connecting with Greenhouse customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

The average cost to hire per employee is at an all-time high—$4,129. Successful recruitment is more critical to companies’ bottom lines than ever. But on top of this, roughly a quarter of new hires won’t even make it to their one year anniversary at the company. While you need a strong talent acquisition strategy to hire the right candidates, it’s just as important to effectively onboard them, too.

Greenhouse and Quantum Workplace are dedicated to equipping companies with the tools they need to succeed at both hiring and onboarding. We recently collaborated with Quantum Workplace to create an eBook filled with advice on exactly how to do this, using data from nearly 400 HR and business leaders.

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Featured Image Recruiter Tips

How to Improve Your Response Rates in Recruitment Email Outreach

Jonathan Grana

Jonathan Grana is the Founder of Interseller, an outbound automation platform that helps recruiting teams streamline their outreach to candidates. Prior to Interseller, Jonathan led engineering teams at several startups, where he sourced and hired dozens of engineers, designers, and product managers. 

You know how it works. 

  1. You want to recruit your next set of high performers. 
  2. You send out a few hundred emails to potential candidates, then wait for a response. 
  3. You get some replies. A few have potential, if not the necessary qualifications or experience you're seeking. 

But here’s the frustrating part: Your rockstar candidate, that exceptional team player who has the ability to take your company to greater heights, doesn’t even open the initial outreach email. For your talent acquisition team, spending so much time and effort without great results is not only exasperating, but highly unproductive. 

How do you ensure top talent responds to your hiring emails? The answer lies in personalized outreach—sending emails that are tailored for each candidate.

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Applying Design Thinking to Your Recruiting Process

Michael Boufford

Michael Boufford is the VP of Engineering at Greenhouse. He was the first employee/engineer at the company and currently the head of all engineering teams including Product, Customer Solutions, Infrastructure, Automation & QA, Data Science, Security, and IT. He's a regular speaker/panelist at conferences and events including NASDAQ CTO Summit, Wharton Entrepreneurship Conference, and SiriusXM Business Radio.

Every day, designers and engineers apply design thinking to do everything from develop software to build bridges. But the fundamental approach also applies anytime we have to take an abstract set of needs (e.g. hire the best people), and create a process that satisfies those needs. Below, we’ll take a look at how design thinking can help recruiting teams and hiring managers improve the candidate experience, ask better questions, and optimize workflows.

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Featured Image Recruiter Tips

How Kabbage Defines Their Ideal Candidate

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.

The standard job description has been around for decades. As a recruiter, the following scenario isn't uncommon: An open role is approved for you and your hiring manager, so you search online for job descriptions that best match what you’re looking for.

Then, you may begin to repurpose a variety of old job descriptions only to find that the end product just looks like a long list of buzzwords with no insight into what the role is and what type of candidate would be successful.

In our latest Hiring Hacks webinar, we spoke with Barrett Gaines and Jeff Eisenberg, two Senior Recruiters at Kabbage, a financial technology startup named a 2017 Best Place to Work on Glassdoor.

Below, they take us through how they define their ideal candidate and how they’ve revamped the standard job description process. Read on to learn three exercises that will help you get your ideal candidate’s attention.

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Featured Image Recruiter Tips

The hidden power of the humble job posting

Adam Butwilowski

Adam is the Founder of CiiVSOFT, a specialist software business creating custom hiring technology, applications and automation tools for recruiters and hiring teams. He's passionate about trying to solve recruitment problems with technology and improving the employer and job seeker experience. When he's not trying to change the world of recruitment his two young children Alice and Harry keep him busy and his guilty pleasure is checking out the latest European TV crime dramas on Netflix. Connect with Adam on LinkedIn.

Creating an attention grabbing job posting is one of the foundations of a successful talent attraction campaign and there’s a number of key, upside benefits for organizations. But many recruiters and hiring professionals often overlook this important element in the recruitment process. Here are a few reasons why you should invest a little more time and effort into your next job posting.

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