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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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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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Uncovering Key Candidate Motivations On Your Phone Screens

As soon as you get on the phone with a candidate, there’s a prescribed catalog of what you’re supposed to uncover. Comp expectations, reasons for taking the call, current responsibilities and their relevance to the open role, the list goes on. These tidbits are largely aimed at determining how close of a fit your candidate is, and whether they should continue to an onsite for future evaluation. While this is often the first box you have to check if you’re hoping to pull off a successful phone screen, it doesn’t tell the entire story, and you could be setting your team up for wasted time spent interviewing.

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How to Optimize Outbound Recruiting for Sustainable Talent Pools

The talent market is more competitive than ever. In the past year, the U.S. unemployment rate went from 5.3 percent to 4.9 percent—and the number of employed individuals rose by nearly 60 thousand (Bureau of Labor Statistics). This is great news for the U.S. economy, however, it’s a challenge to talent acquisition professionals trying to convince happily employed people to make a change. Where to begin? Make sure you have an optimized, and healthy pipeline of candidates from the top of the funnel to the bottom. Here are six ways to optimize your outbound recruiting, to build sustainable sources of talent.

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