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The Importance of Data in Recruiting

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’s a lot of talk about the importance of data in recruiting these days, and for good reason, too! As recruiting teams evolve their understanding of the recruiting funnel and implement metrics-driven approaches similar to that of sales and marketing teams, taking a closer look at how we use and report on data is a natural and necessary outcome.

Our Recruiting team at Greenhouse is no stranger to this movement. We use five KPIs, or Key Performance Indicators, to measure our team’s progress and performance quarter by quarter (you can read about our KPIs here!). That said, KPIs are a high-level metric, and in this post I’d like to show you a more granular, day-to-day use of data.

Read on to learn why we believe in the importance of data in recruiting at Greenhouse as well as what kinds of reports we use in real-time to keep our hiring managers informed and involved in our recruiting process.

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The Role of Onboarding in Employee Lifetime Value: Part 2

Cheryl Roubian

Cheryl Roubian is the Director of Talent Acquisition & Management at Greenhouse, where she leads a team focused on finding, elevating, and extending the lifecycle of top talent for Greenhouse. Find Cheryl on TwitterLinkedIn, and Instagram.

As People People, we know that investing in great onboarding makes for engaged employees. Our challenge is to build and run effective programs AND show the return on that investment to our leadership. Luckily, the data backs this up: Studies show that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

In Part 1 of this two-post series, I covered:

  • A review of ELTV, a framework for demonstrating the value of investing in good people practices

  • How we built Greenhouse’s onboarding program

In Part 2 (this post), I’ll share:

  • A quick refresher on ELTV

  • How we used ELTV to refine our onboarding metrics and

  • Some of our learnings from that process

Keep reading for more of Cheryl's observations and key takeaways!

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Featured Image Recruiting Metrics

The Role of Onboarding in Employee Lifetime Value: Part 1

Cheryl Roubian

Cheryl Roubian is the Director of Talent Acquisition & Management at Greenhouse, where she leads a team focused on finding, elevating, and extending the lifecycle of top talent for Greenhouse. Find Cheryl on TwitterLinkedIn, and Instagram.


As People People, we know that investing in great onboarding makes for more engaged employees. Our challenge is to build and run effective programs AND show the return on that investment to our leadership. It helps that the data backs this up: Studies show that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

In this post, I’ll review:

  • Employee Lifetime Value (ELTV), a framework for demonstrating the value of investing in good people practices

  • How we built Greenhouse’s onboarding program, and

  • Some things we’ve learned along the way  

Click on the button below to read more!

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Featured Image Recruiting Metrics

How We Used the Qualified Candidates KPI to Improve Recruiting Results

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 probably not a big surprise that at Greenhouse, we spend a lot of time thinking about our recruiting process. We’re often questioning how we can measure our success and identify areas for improvement. And once we’ve done those things, we look for ways to turn that knowledge into action.

Our recruiting Key Performance Indicators (KPIs) are a huge part of all that consideration and discussion. In previous posts, our Director of Talent Acquisition Lauren Ryan outlined the five KPIs our recruiting team uses: qualified candidates per openingcandidate survey resultsdays to offeroffer acceptance rate, and hires to goal.

Now, we’d like to give you a glimpse into what this looks like in action by sharing a case study from Greenhouse. Keep reading to learn how we used data to improve our recruiting process and experience some significant wins.

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The 5 Most Popular Greenhouse Blog Posts of 2016

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.

As 2016 comes to a close, I wanted to take a moment to reflect on some of the highlights of this past year. And what better way to do that then to review some of the most popular posts from the Greenhouse Blog?

So without further ado, here are the top 5 posts of the year, and a few of the major lessons they’ve taught us.

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How Good Are Your Interviews?

Mallory Brown

Mallory Brown, Content Marketing Manager at Glassdoor, is a Bay Area native who is passionate about creating impactful resources for employers. With over 100 Glassdoor thought leadership webinars under her belt, Mallory now develops original content marketing assets, and contributes pieces to the company's blog and social media channels.

With so many companies competing for the best of the best talent out there, recruiting in today’s candidate-driven market can be tough. But what if we told you there’s a cure for your recruiting woes, and it all came down to your interview process?

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The $1M Difference Between Good and Great People Practices: A Case Study

Maia Josebachvili

Maia Josebachvili is VP of People & Strategy at Greenhouse. Her teamis pioneering the concept of reinventing the traditional HR department and combing the People and Strategy functions. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

In my last post, I explained which People Practices have the greatest impact on employees: onboarding, hiring, talent management and development, and culture. Making even small improvements in these programs can significantly increase Employee Lifetime Value (ELTV)—the total net value over time that an employee brings to an organization.

To demonstrate the impact of these practices on ELTV, let’s walk through a case study involving two distinct scenarios. To demonstrate how much impact even small improvements can have, I’ll use conservative assumptions for each input. In reality, the differences can actually be much greater. See my last post for supporting data on these assumptions.

The monetary difference between good and great people practices is astounding. Read on...

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How to Make the Business Case for Workplace Diversity in 7 Steps

Ji A Min

Ji-A Min is Head Data Scientist at Ideal.com, software built to eliminate hiring mistakes. Ideal instantly shortlists the best candidates for your company using people analytics and helps companies increase their workplace diversity through intelligent shortlisting, pre-hire assessments, and blind hiring.

Workplace diversity has become a top recruitment priority these days. A survey by SHRM found that 57% of HR professionals state their recruiting strategies are designed to attract diverse candidates. Glassdoor found that 67% of job seekers said that diversity is an important factor when deciding between companies and job offers.

Workplace diversity is no longer just a noble goal or feel-good concept. In addition, companies are starting to view diversity as a competitive advantage.

To help you make the business case for workplace diversity in your recruitment efforts, I’ve created this 7-step guide. Read on...

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The 4 Inputs of ELTV: Which People Practices Impact Your Employees the Most?

Maia Josebachvili

Maia Josebachvili is VP of People & Strategy at Greenhouse. Her team is pioneering the concept of reinventing the traditional HR department and combing the People and Strategy functions. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

In last week’s post, I introduced the idea of using the concept of Employee Lifetime Value (ELTV) to understand the ROI of investing in People.

Now let's explore which 4 People Practices most impact ELTV. Read on...

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How to Understand the ROI of Investing in People: Using Employee Lifetime Value to Articulate the Business Impact of Your People Team

Maia Josebachvili

Maia Josebachvili is VP of People & Strategy at Greenhouse. Her team is pioneering the concept of reinventing the traditional HR department and combing the People and Strategy functions. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

Most People leaders have a list of initiatives they’re passionate about implementing because they believe they will improve retention, engagement, ramp time, etc. However, at many organizations, it is difficult to get executive budget approval for these programs. Often, it’s because it can be difficult to prove to upper management that the People Practices you want to carry out can result in significant ROI for the business, so proposals rely more on instinct or industry norms.

I don’t think this needs to be the case.

I’m excited to share a framework I developed that helps articulate the employee lifetime value and ROI of the investments you want to make to strengthen your organization—like hiring, onboarding, talent management, employee development, and culture initiatives.

To help assess and articulate the business impact of these People Practices, I would like to introduce and define a new concept: using Employee Lifetime Value (ELTV) to compare the relative return of People Practices.

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