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The New People Teams: How Enigma’s 4-Person People Team Has Made Massive Impact Within the Organization

Everywhere around us, a growing number of HR Departments are transitioning into People Teams. People Teams focus on people—putting employees first and carrying out strategic programs and initiatives that nurture them.

We’re thrilled to spotlight a handful of these people-centric organizations and their People Teams in this blog series, “The New People Teams.” (Click here for a previous post highlighting Medallia, here for a post on Bonobos, here for a post on Flatiron Health, and here for a post on Rapid7).

Adding to this list of great companies is Greenhouse customer Enigma. Besides maintaining the world's largest open-source collection of public data and enabling organizations to to use data to address their most important problems, it’s also one of several modern companies leading the People revolution through its internal initiatives and efforts.

We recently chatted with Enigma’s VP of People Rebecca Price to learn how the company’s People Team has made a massive impact with just a 4-person team! Here’s what she had to say:

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From the Interns’ Perspective: Your Comprehensive Guide to Creating a Mutually-Beneficial Internship Program

As the inaugural class of sales interns at Greenhouse this summer, we were given the rare and invaluable opportunity to experience the world inside a high-growth startup. Throughout the 12-week program, we produced cross-functional work, gained in depth exposure to the nature of technology sales, were mentored by extremely smart and experienced colleagues, and, to top it off, are walking away with lifelong friendships.

In fact, we were so impressed by our internship program that we were compelled to write this blog post to provide you with some tips on how to design an internship that will attract top talent to your company and result in a mutually beneficial experience for both you and your interns.

Read on to get our 4 core insights on how to make your internship program stand out from the rest:

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How the Greenhouse Sales Org Is Creating a Culture of Diversity & Inclusion

This post could easily be titled “Why I love working at Greenhouse” because one of the biggest reasons I love working here is the culture of diversity & inclusion that became evident in my first interview and is still evident today. This is made possible by our structured hiring approach and strategic people practices, helping us drive a diverse & inclusive workplace that I’m proud to call home.

My background in the arts gave me an early education in diversity. I was able to work with people from all over the world which helped drive my passion for diversity and showed me how big the world actually is in the way of people, personalities, and worldviews. As such, I have learned to look at myself as an individual who brings something new and unique to each opportunity I’m given, including being the Sales Operations Director at Greenhouse. Here, I am able to add to the diversity of the sales team, as I am empowered to be my most creative and unique self.

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The New People Teams: How Bonobos Is Creating a Learning & Development-Focused Company

HR is undergoing a shift. We’re now seeing more and more People Teams emerge in organizations as a response to the need to re-focus on people and the programs and practices that drive their development, like structured hiring, onboarding, management, and culture.

We’re excited to highlight a handful of these forward-thinking People Teams and their companies in this blog series, “The New People Teams.” (Click here to read a previous post showcasing Rapid7 and here for a previous post showcasing Flatiron Health).

Greenhouse customer Bonobos also exemplifies today’s new People Team. Besides being a trailblazer in the fashion industry, it’s also one of several modern companies leading the way in this new People revolution through its internal initiatives and efforts.

We recently sat down with Bonobos’ Recruitment & People Relations Manager Kelsey Garske to learn how the team is growing its People function and finding its place in the organization. Here’s what she had to say:

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ICYMI: The 10 Most Popular Pieces of Greenhouse Content from the First Half of 2016

The year is officially half over! (Wait, what?!). That’s right—the first 6 months of 2016 have flown by—but not without a trace. At Greenhouse, we introduced a slew of new thought leadership to help you reflect on your recruiting and people practices and take the action necessary to make a measurable impact on your organization. So before we continue our journey through the summer and fall, let’s take a look at which blog posts, video presentations, eBooks, and webinars garnered the most shares and discussion among our growing audience of people-people like you.

Here are some of the most popular and thought-provoking pieces of Greenhouse content from the first half of 2016:

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How Twitter’s Head of Talent Acquisition Approaches Diversity and Inclusion

Most companies recognize that building a diverse & inclusive organization can increase employee retention rates as well as create an open atmosphere that allows for different perspectives to be heard. However, creating such an organization can be challenging and often requires new policies to be put in place in order to actually achieve the level of diversity and inclusion desired.

In our latest Hiring Hacks webinar, we sat down with Steve Wells, Head of Talent Acquisition at Twitter, and asked him a series of questions about Twitter’s approach to promoting diversity in the workplace.

Take a look at this snippet from our conversation, and use the information to start planning how you’re going to carry out (or improve!) diversity and inclusion initiatives in your company:

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Video Killed The Job Post: 3 Reasons Educational Videos Should be a Critical Part of Your Recruiting Strategy

Until now, online recruiting has been dominated by static content, primarily in the form of uninspiring job listings and company profiles—a manner of recruiting that I’d wager has you seeing close to zero returns. Today’s labor force, now led by the millennial generation, demands far greater engagement to earn their attention.

As a result, a movement has begun and it’s marching towards video.

Here are 3 reasons you’ll want to consider implementing video into your recruiting strategy:

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New Recruiting Roles: The Recruiting Marketing Specialist

WANTED: Talent acquisition professionals with a marketing background who know how to find great talent by creating effective job ads and leveraging the right channels to promote them.

Key Responsibilities: Creating dynamic job descriptions that reflect the position and its duties, implementing new strategies to highlight the company and the benefits of working there, understanding the channels and methods that deliver the best candidates, creating and defining the employer brand, and generally helping the company stand out as an employer of choice.

The problem

Companies today face enormous competition as they strive to find the talent they need to be successful. The ability to recruit qualified talent in an increasingly competitive hiring landscape continues to be one of the biggest challenges facing employers today, with research from SHRM showing that more than half of HR professionals indicate obtaining human capital will be their biggest challenge over the next decade.

So what can companies do to improve their talent acquisition strategies at a time when the best candidates seem to be in shorter supply than ever? The answer certainly isn’t to continue blindly posting your open positions to even more job boards—that strategy will just deliver a higher number of unqualified candidates, wasting your company’s talent acquisition dollars and wasting the time of recruiters and hiring managers who must plow through countless resumes.

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6 Ways to Attract Talent to Less-Than-Desirable Companies

Let’s face it—not all recruiters have the luxury of recruiting for companies that have candidates knocking down their doors wanting to work there. Whether you’re a quiet company in the Midwest or an unknown tech startup trying to make it in startup-saturated Silicon Valley, you’re faced with the challenge of attracting top talent away from more flashy companies. The question becomes, what are you going to do to stand out?

Whether you’re lacking a desirable location, a hefty employer branding budget, or the backing of a strong talent brand like the Googles and Facebooks of the world, here are 6 strategies you can implement to help you attract top talent to your organization:

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The New People Teams: How Flatiron Health Was Able to Maintain a Thriving Culture During Immense Growth

There’s a shift happening. Human Resources is reinventing itself. The most progressive companies have replaced HR with new People Teams. These teams focus on maximizing the value of employees and driving business results through strategic talent acquisition, onboarding, and management.

We’re excited to highlight a handful of these forward-thinking People Teams and their companies in this blog series, “The New People Teams.” (Click here to read a previous post showcasing Rapid7).

Greenhouse customer and Greenhouse Open 2016 attendee Flatiron Health also exemplifies today’s new People Team. Besides being on a mission to power a national benchmarking and research network of patients and physicians to transform how cancer care is delivered, it’s also one of several modern companies leading the way in this new People revolution through its internal initiatives and efforts.

We recently sat down with Flatiron Health’s Director of Recruiting Hillary Kanarek Mager to learn how her team is growing its People function and finding its place in the organization. Here’s what she had to say:

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