Transparency is the New Black, with TalentCulture CEO Meghan M. Biro

Employer branding, social strategy, and recruiting guru Meghan M. Biro hops onto Hiring On All Cylinders ahead of her Entelo Talent Powerhouse webinar next week. Meghan and the team chat about why transparency, honesty and trust are fundamental components for a high-performing recruiting organization, and why you can’t successfully build a genuine employer brand without them. 

Sourcing Productivity, Multitasking and the Art of Pushback with Shally Steckerl

President of The Sourcing Institute, Shally Steckerl, hops on the line with the Hiring On All Cylinders team to give a preview of some of the tips, tricks and intel he’ll be sharing in his webinar later this week. In this episode, Shally taps into the most vexing challenges sourcers and recruiters face on a regular basis, why he thinks recruiting should operate more like the Central Intelligence Agency, and what he learned from this year’s World’s Greatest Sourcer competition.

What Happens When You Standardize Your Interview Process

Think about the worst interview you’ve ever had. Maybe it was an unprepared interviewer who clearly hadn’t seen your resume or found out who you were moments before you met. Or maybe it was when they forgot all about you and left you in the waiting room for 30 minutes.

For too many people, job interviews are intimidating and nerve-wracking affairs. Whether you’re a recruiter, hiring manager or candidate, the interview process can potentially be a disorganized mess for everyone involved.

Why Candidate Segmentation is the Ultimate Recruiting Hack

Not all candidates are created equal.

Your sales candidates aren't like your engineering candidates, who aren’t like your marketing candidates. They have different skills, personalities, and work habits, and what makes them good candidates for each position is a unique blend of those qualities.

Hiring teams would never use the same hiring criteria for different roles, yet why do many organizations structure their hiring process as a one size fits all solution? It's a problem because it ignores the specific characteristics that help people succeed in different roles.  

Knowing exactly what abilities and aptitudes are most valuable for certain roles is a crucial aspect of efficiently hiring the right people.  

Implementing candidate segmentation is your chance to do that.

Recruiting Venture Capitalists and Coaching Entrepreneurs with DFJ Venture’s Talent Partner

With investments in organizations like Tesla, Twilio, Twitter, and Baidu, DFJ Venture has an unimpeachable track record of identifying and funding good founders with innovative ideas. Katie Hughes, talent partner at the Menlo Park-based VC firm, popped by the Hiring On All Cylinders studio to chat with Rob and crew. She shares her know-how on stepping up to the plate to help portfolio companies navigate the always complex world of recruiting and hiring.

How To Prep Interns for a Full-Time Role at Your Organization

Internship programs are one of the most cost-effective ways to find and hire new full-time employees. They give you the opportunity to engage, train, and get to know potential hires on a far deeper level than other hiring processes.

Yet it’s a common misnomer interns always get full-time job offers. In reality, around 52 percent of interns get full-time job offers. Compared to most other hiring funnels, a 50 percent intern to hire conversion rate is pretty darn good, especially compared to the uncertainty of other candidate streams. 

Here’s how to successfully turn your interns into hires.