Entelo Lead Software Engineer James Hwang popped by Hiring On All Cylinders to chat with the team about the other side of the recruitment coin. In this episode, James shares his best, worst, and most memorable interactions being recruited by talent teams. Listen in to hear how he was recruited to Entelo, why he now has more empathy than ever for recruiters, and why talking about new technologies is the quickest way to an engineer’s heart.
PeopleG2 CEO Chris Dyer joins the Hiring On All Cylinders team to chat about the always evolving world of candidate background check screens. The laws governing background checks vary from state to state and change regularly due to court rulings, which makes it a minefield of potential lawsuits for many organizations. Chris and team talk about how talent teams can ensure they stay on the right side of compliance, why criminal records are no longer the black mark they used to be, and why background checks are more about validating people than disqualifying them.
What better way to learn new sourcing strategies than from the leading people in the talent acquisition space?
One thing matters more than anything else when it comes to recruiting talent: A company’s reputation. In fact more than 62% of people say that’s the most important criteria when they consider whether or not to take a job.
Your brand identity is priceless. A good one helps you attract and hire the best talent. A great one will keep your pipeline packed with candidates for months to come.
Here's what you can learn from nine organizations with stellar branding – vividly illustrating their employees’ story, instilling interest in potential candidates, spotlighting company culture and the importance of their values.
Cortlin Handly, Director of Talent Strategy at Accel Partners, dropped by the Hiring On All Cylinders studio to chat with the team. Cortlin, who started out as a recruiter at a staffing agency before managing the Talent Engineering team at BrightRoll, has done it all within the talent function and now bridges the talent acquisition gap between Accel and many of their growing and expanding portfolio companies.