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How to Decide Between Two Qualified Candidates

November 25, 2014 at 12:07 PM Rob Stevenson

So the saying goes, finding the perfect person can be like waiting for a bus. You wait for ages, and then two come along at once! But what's a recruiter to do when you go through all the trouble of sourcing, engaging, scheduling, and interviewing only to arrive at the end of the process with two people you wish you could hire? While getting to decide between two qualified candidates is a pretty great recruiting problem to have, it certainly doesn't make the final decision any easier. Here's a handful of strategies you can use to pick betwen two great potential hires.

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Mapping Out Data Science Roles, Part 1

November 24, 2014 at 10:55 AM Kathleen de Lara

Big data rules.

These days, the smartest companies are the ones making effective use of this wave of newfound intelligence – in other words, building a more “data-driven organization.” Data science can be a fascinating, fuzzy field. It’s tricky to tell who does what in the grand scheme of the data-driven org. Defining what that means can also be tricky.

Here’s how DJ Patil, former head of LinkedIn's data and analytics team, breaks it down:

A data-driven organization acquires, processes, and leverages data in a timely fashion to create efficiencies, iterate on and develop new products, and navigate the competitive landscape.

For many companies, one of the first steps to elevating their strengths is hiring a data team comprised of a mix of data scientists, data analysts, and data engineers.

Given data science and its corresponding roles are fairly new, some recruiters and hiring managers may have a hard time differentiating between the types of data specialists – people whose jobs require them to know what type of information to collect, to gather, process, and sift through the data, and to report on the findings.

Having trouble distinguishing the three? In the first our two-part series, we compare the roles of a data analyst and a data engineer.

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Agency or In-House: Which Recruitment Team Is Right for Your Business?

November 21, 2014 at 12:02 PM Abby Perkins

A business does not grow unless it is filled with the right employees. Finding these gems, however, can take some time and require special recruiting skills. Thus, organizations need to have a recruitment team. But when other factors like cost, time and accuracy in finding the perfect employee come in, the next question to ask is: should you build your own team or use an agency? Here are some critical aspects to consider to help yourself decide.

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Missed Our Webinar on Recruiting Data Scientists? Here's the Quick Version

November 20, 2014 at 12:43 PM Kathleen de Lara

“Are you prepped for the avalanche of data?"

It’s a fair question Entelo’s Loni Spratt asks modern recruiters and hiring managers.

With the rise of new tech and tools, companies aren’t only able to find new ways to garner information, they’re able to answer questions, predict industry trends, and understand how to better retain talent and customers.

You’ve heard the data scientist is the “sexiest” job of the 21st century. Why the hype? If you haven’t yet considered adding this role to the top of your talent funnel, you could very well be a few steps behind the competition.

Missed our webinar on how to recruit data scientists on Kaggle? Read on.

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Defining Company Culture is a Recruiter's Job

November 19, 2014 at 11:52 AM Rob Stevenson

Webster's Dictionary defines culture as...

Just kidding. When it comes to nailing down one of the most intangible and slippery aspects of your company, it's important to avoid all the cliche motivational posters and trust fall team building activities. That said, culture is more than perks and happy hours, and if you're going to build and continually promulgate a common sense of mission, you're going to need to sit down with some team members and learn about your own company. As recruiters, you are in a unique position not just to help your team discuss their virtues and extol the important ones, but to yourself shape and guide the cultural progression of the company through the hires you make and organizational values you prime them with. Below are a few ways to go about defining company culture and an exploration into why it's such an important part of your role.

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Why You Should Be Recruiting Talent for the “Sexiest” Job of the 21st Century

November 18, 2014 at 6:00 AM Kathleen de Lara

Hear us out. The Harvard Business Review dubbed it the “sexiest job of the 21st century” – the data scientist, alluring for a number of reasons: It’s a hot commodity position that calls for candidates highly specialized in a medley of areas including math, data engineering, analytics, and computer science. As this position is fairly new to the tech scene, recruiters sometimes struggle to land on a definition that embodies the full scope of a data scientists duties.

In its simplest form, data scientists develop analytical models using data sets to solve problems, answer questions, and to help companies make better decisions for now and the future. Not sure if your company should be hiring for this role? Here are three arguments for doing so.

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Starry-Eyed about a Candidate? 5 Questions to Ask before Extending the Offer

November 17, 2014 at 10:37 AM Kathleen de Lara

The hunt for the right person for your open opportunity can sometimes be a long, drawn out trek. It’s uncommon to feel jaded after a few solid months of sourcing and interviewing.

Coming across someone who’s a good fit for the role and company equates to striking gold, and you’re up all night Sunday, drafting an email for a job offer to send first thing Monday morning. You’ve finally found the perfect candidate and now your biggest concern is finding a way to get him or her in the office, pronto.

Before you settle on what could be a decision made out of excitement, huddle with the rest of the hiring team to evaluate a candidate’s fit for the role. Try these questions to start.

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18 Elite Team Builders Share Their Top Hiring Strategies

November 14, 2014 at 9:00 AM Rob Stevenson

There's so much content on building teams and hiring strategies, it can be difficult to separate the truly insightful signal from the noise. Especially as you work your way up the recruiting pyramid, new insight about more complex problems can be hard to come by. Luckily for you, Entelo's CEO Jon Bischke has put together a veritable compendium of the best posts from the professionals who have navigated the most rocky waters of team building. Read on to see his top picks.

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How to Get Your Employees to Be Company Brand Ambassadors

November 13, 2014 at 6:30 AM Kathleen de Lara

The first steps of getting more talent into the funnel isn’t just having a first-class, well-oiled machine comprised of sources and recruiters who know a good candidate when they see it – it’s making sure your current workforce is happy with what they’re doing.

Otherwise, you’re touting a company and its advantages without anything else to back you up on it besides fellow team members whose goals bank on you filling the open req, and the trust your good word lines up with those benefits and perks you mentioned.

In other words, before all else, focus on building a positive employee experience to align what the role you’re selling to the role your team is selling.

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Which Job Titles Are Most Likely to Move?

November 12, 2014 at 9:33 AM Rob Stevenson

Even when your all-star candidate breezes through their interviews, makes a good impression on the whole team, and seems to be perfect fit, you may still want to do some anti-recruiting and brainstorm reasons why they might not ultimately be a great hire. Before you finally extend the golden ticket to join your company, you may ask your team "but are they a flight risk?" That's the question we wanted to answer, and to learn more, we consulted Entelo's database of over 45 million professionals. Below are the results of many MYSQL queries aimed at learning which tech titles are the most likely to leave your company.

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