Interview Load Balancing with Greenhouse's Caitlin Wilterdink

O Brave New World

That has such ATS in't.

The Applicant Tracking System has come a long way over the past few decades. Far beyond just a way to monitor candidates at every stage of the hiring funnel, they now offer advanced analytics and tracking information to provide your organization with crucial insights into your recruiting process.

Naturally, Recruiters at these ATS companies are taking full advantage of their own tools. When Greenhouse's Recruiting Manager Caitlin Wilterdink joined us on Hiring On All Cylinders, we were able to get an insider's view on the organization's recruiting process. This spanned from the kick off meetings they have for newly opened roles, through the obvious of how they themselves use their tool, to the projection of recruiting capacity based on historic funnel data. 

Stop Performing Back Channel References, Immediately

Previously, on the Entelo blog, we’ve trumpeted the value of performing back channel references on prospective hires, even going so far as to call it Advanced Candidate Sourcing. There’s a flip side to every coin, and as we recently learned at Entelo, when the back channel coin comes up tails there’s some overwhelming reasons to stay far away from this hiring technique.

Does "Maybe" Have a Place In Interview Feedback?

By now, your team knows the drill.

Getting the Most Out of HR and Recruiting Conferences

Ah, conference season. The breakout sessions. The officially sanctioned hashtags. The haggard happy hour goers stumbling in at 10:30 AM on the second day. It's an exciting time to learn from some of the industry's top professionals, network with peers who have the same day-to-day challenges as you, and assess some exciting new tools and technology. But you're not just there to snag some booth swag and tweet your little heart out. If you're going to take a couple days out of the office to fly to a trade show, you'll want to make sure you get the most out of it. After being Entelo's go-to conference man and booth setter-upper for some time now, I've seen firsthand the difference between  doe-eyed attendees who are just along for the ride and the expense report, and the go-getters who are on a mission. Here's how you can go about planting yourself firmly in that second camp.

Lively Discussion on Measuring Sourcer Performance

When it comes to impacting workflows, priorities, and the day-to-day focus of your team, the single most important factor is incentive. Here, I don't mean compensation or belief in the company mission. Rather, what ultimate metrics are used to assess a team member's efficacy?

Are Your Job Descriptions Full of Unconscious Biases? These Tools Can Tell You

We make great effort here on the ol' Entelo blog to provide value to those purveyors of talent who must find, qualify, engage, and ultimately attract great people to their organizations. Sourcing new individuals and getting people excited about a company they may not have even known existed is no pedestrian task, which is why you see so much material here about outbound recruiting processes. Lest we forget the other side of adding talent, I'll happily take a rare foray into the inbound funnel -- the process by which talent comes to you.

SourceCon 2015 Conference Round Up! 

Jeremy Roberts and the folks over at SourceCon put on a few excellent events each year, and this time around, yours truly was lucky enough to attend. Aside from finally getting to shake hands with the amazing recruiters I had only before chatted with via our podcast or email, there were a flurry of exciting panels and breakout sessions serving to help sourcers and recruiters turn over new stones in their talent acquisition processes. I particularly love SourceCon because the event isn't there to sell you something, but rather to build community and genuinely help people become better at their jobs. To that effect, here are some key takeaways from the event as told by Twitter and the blogosphere.

The Employee Referral Strategy That Will Burst Your Hiring Pipeline

It's no great secret that the best source of hire is sitting right next to you. Referred candidates are more likely to get hired, more likely to stick around, and more likely to fit in with the team. By now, you've certainly instituted a program to incentivize your team to refer as many candidates as possible. While throwing some cash  in the event of a full-time hire will certainly yield some dividends, there's a more wholesome program you can institute that will result in many more submitted candidates.

When you set the success metric as the hire, you limit your team to think only about that single stage of the hiring cycle. If you want to make offers, you need on sites, and if you want on sites, you need phone screens. The strategy I here promulgate works because it encourages and rewards your team for their submissions regardless of how far the candidates make it through the funnel. 

Bad Hire Blues? Here are the Key Lessons to Learn from a Hiring Misfire.

I’m of the sincerest hope that you’re performing admirable due diligence on all your candidates, conducting back channel references, having them meet with several members of the team and completing take-home assignments. Even when you’ve successfully given a candidate’s background the whole nine yards, for whatever reason sometimes candidates just don’t work out. We’ve all been there. The dreaded bad hire.

It’s not your fault, Recruiters. Well, not entirely your fault, anyway. The good news here is that there’s a lesson to be learned, not just about candidate assessment, but about your team, the specific role, and your onboarding process.

SumoLogic's Director of Global Talent on Hiring Manager Diplomacy

If your hiring managers know exactly what they want, assess candidates accurately at first glance, sometimes agree to meet with people just to humor you, and have a reasonable amount of must-haves, then congratulations, you can stop reading now.

3 Candidate Mistakes That Should Make You End The Interview

You want to give your candidates the benefit of the doubt throughout the interview process, digging for context, following up with unlisted references, and otherwise trying to paint a full picture of who they are as a professional. There are however a few red flags that should do more than raise your eyebrows. Here’s a few deal breakers that should make you consider pulling the rip cord on the entire process. 

Getting Your Team to Give Meaningful Interview Feedback

Once you’ve done your job finding, contacting, psyching up, and scheduling your candidate, you may find yourself in the anxiety-laden position of sitting back and letting the team make the decision. Once you’ve passed off the candidate, you want to make sure they’re in the best position to succeed, and part of that is ensuring your own team is in the best position to complete an accurate assessment. Here are some ways your friends here at Entelo go about making sure we get a comprehensive view of candidates.

On the Virtue of Reaching Out to Bad Candidates

It's easy to make a swift judgment about candidates based on experience, social profiles, and resumes. Indeed, much of your job depends on it. But just as you can't judge a book by it's cover, you can't judge a professional by their cover letter. Hiring managers may tell you to pass on a candidate, or you may scoff at a resume, but even if you're both right there are still valuable conversations to be had.

How to Keep Candidate Outreach Personal At Scale

Sourcers and Recruiters are often plagued with a frustrating dilemma when it comes to outreach. First, you've got to be reaching out to a great many candidates to ensure you have a constant pipeline. Of course, you'll want to be personalized, but the more specific you make each message, the more time you spend and ultimately you'll end up reaching out to fewer people. Here at Entelo, we've found a solution this humble blogger likes to call machine gun sniping. This process involves creating multiple segmented lists of candidates for every role, in order to reach out semi-targeted and at scale.

Entelo Featured on SaaStr's 'Get In Early' Series

Storied and successful entrepreneur, founder, and blogger Jason Lemkin knows his stuff when it comes to Software as a Service companies. After growing EchoSign from $0 to $100M in ARR, he took to his own blog as well as Quora to share his findings. Jason's detailed advice, borne from his own deep experience, lead him to be named one of Quora's top writers in 2013, 2014, and 2015. SaaStr exists as the partner blog to his prolific Quora publishings, has amassed over 1M views per month, and has become the go-to hub for SaaS founders and entrepreneurs on the web.