Lessons from 10,000 Recruiting Emails

When it comes to outbound recruiting, let's face it, email is king. Most of the companies we're speaking with these days are putting more emphasis on outbound messaging through email as a means to attract top talent.

Tell Me About a Time You Succeeded with a Behavioral Interview Question

Describe a situation when you…

Give me an example of…

Tell me about a time you…

Behavioral questions have worked their way into the standard interview starter pack, and it’s easy to understand why. When you’re looking for indicators of future performance, it makes sense to draw upon specific examples from the past. There’s a teensy snag, though. These questions are either oddly specific, forcing the candidate to mentally sift through years of professional experience in an instant, or they're simply too vague to be truly illuminating.

Course Hero VPE Talks Prioritizing Recruitment, Building Engineering Teams

As frustrating as it is to admit and plow through on a daily basis, most recruiters do not enjoy the luxury of having full buy-in from hiring managers and execs on the recruitment process. Hiring often drops down your higher ups' to-do list, leaving you hung out to dry when it comes to growing your organization and meeting your hiring goals.

Embrace The Cheese! Recruitment Messaging to Bring Talent Home

Death to hot new opportunities.

Workforce Game Changer List Awards 25 HR Innovators

Each year, the fine folks over at Workforce assemble their Workforce Game Changers list, an award given out to the top innovators with regard to HR, people management, recruitment, employee engagement and development. This year’s list has just been released, and it’s a real who’s who when it comes to HR movers and shakers.

Crowdsource Your Sourcing with These Team Recruiting Techniques

As a recruiter, it can often feel like the weight of recruiting is firmly and all-encompassingly upon your shoulders. While this is fair to a degree, there are plenty of times where it's better for you not to be a hero. The team you're building is just that--your team--and if you can loop them in to your recruiting world, you'll not only alleviate the stress of hiring for multiple roles, but find better candidates too. Recently, the Head of Global Talent and Operations for Booking.com Jen Boulanger (oops, I dropped something. I think it was a name.) told me "Recruiting takes a village". We feel the same way over at Entelo, and here are a few ways we've gone about involving the whole team in talent acquisition.

In Defense of Active Candidates

You can't shake a stick in the recruitment world without unceremoniously shattering it over the concept of passive candidates. The true target of head hunting. The professionals so skilled they never look for jobs, but rather jobs look for them. The perpetually employed, over-performing A player.

Reference Check Tips to Avoid Bad Hires

You invested hours of your time sourcing, screening, interviewing, and extending an offer. The team is in love. Your candidate's got all the makings of an A player, and you're thrilled to watch them hit the ground running. 

Must-Use Recruiting Email Productivity Hacks

Most professionals these days spend a great deal of time in their inbox, but as outreach is such a big part of recruitment, perhaps none so much as you, dear talent acquisition studs and studettes. Once you've searched, sourced, qualified, and decided you've found someone worth reaching out to, I'm guessing you're headed to your email inbox to craft that perfect, intriguing, not-too-salesy-but-just-cheeky-enough-email to engage your next great hire. We've already talked at length about optimizing the content of that email, but what about the rest of the time you spend clicking, navigating, organizing, and responding?  There's a gold mine of time you can take back if you start whipping around Gmail like a pro, so let's dig in to some productivity hacks and shortcuts to help you spend less time clicking and more time recruiting.

Are You Building Your Personal Recruiting Brand?

There's a quiet army of brilliant, hard working, team building recruiters out there who don't have 10,000 Twitter followers. They don't have Thought Leader in their LinkedIn bio. And odds are, they won't be the keynote speaker at the next conference you attend. 

The Innumerable Advantages of Mapping the Talent Market

Being the ceaseless purveyors of recruiting software we are, the salubrious confines of Entelo HQ are perpetually abuzz with the real problems facing recruiters on a daily basis, and the best ways to alleviate those talent based migraines. In our own hiring, we try to involve the hiring managers as much as possible; before posting job reqs, during sourcing, before and after interviews, all in the interest of delivering them the most high quality, relevant candidates. It's important to remember that this is a two way street, and that sending feedback to the hiring manager can be just as crucial as receiving it.

Don't Make That Hire! Read These Sales Candidate Red Flags

Every Recruiter is looking for a silver bullet. The "gotcha!" question that speaks multitudes about a candidate and helps you decide whether they're the type of person you can move along the cycle. While it's not fair to open a book in the middle and judge it by the page you land on, there are some giveaways that will speak volumes about your interviewee. Recently our Head of Talent, Vivek Reddy, took to Quora to explain something that always gives him pause when interviewing for sales roles:

Recruiting Marketers? Here's How to Designate Great Marketers from Average Ones

No marketers, no leads. No leads, no sales. No sales, no money. At one point or another you, intrepid and unstoppable recruiter, will find on your desk an open req for a marketing role or two, and it's not going to be enough to tell them you've got a hot new opportunity. You'll need to know where to look, how to qualify them, and enough about the industry to determine whether they're truly a good fit.  A herculean and thankless task, to be sure, and even that isn't the end of it. As with all professions, there are an influx of average candidates, and a very small amount of really great ones. The former have a sneaky habit of disguising themselves as A players, so if you wind up recruiting marketers and you want to find key players, you've got to see through the smoke and mirrors.

Shally Steckerl Discusses Advanced Sourcing Techniques

Every so often, we have a conversation with an HR Pro who just blows us out of the water with the scope of their knowledge, experience, and insight. Luckily for you all, this tends to happen on our podcast, Hiring On All Cylinders. The latest episode, with the President of the Sourcing Institute, Shally Steckerl, was one such conversation.

Advanced Sourcers and Hiring Managers Use this Technique

It's oft repeated that sourcers and hiring managers need to be on the same page if they're going to successfully hire. This can prove challenging, as some hiring managers are more involved than others in the early stages of recruitment, and others might not even be sure exactly what they want. If you're going to foster a symbiotic relationship with the person whose team you're building, you'll need to calibrate with them early on. Recently, I uncovered an in-depth, comprehensive technique to be utilized early in the recruitment process. Sorry for the half-hearted baiting. Read on and I'll share.