It's no secret that many companies struggle to nurture and promote diversity. As we see time and time again, diversity and its advancement are goals without easy solutions. Rather than be turned off by complexity and difficulty, companies and recruiters must approach diversity like they would any other issue, with determination, curiosity, and creativity. That’s what we’ve done here at Entelo, which is why diversity is one of our core tenets and its advancement is behind one of our flagship products.
Beyond the moral and ethical reasons, there are business considerations for why every company ought to make diversity a priority. Countless studies have shown that diversity initiatives improve morale, corporate culture, employee retention and recruitment, all of which increase a company’s competitive advantage.
It’s the first week of April, and you know what that means? ERE Recruiting 2017 in beautiful San Diego, California is right around the corner! So settle in, friends, because we've got all the tips and tricks you need to have a thoroughly amazing and worthwhile conference.
Simppler CEO Vipul Sharma joins the podcast to chat about his work streamlining the employee referral process. As a former Director of Data Engineering at Eventbrite, Vipul saw both how effective employee referrals could be and how few tools existed to make the process easier for teams trying to scale. With his experience in machine learning and data science, Vipul took a data-focused approach to solving referrals by creating algorithms that match candidates to roles while offering clear workflows to promote collaboration across teams and departments.
The Tinderification of recruiting has made it easy to rely exclusively on online sources for your talent. But now that everyone is looking for candidates in the same places, standing out from the crowd in the digital world is no easy feat. Sure, compelling, personalized outreach and finely calibrated candidate profiles help a lot, but at a certain point many candidates just aren’t interested in unsolicited outreach.
Co-founder of Rocketpower and former VP of Talent at Instacart, Mathew Caldwell, joins Hiring On All Cylinders for a conversation about candidate calibration, the magic ratio for recruiting metrics, why CEOs should be the biggest salespeople you have when it comes to hiring, and how diversity of thought is essential to consistently hiring the best people with unique skillsets. Also joining the podcast is Entelo VP of Talent and Operations, Jill Witty, fresh off a presentation on innovative sourcing strategies at the Virginia SHRM conference.
Spring has (technically) sprung! That’s right folks. Punxsutawney Phil’s reign of chilly terror has come to a close. In short order, the ground will thaw, flowers will bloom, temperatures will creep up, baseball will start, and all will be good in the world. What a time to be alive!
hirepool.io founder Erin Wilson joins Rob and Amina in the Hiring on all Cylinders studio to chat about his current work as a first time founder after more than a decade building teams for companies like Brightroll and Yahoo. The team chats about Erin's work trying to build the first great CRM for jobseekers, why talent should be understood as a business onto itself, and why finding those people who will run through walls for candidates is the key to building a truly outstanding talent team.
For three days this week, sunny Anaheim played host to hundreds of recruiters, talent pros, and eager sourcers. Why? Because SourceCon Spring 2017 rolled into town, and the boolean flowed like free beer.
Headlined by a veritable who's who of sourcing and recruiting pros like Glen Cathey, Maren Hogan, Jim Stroud, and Katrina Collier, the conferenced was jam-packed with data, hacks, insights, and networking. In case you missed it, or if you just wanna relive some of your favorite moments, here's our official highlight reel:
SourceCon Spring 2017 kicks off next week in beautiful Anaheim, California. As the year’s single biggest sourcing-dedicated confab, SourceCon is a genuine can’t miss event. The good news is, if you haven’t registered yet, you still can.
Beyond the opportunity to learn and mingle with some of the best people in talent acquisition, there are few better places than Anaheim to spend a handful of days in mid-March. A city known for its many tourist attractions, Anaheim is blessed with near perfect weather (temperatures range from the high 70s during the day to the high 50s at night this time of year), numerous award-winning restaurants and enough activities to keep you busy and entertained.
Still, with so much going on and so many options, it can be tough to figure out what’s up your alley - whether you’re looking for places to catch up on emails, fun spots to meet and mingle with colleagues, or the best options to make the most of your free time. We’ll give you some tips to make sure you get the most out of your time in Anaheim.
Longtime listener Bailey Douglass, Director of Talent Acquisition at data analytics platform Mode, joins Hiring on All Cylinders to discuss recruiting recruiters, training interviewers, and how less is more when it comes to job ads. She also shares her method for demonstrating to hiring managers the difference between must-haves and positive indicators.
Jason Nazar, the CEO of Los Angeles-based Comparably joins the podcast to chat about his work making compensation more transparent. Jason and host Rob Stevenson talk about why it behooves companies to be proactive when it comes to employee compensation, why a data-centric approach can lead to fair compensation outcomes for employers and employees, and how Jason wound up as the Entrepreneur-in-Residence for the City of Los Angeles.
The worst part of a recruiter’s job is telling candidates you’re not moving forward with them. It’s understandable why many recruiters take the easy way out by sending generic rejection emails to candidates. But there’s a better way. Entelo senior business recruiter Amina Moinuddin endeavors to call every single candidate who makes it past the initial phone screen. These calls, even if they only last 45 seconds, are an integral part of the Entelo hiring process and go a long way towards ensuring that each and every candidate has a great experience, whether or not they get hired.
This is the tenth and final post in our series on hiring candidates with characteristics linked to high performance. Each post focuses on a single key trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate candidates for it.
So far, we’ve covered the science of first impressions, hiring for personality versus character, how to hire committed candidates, how to find motivated candidates, how to hire collaborative individuals, how to hire passionate candidates, finding candidates with the right skillset for your role, the value of growth-minded candidates, and why freethinkers are awesome hires for every company.
You’ve probably heard this phrase before: Success has many parents, but failure is an orphan. Besides the fact that everyone shirks blame, what does it mean? It means true accountability is hard. It’s easy to take credit for success, but hard to take ownership of failure. That goes for individuals and organizations, and it’s why accountability is so important for successful organizations. But it’s a tough nut to crack.
Luke Beseda, talent partner at Lightspeed Venture Partners, joins Hiring on all Cylinders to talk with Rob and Amina about working with Lightspeed’s wide-ranging portfolio of companies, which includes consumer brands like Snapchat, Giphy, and Bonobos alongside enterprise firms such as Docker, PCH, and OrigamiLogic.