Entelo’s Must Follow Talent Acquisition Influencers

Staying on top of hiring trends isn’t easy.  As much as the fundamentals of the industry remain the same, the tools, best practices, industry standards and technological innovations evolve at a mind-boggling rate. If you’re a recruiter with your head down working on tough to fill roles, tracking the industry as a whole can seem impossible or a waste of time.

But it’s not; it’s essential. Recruiters are competing against one another for the best talent. A competitive advantage comes from being better informed and smarter than the competition, and that’s why it’s crucial to stay plugged into the wider world of recruiting. You can’t stay ahead of the curve with your head in the sand.

Every day people are pushing the industry forward and hiring the best candidates in new, better ways. Oftentimes, they share their insights, knowledge, and observations on a multitude of channels. With all of this information swirling around, a recruiter needs to know how to cut through the noise. That’s where this list will come in handy.

What Recruiters Can Learn From Lifecycle Marketing

Like any business so reliant on people, recruiting is difficult at scale. Shortcuts like mass emailing hundreds of candidates rarely works for the hardest to fill roles and can wind up hurting more than it helps.

The challenge is that each and every role you recruit for requires a specific, unique set of skills, experience and personality traits. Finding candidates that tick each of those boxes takes strategy. Every step of the recruiting funnel ought to be a highly thoughtful, impactful experience for a candidate. A one size fit all solution just won’t cut it.

It’s imperative for recruiters to maximize the value of each candidate touch point, not just to ensure that they have a positive candidate experience, but also to guarantee that you’re able to make the best hires by finding out as much about them and their work habits as possible.

The concept of lifecycle marketing is a relatively old one, but it offers useful insights for recruiters looking to deliver outstanding candidate experiences, strengthen their employer brands, and help create stellar company cultures. Here’s how adapting concepts from lifecycle marketing can help you and your team recruit better.

Entelo’s Guide to Rocking SourceCon Like a Pro

In just a few short weeks, SourceCon Fall 2016 kicks off in beautiful Anaheim, California. SourceCon is the year’s single biggest event dedicated to sourcing and, if you haven’t registered yet, you still can.

Regardless of the opportunity to learn and mingle with some of the best people in talent acquisition, there are few better places than Anaheim to spend time in late September. A city known for its many attractions, Anaheim is blessed with near perfect weather, numerous award-winning restaurants and enough activities to keep you entertained.

Still, with so much possibility, it can be a challenge to figure out what’s up your alley - whether you’re looking for spots nearby to zone in and catch up on emails, to meet with a colleague in town, or 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.

How Collaboration, Integrity and Grit Power Entelo’s Sales Team

Hiring for any role can be a challenge, but sales hires can be the most complex. A great salesperson is personable, relentless, and positive. They are also a quick thinker who can read a room in just a few seconds and explain complicated topics quickly and persuasively. They know the art of the soft sell, how to perform the discovery process when a lead is totally disinterested, and when to know if someone is blowing you off or just playing hard to get.

Creating Scalable and Equitable Interview Processes with Twitch’s Arthur Yamamoto

Director of Global Recruiting at Twitch, Arthur Yamamoto, joined Hiring On All Cylinders to chat with the team about hiring at the world’s leading streaming service for gamers. The team reminisces about why “not a culture fit” is the most frustrating interview feedback a recruiter can get, how reducing bias during interviews is crucial for building strong teams, and Arthur’s first appearance at an Entelo recruiting metrics panel back in the day.

Evaluating Candidates Beyond the Resume with Interviewing.io’s Aline Lerner

Interviewing.io founder and technical interviewing guru Aline Lerner joins Hiring On All Cylinders to talk about her work developing more valuable and effective technical interview processes for candidates and organizations. Aline and the team cover everything from her favorite subreddit, why some candidates deserve a second chance after a mediocre interview, and the tricky moment when you find yourself interviewing your potential new boss.

Why Googling Your Candidates Can Backfire

What’s the first thing you do when a solid resume comes down the funnel? Plug the applicant’s name into your search engine of choice and see what pops up, right?

The High Value of Personalized Outreach with Entelo Engineer James Hwang

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.

Avoiding Hiring Legal Risks with PeopleG2 CEO Chris Dyer

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.

9 Companies Getting Branding Right and What Talent Teams Can Learn From Them

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.

“Recruiting is a Compromise”: Accel Partners Cortlin Handly

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.

How to Scale Diversity Hiring at Your Organization

As we’ve seen in recent years, even the most well-meaning or well-funded attempts to improve diversity numbers can come up against a brick wall and wind up with little to show for it. Many companies struggle to turn intent into results, and many of the world’s foremost organizations have acknowledged that fact. Yet many others still insist that they are too busy for diversity initiatives.

During his appearance on Hiring On All Cylinders last month, Pandora’s Marvin Stickel chatted about his successes and challenges implementing a sourcing diversity program at Google. After experiencing considerable success on his team, they took a step back to look at Google’s overall numbers and realized they had not actually made a dent, percentage wise. As Stickel explains, it was a deflating moment. Despite their success at a team level, translating that success to a company-wide initiative remained elusive.

Diversity is a competitive advantage. Yet many of the companies that genuinely tried to build a diverse company miss their goal. It all begs the question, can hiring candidates with diverse backgrounds be achieved at scale? And if so, how can more organizations achieve true diversity?

The answer, of course, is yes. Here's how. 

Transparency is the New Black, with TalentCulture CEO Meghan M. Biro

Employer branding, social strategy, and recruiting guru Meghan M. Biro hops onto Hiring On All Cylinders ahead of her Entelo Talent Powerhouse webinar next week. Meghan and the team chat about why transparency, honesty and trust are fundamental components for a high-performing recruiting organization, and why you can’t successfully build a genuine employer brand without them. 

Sourcing Productivity, Multitasking and the Art of Pushback with Shally Steckerl

President of The Sourcing Institute, Shally Steckerl, hops on the line with the Hiring On All Cylinders team to give a preview of some of the tips, tricks and intel he’ll be sharing in his webinar later this week. In this episode, Shally taps into the most vexing challenges sourcers and recruiters face on a regular basis, why he thinks recruiting should operate more like the Central Intelligence Agency, and what he learned from this year’s World’s Greatest Sourcer competition.

Why Candidate Segmentation is the Ultimate Recruiting Hack

Not all candidates are created equal.

Your sales candidates aren't like your engineering candidates, who aren’t like your marketing candidates. They have different skills, personalities, and work habits, and what makes them good candidates for each position is a unique blend of those qualities.

Hiring teams would never use the same hiring criteria for different roles, yet why do many organizations structure their hiring process as a one size fits all solution? It's a problem because it ignores the specific characteristics that help people succeed in different roles.  

Knowing exactly what abilities and aptitudes are most valuable for certain roles is a crucial aspect of efficiently hiring the right people.  

Implementing candidate segmentation is your chance to do that.