Recruiting Venture Capitalists and Coaching Entrepreneurs with DFJ Venture’s Talent Partner

With investments in organizations like Tesla, Twilio, Twitter, and Baidu, DFJ Venture has an unimpeachable track record of identifying and funding good founders with innovative ideas. Katie Hughes, talent partner at the Menlo Park-based VC firm, popped by the Hiring On All Cylinders studio to chat with Rob and crew. She shares her know-how on stepping up to the plate to help portfolio companies navigate the always complex world of recruiting and hiring.

How To Prep Interns for a Full-Time Role at Your Organization

Internship programs are one of the most cost-effective ways to find and hire new full-time employees. They give you the opportunity to engage, train, and get to know potential hires on a far deeper level than other hiring processes.

Yet it’s a common misnomer interns always get full-time job offers. In reality, around 52 percent of interns get full-time job offers. Compared to most other hiring funnels, a 50 percent intern to hire conversion rate is pretty darn good, especially compared to the uncertainty of other candidate streams. 

Here’s how to successfully turn your interns into hires.

Pandora’s Principal Sourcer Talks Reshaping Diversity and Inclusion Initiatives

After almost 10 years unearthing talent for the likes of Pandora and Google, Marvin Stickel has seen it all in tech sourcing – from the evolution of the candidate vetting process, to the cultural shift in diversity hiring in Silicon Valley.

Pandora's principal sourcer joins this week's Hiring On All Cylinders to chat about his top challenges at the organization, lessons learned sourcing engineers at Google, and why he sometimes worries recruiting is too focused on ticking boxes.

How College Recruiting Can Fuel Diversity Hiring

The business case for diversity is as clear cut as it gets: Diverse teams perform better. But building a diverse team is often easier said than done.

In reality, it’s a challenge many companies face, especially when hiring teams often find themselves going after the same handful of experienced people trying to improve their diversity. There’s nothing wrong with hiring experienced individuals from diverse backgrounds, in fact, it’s commendable. But it’s also hard to scale since it’s focused on an inherently finite talent pool.

The Impact of Candidate Conversations with HubSpot’s Director of Recruiting

Given HubSpot’s own focus on groundbreaking marketing and sales technology, it’s no surprise their talent acquisition team employs an innovative approach to recruiting that helps them unearth and attract the best candidates for their teams.

Friend of Entelo and HubSpot Director of Recruiting Becky McCullough took some time during last month’s Greenhouse Open to chat on the Hiring On All Cylinders podcast.

We’re Excited to Announce Our Guide to 2016 Recruiting and HR Conferences

Conferences offer unparalleled opportunities to engage peers, meet industry leaders and hear from innovators. But homing in on the right conference for you and your organization isn’t always a no-brainer.

That’s where we come in. In The Ultimate Guide to 2016 Recruiting and HR Conferences, we gathered everything you need to know about the top events for talent acquisition and HR pros.

Recruiting Takes a Village with ZEFR Talent Acquisition Team

Rob chats with ZEFR Director of Talent Acquisition Laura MacConnell and Senior Technical Recruiter Lauren Vellanoweth, this week on Hiring On All Cylinders. Laura and Lauren share sage wisdom about hiring recruiters, the battle for top tech talent with their Venice Beach neighbors Google and Snapchat, why Greenhouse is a great ATS (and how they probably deserve a referral discount), and how Rob just might be Entelo’s Head of Talent one day.  

How to Hire Data Scientists When It Seems Like There Are None to Hire

It’s been three and half years since the Harvard Business Review declared that data scientist was the sexiest job of the 21st century. Since then the need for data scientists has skyrocketed but the supply has not, which puts recruiters in the delightful position of having to compete with more and more recruiters for a dwindling supply of talent.

Entelo Head of Customer Success on the Greenhouse Open and Why There is No Salesforce in Recruiting

This week on Hiring on All Cylinders, Entelo’s Loni Spratt reports back on her European travels, where she met with recruiters and talent teams in London, Amsterdam, Glasgow and Edinburgh. She learned firsthand the challenges facing European talent acquisition teams and how they differ from their North American counterparts, namely in recruiting non-technical candidates.

How to Jumpstart Your Inbound Recruiting

To a certain degree, every company has inbound recruiting. The shame is that not every company has a coherent inbound recruiting strategy. It may sound counterintuitive at first, but inbound recruiting can help you make better, more efficient and effective hires at every level of your company. 

Implement Interview Load Balancing and Never Give a Candidate a Bad Interview Again

Interview load balancing is a way of scaling your interview process in a structured way to protect your recruiters, hiring managers and other team members from burnout. The goal is to create a replicable, consistent and sustainable interview process.

Interviews can be really exhausting, and not just for the job candidates. If your interview process relies too heavily on a small, core number of interviewers, it can create points of failure within your hiring, like careless candidate feedback notes or a homogeneous evaluation system. Even worse, bad interviews are toxic for the hiring process, a huge waste of time and energy for everyone involved, and bad for your employer brand. That behooves organizations of every size to ensure that their interview process is optimized with interview load balancing.

What the Best Employer Brands Get Right

So, I've got something I need to tell you. Your organization has an employer brand, whether or not it is being maintained. And, believe it or not, unless you’re turning away dozens of talented, qualified people for every job opening, your organization could probably benefit from a strong employer brand.

Employer brand is the human side of your brand identity. It’s not about your products or your earnings or your logo. It’s about who you (collectively) are and what values your organization represents. Your employer brand will always be intertwined with your company culture. In fact, your employer brand is, in many ways, the public side of your company culture. You can’t really have one without the other.

How You Might Be Unwittingly Sabotaging Your Hiring

If you’ve ever planned a wedding, you know every single detail can consume your attention, no matter how small it may be in the grand scheme of things. That’s how hiring can feel. At every step of the process, there is the possibility of errors or mistakes that could prevent people from joining your organization. A typo here, a poorly worded message there. Who knows why candidates chose to drop out of the process or ignore your message? The truth is, most of the time you just won’t know, which is why sourcing is so important.

From Shark Tank to Recruiting Truckers: LocalWork’s Ryan Naylor

The Hiring On All Cylinders team was joined this week by Ryan Naylor, the CEO of LocalWork, a Phoenix, Arizona-based job board and career consultancy. Localwork offers a recruitment tech platform that helps organizations recruit better with a culture-based approach to talent acquisition and retention. Working with companies in many blue collar industries such as trucking, manufacturing, order fulfillment, and home health care, Localwork pairs organizations with passionate, motivated job candidates by focusing on shared values such as collaboration, growth, accountability, and success.

4 Ways to Make Your Company More Inclusive for Women

Several decades ago, symphony orchestras across the country began to implement blind auditions, and what happened next was nothing short of extraordinary. After years of very few (if any) female musicians, orchestras began to hire women in droves. Why? Because they had successfully removed a chief source of bias from their hiring practices. This, in turn, led to a virtuous cycle where more women auditioned for symphony orchestras, which further increased the percentage of women musicians.