A Field Guide to Recruiting Data Scientists

Originally posted August 16, 2017. Updated May 6, 2019.

Every day humans collectively create the equivalent of 530,000,000 million digital songs or 250,000 Libraries of Congress worth of data. Data is quite literally everywhere. Every click, email, push notification, blog post, and Instagram upload is data. And that data is incredibly valuable.

6 Tips for Interviewing and Hiring Former Employees

Whether you run your own small business or work in an HR department, if you’re involved in hiring at all, you've probably heard the term "boomerang candidate” recently.

As the name implies, a boomerang candidate is someone who has applied to work for a former employer. The typical boomerang candidate wasn’t fired for performance issues or personality clashes – they likely left their previous position under good terms. Whether they left to pursue a more exciting opportunity, went on earn a degree, or to make more money, they're ready to become a member of the team again.

The question is, how do you go about interviewing them?

Your Favorite Entelo Posts of 2017

2017 was a big year at Entelo. We raised a Series C funding round, announced and launched an innovative new product called Entelo Envoy and made some amazing new hires. Besides those milestones, we published another 90 blog posts over the past year. Some of our favorites covered why referral bonuses don’t really work, how employer branding is the secret sauce to hiring success, and how Entelo is using technology to reduce bias in recruiting

But enough about our favorites. Here are the ten Entelo posts you read the most last year.

Cracking the Boston Talent Market: Hiring Tips from HubSpot, Wayfair, and TripAdvisor

As the leader of the newly created sourcing and research team for Wayfair’s Analytics & Engineering Recruiting team, I get a unique perspective of the Boston hiring landscape.

Just like many of our recruiting counterparts elsewhere, engaging with the local candidate market poses unique challenges. Outreach is a repetitive, thankless, and often futile effort. Candidates are more familiar with companies as brands, not employers. More and more people are searching for an intuitive mobile application process. Where does the disconnect lie between connecting employers with potential employees? What does it take to crack the Boston talent market?

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.

What to Say to Engage Candidates with Your Emails

One way to a candidate’s heart is through your subject line, and if that’s not attractive enough to get ‘em to click through, your message has been archived, trashed, and their attention's shifted to the next email in the inbox.

In our recent stream of blog posts, we shared some year-end techniques and practices to fill your open reqs, get candidates in your funnel, and to prep for the new year. 

If you’ve decided to go the route of engaging candidates the team was recruiting earlier this year, read on for 10 sample subject lines and tips on editing your outreach to keep your message from being condemned to the circular file.

Want to Keep Employees for the Long Run? First, Ask Candidates These Questions

Though we refuse to swear by any secret recipe, special key, or magic formula to improve the chances employees at your company stick around for the long run, one thing we will stand behind is getting involved with team members’ engagement and retention before they officially come on board – that means asking the right questions to get the best fit candidate through each stage of the hiring process.

Is your company in high gear end-of-year hiring mode? Try these questions on for size to build and curate a more qualified talent funnel.

Missed Our Webinar on Building Your Employer Brand? Here's the Quick Version

We’ve said it before, and we’ll say it again: Recruiters, if you’re selling the product, you’re doing it wrong.

Building your company brand is about selling the role to candidates and functioning as the “eyes” into the company. Recruiters and hiring managers may spend all day qualifying candidates, but on the other side of the fence, candidates are qualifying your company, too. Creating a strong employer brand gives answers the “why” candidates ask before deciding whether or not your role is fit for what they’re looking for.

If you missed our joint webinar with Officevibe’s Jacob Shriar, we’ve bustled through our notes to bring you some top discussion points from the live event. 

4 Factors Impacting Candidate Engagement

Building appeal to your open opportunities takes more than a few good perks highlighted in a well-written email and job description. To get talent hooked on potentially working for your company, recruiters need to focus on driving long-term connections after their first contact with talent and through all stages of the hiring process.

How does your company take into account these four factors when engaging with potential employees? 

3 Techniques to Sell the Role and Make the Hire

The art of persuasion takes the right timing, context, and messaging techniques to engage qualified candidates with your open opportunity. 

The long list of benefits and perks you’ve prepped may seem like enough ammo to bolster the job’s appeal and fit in a candidate’s career, but paired with a well-targeted marketing plan, your recruiting strategy can hit the ground running. 

Why You Already Have What You Need to Grow Your Talent Pipeline

Hiring top talent for the company can be a challenge when competitors are searching for candidates in the same, oversaturated pools. To hamper your recruiting even more, many of these candidates end up falling out halfway through the screening process.

The solution? Look around your office.

3 Ways to Build Trust with Candidates

Landing candidates hook, line, and sinker can be a challenge when already, about 25% of current employees are wary about their company’s management. 

Why Recruiters Should Be Using a Multi-Touch Outreach Strategy

One of the biggest mistakes recruiters make in their candidate outreach is taking on the “Set it and forget it” mindset – sending out messages, writing off anyone who doesn’t express interest. 

As tempting as it may be to move on to the next batch of qualified candidates who may be the right fit, people need multiple touch points to be encouraged to take action. 

4 Ways to Amp Up Your Mobile Recruiting

If you’ve been in the recruiting space for a while, then it’s likely you’ve heard this phrase over and over again: Optimize your job postings for mobile devices. 

But getting your company’s careers page prepped to translate well on a cell phone or tablet takes more than a few formatting tweaks.

Does your mobile candidate outreach work the way talent expects it to, or is it a drop in the bucket?