“People Want to Work on Cool Stuff”: Entelo Director of Engineering Colleen Noonan

On this episode of Hiring On All Cylinders, Entelo Director of Engineering Colleen Noonan joins host Rob Stevenson and Head of Recruiting Britt Ryan to chat about tactics for engaging candidates and building Entelo’s tech team. Tune in to hear how we’re diversifying our engineering department, why a deliberate, slower hiring process can lead to higher quality hires, and why the exploding offer doesn’t necessarily lead to good outcomes or long-term hires.

The Advantage of Hiring Growth-Minded Talent

This is the eighth in a series of ten posts on hiring candidates with characteristics linked to high performance. Each post focuses on a single key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate 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, and finding candidates with the right skillset for your role.

This post will look at the concept of a growth mindset, explore why it’s a valuable quality in successful hires and discuss why these hires can have a positive, long-term impact on your organization.

“Everybody is Unique, So We Have to Adapt”: Vevo Head of TA Brian Schneider

Vevo's Brian Schneider joined Hiring On All Cylinders for a wide-ranging chat with Entelo VP of Talent and Ops Jill Witty and host Rob Stevenson. The Head of Talent Acquisition, People Analytics & Technology chatted with the team about building company culture across international borders, how to make layoffs a more humane process, and why accurately assessing technical resumes can be such a challenge.

How to Tell if a Candidate's Skills Fit Your Role

This is the seventh in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

So far, we’ve covered the science of first impressions, the important difference between hiring for personality versus character, how to hire candidates committed for the long haul, how to find and hire motivated candidates, how hiring teams can find and hire talent committed to collaboration, and how to identify and hire passionate candidates.

This post will look at how your hiring process can accurately and sustainably identify candidates with the right skills for your roles.

You’ve probably heard it time and time again from hiring managers: “There just aren’t enough good people.” Whether you’re hiring entry level coders, sales managers, or experienced executive assistants, no one seems to be good enough. And maybe they’re sometimes right, but there’s also a tendency to hold candidates to impossible standards.

“Speed is Key”: Technical Recruiting Hacks From the Front Line

This week Carter Lowe, Senior Technical Recruiter at Mondo, joins the Hiring On All Cylinders team to talk through the challenges of the world of agency recruiting. In this episode, Carter discusses how informational meetings between recruiters and hiring managers are a pre-search must, why technical literacy is a great way to become a better tech recruiter, and why you should never, ever burn a bridge with people in your network, no matter the circumstances.

How to Play the Long Game in Recruiting

Open roles, quarterly goals, and hiring manager woes. Much of a your job as a recruiter demands you move quickly to close talent and move on to other reqs. Time to fill is a metric you come up against, and having it hang over your head is enough to pressure you into trying to close every candidate. But sometimes, you’ve got to play the long game.

Why Passion is the Keystone of Success

This is the sixth in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

So far, we’ve covered the science of first impressions, the important difference between hiring for personality versus character, how to hire candidates committed for the long haul, how to find and hire motivated candidates, and how hiring teams can find and hire talent committed to collaboration. This post will look at how hiring teams can identify and hire passionate candidates.

When it comes to the ingredients of success, none is more celebrated than passion. It rightfully brings together divergent figures like Phil Knight, Marie Curie, Quentin Tarantino, Toni Morrison and Michael Jordan. For each of these people, their overwhelming commitment to reaching their goals allowed them to do the remarkable things.

Get Lighthouse CEO Jason Evanish on Creating Meaningful One-on-Ones

Get Lighthouse CEO Jason Evanish joins Hiring On All Cylinders with Entelo Senior Director of Customer Success Loni Spratt and host Rob Stevenson to chat about the art and science of holding productive, effective, and strategic one-on-one meetings. They dig into the differences between tactical and strategic conversations, why monthly and weekly meetings with separate focuses are so important, and how to create more proactive engagement between managers and employees.

How Hiring Collaborative Talent Breeds a Creative, Scaleable Organization

This is the fifth in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

So far, we’ve covered the science of first impressions, the important difference between hiring for personality versus character, how to hire candidates committed for the long haul, and how to find and hire motivated candidates. This post will look at how hiring teams can find and bring on talent committed to collaboration to fuel a more collaborative organization.

Entelo's Favorite Posts of 2016

Over the past year Entelo published over a hundred articles (including this one) and many thousands of words to the venerable Entelo blog. To help wrap up the year, we look back at some of our favorite posts from the past 12 months. Some were posts featuring insights from industry influencers, some were roundups of Hiring On All Cylinders airtime, and others were deep dives into the science of hiring. We hold back on publishing a laundry list of our favorite blog posts, so here’s the quick version. Every post here is is worth reading and rereading. Trust us.

Hiring On All Cylinders at the Future Workplace Meetup: Modernizing Work For Modern Talent

Hiring On All Cylinders was in the house at a recent Future Workplace event sponsored by Fidelity Investments. Talent acquisition heavyweights and thought leaders mingled with VPs of Talent, CHROs, and other eager learners in the industry. Joined by Entelo VP of Talent and Operations, Jill Witty, the HOAC team sat down with Randstad CHRO Jim Link, Future Workplace Founding Partner Jeanne Meister, Fidelity SVP of Talent Tara Amaral and others to chat about what the future holds for modern organizations and how they can plan for changing talent pools, evolving work habits, and other anticipated challenges. 

Whether you’re a recruiter or a curious candidate looking for a leg up in your job hunt, check out the episodes below for valuable intel. Tune in to hear more about:

9 Experts Share the Best Hiring Advice They Learned in 2016

Word of mouth is a powerful thing.

Whether the best advice you've ever heard came from a mentor or a stranger, good words of wisdom stick because they're relevant to something you believe in, and maybe inspire workarounds to certain challenges.

The year's end tends to be a time of reflection and evaluation, and the same applies in recruiting! We reached out to a handful of people in the talent acquisition space to learn what transformed the way they hired this 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?

Referrals, Relationships and Recruiting: Hiring On All Cylinders' 100th Episode

Entelo Head of Talent Britt Ryan joins Rob and Amina for Hiring on all Cylinders 100th episode. Over some celebratory bubbles, the team chats about the art of referrals, the impact of jack of all trade employees within smaller talent acquisition teams, and how building relationships should be the number one goal of savvy recruiters thinking long term.

The Dangers of Hiring Candidates Based on Personality

This is the second in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

Last week, I discussed how first impressions affect our decision-making process. In this post, I’ll be looking at how recruiters can fairly assess the personalities and character of job candidates to maximize the odds of making good hires.

Personality and character are a key part of every candidate's repertoire, and traits every recruiter has to evaluate. The best hires possess a diverse combination of skills, experience, and intangibles that allow them to gel with coworkers and make contributions to teams that go far beyond their technical skillset.  

But effectively judging both personality traits and character traits is one of the most challenging parts of a recruiter’s job. As easy as it is to read someone’s basic personality, judging their deeper makeup is a completely different task made more difficult by the fact that we often confuse personality with character and vice versa.

Here's why and how recruiters should avoid making this common mistake.