This is the final part of a series exploring tendencies and cues that can help recruiters gain a better understanding of passive candidates and how to target them better. This post delves into how you can use individual-level data to better target passive candidates. You can read the introduction to the series here, company-level data Part 1 and Part 2, and individual-level data here.
This is part of a series exploring tendencies and cues that can help recruiters gain a better understanding of passive candidates and how to target them better. This post is the second part of how you can use company-level data to better target passive candidates. You can read the introduction to the series here and Part 1 of Company-level data here.
We're excited to announce that we've indexed some new sites at Entelo. We now have profiles from AngelList, Behance and Carbonmade as part of the Entelo search engine. Couldn't resist using that ABC acronym... :) For those who don't know, here's a quick overview of each site:
This Quora thread entitled "Should companies avoid hiring programmers who are too good as they are unlikely to want to be told what to do?" elicited some interesting responses.
This is the fourth post in a seven-part series entitled "The 7 Secrets of World-Class Recruiting Organizations" covering some subtle tactics for how to use social media to recruit candidates. You can read the previous posts in the series here: Part 1 | Part 2 | Part 3
An interesting Quora thread on the topic. Yishan Wong's answer (below) is well-worth the read (although we don't fully agree with his first point of course!). Check out the rest of the answers here:
See our infographic on signals of passive candidate availability, and explore more on this topic with our whitepaper here.
Welcome to This Week in Work for Friday, September 21, 2012. A compendium of recent stories on hiring, human resources, company culture, and our professional lives.
This is the seventh post in a seven-part series entitled “Outbound Recruiting 101.” It focuses on best practices when reaching out to passive candidates during recruiting. Reaching out to passive candidates is something that almost every fast-growth company does as part of their recruiting efforts. That being said, it can be done respectfully or disrespectfully. We strongly encourage the former. :) Please keep in mind throughout this series of posts that your company’s brand is at stake when you are contacting candidates. Of course, treat the person you’re contacting as you would like to be treated.
Welcome to This Week in Work, a compendium of recent stories on hiring, human resources, company culture, and our professional lives.
Welcome to This Week in Work, a compendium of recent stories on hiring, human resources, company culture, and our professional lives.
An engineer's perspective on sourcing engineers.
At best, engineers view recruiters as a necessary evil. At worst they consider them leeches, sucking cash from hapless clients while adding little value. As with so many troubled relationships, miscommunication is a big part of the problem. Here are some tips to help you woo engineers, from someone who's been on the receiving end of many, many pitches.
OK, of course we'd love to have everyone use Entelo to find their engineering hires. Our customers are having a lot of success these days but the challenges of finding engineers when you are an early-stage company can be a bit different. You don't have an established brand yet and there's often a lot of risk, especially if you pre-funding.
A couple of weeks ago when I was writing Part One of our Highrise for Recruiting series there was something I was hoping to be able to share but didn't know if I could. Well, I've cleared the appropriate permissions and it's time to write about something that, to the best of my knowledge, has never appeared publicly on the web. It's a really powerful system for CRM that we've been using at Entelo almost since day one and I'd conservatively estimate that it has saved us hundreds of hours of time, perhaps much more. In the following post, I'll step you through what we do in the interest that you too can save a huge amount of time should you choose this path.
We've spoken with hundreds of people in the last year about how they recruit and build their team. One of the common threads that has run through these conversations is how unorganized most people are about keeping track of folks they've reached to about joining their companies. This isn't surprising as we too have been those unorganized company executives in the past and definitely felt the pain of not having the right information in front of us about potential candidates.
