Posts in Recruiting
How Smartrecruiters Made a Case to Grow Their Budget - HROS

Our mission at SmartRecruiters, in the broadest terms, is to match as many candidates with the right employers as possible. We had to prove to recruiters and HR departments that implementing our TAS would save enough time to make it worth their while, but there would need to be an investment in recruiting. We had to start by proving it to ourselves on our own team.

What we discovered surprised us. We found we weren’t spending enough on recruiting. We knew we needed to make a business case to support this, so set about making a ROI model that would validate our assumption. To show that increasing cost per hire was more than a worthwhile investment, we mapped a clear methodology, and made the necessary case for disrupting legacy approaches, as well upping hiring budgets.

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How Hot Topic Drives Engagement with Enhanced Onboarding - HROS

There was a glaring need for the on-boarding experience to match the brand and culture. We operate in an empowering, autonomous environment, and are very inclusive, which resonates extremely well with employees. The on-boarding experience that existed was the complete opposite. It was disjointed, solely focused on new hire paperwork, and did not provide the context or tools for new employees to ramp up quickly, which impacted engagement and productivity. It set the wrong tone and led to some obvious (and measured by surveys) disengagement.

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How Anchor Trust Leverages Chat Bots to Drive Recruiting - HROS

The Anchor Group is England’s largest not-for-profit housing association, providing housing, care and support to people over 55 years old. Our initiative was to create a better recruitment process, while providing the best applicant experience possible. We noticed a pattern emerging during the recruitment follow up process, with a high number of individuals that completed application forms then failing to engage with our in-house recruitment team despite attempts to reach them via phone and email. Candidates’ busy lifestyle meant that they were often unable to respond to emails or answer the phone (except at very specific times of the day) and tended to shy away from completing extensive application forms. We also realised that there were highly-skilled candidates that were experienced in care but unable to translate this onto paper in the form of a CV.

 

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How NND Uses Storytelling to Drive Their Employment Brand - HROS

Since launching in 2001, Nurse Next Door has taken a bold stance to help seniors stay at home and live Happier Aging. Happier Aging is a unique experience that focuses on identifying what use to make a person happy and getting him or her back to doing it again. It’s not just something seniors can experience, we believe people of all ages, including our employees, should experience it too. This philosophy shaped our initiative to showcase how Nurse Next Door admires employees by allowing them to live out their dreams, through visually-rich storytelling.

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How Dell Localizes Its Content to Drive Success - HR Open Source

The main focus of Dell’s early employment branding strategy was to be visible where candidates were spending most of their time – on social media. However, there was no real approach to our content strategy on social. We simply followed a post and pray model to increase brand awareness, where we posted pictures that we thought were globally relevant and prayed that we’d reach candidates in all markets to join Dell. As social media evolved, so did our approach to Dell’s online presence. 

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How Appirio Transformed Their Interview Process - HR Open Source

Appirio is a global services company that helps customers create next-generation Workday and Customer Experience using the latest cloud technologies.  Our free-thinking consultants deliver unmatched customer value by creating actionable strategies, delivering results quickly, and helping organizations adapt to a new experience - driven era.  We do this by harnessing the power of one of the world’s largest crowdsourcing communities and thousands of pre-built solution accelerators.  Appirio is a trusted partner to some of the world’s largest brands, including YP, Cardinal Health, Coca-Cola, eBay, Facebook, Home Depot, Sony PlayStation, Moen, and IBM.

This past year, Appirio transformed our interview process to make it more effective and efficient, to ensure we are making the right hiring decisions as well as providing an excellent candidate experience.  We did this by providing standardization, a job competency library of behavioral based interview questions, evaluation scoring aligned to an area of the business/role, interview training, and a strong focus on transparency and communication.

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How Glassdoor Engagement Enhanced Centric's Recruiting - HROS

Centric Consulting is a business and technology consulting firm with nearly 800 people across the US and India.

Our core purpose is to create unmatched experiences for our employees and clients. Thus, the cornerstone of our talent acquisition efforts is showcasing the unique the aspects of our culture that make for a special employee experience.

In 2015, Centric Consulting was looking for creative ways to increase our talent pipeline while still being mindful of costs and true to our culture. After much conversation and consideration, we launched our first major employer branding campaign on Glassdoor.

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How Sendwithus Created a Student Coding Event - HR Open Source

All of the local tech talent was moving away after university so we wanted to target something towards recruitment. We saw a need for an event that could connect University students to the local tech community to educate them on the job prospects within Victoria. A major contributor to the local talent pool are the students that graduate from the University of Victoria’s Computer Science and Engineering departments.

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How Social Media Delivers Candidates Through Conversations - HROS

Likeable Media is a dynamic social media agency that’s fast, smart and likeable. We are independently owned by Dave and Carrie Kerpen, who started the company under quite unique circumstances. The beginning of our business was also the beginning of our family, which has had an enormous impact on our culture and how we operate. We are a small but impactful team that creates amazing content for huge brands. Our people are our product, and our team of 50+ employees has rated us as one of the best places to work in NYC for four years in a row for the Crain's List. Our culture can be characterized as passionate, inclusive, and collaborative.

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How Greenhouse Grew by Activating Their Employees - HR Open Source

You’d think that for being a recruiting company, we’d have a perfect recruiting process from the very beginning. Quite the opposite actually. We almost missed our hiring goals by 40% in our first year of hyper-growth! It all began in July 2015, when we sat down to forecast our hiring needs for the remainder of the year. At the time we had 50 employees. The forecast said we needed to be at 175 by the end of the calendar year in order to hit our aggressive business goals. Based on our historical recruiting capacity, we could probably end up at 70 if we kept going as-is. That just wasn’t going to work.

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Improving Cisco's Social Recruiting Presence - HR Open Source

Cisco is no longer a “networking” company, it’s a technology company, with a new CEO, a new Executive Leadership Team and a new focus on culture with a newly appointed Chief People Officer. Not even a year-old, Cisco’s People Deal – the employee value proposition that guides our culture was the catalyst for a shift in Talent Brand voice, because not only was there a description of what Cisco expected from employees, but what employees could expect from Cisco. Most people know of Cisco, but do they really KNOW Cisco? The Talent Brand team had to overcome the image of Cisco as this “stodgy old tech company” image. We are diverse, we are cutting edge, we are a great place to work – and our employees are the ones saying it.

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Using Data to Optimize Our Talent Acquisition Team - HR Open Source

Before diving into how we use data, let’s review a few things about our company and our Talent Acquisition team. Opower is the leading provider of cloud-based software to the utility industry, and our mission is to help utilities build a clean energy future. If you’ve ever received a home energy report in the mail that compares your energy usage to your neighbors, that’s Opower. Our Talent Acquisition team is comprised of 15 people, and we hire about 200 employees per year collectively (we reached 600 employees in 2016!). Although our budget for tools and resources is pretty lean, we have one person dedicated to analytics, who splits his time between HR and Talent Acquisition analytics.

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How to Target & Recruit Niche Talent Using Webinars - HR Open Source

We needed to attract top Sales and Finance professionals in a highly competitive & demanding market (Sweden, Denmark, Finland, and Norway) to join our Oracle Applications Sales team. If you’re looking for the best way to approach your market, the first thing you should be working on is finding out everything about it. This is how we planned to take action – we researched key market insights to inform our recruiting outreach strategy.

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