Posts tagged Recruiting
How Atlassian Uses Data To Attract More Qualified And Diverse Graduate Candidates

Empirical evidence shows that diverse teams perform better. In 2015, Atlassian was hiring approximately 10 percent women for technical roles. This meant that our teams were not as cognitively diverse as we wanted them to be (because identity diversity is one of the best indicators of cognitive diversity).

Looking at the data available to us, we realized that this wasn't a "pipeline issue" and instead we needed to better leverage our existing sourcing and outreach work and design a process that evaluated each candidate as objectively as possible. In the U.S., for example, while 20 percent of technical degrees go to women, less than 20 percent of engineering staffs in large tech companies are comprised of women. We decided to take an innovative and data-informed approach to attract more qualified and diverse candidates at Atlassian.

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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 AHA Made a Business Case for Diversity Recruiting - HR Open Source

Diversity. How many times have you read or heard that diversity is the key to a company’s success? Most times you can turn to the good ole fashioned diversity statement in an organization’s careers page or a diversity message from the company’s CEO. Many employers believe the generic statements will bring diverse candidates into the workplace or that diversity is a one-size fits all approach. That simply is just not the case.

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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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Rebuilding Dell's Employee Referral Program - HR Open Source

Referrals are one the the best sources of hire for most organizations, and Dell is no different. We’ve been working to enhance our referral program over the last several years to drive quantity, improve quality and make the experience more meaningful for our employees. This is how we did it.

Over the past several years, the Dell Talent Acquisition COE team reviewed, analyzed, updated, and enhanced our global Employee Referral Program. This included: reviewing and updating the policy so that it was consistent across all locations, providing clarity around payout amounts and timing, implementing a social sharing job tool/talent community, creating regional teams to promote the program and centralizing and improving the administration of the program.

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Rethinking Rejection, a Hootsuite Case Study - HR Open Source

We’ve recently audited our own CX at Hootsuite, and are beginning to make some changes in our process we think will better serve and support those interested in working with us. This is an iterative process, so we’ll continually look to refine and adjust our recruiting process with CX in mind. Our number one objective is to provide anyone, no matter their job offer outcome, an amazing candidate experience at each touch point.

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How Hootsuite Built a New Recruiting Report for Leadership - HROS

Like many companies experiencing hyper-growth, we had a problem at Hootsuite: as we continued to scale globally, entering new markets and adding new positions, it became increasingly difficult to keep our leadership team dialed in to our global talent acquisition efforts. Our executives needed better visibility into our recruiting progress, and we needed to find a way to provide it.

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