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Everyone involved here knows perfectly well that the people on a reference list are expecting your call, and they’re probably prepared to sing the candidate praises. So if you already know exactly how this conversation is going to go, why bother picking up the phone? The truth is, reference checks can be extremely valuable.

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Forward-thinking companies leverage their entire referral network. Hiring is the top challenge for startups and Fortune 500 companies alike. Thinking about hiring in a holistic way through referral networks can help you win at employer branding, recruitment marketing, and referral hiring.

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Get your 2018 started off on the right foot with these recruiting events. There’s something for every part of your hiring team. 103 Recruiting Hacks to Make 2018 Your Most Productive Year Yet — A four-part webinar series hosted by Lever. January 10th:  24 Recruiting Hacks for Employer Branding and Candidate Experience, feat. Ariel Jolo of Medallia and Michelle Hart, formerly of Whisper. January 17th:  31 Recruiting Hacks for Sourcing and Diversity Recruiting, feat. Zeenat Bhamani of Netflix. January 24th: 25 Recruiting Hacks for Partnering with Hiring Managers and Data-Driven Recruiting, feat. Melissa Trahan of Thread and Pat Morey of LevelUp January 31st: 23 Recruiting Hacks for Interviewing and Closing Candidates Register for the series today and get caught up on what you missed.   ASU +[…]

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When it comes to diversity, referrals get a pretty bad rep. It’s easy to see why. Birds of a feather do flock together. Your employees will probably refer people who are similar to them. Before you know it, you have a diversity problem. So you like referrals, but you also like diversity. Are you being forced to choose between your favorite children? Maybe not. Tons of companies are exploring ways that referral programs can improve diversity. Seattle-based company Glowforge had an all-male software engineering team. They introduced a new external referral program. Nine months later, that same team was 50 percent female. This wasn’t just some fluke. According to Lightspeed Ventures, referral programs are one of the top, low-cost methods to[…]

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Why You Shouldn’t Outsource Your Recruiting Process A version of this post originally appeared on the Greenhouse Blog –  In any organization, hiring needs are constantly changing. Growth plans change, talent comes and goes, and critical roles need to be build. Pressure mounts, and more often than not, teams of all shapes and sizes end up hitting a point where they ask themselves the same question: “Should we outsource our hiring?” The smart answer: no. Outsourcing is appealing to address quick and pressing talent needs (such as hiring a handful of new BDR’s), especially if you have some gaps in your internal talent acquisition (TA) team. But relying on external TA – like relying on any function outside of your organization – can[…]

Salary

Sometimes when you’re talking to a recruiter they might say something like “We can’t proceed without getting your current salary.” It’s tough, because you might be excited about the company and don’t want to appear uncooperative, but at the same time, you might not feel comfortable sharing it. As someone who has been on all three sides of the table (candidate, recruiter, hiring manager), I think an empathetic approach here goes a long way. You need not feel indignant or powerless. Keep your eyes on the prize – finding a great team to work with that compensates you well for your contributions. The best thing is to figure out why they’re asking you for this information. In fact, you can[…]

Hiring Success SmartRecruiters Conference

SmartRecruiter’s Hiring Success ‘17 conference is just around the corner Over the course of three days, HR and talent executives and innovators from across the globe will come together in San Francisco’s Grand Hyatt Hotel to meet, learn, and discuss the future of hiring. Featuring a lineup of high-profile speakers, team exercises, and an array of accommodations and resources to help upgrade your hiring game, the conference is a huge learning opportunity. Here are 3 events from big names in HR that you can’t miss: 1. What’s changing for recruiters – the future of Talent Acquisition The events will kick off with a panel of distinguished analysts and two top execs looking at how the industry is going to change in the next[…]

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Why real conversations are at the core of Jebbit’s recruiting This post was written by Kaitlyn Kirkaldy of Jebbit, a company focused on high-impact interactive content. – – We try to keep it human at Jebbit. Our platform helps brands have conversations with and learn from their customers, so they can provide value to them. We’re helping these huge brands humanize themselves and build genuine customer relationships, so it’s always on our minds. That means we keep it human in our marketing, and in turn, our recruiting. You won’t find us messaging people to say things like, “join the latest, high-growth, mobile mar-tech startup in the Boston ecosystem.” Instead, you’ll find us grabbing beers and coffees and getting to know[…]

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A company, divided… in a good way. Everwise is a company built on two coasts. After selling their last company, Audium, to Cisco in 2006, Mike Bergelson and Colin Schiller, decided to try their hand at another big problem: career development. In 2012 they started building Everwise, the talent development company that helps customers like MasterCard, Oracle, Sony, and Salesforce develop and retain their valuable workforce. And they’ve built it from New York and San Francisco. Now at 100 employees, the business-side of Everwise resides in San Francisco, while product and development are based in Manhattan. From the start this 2,910 mile divide meant that Everwise had to be an organization built on maturity and collaboration — traits that carry[…]

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It’s 2017. People go across the city with Uber, and across the country with AirBnb. They clean their houses with Handy, and walk their dogs with Rover. This is the gig economy; the term being thrown around by everyone from business writers to Hillary Clinton. It’s the trend of employment from long-term, stable positions to short-term, ephemeral services by freelancers and contractors. But the majority of talent acquisition (TA) and HR teams have no plan for flexible talent management. Statistics from a PricewaterhouseCoopers (PwC) study called The Future of Work showed the stark contrast between expectation and preparation: Professionals who can find, recruit and mobilize freelance talent will be more and more valuable to companies, particularly small business and fast-moving industries.[…]