Medallia’s Talent team consists of three parts: Recruiting (Recruiters, Sourcers, and Coordinators), Employer Branding (focused on branding, outreach, and campus recruiting), and finally, Talent Operations. This team includes Matt Frost, focused on the candidate experience, and Kwabena Asiedu, who focuses on recruiting optimization.

Talent Operations is an emerging role in recruiting. Kwabena says that this is due to the changing perspective of talent acquisition. Today, recruiting is considered a key business component and a competitive advantage. There’s also been a shift in how companies approach talent acquisition -- now thinking about it like a sales or marketing operation. Talent teams are applying the techniques of sales and marketing orgs to engage talent, to navigate the process as a recruiting cycle, and to measure performance.

We’re excited to announce the Greenhouse partnership with candidate sourcing and matching platform Codeity! Codeity makes it easier for companies to source, evaluate, and connect with technical talent in a matter of minutes. Codeity is currently trusted by over 400 top companies. Below is a guest post from Mike Williams, CEO, Codeity that provides more details on the partnership and how Greenhouse users can optimize their sourcing pipeline.

If you find yourself in the trenches of recruiting, you know that it all comes down to asking the right questions during the interview process, regardless of the candidate sitting in the hot seat. Asking the right questions in an interview is key to assessing a candidate’s ability to do the job. This prevents you from making costly mis-hires, as well as helps uncover hidden gems – candidates with unexpected backgrounds that have the skills to propel your business to the top. 

Using competency based interviews is a popular method to effectively and objectively assess candidate potential. Learn more about how you can use competency based interview questions to help make evidence-based hiring decisions.

This is a guest post by Spark Hire CEO Josh Tolan. Spark Hire is a video interview solution and Greenhouse integration partner used by more than 2,000 companies across the globe. In this post, Josh writes how you can make your own luck with candidates through video interviewing.

St. Patrick’s Day is just around the corner, but you don’t have to be Irish to get lucky this hiring season. The “Luck of the Irish” is extending to hiring professionals everywhere with the use of video interviewing.

Video interviewing is an efficient way to connect with and evaluate candidates. Not to mention, it makes the overall hiring process a lot easier on your part. With more than 60 percent of hiring managers utilizing video interviews in their hiring process, it’s time to consider how you can make your own luck with video interviewing:

This is a guest post by Georges Janin, Founder of Bastille Agency, a recruiting and consulting firm in NYC. He runs a blog over at TechTalentDigest.com, where he covers a range of topics related to recruiting.

Reference checks have always amused me. Like my repeated attempts to learn salsa, they are both incredibly predictable and not particularly interesting. Yet we persist in doing it the same way.

Here is basically what happens:

1. Company asks candidate for references.
2. Candidate finds people who like him, makes sure they will say glowing things in a reference check.
3. Company calls said people.
4. They say glowing things.

Carrot Creative – a VICE company, is a full-service creative digital agency that ideates, designs and builds campaigns for some of the most innovative brands.

Carrot Creative roots everything it does on a motto of “Hustle, Team and Adventure”. Nina Choi, Manager of People & Culture, describes how Carrot’s company culture has helped attract talent to support campaigns and become a competitive advantage in the agency market.

A quick, efficient and seamless recruiting process is the goal of any organization. Aside from hiring the right people faster, it also helps to create a positive candidate experience and strong employer brand – which in turn will help you find additional high-quality talent. But how can you determine if your processes help or hinder hiring efficiency? It’s all about source to close.

A few months back, Evernote shared “recruiting power tips” on the Evernote blog. The post showcased the company’s streamlined recruiting process, powered by its own technology as well as its recruiting optimization platform, Greenhouse. The post was written in the midst of a high-growth year for Evernote, which hired 159 new employees last year. To do this, the recruiting team managed 20,000 active and passive candidate applicants, an average of 2-3 onsite interviews each day, and 13-14 hires per month.

Time to hire is one of key metrics most organizations track when evaluating recruiting performance and their overall talent acquisition strategy. But how effective is it really in helping to shape and improve the recruiting process? Based on what is traditionally measured when it comes to time to hire – the time it takes from the opening of a job requisition through to accepted offer – this metric often overshadows the more important factor: the quality of the candidates selected.

Medallia is the fastest growing customer experience company in the world - over 50% in each of the last two years. Encouraging organizations to “hardwire the customer into every decision,” Medallia helps companies gather meaningful insights that drive ongoing improvement to the customer experience. Its mission is to help create a world where brands are loved by their customers. The secret sauce is this: Medallia couples powerful technology with actionable guidance, acting as partners to ensure that they are always making the customer experience better.

It may come as no surprise, then, that this approach is reflected in the candidate experience at Medallia. Through systematized feedback and data, the Talent Operations team at Medallia is always thinking about ways it can improve the candidate’s journey.