Why recruiting matters more than ever

Black man in a hat smiling at camera

3 mins, 35 secs read time

If your work involves hiring, interviewing, or managing talent, you’re probably already aware that there’s a shift taking place in the workforce. This shift is affecting the way people find jobs and decide to accept offers as well as the way companies build their People teams.

Let’s explore 3 of those changes in a bit more detail and consider what they mean for talent acquisition and people operations teams.

1. Access to information

Once upon a time, candidates had very little information about a company’s culture, workload, salary, and perks. The only way to learn about a company was to track down someone who worked there and ask them, or just to apply and hope you made it to the interview stage. When the information was distributed unevenly like this, the employers had the upper hand.

But that’s no longer the case. With the introduction of sites like Glassdoor and PayScale, employers no longer control all the information. Today’s candidates now have the ability to research everything from your company’s salaries to your snack selection before even stepping foot in your office. They’re also highly connected and not afraid to share their opinions with their networks, especially when they have a negative experience. The power that talent has to research and spread information about your company means that creating an outstanding candidate experience should be one of your top priorities as an employer.

2. The rise of the new People team

People teams are changing, too. We’ve heard countless CEOs say that talent is their company’s greatest asset, and Talent Acquisition and People Operations have gotten the memo! In order to prove to executives that these departments are not simply service functions but drivers of organizational change, they need to arm themselves with data and insights. This means that understanding recruiting metrics and reporting on them to the executive team is hugely important.

According to Bersin by Deloitte, US companies are spending 7% more than they did year-over-year on recruiting. And the US Department of Labor estimates that the cost of a bad hire can equal 30% of the employee’s potential first-year earnings. Plus, with the concept of Employee Lifetime Value (ELTV), it's never been easier to show a direct correlation between great People Operations practices and your company's bottom line. These points demonstrate that making good hires isn’t just an HR concern – it’s a business concern.

3. Changing priorities

Unfortunately, many companies treat recruiting as a nuisance—something that you need to get out of the way as quickly as possible so you can focus on other things. But that’s not the way the new People teams think about recruiting. And it's certainly not our approach at Greenhouse. We believe that recruiting is one of the most important activities you engage in, and an area that requires investing more time upfront rather than skimming through it as quickly as possible.

Instead of treating recruiting like a burden and looking for ways to reduce the time you spend on it, we treat the process with respect and strive to help you get better.

A few ways Greenhouse can help

Our goal is to make it as easy as possible for companies to implement recruiting best practices, so we’ve built them right into our product. We’ve created a framework for structured hiring so recruiters can easily partner with hiring managers, and everyone involved in the hiring process understands exactly what their role is and why. We’ve built a candidate survey so you can easily measure the quality of your candidate experience. We’ve optimized reporting and insights to help identify inefficiencies and optimize the process. And we’ve included visualized reporting and analytics so it’s never been easier to share real-time status updates.

It’s never been a more exciting time in the working world, but change has also never come this fast. Let us help you be the driver of change in your organization.

Feel like you’re ready to make some changes to your company’s approach to talent acquisition? Click here to download a copy of the ATS Buyer’s Guide to facilitate the decision-making process.

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Melissa Suzuno

Melissa Suzuno

is a freelance writer and former Content Marketing Manager at Greenhouse. Melissa previously built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.