Great news, you sweet wonderful talent acquisition pros, you! The Phone Screen is back for round 2, and it's chock full of tips, tricks, and the real work stories of a recruiter who gets stuff done. In this installment, we caught up with Greenhouse’s Senior Recruiter Ariana Moon to learn about her path to recruiting, the tools and metrics she uses most, and how she’d like to see this profession change.
Talent pros know full well the importance of an inclusive company culture in attracting top talent and keeping them around. But it's not enough to articulate the culture on your website and Glassdoor profile. How do you measure and improve your culture in the interest of optimizing your hiring and retention functions?
Welcome to The Phone Screen! Every week, we're featuring the talent folks who get stuff done. Just like the first part of your hiring process, we're going to get to know people a little beyond their resume by asking about their background, wins, favorite tools, and thoughts on most meaningful recruiting metrics. For our inaugural installment, we caught up with Honeybook's Employer Brand Manager and Talent Partner, Jess Park.
“And now, I’m gonna hand it over to Tim from HR, for a quick update on talent.” Tim, your talent team’s HR business partner, dutifully saunters to the front of the room and takes his position at the podium. He reiterates headcount goals, goes over the open roles he’s desperate to fill, and then--stop me if you’ve heard this one before--implores the company to send over their referrals.
“Referrals are an excellent source of hire, they’re more likely to take the job and more likely to stick around, so please, think about who you know and send them our way.” Tim goes on to explain that for a limited time only, there’s a special $10,000 bonus for any referred senior software engineer who gets hired. Cue some chipper murmuring from the crowd.
So, how does this story end? With an influx of referrals and a slew of great hires? Spoiler alert: Bruce Willis was dead the whole time and so was Tim's referral pipeline.
50 recruiters walk into an office. I forget the punchline, but the result is an afternoon of rich conversation surrounding recruiting metrics, setting up referral programs (anyone know a good tool for that?), and creating a reliably strong candidate experience. First on the docket was some hiring pipeline data collected from real talent teams, hot off the presses from Lever: