Teamable Blog

A blog about recruiting, talent management, and trends

Q&A with Shauna Geraghty, Head of Talent at Talkdesk

Shauna Geraghty, Head of Talent at Talkdesk, sat down with Daniil Karp, Director of Marketing at Teamable, to share how her team develops their KPI and metrics strategy. The full conversation can be found here: Planning for Success: Setting Your 2018 Recruiting Metrics and KPI Strategy.

Best Practices for Interviewing Employee Referral Candidates

We don’t have to convince you of the reasons why you should focus on building an employee referral program, right? Just to refresh you on why employee referral programs are so effective, in a nutshell, they lead to faster hires who perform better and stick around longer. If you’d like more specific facts and figures, you can check out some of the most compelling stats here.

Let’s say that you’ve seen the numbers and you’re already bought into the idea of launching an employee referral program. What comes next? How should you treat referred candidates—and the employees who referred them—during the interview process? Remember that your referral program rests on one important factor: employee participation. Let’s explore a few best practices to help you keep employees and the people they refer happy (even if they don’t end up getting the job).

Your First 90 Days as a Head of Talent

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So you’ve just landed a role leading a talent team—congratulations! Depending on the size and structure of your organization, your title might be Vice President, Director, or Head of Talent, but for most of these roles the expectations are the same: You’re responsible for the systems of hiring, rewarding, managing, and developing the people within your company.

How should you approach your first 90 days on the job? CTPartners recommend that, “the first 90 days on the job is a critical time period for gathering information, making first impressions, and setting a tone that will best facilitate a strong human resources leadership tenure.”

Let’s investigate what that might look like in practice.

The 3 Pillars of Talent Acquisition (Part 1): The Candidate Experience

This is a guest blog post by Shauna Geraghty, Head of Talent at Talkdesk. Join Shauna this week as she hosts Teamable's January webinar: Planning for Success: Setting Your 2018 Recruiting Metrics and KPIs Strategy.

The start of a new year is the perfect time to assess your Talent Acquisition team’s performance from the previous year and refine your KPI strategy for the upcoming year. At Talkdesk, we are doing just that. We had an incredible 2017, expanding into new markets, opening a new office and growing at breakneck pace. As such, it is important for us to step back and take a comprehensive approach to analyzing our Talent Acquisition team’s performance so that we can accurately plan for the new fiscal year and maintain this incredible momentum.

8 Ways to Optimize Your Interview Process & Reduce Bias

Let’s say that you’ve been inspired by a story like the one from Aubrey Blanche at Atlassian (Aubrey boosted the number of female technical hires by 80%—you can learn how she did that here). You’ve decided that building a diverse team is a priority at your organization. You’ve revamped your pipeline and recruiting strategies to bring in candidates from a broader range of backgrounds. So what comes next?

How to Build & Promote Your Employer Brand to Support Diversity Recruiting

Pop quiz: Does your company value financial performance, innovation, and tapping into new markets? Here’s a hint: The answer should be yes for at least one of these points,if not all of them! And if that’s the case, you’ll want to think about how you can actively promote diversity and inclusion, since more diverse companies have been shown to outperform less diverse peers on all those dimensions (and more—check out some of the most impressive statistics on diversity and inclusion here).

3 Metrics Your Recruiting Strategy Needs to Succeed

Measurement should be the backbone of annual planning. But in our demanding talent acquisition world, it’s easy for it to fall to the bottom of our list of priorities. A 2016 LinkedIn Global Recruiting Survey revealed that “only 33% of recruiters feel like they are able to measure their impact on the business.”

How Climate Corporation Rolled Out Structured Interviewing

Here’s one of the paradoxes of the modern working world: Not everyone is naturally skilled at conducting interviews, yet pretty much everyone is called upon to interview candidates. It’s a funny contradiction—we wouldn’t ask a salesperson to go into a meeting with a prospect with no advance preparation, yet we ask our engineers, marketers, and customer success people to do the equivalent every time we send them into an interview with no plan.

4 Steps to Building a Strong Employee Referral Culture

In modern companies, it’s no longer factories or machinery, but your people, that are the most valuable resource.Employees are the ones that develop new and innovative products, drive sales and customer success, and define the long-term viability of your organization. It’s key that your executive team and all your employees understand this new reality and appreciate how vital hiring is to the success of the company.

6 Ways to Boost Employee Referrals

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