Recruiting technology is making sourcing, engaging, and vetting candidates easier than ever, but don’t underestimate the value of in-person meetings. Not every aspect of the hiring process should be automated.
At this point, there’s no denying that technology and software have changed the hiring process for the better. Tools like LinkedIn make it easier to source, engage, and vet top candidates, while total recruitment marketing platforms optimize your brand’s presence, educate top candidates on your opportunities, and allow you to generate greater value from your recruiting efforts.
I’m a big fan of that technology and other tools — like email and applicant tracking systems — that make recruiters and hiring managers’ jobs significantly more efficient and effective. But as great as those tools and technology are, they aren’t a complete replacement for what I think has become a forgotten component of the hiring process — regularly scheduled in-person status update and debrief meetings.
In mid-May, I had the privilege of presenting to a collection of sales executives from OpenView’s portfolio at the firm’s Q2 VP of Sales workshop. The goal of the event was simple: To bring together VP Sales peers in our portfolio to discuss the handful of topics that really mattered to them in terms of with scaling their teams and increasing revenue.
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide you’ll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Hiring and retaining top talent is one of the most important steps you can take toward building and scaling a great business. But it isn’t always easy. In fact, many companies struggle to make effective hires, which often reduces productivity and morale, and increases costs. Fortunately, by following a tested and proven hiring process, you can greatly increase your chances of bringing the right candidates on board.
A few months ago, one of the VPs of Sales in our portfolio shared a document with our Talent team called “The Four Kinds of Sales People,” based on the categories defined by Chuck Mache, author of the book by the same name. The VP of Sales uses this document as a double-check for himself to ensure he is hiring the right type of sales person for his organization, and it’s something I’ve now adopted into my thought process while conducting sales interviews, as well.
Want to learn the key to finding, engaging, and hiring software engineers for your company?
The battle for the top software engineer talent may be tough, but we’ve got you covered. In this 30-minute webinar, OpenView’s Meghan Maher, Katy Smigowski, and Diana Martz discuss the best strategies and practices for recruiting and hiring software engineering talent.
If your idea of the perfect pitch for software engineers is “the opportunity to work with cutting-edge technology,” you’re setting yourself up for failure. Tune in to this week’s labcast to hear OpenView’s Diana Martz share more insights into our latest report, How to Win the War for Top Tech Talent.
Recruiting software engineers may be an uphill battle. With so many tech companies and a high demand for software engineers, attracting the top tech talent seems like an all, out war. No need to wave that white flag. We’ve got you covered with our latest report, “How to Win the War for Top Tech Talent.”
OpenView’s Director of Talent Diana pinpoints the key findings of the points. Listen in for advice on recruiting, engaging, and retaining the most qualified software engineers.
As many tech entrepreneurs and startup founders well know, recruiting software engineers isn’t easy. In fact, it’s often a case of all out war.
OpenView’s report, “How to Win the War for Top Tech Talent,” helps address this issue by sharing the firm’s deep experience recruiting software engineers for more than 20 expansion-stage technology companies around the country. That experience is also bolstered by our findings from a recent proprietary survey of hundreds of software engineers and technical recruiters nationwide.
Entrepreneurs like Zappos CEO Tony Hsieh and venture capitalist Brad Feld have made the case that cultural fit trumps competence, but should you really turn away someone who is highly qualified if they are weak culturally?
As a recruiter, I’ve long been a proponent of the importance and value assessing cultural fit in the expansion-stage recruiting process. In fact, I think ensuring that candidates align with your company’s vision and values, management style, and workplace environment is critical to early-stage recruiting success.
That being said, I’ve been slightly surprised by just how far the pendulum seems to have swung in favor of cultural fit.