Last week, we kicked off a new series on starting a startup internship program. In this post, you’ll learn how to write effective intern job descriptions and design a killer intern hiring plan.
Building effective job descriptions for internship openings is just as important as building great descriptions for full time openings. After all, you still want to attract the best candidates for the role, right?
In fact, descriptions for internship openings can be even more important since you rely on the inbound candidates almost exclusively — as opposed to full time openings where you may proactively recruit passive candidates for the opening.
Millennials often get a bad wrap for being lazy and self-absorbed. In this post, HubSpot Sales Director Dan Tyre and OpenView Sales & Marketing Associate CeCe Bazar offer three arguments for hiring millennials.
Editor’s Note: This article from Dan Tyre originally appeared on HubSpot’s Inbound Hub as “The Fallacy of the Lazy Millenial.”
This summer, colleges and universities across the country graduated a fresh new class of 20-somethings who are hot on the trail for their first employment opportunity. These recent college graduates are hungry, eager to make quick impact, and are working overtime to overcome two obstacles: A transitioning job market and a label that holds a negative connotation — millennial.
From cost savings to eagerness to take on new projects, interns can offer substantial value to your company. But finding qualified interns takes more than simply hitting submit on a job board. In this new series, OpenView Senior Talent Specialist Meghan Maher shares her best practices for building a successful internship program.
If developed and managed correctly, internship programs can add substantial value to your company. In this series on internship programs, I will provide advice on the best practices on implementing an internship program and managing interns.
When it comes to startup recruitment and job searching, it really doesn’t get much better than LinkedIn — or does it? Let’s break down the pros and cons of the latest hot recruiting tool — Jobr, the “Tinder-for-jobs” app.
I have no idea how companies found candidates in the pre-LinkedIn days. Thanks to LinkedIn, we now have access to effectively anyone and everyone interested in new job opportunities (and even those that aren’t!). Not to mention an endless amount of tools to keep track of prospects, our recruitment pipeline, and interview loops. Yes, sites like Monster, Career Builder, and Indeed helped pave the way for easier sourcing, but lets face it, who’s using these anymore? LinkedIn came in and completely changed the game. While I may have weekly issues and bugs to work through with their help desk, there’s no question the majority of candidates are here. Nevermind Meet-up, Github, and the like. This is it. As far as online recruitment goes, it doesn’t get much better than this — or does it?
Money may be a great motivator, but the truth is these five things can play just as big a role in attracting top talent.
I interview many candidates, and one question I always ask is:
What’s your motivation for speaking with me today?
Typically, I ask this question at both the beginning and end of a call. Very rarely will I receive a response that compensation is the driving factor in a search, regardless of whether it’s a passive or active candidate.
The truth is while compensation is definitely a motivator, it’s not always top-of-mind at this point in a hiring process. Money is a great motivator, but what other benefits are candidates looking for when they’re making a decision to leave or stay at a current role?
San Francisco-based API management platform Mashery understands that its people are its biggest asset — and that’s particularly true of the company’s Customer Success function. Mashery Head of Global Customer Success, Boaz Maor, reveals the one quality he looks for when hiring for customer success.
When leading API management solution Mashery kicks off a search to add a new employee to its growing Customer Success team, the company typically receives and reviews resumes from people with a variety of backgrounds. Some have worked in sales, marketing, IT, or product management. Others have a more direct history in customer service, professional services or support.
Company culture may sound like just another buzzword, but it is crucial to attracting and retaining top talent. OpenView’s Brandon DeWitt offers his tips for incorporating company culture into recruiting.
Company culture is more than just a buzzword. It represents a movement focused on making improvements to the company’s success and the attracting top talent. It includes the organization’s values, visions, norms, working language, beliefs, and habits. Company culture also provides the underlying motivation that keeps a company on keeping an organization on-track and motivated to reach higher goals.
Is your hiring process keeping up with your plans for growth? Monetate VP of People Ben Russell outlines three core responsibilities you need to take on in order to prepare your team to scale.
Sometimes growth happens when you least expect it. Before you know it, your product is taking off and you find yourself in an enviable, but still difficult position — you need more hands-on-deck, stat. The last thing you want is to be caught scrambling for new hires and put into a position where you’re rushing decisions that will have such a significant, lasting impact on your success.