Greenhouse Recruiting – Cultivating Talent in the Modern Workforce


Greenhouse provides tools to help organizations create a strong candidate experience and attract top talent. This is accomplished through a structured hiring process and branded careers pages.

The interview process can be streamlined with the help of an integrated calendar and automated email reminders. The platform also allows recruiters to customize their interview kits and create scorecards that will lead to consistency in evaluating candidates.

The Recruiter’s Role

The recruiter plays a crucial role in cultivating talent. They must be able to identify the best candidates and ensure that all hiring team members are on the same page with their evaluations. They must also be a good listener and provide candid feedback to candidates.

During the role kickoff meeting, the recruiter should help the hiring manager, and interviewers define the candidate attributes that will be used to evaluate the applicant. These attributes may include skills, personality traits, qualifications, or technical skills. Then, they can create a scorecard to ensure consistency in their evaluations.

The recruiter can share their evaluations with the interviewing team using @mentions in comments on a candidate’s profile, scorecard, or application review. They can also connect their account to greenhouse recruiting to receive reminders before their interviews or after their scorecard is due. It will allow them to be more efficient and productive when conducting interviews. They can also use Greenhouse’s API to access the programmatic data of candidates for a specific job.

The Hiring Manager’s Role

Hiring managers can also configure tools that remind them to remain objective and consider qualifications and criteria relevant to the role when evaluating candidates. It ensures unbiased selection of the best candidates for every position.

The significant actions and communication between your organization and a candidate are recorded on the candidate’s profile. It includes all emails sent, scheduling details, and conversations between team members captured within the activity feed. All this is available to all team members with primary access except those whose permission level is set to hiring manager or above. These team members must contact their recruiter or people success to request access to more granular information on a specific candidate.


The Candidate’s Role

 Applicants can easily track their application progress and view their interview notes automatically synced with their scorecard. Additionally, they can share their feedback on the interview process. The platform also enables them to create a tailored resume for each job they apply for. It ensures that their resume will be searchable by recruiters and hiring managers. Including keywords and phrases from the job description in your resume is crucial to increase its chances of ranking highly in search results.

The diversity, equity, and inclusion (DE&I) solution helps eliminate bias in the interviewing process. It offers a variety of tools, including an inclusion nudge, which reminds interviewers to consider qualifications and criteria relevant to the role when evaluating candidates. These nudges can be activated at various points in the interviewing process, such as when adding referrals or creating scorecards.

The Employer’s Role

A structured hiring process and a well-defined role for each team member will help the organization cultivate talent. It will allow for a more efficient hiring process and eliminate the need to duplicate efforts across multiple teams.

All team members should have access to the dashboard. Non-team members who wish to participate in the interviewing process should be added as pool admins to a prospect pool within the platform. They can contact the recruiter using the access request template to do this.

To ensure the interviewing process is objective, it is essential to abide by legal recruiting practices. It includes ensuring that all interviewers have an equal opportunity to evaluate candidates and that no one candidate is prioritized over another. Using the tools available, such as inclusion nudges, can also help prevent bias in the hiring process. These can be activated during different components of the interview process, from application review to creating scorecard summaries.