Greenhouse Recruitment Software
The founder of Another8, Scott Robarge is an experienced and successful recruitment professional who has primarily focused on fast-paced technology companies based in California’s Bay Area. Over the course of his career as a recruiter, Scott Robarge has utilized a number of emerging recruitment technologies, including Greenhouse software.
Toward the end of 2013, Greenhouse released its innovative talent tracking and recruiting software to the general public. The software represented a significant improvement over traditional applicant tracking software (ATS). The outmoded ATS systems failed in a number of areas that are key to modern talent searches, such as the formation of a company-wide hiring plan, the creation of effective interview kits for different teams within the same organization, tips for insightful interview questions, and much more.
In addition to helping employers find and engage with potential employees, Greenhouse software can support businesses in determining how effective job advertisements and other outreach initiatives have been, as well as how to streamline future job offer promotions so that they reach the largest, most targeted audience possible. Greenhouse software has been used by a number of noteworthy businesses, including Airbnb and Gawker. More information is available at www.greenhouse.io.
LinkedIn Recruiter Spotlights
An authority in talent acquisition and human resource consulting, Scott Robarge has over 15 years of experience recruiting a wide variety of roles for cutting-edge technology companies primarily in the Bay Area. In 2010, Scott Robarge founded Another8. This company capitalizes on its extensive relationship-based network and in-house collaborative technology to meet the current and long-term talent acquisition goals of early and mid-stage technology companies. As an expert in the industry, Mr. Robarge recognizes the importance of networking and the use of social media like LinkedIn, Facebook, Twitter, and Google Plus to marry talent and opportunity.
A popular professional networking platform, LinkedIn released several features and product updates in 2017. Among these was LinkedIn Recruiter Spotlights, which works to to advance the talent solutions’ core competency. While LinkedIn Recruiter alone is an effective search tool, the Spotlights feature gives a whole new meaning to the results.
Spotlights accelerates and streamlines the sourcing process by sorting for candidates who are likely to respond to job invitations, open to new opportunities, and engaged with the brand. Moreover, the new feature determines whether a candidate has previously applied for the position or not. For recruiters and hiring managers, LinkedIn Recruiter Spotlights brings them one step closer to finding the right fit for the organization.
The recipient of a bachelor’s degree in industrial and operations engineering from the University of Michigan, Scott Robarge is an experienced talent recruiter who primarily works in the tech sector and founded the consultancy Another8. In addition to utilizing collaborative technology to network with and source prospective candidates for jobs, Scott Robarge utilizes social media platforms like LinkedIn and Facebook.
While LinkedIn and Facebook are two very different platforms, the latter is taking a page from the former by expanding its job-posting capabilities. Whereas LinkedIn was developed as a platform for business professionals, Facebook is dedicating its marketplace to lesser-skilled, blue-collar job seekers. On February 28, the company announced it was rolling out job postings in 40 countries.
Businesses will have the option to create wanted postings to a jobs tab on their page, the Facebook Marketplace, a jobs dashboard, and promoted ads on the news feed. Conversely, job seekers can auto-fill applications with information already on their Facebook profile and schedule interviews through Messenger. The jobs tab was first introduced in the United States and Canada in 2017, and it will now be available in countries such as Spain, Germany, Italy, Brazil, and the United Kingdom.
With more than two decades of experience working in recruiting, Scott Robarge serves as principal and recruiter for Another8, which he also founded. The San Francisco Bay-area firm focuses on connecting professionals with venture-backed start-ups and other high-growth businesses. To help connect with more individuals, Scott Robarge draws on social and professional networking sites such as LinkedIn, Facebook, and Greenhouse.
In late 2013, Greenhouse utilized $2.7 million in funding and opened its recruiting software to other companies to help with recruiting. Since many recruiters use Applicant Tracking Systems (ATS) to seek potential matches, Greenhouse sought to update and address many of these recruiters’ needs that ATS weren’t meeting. The ATS searches through resumes for specific keywords and narrows down the list of potential candidates. Greenhouse focused its ATS on drawing up hiring plans, conducting structured interviews, and collecting feedback from these interviews.
As a result, Greenhouse clients have changed their hiring processes, making the transition more organized and efficient. The interview kits help managers and interviewers comprehend the entire process without constant training. They walk the recruiters through the entire program, from determining hiring needs to sourcing candidates and helping recruiters to make data-backed decisions.
Scott Robarge, founder of the recruiting firm Another8, draws on two decades of industry experience. Scott Robarge and his team of recruiters focus on identifying client company needs and recruiting candidates to meet those needs.
Although technology has been a part of the recruitment industry for a number of years, experts believe that it has not yet gone far enough beyond the simple digitization of job boards. For the most part, recruitment technology begins by attracting potentially qualified candidates and subsequently eliminating those without a particular qualification or skill set. Industry innovators suggest that a more proactive approach is needed, both to improve the quality of the applicant pool and to source those candidates who are not actively looking for employment.
According to recruitment executive Jon Bischke, many Generation Y professionals expect companies to come looking for them if an opportunity arises. This stems largely from the social media climate that enables each person to his or her own online brand and the ability to constantly market themselves with minimal effort. Recruitment technology companies are leveraging this attitude to create programs that track candidates and reach out to them on a regular basis, which ideally improves both the candidate experience and the hiring company’s chance of finding the most qualified individual.
Scott Robarge leverages more than a decade of recruiting experience to lead Another8, a recruiting firm he founded that helps technology companies secure talent for a wide range of positions. In his recruiting efforts, Scott Robarge utilizes a variety of online recruiting platforms, including LinkedIn.
At its 2014 Talent Connect conference, LinkedIn announced a number of new tools designed to increase recruiting and hiring efficiency for companies using the site in 2015. LinkedIn currently offers a separate “Recruiter” profile tool that allows recruiters to network with personal connections, as well as supervise outgoing queries.
In 2015, the company is launching a data visualization tool that will allow recruiters with specific requirements to discover more qualified candidates by using search criteria such as experience level and geography. This tool will help recruiters gain access to a broader or more narrow range of data as needed. LinkedIn will also launch a second tool in 2015 that reveals patterns and spot trends across former successful hires, which will enable recruiters to focus on future candidates who may be suitable for the company culture.