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.