Mistakes Recruiters Make When Looking for Top Talent

By Erin Sherbert, Content Marketing Manager, Salesforce

It’s fair to rely on gut instinct to make businesses decisions. But it’s smart to rely on data and analytics if you want those business decisions to help grow your company.

Fortunately, we know people like Kevin Chiu, Manager of the Sales Development over at Greenhouse Recruiting, who pinpointed ways in which small businesses can refine their data strategy, especially when it comes to looking for top talent.

Oh, and he also talked about why he’d be a lower-class peasant-turned knight if he lived in Medieval times.

Tell me about your company and what sort of solutions you offer customers?

Greenhouse Recruiting is a recruiting optimization platform that helps companies build and scale their recruiting processes. We fall under the Applicant Tracking System umbrella, but we take a totally different perspective on the recruiting process. When people think ATS, they are thinking of the classic idea where a software helps you post jobs and serve as a place for your resumes. That’s the easy stuff. What we do is make you great at the hard parts. We want to help you take the tedious things such as scheduling and emailing, and simplify that. We help you to get smarter at sourcing, conducting meaningful interviews, and providing insightful feedback; ultimately, we help you make better hiring decisions.

We offer one solution which is an all-inclusive recruiting platform. However, we recently launched Greenhouse Analytics to allow companies to get even more granular in their reporting so they can get more insights and spot bottlenecks and opportunities for improvement.

What is the biggest challenge your company is facing now and how are you jumping those hurdles?

Maintaining a clean CRM and enriching leads in real time. With 20-plus SDRs, we’re bringing in around 10,000 new contacts a week. Needless to say, we sometimes have duplicates and bad contact info. And we need to enrich those leads with additional information so we can save reps from having to manually enter in data, which wastes a ton of time. With that many new contacts, you’re bound to get some inaccurate emails, and since our SDRs are heavily email-based, that has a huge negative revenue impact on our team. Data.com has allowed us to automatically clean those leads to update them with accurate emails after they have bounced and move them to a “cleaned” stage so SDRs can quickly reach out again. The de-duping feature and direct line phone numbers has also increased the sales org’s productivity overall — we no longer have to manually merge leads or get stuck in phone trees clicking 1…1…1… and then 5 for a prospect’s extension to just get their voicemail. We’ve all been there!

What are 3 ways small businesses could refine their data strategy to gain better insights, especially as it pertains to new hires?

First thing is first. Proper training. Train reps how to search Salesforce accurately to make sure leads aren’t in the CRM before they prospect.

Use the right sales stack. At Greenhouse, we’ve brought on tools to help us prospect, de-dupe leads, enrich automatically, score leads, etc. A SDR’s manual work, especially in regards to data entry, is almost nil.

Bring on a Salesforce Admin to maintain the quality of your database and make improvements to align the entire org — not just in sales but customer success, marketing, and anyone who lives in Salesforce. We’ve just hired our first one, and he’s been transformational to Greenhouse.

What’s the best advice you’ve ever received and why?

My VP of Sales at my first college job asked our entire sales team what’s more important: working smarter or harder? Most of us said working smarter, and he told us we were all fools. “It’s about working smarter AND harder.” In this day and age, when you surround yourself in a room with people that are all smarter than you, that’s the only way to keep up and strive to be the best.

What are some of the biggest mistakes recruiters make when looking for top talent?

Not using data when making hiring decisions. It used to be okay to use your gut but when your company is scaling in a hyper-growth mode, you need data to help maximize the chances of making the right hiring decision, and minimizing the chances of making a hiring mistake, which costs companies millions of dollars.

Being retroactive and not proactive about recruiting. That’s not just making sure you’re always building a pipeline with qualified candidates, but also making sure that you’re improving your recruiting process. Seeing bottlenecks that are slowing that process and causing inefficiencies. Reducing hiring costs and the time it takes to make a hire. These are all things that need to be top of mind 24/7 for recruiters and talent acquisition leaders.

And just for fun — If you lived in Medieval times, what would your profession be?

Lower-class peasant-turned knight… Knight’s Tale is an all-time favorite film!

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