We know that getting started with new software means there's a lot to learn. Don't worry, we've got you covered. Here you can find an overview of the transition process as well as a few instructional videos that walk through the basics of using Greenhouse.https://vimeo.com/162553046
There are several factors that contribute to how long it takes to get through the implementation process. Factors such as the number of open jobs that need to be created, the complexity of the system and job configuration, and your available engineering resources.
This guide provides a brief overview of the implementation process and is not entirely representative of every step performed during the implementation process. But don’t worry – whether you have 5 open jobs or 500, we’ll be there at every step to support you. If you have any questions along the way, don’t hesitate to reach out to your Customer Success Manager: we’re here to help!
If you want to learn more about Greenhouse Recruiting’s awesome features, training webinars and demo videos ensure you and your team get the most out of all the features that Greenhouse has to offer. Whether you're a seasoned veteran or a Greenhouse novice, we've got something for you! Need some advice on how to train your team, or want to point your organization to some additional info? Check out our “Training Your Team” videos!
We’re Here to Help!
Our Customer Success and Customer Support Teams are dedicated to making sure you have the support you need to be successful with Greenhouse. They'll help you get your account up and running, train you on how to best use Greenhouse, and answer any questions along the way.
Have more questions?
Find additional information in our Help Center or just ask us at email@example.com.
Now that you’ve seen Greenhouse in action, it’s time to start configuring your company’s organization, processes, and users!
Offices & Departments (and In‐House Contacts)
Offices and Departments are used to organize jobs both internally and externally. We suggest you configure your offices and departments before you begin configuring your job board.
Review the various permission levels and think about what type of user will have what permissions. In addition, the Permission Policies section in Greenhouse allows an organization to establish high-level restrictions and requirements of users with certain permission types.
If you have an approval process for jobs and/or offers, we suggest configuring those workflows now. By setting up these workflows, you can ensure that prior authorization is received prior to opening a job or extending an offer.
Jobs & Interview Plans
Once you have your systems set up, it’s time to get to the fun stuff: creating jobs!
Before you jump in and begin creating your first job, you can customize the job creation wizard. Don’t plan to post your job until later? No problem - just leave that step off. Want your recruiters to go through every step up front? Sure, we can do that! And if you change your mind, you can always update this later.
Interview Plans & Hiring Teams
The Interview Planning step of a structured hiring process is typically combined with the Scorecard Definitions step. Together, they define the criteria being measured and the interviewing strategy to evaluate these attributes using our Interview Kits.
Hiring Team & Alerts
Division of responsibilities makes the hiring process more efficient. Allocate the various responsibilities of the hiring process to members of the Hiring Team and set up alerts so they never miss a beat.
Candidates & CRM
Next, you’ll learn about managing your pipeline with Greenhouse. You’ll cover navigating the Candidate profile, managing dashboards in Greenhouse, moving candidates through the interview process, and communicating within Greenhouse.
Learn how to manage Candidates throughout the pipeline with useful tools like @mentions, candidate tags, advanced search options, etc… Additionally, configure meaningful rejection reasons specific to your organization.
For organizations with CRM, learn how to group talent into customizable pools of similar prospects for deeper visibility into your engagement pipeline. Create action plans through follow-up reminders, and assign owners and relationship managers for each pool of talent to streamline your team’s efforts.
With your system and processes set up, focus on how you can leverage data you collect to improve your recruiting performance. You’ll explore all of our available reporting options so you can find the one that best suits your organization.