Totally What are examples of what you guys do? Who are others you'd consider very strong? What percentage of tech companies would you consider competent. Feel free to answer any to none of these haha
This is one reason why competent recruiting operations continue paying attention to you and building excitement between you accepting the offer and your start date.https://twitter.com/kevinakwok/status/1076533241258168320 …
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You have to be obsessive. Oftentimes you have to sell to people's family too. Understand what drives people, make it make sense in the full picture, not just for the individual.
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Yeah, I've been told about how some founders of large companies have dinner with s/o's or spouses as core part of pitch
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That is a thing the smartest entrepreneurs I know in Japan do, too, along with a periodic info session for non-spousal stakeholders (parents etc) so that they understand that working at a startup is not career suicide.
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Makes total sense, this space of employees networks is definitely not near fully explored.
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In graduate recruitment, with comparatively long ‘accept to start’ timelines, this is often referred to as a ‘keep warm’ strategy. The difference in confirmed hire rates between best in class and average employers can regularly be attributed to their approach/focus here.
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I'll just leave this here...https://inside.lever.co/an-unforgettable-welcome-to-the-team-1a0d946c85f8 …
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+1000!! Reading this as I literally get my stuff packed to move for the new job. It’s emotionally hard to leave x behind; great people ops (should) know this, and (should) keep the excitement to counterbalance the loss of x emotionally.
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On the flip side, there's an important lesson in
#retention here for management – don't peeve your top talent. It's not about never saying no, but saying no without the other party leaving peeved.Thanks. Twitter will use this to make your timeline better. UndoUndo
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75% of my college decision was because their acceptance letter came a week before the other ones
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And from the flip side, the candidate can do the same throughout the interview process. That’s why sharing an expected salary early on can be so detrimental—the company’s perception of the candidate’s value to the firm could change (increase) throughout the interview process.
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