Simplest possible example and it kills me that everyone doesn’t just auto-operationalize this: assume you are hiring for some role which is relatively fungible and high-frequency, like e.g. “our basic engineer.” If you interview someone and make an offer, and they turn it down:
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You should put that person on some sort of nurture list for forever, just like your sales team would do because they’re competent at sales, and periodically take a whack at them to touch base about the new adventure and see if they’re happy.
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Also given that it literally leaks onto Twitter when performance review season happens at tech companies and at least some people end up quite disappointed, you’d think that would be a great time to renew acquaintances with people who might plausibly wonder what changes to make.
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Lots of fertile ground here applying modern marketing to recruiting
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