Somebody, and by somebody I mean “Not LinkedIn”, should be tracking the expanded cinematic universe of a company’s hiring operation and proactively surfacing candidates based on it.
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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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At least until the person says they don't want to hear from the company anymore.
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Yes, of course.
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Similarly, if someone left in good standing/grace. Are they still happy at the new adventure?
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Even when the person itself might not be interested at the moment, they could know someone who is.
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I do this manually. It pays dividends. Some examples have had gestational periods exceeding 10 years.
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I know a couple companies that do this. One even has a whole group in Recruiting dedicated to exactly this. I’ve been staying in touch with them since 2007.
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google does exactly this
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Some ATS are building those sorts of tools. Essentially if a candidate gets to offer stage but does not get hired, put them in a list and invite them every event, check-in regularly, grab coffees, etc.... I think good recruiting agencies do a better job at this.
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