Listening to customer service call in radio to try and improve my Canto. The fella seems to be buying some kind of incontinence miracle cure radio.garden/listen/fm96-2/…
totally agree with the hosts - they had to get rid of that last caller. Onto the next guy (they are all guys?), he seems at least coherent, if not continent
brilliant pre-close there by the host. 'Would you like to order one or two?' Er....I will order one for now, thanks. SOLD!
Next caller. It's actually a woman - so this is not a male health problem. I think it's actually an insomnia cure. Lady caller immediately complains about the wait time. Host precloses with the same technique. Lady caller will take two
• • •
Missing some Tweet in this thread? You can try to
force a refresh
The meeting between recruiter + hiring manager is a critical part of the process. I spoke with dozens of recruiters from top class employers and condensed their insight into these 20 tips👇
1. Don't call them ‘intake meetings’
Language matters. ‘Intake’ is a one way download of information when the business needs you to be a two-way partner - the recruiting expert to advise and guide the hiring manager. Call it a recruitment strategy or kick off meeting
2/ Collect ‘Job conditions’ up front
Location, remote vs onsite, comp etc - most of this is not going to change, so why discuss it? Collect this up front to allow more time to agree on the important stuff - relationships, process, strategy. Use @jotform jotform.com
How to build social capital with software developers (as a tech recruiter)
The gap in respect between the recruiter and tech communities is vast. I spoke with tech recruiters, community builders, software engineers and hiring managers to find out how to close it.
A thread.. 👇
1/ Learn about the tech(!)
No one is expecting coding expertise, but recruiters must at least be familiar with the work, how technologies fit together, what roles in an engineering dept do what and why. Kamrans tech roadmaps, a great place to start 👇github.com/kamranahmedse/…
2/ Er….actually do learn to code (a little bit)
Give it a shot, why not? You will learn more about coding by actually trying to do it. Take a Udemy beginners course, crank out some crappy code. The value of the embedded learning will far exceed the cost to gain it
Last week, I started a conversation on how to hire more women engineers. Hundreds of people - tech recruiters, women engineers, CTO’s and founders shared thoughts and experiences.
This thread is a collection of THEIR insights 🧵
1/ De-bias company culture
If your founding team are male, good chance your culture inadvertently becomes optimised to hire for MORE male team mates. Think about your rituals, language, values - audit all of this to ensure every job candidates feels that they can belong
2/ Improve Demand Planning
Inclusive hiring needs MORE time. Old KPI’s like ‘TTH’ (time to hire) are killers for diversity goals. Better workforce planning gives you longer runway to build and hire from a more diverse candidate pool. Use a tool like Foresight 👇