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…
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

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More from @HungLee

8 Sep
I've finished my sandwich, so how here's the 🧵

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
Read 22 tweets
8 Sep
Now in Jiangmen: they are talking World Cup qualifiers. Much more my scene.…
talking about China's chances after losing 1-0 to Japan last night. They don't fancy their chances against Vietnam, a must win fixture
switched to discussing England vs Poland tonight. They seem to think it is a foregone conclusion, a matter of how many England will score
Read 4 tweets
5 Aug
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.. 👇 Image
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 👇… Image
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 Image
Read 22 tweets
21 Jun

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 🧵 Image
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 Image
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 👇 Use Foresight Forecast
Read 22 tweets

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