Learn more about humanresources with this collection
How to build trust in a virtual environment
How to manage remote teams effectively
How to assess candidates remotely
Attracting direct referrals to save on costs:
As recruiters charge 20% — 25% of the recruit’s annual salary, startups quickly hire in-house recruiters in an effort to save money.
14
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These don’t work:
12
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Pre-Interview:
13
92 reads
Great candidates:
13
86 reads
Due to talent shortage, tech salaries have grown quickly. Great for coders, but for startups, this cuts both ways. To attract new talent, we pay more money, but the growing trend in salary increases means that it’s easy for your competition to poach your best talent — just wait a year for the market to change enough & make an offer too good to refuse.
12
68 reads
12
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Startups are miserable at interviewing candidates. To assess skills, founders rely on their existing engineers, but most engineers are terrible at interviewing candidates.
Instead of assessing a candidate’s abilities, engineers often pick stock puzzles (puzzle performance has zero correlation with job performance), whiteboard coding demonstrations (nobody codes on a whiteboard on the job)
12
68 reads
The best resumes are just a way to aggregate an overview and evidence of things the candidate actually produced.
Great candidates highlight accomplishments & products they built. Mediocre candidates list a bunch of skill buzzwords with no supporting evidence.
13
77 reads
13
80 reads
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