In the past 6 years I have been on the hiring side of things. I have read a thousand resumes and have interviewed probably more than a hundred engineers, both senior, junior and interns, and have seen common mistakes that cost people an invitation to even the first interview. In this post I will try to summarize the common mistakes and give advice how to avoid them.
Nicole Sievers, Platform Associate at NextView Ventures, writes this featured guest post about effectively hiring before you’ve been able to secure VC funding.
Guest Post: Getting poached sounds like just another cost of doing business, until it happens to you. My company, a video platform for businesses based in Kitchener, Ontario, was raided by poachers after a new company moved into the region. I soon heard through the grapevine that if their HR department discovered a potential recruit had already received an offer from us, they’d automatically make one of their own with an incremental signing bonus. In other words, they were essentially using us to do their employee vetting for them.
Guest Post: As one of the few female tech CEOs in Boston, I feel a tremendous amount of pressure to hire a diverse team. I fully believe that diverse teams are better teams. As a female CEO I thought it would be easier for me to find strong female candidates than other male founders, but historically, we have received 95% male applicants for all job postings which has led to a male-dominated team.
Lightspeed’s Startup Hiring Trends Report discovered that new hire onboarding, referral programs, and performance reviews were the most common. These programs are designed to foster career development, build company culture, and promote general employee well-being. They are the key to building and scaling successful teams.
People love to talk about themselves, and companies are no different. Explore the job pages at any tech employer and you’ll agree. Each job listing will contain boilerplate text about their fun-loving culture, describe their engaged and productive employees who enjoy solving big problems, and outline their generous benefits packages. But what about the job descriptions themselves?
It’s hard to overstate the inherent risks and cost associated with hiring, especially for early-stage companies. One wrong hire on a very small foundational team can delay product launches, sales execution or throw off the chemistry of a once well-oiled machine. So when you’re faced with a candidate who checks all the boxes on paper and demonstrates a mastery of the in-person interview, how can you be sure you’ve found the right person for the job?
This is a guest post from Maya Humes and the Lever team, who recently released their Diversity and Inclusion Handbook. Attracting, recruiting, and retaining diverse candidates isn’t rocket science, nor is it a walk in the park. It is a constant work in progress that – if done right – rewards you with tangible successes along the way. As long as you keep experimenting, iterating, and requesting input from both candidates and employees, it’s possible to build the diverse and inclusive culture you seek step-by-step. Lever’s new 70-page Diversity & Inclusion Handbook lists countless strategies to help teams do exactly that. Currently comprised of 50 percent women and 53 percent women in leadership, we share the journey that brought us here[…]
Why real conversations are at the core of Jebbit’s recruiting This post was written by Kaitlyn Kirkaldy of Jebbit, a company focused on high-impact interactive content. – – We try to keep it human at Jebbit. Our platform helps brands have conversations with and learn from their customers, so they can provide value to them. We’re helping these huge brands humanize themselves and build genuine customer relationships, so it’s always on our minds. That means we keep it human in our marketing, and in turn, our recruiting. You won’t find us messaging people to say things like, “join the latest, high-growth, mobile mar-tech startup in the Boston ecosystem.” Instead, you’ll find us grabbing beers and coffees and getting to know[…]
This post was written by Alison Robins of Officevibe. Officevibe is a company focused on creating simple, powerful tools for teams to drive engagement and improve culture. – – Picture this: Your employees love where they work. They’re loyal to their organization. They go above and beyond to make customers happy, because they’re happy. When an outsider asks about their organization, they actually recommend it as a great place to work. This is every HR professional’s dream, but how do you know how your employees really feel? Simple. Use an employee Net Promoter Score (eNPS) to measure your team’s mood. What is eNPS? eNPS, simply put, is a way for organizations to measure the loyalty of their employees and find[…]