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?
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[…]
A company, divided… in a good way. Everwise is a company built on two coasts. After selling their last company, Audium, to Cisco in 2006, Mike Bergelson and Colin Schiller, decided to try their hand at another big problem: career development. In 2012 they started building Everwise, the talent development company that helps customers like MasterCard, Oracle, Sony, and Salesforce develop and retain their valuable workforce. And they’ve built it from New York and San Francisco. Now at 100 employees, the business-side of Everwise resides in San Francisco, while product and development are based in Manhattan. From the start this 2,910 mile divide meant that Everwise had to be an organization built on maturity and collaboration — traits that carry[…]