I promised threads about recruiting for the next week. Here's the first one on referrals. In growth/marketing speak: referrals are your organic growth, inbound is your brand, and outbound/sourcing is your ad spend. You want to growth-hack your referrals. Here's how. 1/n

2/ Referrals (people on your team referring candidates into your recruiting pipeline) is great because it scales with your org size. They also convert higher since one of their friends is trying to convince them to join, plus they are generally not interviewing at many companies.
3/ The main disadvantage is that they tend to re-enforce your current team makeup. So if you have a diverse team, referrals will continue that diversity, but if you do not, you'll be entrenching your existing makeups which can have some real cons.
4/ A common tool for incentivizing referrals is the referral bonus (the coolest version of which is in equity IMO, although $ works well too), but I think you can do a lot more by leveraging process (referral parties) and culture (creating real pride about your referral culture).
5/ Referral parties are about making a game out of referrals by (virtually) locking 2+ teams in a room for 60 minutes and asking them them to go all out putting together a referral list. Here's how to do it.
6/ Pick 2+ teams and tell them that you're putting a 60m block on their cal to do referrals. Have their manager explain why it's important, what the roles are, etc. The key step though is to get everybody to download a CSV of all of their LinkedIn contacts beforehand.
7/ At the start of the 60m you ask people to go through every name in their CSV and put a * next to anybody great they've worked with before and a ** next to anybody they've heard great things about that they think would fit the roles.
8/ Also ask them to note whether they are comfortable reaching out to the person or whether they are comfortable with recruiting reaching out to the person or whether nobody should reach out.
9/ You tell the two teams that whomever has more * and ** candidates within 60m wins the party (your choice whether you want to have prizes or what not, more on culture later). Competition is good. At the end, you ask folks to send recruiting LI profiles of the * and ** people.
10/ After the meeting, your recruiter takes the list, works with a HM to filter, and then decides whom to reach out to (either directly or via the team member depending on the preference). For the "do not reach out" folks, just keep them on around and check-in again in a quarter.
11/ This is super efficient. It costs 60m per team member, all they have to do is look at names of people they know from LI, and then it goes into the normal sourcing efforts. It's respectful of team members as they get to choose which names to give.
12/ Efficient process. Now what about culture? Well, like most things culture, you have to praise behavior that aligns with the culture you want. So if you want a culture that emphasizes referrals, you have to praise referrals.
13/ You can call people out at all-hands (maybe every quarter, you praise the people whose referrals led to the most interviews or the most hires) or via emails or ... One thing that I really like though is the referral tree (although we don't have one right now at Plaid).
14/ A referral tree is a manifestation of who joined the company because of whom. So if Alice came because Bob referred her, there would be a link between the two people. Or if Charles joined because Diana was the most convincing person during his sell chats, same.
15/ You basically build a physical (or digital) version that represents the importance of recruiting, the candidate experience, and referrals to your organization. And then you put the tree somewhere really visible and central (your lobby, your wiki).
16/ For those who are new here, heroes / icons / prizes / manifestations are a really powerful way to create culture. When you write it out it feels contrived, but in real life it resonates. You just can't do it too much and you can't have too many icons. So pick carefully.
17/ That's it. Growth hack those referrals and good luck recruiting all of the people! Just please do not recruit Plaids, I love them too much!

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The emergence of many new hypocrisies typically heralds an emerging new cultural synthesis.

Are you disturbed that you agree with one of those viewpoints? Or perhaps that other people you respect do?

1/x


Let me offer a framework for thinking about things like this, something called an “Omega Event.”

It was first described to me by Erik Martin, one of Reddit's first community managers:

In governance, Omega Events exist due to the fact that no system of beliefs, no worldview, no set of rules, can account for everything that will ever happen.

Eventually someone (or some group) will do something that lies outside the scope of all existing rules, and you will have to make decisions again from first principles.

Sometimes the Omega Event emerges from the confluence of many unrelated factors. When it does, it is wholly different from anything you’ve encountered.
big louis winthorpe III energy


i almost feel bad for the guy, because someone this absolutely clueless about how he sounds really shouldn't be allowed to post under his own name.

he seems like someone who *genuinely* means well most of the time, but it extremely easy to excite and wind up, and who is just profoundly dense about the wisdom of getting wound up the way he does in public.

on the other hand, the tara reade business was indefensible, exploitative, and gross. if there is ever a writer who desperately needs an editor to save him from himself, it's nathan robinson.

i had a few friends in high school who were well-meaning, wealthier than they realized, and in drama class, and most of them grew out of their nathan robinson stage because, well, it was oklahoma. there's almost something a little charming about the fact that he didn't.

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Recently, the @CNIL issued a decision regarding the GDPR compliance of an unknown French adtech company named "Vectaury". It may seem like small fry, but the decision has potential wide-ranging impacts for Google, the IAB framework, and today's adtech. It's thread time! 👇

It's all in French, but if you're up for it you can read:
• Their blog post (lacks the most interesting details):
https://t.co/PHkDcOT1hy
• Their high-level legal decision: https://t.co/hwpiEvjodt
• The full notification: https://t.co/QQB7rfynha

I've read it so you needn't!

Vectaury was collecting geolocation data in order to create profiles (eg. people who often go to this or that type of shop) so as to power ad targeting. They operate through embedded SDKs and ad bidding, making them invisible to users.

The @CNIL notes that profiling based off of geolocation presents particular risks since it reveals people's movements and habits. As risky, the processing requires consent — this will be the heart of their assessment.

Interesting point: they justify the decision in part because of how many people COULD be targeted in this way (rather than how many have — though they note that too). Because it's on a phone, and many have phones, it is considered large-scale processing no matter what.
THE MEANING, SIGNIFICANCE AND HISTORY OF SWASTIK

The Swastik is a geometrical figure and an ancient religious icon. Swastik has been Sanatan Dharma’s symbol of auspiciousness – mangalya since time immemorial.


The name swastika comes from Sanskrit (Devanagari: स्वस्तिक, pronounced: swastik) &denotes “conducive to wellbeing or auspicious”.
The word Swastik has a definite etymological origin in Sanskrit. It is derived from the roots su – meaning “well or auspicious” & as meaning “being”.


"सु अस्ति येन तत स्वस्तिकं"
Swastik is de symbol through which everything auspicios occurs

Scholars believe word’s origin in Vedas,known as Swasti mantra;

"🕉स्वस्ति ना इन्द्रो वृधश्रवाहा
स्वस्ति ना पूषा विश्ववेदाहा
स्वस्तिनास्तरक्ष्यो अरिश्तनेमिही
स्वस्तिनो बृहस्पतिर्दधातु"


It translates to," O famed Indra, redeem us. O Pusha, the beholder of all knowledge, redeem us. Redeem us O Garudji, of limitless speed and O Bruhaspati, redeem us".

SWASTIK’s COSMIC ORIGIN

The Swastika represents the living creation in the whole Cosmos.


Hindu astronomers divide the ecliptic circle of cosmos in 27 divisions called
https://t.co/sLeuV1R2eQ this manner a cross forms in 4 directions in the celestial sky. At centre of this cross is Dhruva(Polestar). In a line from Dhruva, the stars known as Saptarishi can be observed.