Episode thirty two of The Tea On Recruiting will blow a new wind to your recruiting and hiring career: everything you need to know about sourcing on Clubhouse, and how to manage performance feedback. We hope you enjoy the video below as well as its transcript!
Hi there! Today, we’ll talk about how not to mess up feedback & how to source on CLUBHOUSE!
Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career! Here’s today’s first piece of content!
We read “Sourcing on Clubhouse: Everything You Need to Know”. So, what’s there to know about sourcing on the invitation-only social network that’s taking the world by storm?
Here are some pointers:
Looking for interesting profiles? Google this: site:operator + keyword… so site:joinclubhouse.com “CTO”, if that’s what you’re looking for.
Looking for upcoming events? Site:joinclubhouse.com date keyword
Et voila! And now, are you ready for our second article?
Your Performance Feedback is Probably Biased and an article we read says What you Can Do About It. Feedback is often poorly handled and it can even be biased… Especially when it comes to recipients with marginalized identities. How to solve this issue?
Now onto the…
The more barbaric your treatment of candidates, the more demonic their Glassdoor reviews on your company page.
Shoutout to a company we won’t name. Let’s see what they wrote about you:
“What a joke, tells me they love my CV got loads of relevant management experience (none in furniture). Had me drive all the way to Bristol from Torbay 180mile round trip only to reject me because I don’t have any experience in furniture.”
Admit it, you wanted this candidate to say that “I would walk 500 miles and then I’d walk 500 more just to be the candidate rejected for no experience with furniture”.
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