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I'd be curious to see the results of A/B'ing doing all the stuff in this article vs just advertising (competitive) pay upfront.

by twalla 4y ago

flreln 4y ago
A YC founder I’m in the same WhatsApp group with said "I've seen roughly 10x the volume of high quality senior+ applications after doing this a few times now"
- twalla 4y ago
  Advertising pay up front or doing candidate outreach as outlined in this blog post?
  - flreln 4y ago
    Doing candidate outreach as outlined in the post vs traditional recruiting methods
indymike 4y ago
HR Tech company founder here. When you advertise a competitive salary in your job, you can expet 18% more people to apply for that job. This is across all job boards we've tried. Research is across 450,000 job applicants for 13,200 jobs: Top 3 things you can do to get more/better candidates: 1. Include salary in job ads (and make sure it's competitive) 18% more applies. 2. Talk to every applicant as quickly as you can and certainly before resume screening 14.4% of resumes we checked had an inaccuracy that would have resulted in a screenout. By talking first, you can find and fix these problems and keep some very good talent in the pipe. 3. Remove unnecessary qualifications and preferences. Removing "degree perferred" where it doesn't matter can get 8% more applies. Removing bad technical requirements can make a huge difference, too. No one has 20 years of Docker expeirence.
- matijash 4y ago
  awesome insights, thank you!
- thrwyoilarticle 4y ago
  >3. Remove unnecessary qualifications and preferences. Removing "degree perferred" where it doesn't matter can get 8% more applies. Removing bad technical requirements can make a huge difference, too. No one has 20 years of Docker expeirence. Does this have a disproportionate effect along gender lines?
  - indymike 4y ago
    > Does this have a disproportionate effect along gender lines? No, it just turns off the best candidates quickly.
- robocat 4y ago
  > 18% more applies What do you use as a proxy metric for the quality of applicants? 18% more great applicants is a world of difference from 18% more shit applicants.
  - indymike 4y ago
    % qualified... which goes up, but is inside the margin of error.

I'd be curious to see the results of A/B'ing doing all the stuff in this article vs just advertising (competitive) pay upfront.

by twalla 4y ago

I'd be curious to see the results of A/B'ing doing all the stuff in this article vs just advertising (competitive) pay upfront.

flreln 4y ago

A YC founder I’m in the same WhatsApp group with said "I've seen roughly 10x the volume of high quality senior+ applications after doing this a few times now"

twalla 4y ago
Advertising pay up front or doing candidate outreach as outlined in this blog post?
- flreln 4y ago
  Doing candidate outreach as outlined in the post vs traditional recruiting methods

indymike 4y ago

HR Tech company founder here. When you advertise a competitive salary in your job, you can expet 18% more people to apply for that job. This is across all job boards we've tried. Research is across 450,000 job applicants for 13,200 jobs: Top 3 things you can do to get more/better candidates: 1. Include salary in job ads (and make sure it's competitive) 18% more applies. 2. Talk to every applicant as quickly as you can and certainly before resume screening 14.4% of resumes we checked had an inaccuracy that would have resulted in a screenout. By talking first, you can find and fix these problems and keep some very good talent in the pipe. 3. Remove unnecessary qualifications and preferences. Removing "degree perferred" where it doesn't matter can get 8% more applies. Removing bad technical requirements can make a huge difference, too. No one has 20 years of Docker expeirence.

matijash 4y ago
awesome insights, thank you!
thrwyoilarticle 4y ago
>3. Remove unnecessary qualifications and preferences. Removing "degree perferred" where it doesn't matter can get 8% more applies. Removing bad technical requirements can make a huge difference, too. No one has 20 years of Docker expeirence. Does this have a disproportionate effect along gender lines?
- indymike 4y ago
  > Does this have a disproportionate effect along gender lines? No, it just turns off the best candidates quickly.
robocat 4y ago
> 18% more applies What do you use as a proxy metric for the quality of applicants? 18% more great applicants is a world of difference from 18% more shit applicants.
- indymike 4y ago
  % qualified... which goes up, but is inside the margin of error.