Welcome back! It’s the third installment of ConveyIQ Weekly Roundup. We’ve gathered 5 interesting articles from HR and Talent Acquisition experts so you don’t have to. While you were busy chasing down hiring managers, a lot was going on in the world of HR, including an interesting first look at a potential Silicon Valley brain drain and expert tips for hiring executives at a startup. Enjoy!
In this piece from ERE, Kevin Wheeler paints the macroeconomic picture of Predictive Analytics and relates its impact on bias in recruiting. To avoid pitfalls like confirmation bias and the Hothand effect, he argues that “we need to trust the data more than our gut, and although data is not always right, the percentages are on the side of the data.” Knowing that, he gives four tips for recruiters and seven recommendations for candidates for how to manage the impact of decision making in the interviewing process. While the tips are valuable, I’d be interested to hear more about how pervasive analytics really is in HR current-day.
Silicon Valley, which is usually on the positive side of the brain drain, may be at risk of an exodus. This post from the Indeed Blog outlines some fascinating statistics related to job seekers in major metropolitan areas. They found that “44% of all job seekers located in San Francisco or San Jose are looking outside those metro areas for jobs.” On the flipside, those cities have the “third lowest growth of inbound tech job search at just 2%.”
What’s driving this seems to be that Software Engineers in San Francisco have the shortest average tenure compared to Software Engineers in other hubs like Seattle and New York. The rising cost of living in Silicon Valley is also a factor. What city is trending in a more positive direction? Austin, Texas, who is seeing the largest decrease in outbound job searches. In Austin, the average employee salary adjusted for the cost of living is the second highest in the nation, too. Plus the live music. Can’t forget the live music!
In the early stages, startups can be chaotic. Everyone is taking on multiple responsibilities, cash flow is burning, and… oh yeah, you have to make hires to keep growing. The most important of these hires are executives who are more specialized in their fields than the CEO. When the viability of your company depends on the right Head of Sales or Head of Product hire, you better make certain you get the right person. This is especially true for younger or first-time CEOs who benefit from surrounding themselves with advisors who have done it before. In this longer piece from ForEntrepreneurs, Josh Hannah offers a step-by-step guide for entrepreneurs to hire the best possible executive talent by using his “Extreme Referencing” method. It’s an enlightening post from a great thought leader in startups.
Talent acquisition trends come and go, but company culture will always be important. Candidates want to know what it’s like to work at your company and have insight into the place they’ll be spending 40 or more hours a week (that’s almost ¼ of their time). Recently, Asana, out of San Francisco, received a perfect score from Glassdoor and was included in their annual Top 10 Best Places to Work list. This article from Fast Company outlines how founders Dustin Moskovitz and Justin Rosenstein built an award-winning culture. Definitely check this one out to see how Asana went beyond just free meals and snacks to deliver an employee experience that cultivates professional growth and happiness.
Really enjoyed this piece from SHRM that starts off with a complicated question: “Should [companies] stop testing applicants for marijuana use now that more states have legalized it for medicinal or recreational purposes and popular acceptance of the substance has spread?” The drug remains illegal at the federal level, but medicinal marijuana is legal in more than half of the states in the US. Another handful of states have also legalized marijuana for recreational use.
In areas like Denver and Boulder, where marijuana use has been legal for a few years, an increasingly higher (pun fully intended) percentage of companies are removing screens for the substance from their pre-employment testing our of fear that most candidates would fail. Whether your company is considering removing these screens from the hiring process or not, SHRM recommends having a “clear, well-thought-out drug-testing policy for marijuana” that remains consistent.