Behavioral designer inspires a new way to reference, born out of Stanford

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You gave up on referencing a while back. You spent far too long trading voicemails with ex-managers that quite rightly couldn’t prioritise your conversation. It gave you an unwelcome reminder of agency recruiters forcing out another ‘hope you’re’ well’ voicemail, that deep down, they knew would fall on deaf ears.

Behavioral designer Nir Eyal designs systems and products to instill certain behaviours. In 2012, he proposed a Nirly perfect new referencing system. Nir credits the system to Irv Grousbeck at Stanford. He proposed that we take advantage of people’s laziness to remove bias from referencing and infer the information we need to hire. This can be done by emailing referees and asking them not to respond unless the candidate was in the top 10% of people they’ve worked with, giving them an easy way out. Only in exceptional circumstances where the candidate was something to behold, should they respond with a reference. This is an interesting take on referencing as a whole and is far more effective than the usual confirmation bias reference calls. However, since referencing is what Zinc does, we’ve got a couple of tweaks to suggest. …


Generate bespoke culture-add reference questions for your company

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Janice, the reference question juicer. By Jonathan Trancozo

Why is referencing broken? The practice hasn’t evolved since the dark ages, when Fred Flintstone landed his first stonemason apprenticeship. Aside from referencing technique, a simple place to start is asking better questions. There are countless studies into interview questions. This has translated to iterations of advancements in interview questioning. But we revert to the dark ages when it comes to referencing. We ask impossible, loaded, closed questions like “Would you rehire?”, “How many sick days did they have?” or “Did they have any disciplinaries?”.

Is it any wonder we get reference refusals, useless date checks and biased information with this primitive line of questioning? …


Five tips to reignite your Recruitment Operations in 2019

You can run a good recruitment team with tactics. You can run a great recruitment team with strategy. In early 2019 the zeitgeist is pointing us firmly in the direction of doing more with less, and RecOps can help us to do just this. By taking a step back from the daily grind of ‘Find, Recruit, Hire, Repeat’, ‘Find, Recruit, Hire, Repeat’. RecOps can be used to spot bottlenecks and inefficiencies and in time, make everyone’s lives run more smoothly.

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With RecOps meaning different things to different organisations, it can be hard to put boundaries around a role with such potential and breadth. …

About

Luke Shipley

Co-founder of ZINC :::> https://zinc.work/ <::: Creating sustainable work data with Zinc’s employee background checking tools.

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