Our co-founder Connie Wong sat down with startup leaders from Zocdoc, KeyMe, and The Drone Racing League to gather insights on how to take the best, most decisive actions for maximum growth. Check out their tips on scaling your team for success.
Mapping out your 2019 hiring plan is an exciting process, but all of the legal jargon that you have to read through during it? Not quite as thrilling. But fear not: we’ve put together a list of some of the most major labor law and policy changes coming to NYC and San Francisco in 2019 in layman’s terms so you can push your hiring goals forward.
Disclaimer: Keep in mind that list is not exhaustive, and it’s important to keep up with all of the labor laws and policy changes that have just taken or will take place that may affect your organization whether you’re in New York City, San Francisco, or beyond. Be sure to reference official government documents for complete descriptions of the current labor laws, policy changes, and rulings described below.
A core part of any candidate’s offer package is the salary figure. In today’s competitive market, the salary is key to attracting and retaining top talent and represents what candidates’ varied skill sets, experience levels, and responsibilities are worth to your organization.
But figuring out salary ranges isn’t always an easy process—and we want to help. We’ve worked with thousands of innovative and growing companies over the years, and we’re excited to announce that we’re rolling out our very first Planted Startup Salary Guide in early 2019. To give you a sneak peek of what we’re working on, we’re sharing the average salary figures for the most in-demand business roles on Planted in 2018.
As much as hiring managers hate to admit it, ghosting is a natural part of the process. It can be time-consuming and overwhelming to reach out to every single applicant for the roles you’re interviewing for. Not to mention that it can be hard to find the proper words to let someone down gently, especially if they’ve been eager about following up with you throughout the process. It sucks enough to be the bad guy, so why be the bad guy AND directly reject someone on top of it?
But there’s a new phenomenon that’s come about recently: candidates are starting to ghost employers at rapid rates—even after the offer letter is signed, sealed, and delivered. In fact, a recent study conducted by Clutch, a B2B ratings and reviews firm, found that a whopping 40% of candidates find it reasonable to ghost employers during the interview process. This statistic begs us to question: should you be changing up your hiring process, or is this a trend that you simply can’t control?
In this busy, digital age where everything is “go, go, go,” keeping yourself healthy is more important, yet more difficult, than ever. While some of us are content lifting weights or going on long runs, others look for new and different ways to get fit. That’s where startups like these come in. Many of these companies help the general public find inspiration, stay motivated, and get healthy in all sorts of unique ways. Check them out: They’re all hiring for non-technical roles and they all include fitness benefits!
The first thing I do when I’m reviewing a potential candidate for a job I’m recruiting for is check who I might have in common with that person on LinkedIn. It’s a really valuable exercise - especially if I see the candidate is connected to the hiring manager for the open role, for example. I might even reach out to that hiring manager to get an opinion prior to putting that person into the interview process.
Candidate experience is a popular buzzword in the recruiting world, with tons of articles and blogs giving tips on how to improve candidate experience, suggesting everything from story boarding the candidate experience to hiring a Candidate Experience Manager. While these tips are mainly good, they make candidate experience seem more complicated than it is. At its core, candidate experience is about making sure your candidates are treated with respect during the interview process.
Luckily, there are many easy fixes that will help you win over candidates, even if you don’t have a ton of resources or time to dedicate.
Social media is great for documenting some of the best and coolest moments in our lives. But while we might look back at our photos and tweets and laugh at the things we did, potential employers might look at them and go “aw HELL no.” We’re talking about that photo of you when you were clearly plastered at 11pm in the pub, or that snarky tweet you sent mocking that one company or celeb after a PR blunder. Believe us, we’ve all been there, and it’s okay if you’ve done these things. The problem is that first impressions matter, and if your employer’s first impression of you is negative, they’re not likely to spend any more time on your application. Employers aren’t like your friends who understand what your lifestyle was like. They don’t know that you’re a very kind and helpful person 99% of the time. All they know is what they saw online when they went to see if you were a real person.
When you're hiring for technical roles, the rules are pretty clear. You know the hard skills you need, and you can test for the abilities that will make someone successful. Of course there are other factors that may play into your decision, but at the end of the day, you’re looking for someone who has a specific set of concrete skills. If you're searching for non technical employees, however, it can be a little bit of a trickier ball game! There’s more room for subjectivity and more of a grey area when considering desired skill set and potential. It makes sense then that the question we get most often from CEO’s and hiring managers alike is "how do we hire for intangible skills?!"
It isn't easy, and there's no one way to ensure you're doing it right. After helping hundreds of companies find smart, awesome non tech folks for their teams, we do think we've figured out a way to identify that startup je ne sais quoi.. If you know the right things to look for and create a culture that attracts it, we don’t think it’s that hard at all to hire for hustle.
Harvard. Yale. Stanford -- The only schools I'd hire recent grads from when I worked at LinkedIn and other tech startups, right? Wrong. In reality, I actually rejected a ton of Ivy League and Stanford candidates in favor of those from different educational backgrounds. Here are the schools that I ended up hiring from:
San Francisco State. Tufts. Bethesda-Chevy Chase High School.
Yep, you read that last one right. “High School” – as in no college whatsoever. Say what??? Was I hiring people to clean off the ping pong tables after a company bender? Nope. These were for a Product Marketing position on one of the sexiest teams at LinkedIn and for the founding sales team at an edtech startup with $10MM+ in venture funding. OK, so what gives? To understand why I hired who I did – and rejected the rest – you first have to understand why hiring is so different in tech than for old-school industries.
This is the advice of Willie Sutton, a notorious American bank robber during the early 1900s. While 99.9% of his life advice should probably be discredited, Willie has a point here. You may have the best idea in the world, but this idea won’t be able to flourish unless it’s executed in the proper environment; namely some place with plenty of creativity, intellectual talent, and most importantly, venture capital.
New York, Silicon Valley, and Boston have all made a name for themselves as VC powerhouses, but they’re also some of the most expensive places to live in the United States. The following cities may not be on your startup-radar, but given their recent success and affordability, perhaps they should be.
Adulting is hard. Correctly navigating between all the possible career paths is like trying to find help at the Apple Genius Bar: seemingly IMPOSSIBLE! You wave your hands above your head, signaling for anyone anywhere to come over and help, but no one is willing to give you the answers that you need. Luckily, when trying to find the right career path, you don’t have to rely on a hipster dude in a polo to get you where you want to go; according to some of the most successful people in the world, you have all the power and capability in the world to make stuff happen. You may just need a little bit of guidance before you start taking the world by storm -- Daenerys Targaryen style.
Here’s the best career advice from 8 All-Star CEOs.
“Palms are sweaty, knees weak, arms are heavy. There’s vomit on his sweater already: Mom’s spaghetti…”
If you were a teen in the early 2000s or if you ever made a playlist for some #gymspiration, you know those are the opening words to Lose Yourself, a song Eminem made about a freestyling rapper who chokes during a high octane rap battle. Though not as intense as a rap battle, job interviews can be super stressful and job seekers can choke and lose their cool in exactly the same way.
While your interviewer isn’t likely to be lobbing disses at you, they’ll almost definitely hit you with the dreaded “Gotcha Question.” Gotcha Questions are questions that seem to have no right answers. Questions that ask you to reveal, explain away, or rationalize some sort of personal vulnerability. Questions that cause people to cough, stutter, clear their throat or intentionally spill water on themselves to NOT ANSWER THEM.
But if you knew a Gotcha Question and prepared an answer before it was asked, is it really a Gotcha Question at all? (See our philosophy minor WAS worth it Mom!). We’ve scoured the internet* and compiled a list of the top 50 hardest gotcha questions likely to be asked during interviews so you won’t ever find yourself choking again.
If you’ve ever hired someone for a job (or applied to one yourself), you probably know writing the job description is one of the most important parts of any recruiting process. While some job descriptions seem like they were written by the Shakespeare of recruiting (or at least the Dan Brown), others seem like they were scribbled on a McDonald’s napkin as an afterthought.
Although they might take some time, job descriptions deserve your TLC. A poorly-written job description can encourage underqualified candidates from applying and can even prevent your target candidates from throwing their hats in the ring. On the flip side, a well-written job description is the first step in attracting the perfect candidate to grow your team.
More well thought out job descriptions attract better applicants. According to Indeed, jobs with descriptions between 700 and 2000 words get on average 30% more applicants than jobs with descriptions that are either too short or too long.
We also decided to deep dive on some of our own data and took a look at two sales roles on our platform. One had a specific, well-written, and engaging job description, and the other was more ambiguous and sparse. The application rate of the better job description was 48% higher than the rate of the poorly-written job description, even though the latter advertised a significantly higher salary.
We’re lucky enough to talk one on one with candidates and hear firsthand about what sort of job descriptions get them excited. Check out these tips on how to make sure you’re writing the perfect job description for the candidates you want to hire.
Company perks have come a long way since free pizza and sponsored happy hours. Nowadays, even previously radical startup perks like endless snacks, gym passes, and “unlimited vacation” are as ubiquitous as wi-fi at coffee shops.
The “work hard, play hard” mentality is slowly being replaced with “enjoy work, enjoy life” as companies realize that even ambitious, social butterflies are craving not just work-life balance but work-life satisfaction. While most of your time working at a startup isn’t going to be spent on unlimited vacation, a happier you is also a more productive you. A job that gives you well-deserved perks instead of the Sunday Scaries is truly a work-life win-win. Here are a few companies who stand out for investing in the lifestyles of their employees through awesome, meaningful benefits.
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