OSE Recruiting Log: Difference between revisions
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=Tue Mar 16, 2021= | |||
=Background= | =Background= | ||
*Retention - By leaving - someone has something to lose | *Retention - By leaving - someone has something to lose | ||
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*[[Hiring Philosophy]] - negotiate. What does a person want? What things besides money do they want? How much to emphasize nonmonetary compensation? How do we give ownership? | *[[Hiring Philosophy]] - negotiate. What does a person want? What things besides money do they want? How much to emphasize nonmonetary compensation? How do we give ownership? | ||
*Assess how much they value education. Can we provide education as compensation? | *Assess how much they value education. Can we provide education as compensation? | ||
*Is it possible to find out how much money a person needs? Ie, how much debt do they have? | *Is it possible to find out how much money a person needs? Ie, how much debt do they have? This really gets into creditor/debtor mindset. | ||
*Assess real costs of hiring the person: training, flight risk, infrastructure required, timeframe for progress, alignment - how quickly do they learn to work openly? | |||
Latest revision as of 15:00, 16 March 2021
Tue Mar 16, 2021
Background
- Retention - By leaving - someone has something to lose
- Frees time, not sucks it
- Base pay + incentives
- Mind open to learning. Growth mindset.
- Hiring Philosophy - negotiate. What does a person want? What things besides money do they want? How much to emphasize nonmonetary compensation? How do we give ownership?
- Assess how much they value education. Can we provide education as compensation?
- Is it possible to find out how much money a person needs? Ie, how much debt do they have? This really gets into creditor/debtor mindset.
- Assess real costs of hiring the person: training, flight risk, infrastructure required, timeframe for progress, alignment - how quickly do they learn to work openly?