Found via #linkedin
2048 is a web-based game by Gabriele Cirulli, a 19-year old programmer in Northern Italy who likely just wrote the best resume he ever could have written–a super addictive HTML5 based game that’s mobile responsive and has the plus of being fun to play. I heard about the game from Kevin Marks on TWiG #241. He’s even been referenced by xkcd, which is the geek equivalent of a having your name on a star on Hollywood Boulevard.
The game has 16 tiles, and you start with two tiles with either a ’2′ or a ’4′. In each move, you swipe tiles either left, right, up or down, in order to match numbers and eliminate tiles.
While I work on my score, I’m grinning quietly to myself thinking how this guy just got himself a red carpet to any job he wants–or no job if he chooses to monetize this baby.
Good luck, Gabriele. Way to go. P.S. I’m hiring!!
Glassdoor, launched in 2008, has become the yelp of recruiting with a little crunchbase thrown in, allowing passionate employees and would-be hires to voice their opinions and share their love or hatred of their favorite companies.
It’s a great way to spark your “passive” employer brand as well since anyone googling your company name will likely see a “glassdoor” link within the first 10 hits. Plus, with glassdoor quickly becoming a go-to source for learning about a company’s insider intel, recruiting practices, reviews about executives, culture and work-life balance, increasingly not being in a favorable location on glassdoor either makes you look out of touch or–worse–not wanting to be in touch.
Well-known recruiting industry writer Allison Doyle notes that Glassdoor ”is an excellent way to get inside information on companies you might want to work at, including how satisfied the employees are, what they see as the pros and cons, and how much they are earning.” #
I can honestly say that Glassdoor’s ranking of Fusion-io as a top company to work for and today’s announcement of Shane Robinson (our CEO) making the top 25 highest rated CEOs list (for SMBs) has signifiantly impacted the “driveby” success of our recruiting initiatives. People say “I’ve researched you online and it seems like a good place to work”. That really helps drive the candidate process.
For me, the next-level of employee-driven feedback comes in models like Joel Cheesman’s disruptive morale.me, which I really hope succeeds like crazy, but would require HR departments to care more about what their employees actually think, and not just what they want them to think.
…But that’s a topic for another day
Yesterday, I had the pleasure to share my worldview a little with JibberJobber Ask The Expert (ATE) listeners. Jason Alba and I had a detailed discussion you can listen to below:
Some things I realized:
- Talking to a recruiter should not be scary.
- That proverbial “resume black hole”? Yeah. It’s me. A well-meaning but overly busy recruiter who can’t possibly read all the email and submissions than come in.
- I really, really care about people and jobs. I may or may not have become suddenly and unexpectedly emotional at the end of the call. Wow. Surprising to say the least, but it’s WHY I do this job.
I am reposting this because the video had been taken down. I just saw it float by (no pun intended) in a LinkedIn stream though so thought it’d be good to repost. Here is the Original Post. Feel free to share, please. Use the shortlink http://bit.ly/13Ykn11 if you want.
My friend and colleague recommended this video to me and noted that I needed to watch it.
I am glad I took his advice seriously.
In this season of graduation and commencement, and at my work I have been welcoming intern after intern as well as new college grads into their new life here in the big world, and it crosses my mind that although this speech sounds like it’s about something as mundane and unimportant as water, it is really a commentary about everything that is really, really matters in life.
Watch the video. Does it change anything in you? I’d like to hear your thoughts.
Tuesday morning, I’ll be talking with Jason Alba over at JibberJobber.com on his Ask the Expert series.
Join me if you want to ask questions!
It’s free. Join the webex now.
I like Jeff Hayden. He has good things to say about people and technology. He recently wrote 3 Interview Questions That Reveal Everything over at inc talking about three questions to use to guide your candidate interviews.
I like this article 95% of the way.
The challenge I have with this is all the use of “probably”. For example, finding many jobs through job postings /may/ be an indicator of something, but it might also not.
I’m all for these questions. It’s a great method of understanding meta data about your candidate. It’s a poor way of knowing if they have the technical knowledge, skills and abilities to do the job and the cultural capability to get along well in your environment.
Humans are great at categorizing things and making meaning–even where none exists. Beware your prejudices and counter them with data–preferably collected by someone else you trust enough to hear their counterpoint as something worth paying attention to.
Leverage this as an overall high-level screen, allowing for technical subject-matter experts and cross-organizational leaders to deep-dive at length through on-site meetings, lunches and other “informal” meetings (to catch unpolished responses and approximate water-cooler conversation) and you’re on to a good, well-rounded interview process.
What else do you do to be aware of and counter your own prejudice in candidate interviewing?