Networks and hiring in tech
summary
Research from a PhD on networks and career entry finds that hiring via personal contacts speeds hires but systematically favors people from privileged, academic backgrounds: people with academic origins have significantly larger, more heterogeneous networks. The work quantifies network size and emotional attachment, links network composition to promotion and retention patterns, and shows gendered differences in colleagues-as-friends. Practical fixes tested or recommended include structured daytime get-togethers, introduce new hires to multiple hierarchies and to peers from under-represented groups, and auditing referral and keyword filters.
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chapters (12)
- 0:00Start
- 1:15HIRING
- 1:44THE FAST AND THE OBVIOUS RECRUITING THROUGH PERSONAL NETWORKS
- 3:04SUPPORT MOTIVATON FEEDBACK WAYS IN WHICH CONTACTS HAVE YOUR BACK
- 5:42I LOVE THE WAY YOU'RE APPLYING
- 11:05SIZE MATTERS
- 17:04I DIDN'T HAVE ANY HELP (IT'S A LIE. MOST OF US HAVE HELP)
- 19:08RETENTION
- 19:28THE FIRST BONDS OFTEN STICK
- 21:27NO MAN'S AN ISLAND
- 23:42COMPANY CULTURE IS NOT ABOUT DRINKS IF YOUR TEAM CAN'T BOND WITHOUT THEM TRY AGAIN
- 25:41CHECK: YOUR PROCESSES YOUR NETWORKS YOURSELF
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