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      12/ The best predictor of future performance is recent performance in similar situations.

      37/ Ask the receptionist how the candidate treated them.

      41/ We leave too much of recruiting to Recruiting teams. Functional teams should take more responsibility for their own recruiting.

      51/ The critical recruiting problem most companies face is attracting candidates, not filtering them. Yet most focus on filtering.

      54/ Resumes show if the candidate can write a coherent document (which is important, and many candidates can’t do). But not much more.

      57/ Be careful when interpreting reference checks; most people are poor judges of talent.

      69/ If “people leave managers, not companies”, do they also “join managers, not companies”?

      What are your favorites ?

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        If “people leave managers, not companies”, do they also “join managers, not companies”?

        FWIW I’d answer “often, yes” to that one – of tech jobs I’ve taken in the past 15-ish years, only one didn’t have my impression of the manager I’d be working for as a heavy influence on my decision to accept an offer, and the last two were explicitly taken based on my liking of/trust in the manager who hired me.

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          Yeah, I’ve seen this quite often. Not that they would go out of their way to join their old manager but if they wanted to leave, very often getting in contact with their old manager, or the other way round.

          It’s not even a fine line between trying to grab all your ex-coworkers to join you or a simple “if you’re ever looking for a job, call me”.

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      This is superb. Thanks!

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      I think 19:

      Candidates impute the quality of a company from the quality of their interview process.

      and 56:

      Interview processes should help candidates assess companies, as well as the more typical other way around.

      are saying the same thing. But I really enjoyed this list!