Agenda (~60min)

1. Fun Question
1. If you could name a hurricane, what name would u choose?
2. Update on past deliverables! 10 - 15 min
Last Deliverables
3. New Notion Hub for Recruitment! 5-10 min
1. how to use
4. Time to Review Rubrics - 10-15 min sesh
1. how to use them!!
📏Rubrics
2. vagueness is good for rubric; emphasize reading examples + rubric beforehand
3. subjectivity for each grader (is inevitable, but can account for variance to an extent): send an application from a year ago and have people read through it so can have a range of similarity (here’s what a good, bad, etc. app looks like)
• going over it during recruitment boards; best way of training is simulation
• find examples of past applications (mine to find even contentious ones)
• making sure moderators are well-prepared; thinking about the key qualities in the rubric beforehand (at a point, can’t improve rubric, but can improve how people use it)
• underline changes in the rubric scores
4. rubric - not high enough of a criterion (arguing b/t 3.2 and 3.3)
5. questions to further discuss: 2nd round format & additional rubric forms
5. Brainstorm 5 min, where did our members go to work?
1. https://www.notion.so/sparksc/Where-Members-Work-4e632e8ef011432bb57411f6315bf010
2. word cloud (of titles, professions, what people are doing)
1. mentimeter
3. content - spark spotlight for alumni (used for future recruitment cycle) - outreach maybe comms
4. survey idea
5. map w/graphics to show where and what members are doing
6. interested in how alums came to their decisions for post-grad plans (spark’s role in that); interesting also if they work in diff and across industries
7. could produce a blog post on this
8. do shortform now, do longform later with more testimonies
6. Discuss Office Hours 10-15 min —> might need a whole other meeting regarding it
1. Discussion topics
• ideas: face of spark — would be a constant at recruitment events, but the people being the voice of the spark wouldn’t be participating in recruitment
• writing a set of rules for what makes you not able to talk about someone?
• parameters for knowing someone, when it’s useful vs. when it shouldn’t be talked about
• within diff contexts (of reading the app, being in the room etc.)
• what tools do other recruiters have to scrutinze the bias (that comes w/knowing someone)
• we lose candidates who would do the mission work just because they know someone (or have too many connections to spark people); people do it for jobs (linkedin)
• pro: someone is really interested
• cons: “vibe” side
• reference

⚖S22 1st Round Deliberations Format & Culture Code
7. For next week, (apps + marketing)
1. We’re going to go over Recruitment 101s
1. read apps
2. Going over potential changes in our delib process
1. making second round delibs into 2 days

Deliverables