Created
January 5, 2022
Tags
Recruitment S22
Attendees
Agenda (~60min)
- Fun Question
- If you could name a hurricane, what name would u choose?
- Update on past deliverables! 10 - 15 min Last Deliverables
- New Notion Hub for Recruitment! 5-10 min
- how to use
- Time to Review Rubrics - 10-15 min sesh
- how to use them!! Rubrics
- vagueness is good for rubric; emphasize reading examples + rubric beforehand
- 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
- rubric - not high enough of a criterion (arguing b/t 3.2 and 3.3)
- questions to further discuss: 2nd round format & additional rubric forms
- Brainstorm 5 min, where did our members go to work?
- https://www.notion.so/sparksc/Where-Members-Work-4e632e8ef011432bb57411f6315bf010
- word cloud (of titles, professions, what people are doing)
- mentimeter
- content - spark spotlight for alumni (used for future recruitment cycle) - outreach maybe comms
- survey idea
- map w/graphics to show where and what members are doing
- 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
- could produce a blog post on this
- do shortform now, do longform later with more testimonies
- Discuss Office Hours 10-15 min —> might need a whole other meeting regarding it
- 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
- For next week, (apps + marketing)
- We’re going to go over Recruitment 101s
- read apps
- Going over potential changes in our delib process
- making second round delibs into 2 days
Deliverables
find examples of past applications (good examples of grading...ex. low variances of scores, contentious ones — use people who didn’t get in)
pass these around at recruitment 101 !
underline/bold changes between values on the rubric to make it easier for the grader
think of ways to visualize post-grad
Update the website with new committee one-liners !
Update front page of website with new copy about recruitment
Make new Typeform and link on website
also link Substack sign up
Update outreach team on new Notion Hub
convo - mm & b : how blog post and comms fits into recruitment cycle
potential deliverables:
writing new set of rules on knowing someone
writing good examples of grading for written apps, 1st round interviews, etc.
plan out board activities like
how to read apps!
how to talk about spark!
updating alumni part of members pagee