TWITTER’S HUMAN RESOURCES DEPRTMENT

THE HIRING PROCESS

 1- The interview: According to Lauran Zabel, a university recruiter at twitter “The interviewing style at twitter is
highly technical, we are interested in your past projects, your problem-solving ability, why you’re passionate
about you work, and how you could help build the product.”
 2-”yes to desk” : Twitter believes that When an employee gets accepted for the job, their excitement about joining
your team is likely at its peak, so they created “yes to Desk” training program which focuses on making the time
period between when an employee says “Yes” to a job offer and the employee arrives at their “Desk” as
productive as possible. it includes 75 different touchpoints between the new hire, recruiting, HR team, and IT
 3-manegment training : Twitter provides a training class “leading at twitter” for their belief that building a strong
business starts with building strong managers.
HOW DOES TWITTER MAKE SURE THEY ARE BUILDING A STRONG COMPANY,
VALUES-BASED CULTURE AND KEEPING EMPLOYEES MOTIVATED AND
ENGAGED?

 The former CEO jack Dorsey was the primary driver of employee engagement, according CIO journal, when
Twitter ran its semi-annual surveys of employee engagement in May and November, the company found that its
CEO directly influences how employees feel about their jobs.
 The survey also looked at other factors that could have possibly driven engagement, such as team managers and
work environment.
 The CEO topped everything else in terms of driving engagement and employee motivation for their belief in his
vision.
  Strengths :Twitter views their HRM team as a strategic partner and
not just a department that hires and pays employees
 twitters belief in using analytics and surveys to measure employees
job satisfaction, and to have a better understanding of their attitudes
THE HUMAN which has helped them stay successful.
 HRM are given a major role and power within the company, which
RESOURCES reflects on how much importance is given to the employees'
satisfaction, and their policy’s focus is on transparency, inclusion and
TEAM creating a diverse space for employees to work in.
 One of the weaknesses in OB policy’s is their long hours and the cut-
throat competition in the company.
 To summarize, the CEO’s and the Managers
care for their employees, makes them feel as an
equal part in advancing the company. building a
values-based company has been a clear goal
since the beginning, because no program or set
of rules tops having fulfilled employees who
feel that what they are doing matters.
REFERENCES

 Dorsey, J. (n.d.). Twitter's Inclusion & Diversity Report. Retrieved September 21, 2020, from
https://careers.twitter.com/en/tweep-life/diversity.html
 Jr., T. (2014, August 22). Twitter tops all in culture and values, employees say. Retrieved September 21, 2020,
from https://fortune.com/2014/08/22/twitter-tops-list-company-culture/
 King, R. (2015, October 05). Twitter CEO a Key Factor in Employee Engagement. Retrieved September 21, 2020,
from https://blogs.wsj.com/cio/2015/10/05/twitter-ceo-a-key-factor-in-employee-engagement/
 News, B. (2020, May 13). Coronavirus: Twitter allows staff to work from home 'forever'. Retrieved September 21,
2020, from https://www.bbc.com/news/technology-52628119
 Patel, S. (2015, August 06). 10 Examples of Companies With Fantastic Cultures. Retrieved September 21, 2020,
from https://www.entrepreneur.com/article/249174