Abstract

The case ‘Twitter’s Onboarding Program; ‘Yes-to-Desk’ describes the ‘Yes-to-Desk’ onboarding program developed by the social networking service application platform. The case touches upon the objectives of the program and the need to ensure that new hires had a seamless transition into the organization and their new role. The case discusses Twitter’s hiring process to recruit the best talent that comprised three rounds of interviews – recruiter screening, phone interviews, and on-site interviews – to obtain the right talent. Next, the case describes in detail the various features of the ‘Yes-to-Desk’ program, which included team lunches, happy hours, on-the-job training, and continuous feedback. The case also focuses on the impact of the Yes-to-Desk program, which became one of the most recognized onboarding programs for new employees. The case then focuses on how Twitter also rolled out ‘Inclusive Hiring Principles’ with campus and virtual tours and events. The case ends with Twitter’s continued focus on improving the way it onboarded new employees even during the Covid-19 pandemic so that every new employee felt included right away, even in a remote working environment.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• Examine the differences in the onboarding process across organizational levels
• Recognize the need to attract and maintain a hiring pipeline of millennial employees
• Understand the need for diverse workforce representation
• Understand how employee onboarding can be an effective process to build company culture
• Examine the need for training to implement inclusive hiring process

Keywords

Recruitment; Employee Onboarding; Inclusion & Diversity; Employee Engagement; Remote Working; Training & Development; Work Culture