All right welcome everybody i know we’re still going to have folks coming in but we’re going to go ahead and get started we appreciate you joining us live today we’ve got a great webinar ahead brought to you by gem and talent board on diversity sourcing how to search and find
Underrepresented talent very excited that you’re joining us today we’ve got a great speaker ahead but before we get started i want to just bring up some housekeeping items first and the fact is we are recording this webinar although again we’re glad that you have joined us live today
And we’ll make that recording available tomorrow and you make sure to ask questions throughout too we’ll take those at the end of the webinar it’s pretty standard format for for webinars and please do use the q a portion of the zoom dashboard you can you can do
Little comments to us in the chat that’s fine but ask your questions in the q a part of the zoom we really appreciate that and um and again we want to hear from you too so you’ve got comments throughout you know you can feel free to post those as well
But we’ve got a great presentation ahead and that’s what we’re going to do today and my name is kevin grossman president of talent board and i’m going to go away in a minute i’m going to turn it over to our speaker and then come back at the end when we take
Questions with my team member ron malcolm as well so let’s go ahead and introduce our main presenter georgina frazier who is the recruiting program manager jim welcome georgina thanks excited to be here so i’m gonna i’m gonna go into the into the background now go away and this is all it’s all you
Now all right welcome perfect um so my pronouns are she and they um i’ve been working with gem for actually almost two years now and i couldn’t be more impressed with the strategies my team has created to source diverse talent and super excited to share them with you all today
So during today’s webinar i’m going to be sharing sourcing strategies for finding unrepresented or urg talent and i’ll be referring to those prospects as urg’s unrepresented groups for the rest of this webinar diversity is a value that’s always been a part of gem’s dna you know from the very beginning so you
Know it has to be a big part of our recruiting programs um from sourcing to nurturing to conversations around inclusion equity for urg talent is a very important part of my job here at hm and i feel super lucky that um it’s also one of like my personal core values
And i’d like to be the plug for my community and so anything that i can do to help them advance their advance in their career i am here for it um so after i share my sourcing strategies um katarina from the from the gem product team will be joining us to give
A demo of the gem platform um and diversity analytics which supports efforts to build diverse teams and lastly i am by no means an expert um i’ve just had some success finding diverse candidates in pretty interesting ways so please share your questions and sourcing tips in that q a section as well
And if we don’t get to all of your questions in the webinar please follow up with me offline all right so um before we jump into sourcing strategies i want to explore the current state of diversity equity and inclusion all right so to understand um we are all
To understand where we are all at in terms of sourcing urgs um let’s run a quick poll um you should see the poll question in the webinar portal um there it is and uh the question is do you currently have initiatives in place to source urgs folks from unrepresented groups
All right and the options are yes no no but we plan to in the future all right and so once again you can find the poll question um in the webinar portal all right see some of these results coming in keep them coming in all right kevin can you share the
Results with us all right so 52 of you said yes 17 percent of you said no and 31 said we plan to in the future all right i hope this webinar helps with um with all of those all right so um you know why is sourcing so and why sourcing urg so important
Um first off i want to talk about like um you know the various recruiting channels to attract talent um and like why sourcing is so important for this so sourcing is critical to diversity recruiting because most channels like referrals and inbound are inherently less diverse right so if you’re not actively sourcing and
Nurturing a diverse talent pool you won’t see a diverse pipeline right or at every set of interviews or a diverse team so here at gem each time we open a new wreck we actually focus solely on sourcing urgs um and we in conjunction like don’t post the job on the career site
Um until other levels need to need to be pulled right so that’s when we feel as though we’ve exhausted that pipeline or the business need is too strong um in you know nurturing long before we even open a role and sourcing urges at the very beginning of the role um
Opening allows us to control the pipeline by making sure urg talent is at the top of the funnel um therefore inside your talent pool all right so just to set the stage i’d like to share some numbers on the current state of diversity in the workforce so
60 of job seekers claim a diverse workforce is an important consideration when evaluating a company or a job offer and according to a survey jim conducted this year 50 percent of talent leaders say diversity is the most important trend shaping the recruiting industry in 2020. this percentage is from a survey jim ran
In april but we would anticipate the percentage of talent leaders focused on diversity hiring has gone up especially over the past couple of months and then we’ll continue to do so so yeah even though the majority of uh job seekers and talent leaders prioritize diversity companies are still struggling with dna
De and i i’m sorry and the struggle is very real 49 of talent professionals cited finding diverse candidates to interview as the biggest barrier to improving diversity so if that’s a challenge you’re facing hopefully these tips i’m going to go over today will help you address that
But it’s also not just about filling quotas by hiring people from urg groups right it’s also about equity and inclusion and giving people from those groups into leadership roles and you know we still don’t see a proportional represent representation of urgs in leading roles currently the fortune 500
List has three companies led by black ceos um and 37 companies led by female ceos so while the percentage of female ceos is at an all-time high yay uh female-led companies still represent only seven percent of that list so there’s a lot of work to do across the board
Um and i think sourcing um i’m sorry sorcerers and recruiters have an important role in all of this um which is why i’m excited to show you how i find um urg talent today all right so let’s talk about how to find folks from unrepresented groups all right so um
So before you begin sourcing urgs i want to talk about a couple of crucial paradigm shifts you might need to make so sourcing for urgs may require you to shift some fundamental ideas you have right including what a quote-unquote good candidate looks like so what we’ve what we’ve accomplished
What their journey to get their looks like in other words you want to become extremely aware of your unconscious bias and how they play out in your sourcing so um if you haven’t already we recommend committing to putting yourself through an unconscious bias training whether that’s with ulysses smith from
Blend facebook catalyst or elsewhere most of these you can do in an afternoon and while they won’t eliminate your biases they’ll surface them to your your subconscious so you can be aware of them as you move through linkedin and respond accordingly so the second mental paradigm shift would be
Adjusting your concerns that the message con adjusting concerns centrists you’ve come to use as indicators of success right so like the traditional boxes you’ve learned to check elite schools years of management experience will alienate women black and latinx talent who statistically see fewer promotions than their white male counterparts
Um so skipping over a prospect because the work history on linkedin shows a lapse in employment means alienating parents right typically mothers caretakers again often women um you know trans folks who’ve had to take time off for anything or veterans who serve time in the military or other urg groups so ultimately
You know the more you open your mind in this process the better urges are developing skills in um alternative learning environments and non-traditional means so this may mean sourcing for candidates and industries you don’t typically recruit from all right so tip one diversifying the keywords you source on linkedin is going
To be a really important part of your sourcing strategy so my first sourcing tip is to search for prospects who attended schools that predominantly serve urg populations we know how easy it is to keep returning to the same schools you’ve recruited candidates from in the past after all they’ve proven their roi but
When you source from schools that predominantly serve urg students and diverse populations you’re statistically more likely to come across that eorg talent right so these could include historically black colleges and universities hbcus latinx serving institutions tribal colleges women’s colleges historically black sororities and fraternities churches lgbt sororities and fraternities
And you can also seek out schools with high diversity indexes all right let’s move on to tip two all right so the next step is thinking beyond traditional agrees um sorry the next tip is thinking beyond traditional degrees things like coding boot camps nanodegree programs community colleges and vocational training programs
These are all technical training programs that offer the same skills a university does but because they don’t have the systemic barriers that often exist in collegiate programs they attract more students from non-traditional backgrounds they also attract students from diverse socio-economic backgrounds and talent like mothers and caretakers
Who may not have the privilege of attending college classes during the day and this is a great way to search for urgs on linkedin you can also search specific programs that explicitly serve urges and one example of this this is the grace hopper program and this is a coding bootcamp for women
For women um there’s also floodgate academy which i attended and black girls code hack the hood and a number of other comp sci programs that explicitly serve urges all right another search you can do is for professional organizations that serve urgs the organizations you see on the slide
Are just a snapshot of some of the orgs that exist so there’s organizations for black engineers females in tech vets who code trans and tech black product managers um i just found uh sistas and sales um and many more listed in gems um diversity sourcing at the top
Of the funnel ebook plug which is linked in the attachment section as well so in order to use these organizations to search for talent i would start with one on on this list that interests you based on the roles you’re trying to fill and then get created and then get creative right
Use google or linkedin to expand on your list making sure those keywords are a combination of role or skill set specific and urge specific um and then ask your female or other urg employees if they know or belong to any um orgs that they’d recommend all right another thing i often do when
Sourcing urges search pronouns and common urg names remembering that female pronouns right she and her will return predominantly female results on linkedin non-binary program non-binary pronouns such as they them zsm etc will return the profiles of gender non-conforming talent and so pair those pronouns with the skills or the role you’re looking for
And then for female talent consider boolean strings of the most popular first names though note this will serve you predominantly white female talent and then for other diverse groups try surnames right so you can use the us census bureau to identify the most common surnames for people who identify as black latinx
Asian pacific island etc awesome so if you’re open to relocating employees you can search for talent in locations that have high urg populations some examples include arizona new york texas georgia california and you may also search specific cities such as chicago atlanta miami and la so searching for extracurriculars um so
These extracurriculars of prospects list on their profiles might um represent their identity or allyship of urg groups right so things like employee resource groups um ergs volunteer experience church leadership roles and a lot of professionals involved in these groups will list it on their linkedin profiles i think it’s
A great indicator not only of their ethnic background right but their involvement and commitment to wake to making the workplace um more diverse and inclusive and i can also see dni licenses and um certifications being more prevalent in a few years and offered another great way to find ergs
All right so the last tip i have around keyword sources um is a use of hashtags um and so hashtag hire black initiative um it’s gotten over 1200 linkedin followers in like just the first month of creating the hashtag um and so think about where they’ll be
Like a year from now or five years from now um the lesbians the hashtag lesbians who tech is always a good one and then even attending a lesbians who take an annual conference each year has had a pretty good roi for us um and this year i went to one
Um and i’m now a part of a queers and tech slack group which is pretty fun um angela ross has a non-profit and the name is uh transtech social enterprises and this is a nonprofit that aims to empower and educate and employ lgbtq plus people through the use of technology um and
Lastly sister circle black women in tech um it’s a linkedin group it’s a facebook group i think they’re working on an app now um they are fantastic i actually found someone from my team from that group um and all of these are just a few that
I’m aware of so please let me know what you all are finding all right so now that you’ve done all this research you’ve got an impressive list of organizations your target talent is affiliated with you’ve used these names to search for people on linkedin but why not follow the organizations themselves
Right so pay attention to the comments made on posts to those organizations pages right who is engaging thoughtfully and intelligently um they might be your next passive account linkedin also has linkedin groups which are online hubs for professionals with similar professions or interests to come together and share
Content ask questions and make business contacts these are over two million groups on linkedin so you should be able to do a search and find a number of groups that fit the talent the fit the type of talent that you’re looking for but i would also recommend joining these groups
I would also recommend not joining these groups and just calling it a day right so once your request to join a group has been accepted um be an active community member right like introduce yourself engage um engage with the members ask questions share information and then listen more than talking right
The more valuable you are as a group member the more value people will expect you to bring to their careers when it is time to mention those open roles for your org awesome um so another awesome feature on linkedin that’s been pretty helpful for finding urgs is the people also viewed feature
Um to show similar profiles so when you find a terrific prospect right click into people also viewed or similar pro um similar profiles um and then using matching algorithms linkedin will serve up 100 more profiles of qualified talent like the one you’ve discovered this feature essentially allows you to reverse engineer
A search right so think of the most talented highest performing employees in your org or your dream hires or talent you didn’t accept your offer or stellar talent you had to pass on in the last round of hiring right look them up and then dive into similar profiles
All right so similarly you can find a lot of prgs just from looking at someone just by looking at who someone is engaging with right who’s post they’re liking um who’s a post they’re commenting on um whose post they’re resharing right um and so i jump for example
Diversity has been a core value of the company since the very beginning um and i have a lot of colleagues who post um and like post related to that value um i often look at who is reacting to those posts or um whose posts they are um they are reacting to or
Are commenting on their post um to discover talent whom that value also resonates with right and who might um fit into the urg groups i’m sourcing for another thing i often do is add people who might not be the best fit now maybe because they’re overqualified or under qualified
But then fit some type of criteria i’m looking for right like because their networks may come in handy in the future i might add these people to my network or even add them to gem and so i can include them in an email sequence when i’m ready to source for
A particular role maybe they aren’t necessarily suited for the role but they might be able to connect me with someone who is right maybe directly or through their linkedin network all right so linkedin’s career pages will let you share your company story and showcase your culture right so uh
From the perspective of your diversity initiatives this will mean telling your company’s diversity story right sharing your dni goals highlighting the honors you’ve been awarded in the dni space and what’s so great about linkedin’s career pages is that um they’re tailored to the user right so visitors will see the content
That’s most likely relevant to them based on your target audience and so an awesome branded page that highlights diversity in your organization is collateral um you’ll want to point to in your outreach trgs um and i encourage you to um encourage the sharing of roles your search your sourcing for
Right most urg groups get roles um because of word of mouth facebook ig twitter clubhouse is a thing now right so um when reaching out send a jd link and ask them to share in the nicest way possible of course all right so there are a number um of
Offline strategies as well that you can use for sourcing urgs we know traditional offline strategies will include um well it will be online because of covid um but because these activities can still be really valuable for sourcing eurgs at gem we usually host recruiting events at our office remember happy hours y’all
We won’t be doing any of those anytime soon um but we’ve started hosting some career development webinars for college students or entry level folks to help build pipeline and nurture entry-level talent you might choose to do something similar for urgs right and then involving everyone at your company is really important for sourcing
Ergs you know we think every employee should be consistently recruiting for your organization you know talent acquisition doesn’t have a monopoly on uh networking right so employees across teams and at every level of the organization have habits should be building relationships with talent everywhere um and encourage everyone in the company
To make networking a priority whenever possible um this may mean explaining to managers the importance of allotting time for tim for team members to participate in groups and attend events and building those considerations into your company’s dna will eventually ensure that bringing diverse talent into your pipeline is a collection of organic day-to-day
Processes that becomes like second nature to everyone in your organizations i really love meetups they’re online now they’re not as awkward as they sound um and i think meetups are a really great way um you know they’re already ready-made social hubs where urgs will share interest and are already spending time in right
So meetup.com is a great platform to search for community um and professional events happening near you that will likely attract talent um likely attract your target prospects and then host your own networking events right over time you may start hosting your own offline events for your g’s in the community um
These events will give attendees a chance to see what’s behind the scenes of your company right assuming you host them over video and they’ll also make it easier for um employees to attend right so this means prospective talent can get a first-hand experience of what the interpersonal dynamics
And your culture as a whole feels like right so make sure your event title addresses the interests um and the speakers represent the communities you hope to engage all right so even if you don’t um advertise your tech talk as a event for women who code or queer suit code
If two out of the four people or your of your on your panel are put together are women um and one is openly clear um you’ll probably end up with an audience that’s skewed in your favor partner with organizations right partner with organizations that represent the communities you want to reach
Um partnerships can take many forms um and you know you’re only limited by your creativity here so think about how you can strategically partner with organizations you feel most aligned with to build your employer brand maybe it means setting up a table at their events maybe it means sending an ambassador
From your or to speak on their panels an excellent opportunity to share the relevant work your company is doing gain visibility credibility and network with prospective candidates maybe it means sponsorship right either of uh particular events or an organization as a whole maybe it means just connecting some of
Your promising students at a given boot camp with mentors at your company sv academy is one organization that jen partners with and who we’ve hired a number of employees from sv academy is an educational program on a mission to democratize the tech industry through a business development
Fellowship and this is just one example of the types of orgs your company can partner with to find talent from non-traditional backgrounds or non-traditional degrees and then also collaborate collaborate with colleges and universities all right so that concludes my portion of the presentation today i hope these tips help everyone’s source for urgs
And if you have any questions for me please submit them using the questions feature and we’ll get to them in a few minutes and so with that i’m going to hand it over to katarina from gems product team for a live gem demo thanks georgina hi everyone and thank
You for giving us your time and attention today as georgina mentioned sourcing is an integral part of any recruiting strategy focused on increasing underrepresented representation so i’m excited to talk about how talent acquisition teams are using gem to streamline their sourcing efforts and give a quick demo of the platform
Including our diversity analytics feature gem is an all-in-one recruiting platform that integrates with linkedin email other platforms and your applicant tracking system and eliminates much of a much of a manual and tedious work that sourcers and recruiters do in reaching out to prospective candidates gem enables data-driven world-class recruiting teams to find
Engage and nurture top talent with gem you can find engage in nurture top talent get full funnel pipeline analytics from outreach to offer and gain unparalleled visibility into diversity of your hiring funnel with gem customers source five times faster double their response rates and double their conversions to initial phone screen
We’re proud of jem to partner with over 500 top recruiting teams so what i’d love to do now is show you a demo of a feature that can help your team assess how you’re doing with your diversity initiatives though diversity has been top of mind for recruiters for a long
Time now it’s been especially difficult and even impossible to track diversity across the entire pipeline especially at the top of the funnel so what i’m going to do now is i’m going to share my screen so you can see a little bit of how gem can provide these kinds of insights
What i’m going to be doing is a live demo of two parts of this product one is called outreach stats and one is called pipeline analytics and i’ll talk a little bit about how these can help so outreach stats is you can think of a way for you to see the results the
Responses the response stats to all of your outreach activities so as i mentioned if you’re reaching out to maybe a diverse slate of candidates but um for some reason your message might be alienating some of them maybe they don’t feel that they might belong at your organization maybe some of them
Are dropping out of the funnel even before they can even get get a response to you so outreach stats is a great way to diagnose whether or not that might be happening so let me just show you here um we’ve got april march february january
And what i can do here is i can break down by gender and see whether or not there’s a difference in response rates between men and women and i can also do the same thing for race and race and ethnicity race or ethnicity so you know if i’m looking at my
Pipeline here do i feel like i need to increase the representation of a certain group do i feel like the response rates are um looking uh maybe poor for a certain group you can also group these uh by team members you can see how specific team members messaging might be affecting your
Pipeline you can also group by sequence to see whether or not specific sequences perform better with these groups and then group along some other groupings as well the second part of this demo that i wanted to show you was in pipeline analytics so pipeline analytics is a way to see your
Outreach across the entire funnel so we’ve talked about this a couple times um but here for example you could break down your pipeline actually let’s say let’s let’s say we’re interested in breaking down by department so in that case what we’re going to do is group by department and then let’s break down
By gender so now i can see let’s say we’re hiring for some engineering talent how pass-through rates are looking across men and women and and there’s a really cool um feature here as well a forecasting calculator let’s say that we are uh wanting to hire um three engineering roles in the next year
And we’re curious to know if we did want to make sure that women had a chance in this pool how many uh candidates we’d want to reach out to and it looks like given our historical pass-through rates that would be 91 candidates to expect three hires let’s say let’s say
This is a 100 um uh rate between on-site and offer uh then we can see maybe how that changes these numbers so pipeline analytics is super powerful again you can group by a lot of things if you’re maybe homing in on a specific job or a specific recruiter
If you want to look at rejection reasons even um between different genders or different races or ethnicities you can do all of that in pipeline analytics so that was a very brief um demo of gems analytics platform gem is a lot more than that it also automates the sourcing part of it as
Well but before we um get into q a um and thank you to those of you who have already written in with some great questions i just wanted to give you an easy way to request a personalized demo of gems so you can see more of the features we highlighted
Today and find out how gem might work for you and your team so this poll is going to be really simple there’s just two options one is yes and one is no and then once we get some responses to this poll we’ll go ahead and kick off to q a
All right should we go ahead and you want to close it now katarina kelly are we okay to close the poll yeah i think we can go ahead and close it and move on to q a thank you excellent thank you all so much and thank both you katarina and georgina um
That was a a wealth of information by the way number one that i think so many good tips that you shared and it was pretty clear in the in the comments uh the chat box as well as the questions that came in that lot lots of great tips that folks
Were were frantically jotting down georgina just to open up q a sure just one one question that i had is where what’s a place to start again you shared so many great recommendations and tips but i mean but no but i mean just you know again kind of summarize where should i start
If i’m an organization that i really am trying to do a better job at sourcing urgs um probably linkedin um you can source um actually in the search box you can put urg and see what that comes up with um if you are looking for urgs in sales i’d say look out for
Sales um that group has hundreds of um participants um so i’d probably just try putting um um putting something into the search box of linkedin right if you’re looking for urges and sales urg plus sales there you go that’s so simple that’s what i wanted that’s where i
Wanted to start georgina thank you that’s great so and then i’ve also got my team member ron makamura on ron let’s get to the we’ve got lots of questions to get to so why don’t you give me a hand and let’s start off with some of those
Yeah that sounds great so remember if you could submit them to the q a section of uh zoom that would be wonderful everyone um and you did get lots of shout outs in kudos a wonderful presentation today everyone um so one of the first questions that
Come in was just asking how long do you source urgs before posting the job um i think it depends on the amount of urges that we assume are out there right so um we usually create a um like a sourcing map just kind of thinking about you know running a quick
Uh search on linkedin and finding you know everyone with the title um so specifically i’m looking for a technical support engineer and so i sourced um i looked on linkedin and put in technical support engineers found you know there’s what 17 000 of them um and then we assume
Like 10 to 13 of them are urgs right so when i feel like i’ve exhausted when when i feel like i found like 15 right because those numbers are kind of weird um then then i would probably open it that’s great and again i think it depends sure and it will depend on
Probably the the the specific requisition in mind and right and who and who you’ve historically targeted for that and who you want to and what you’re also trying to to be more inclusive on the on the recording sourcing side too so right right and so you know historically we’ve
Seen lower numbers of eurgs in tech so probably for some more of those like technical roles you’ll be able to exhaust that time and pull pretty quickly got it thank you um ron what do we what’s next yeah no thank you very much um so this question was asking
Um how do you convince candidates your company values diversity and inclusion uh when they point out an executive team with little to no underrepresented groups i would be really honest and talk about what y’all are doing about it right like here at gem we have an initiative to um build the um
The social networks of our leaders with urg talent right and so that’s like an ongoing project that we’ve been doing for almost two years now excellent thank you i’ll just keep rolling through these questions then um thank you totally oh i have one more thing i have one more
Thing with that question sorry real quick [Laughter] there are tons of dni leaders out on linkedin um maybe reach out to them have them come in and talk to you guys like if you don’t have a project or a process already and they can help you um like figure that out
Yeah really good point absolutely yeah thank you uh next question was asking um is it recommended to join a group for black women in tech if you are not bipoc yes simple enough yes yes some groups are closed um so you won’t be able to like they’ll ask you questions before
You join um but a lot of these groups are open um and a lot of folks want folks from all kinds of groups um you know i think a lot of these groups are named um you know because they’re catering to a certain um unrepresented group they’re
Going to be named that to attract them but everyone’s welcome right almost all the groups that i’m a part of queers and tech black women in tech like they’re open to everyone georgina i’ve got a little a wrinkle question to that because i’ve always i i remember years ago when um stack
Overflow and github were sites that were first launched for tech professionals and it’s like their programming sites but i remember the the discussion around with with recruiters of you know yes it’s recommended that you join these groups and this goes back even pre-internet days when we did have
Like email server groups and you know joining them but to be part of the conversation but not to immediately pitch pitch pitch what is your recommendation there yeah i like joining groups and just introducing myself right and maybe not even saying that i’m a recruiter right
Hey i’m here to like be a part of the space um and you know commenting on things and having conversations with people outside of having your role open um is a really easy and friendlier way to start nurturing folks um you know if you do have a job i definitely
Would post it because everyone’s looking for a job especially now um but yeah maybe just start off by introducing yourself i actually think that that’s um that’s the best way i think that’s a good rule of thumb i just brought that up only because i mean i think and and there’s
Obviously going to be people in in any and all of these groups that are going to be receptive to potential opportunities because right all it takes is that right one i may not even be looking right and you just knocked on my door exactly it’s not about okay so all right
Thank you yeah ron yes uh thank you very much um so next question uh which is asking would you recommend starting your keyword searches on linkedin google or some other search engine job site i really like linkedin um but if linkedin isn’t giving you what you want then i switched to google
Georgina i’ve also heard sometimes that some recruiters have found a lot of success on twitter and facebook do you have anything yeah yeah with those highly technical roles um twitter um you know with like design roles probably figma um twitter actually designers are on twitter all the time too
So yeah for more of like the technical roles i’d say facebook and twitter book for more of the business roles um i’d say linkedin got it thank you yeah of course do we we have more right ron they keep coming we do thank you so the next question was asking um
With so many people working from home right now are candidates more or less responsive and they kind of follow up is is a phone call a better way to reach candidates right now or is linkedin email outreach preferred during the pandemic and during these times i would say response rates
Are higher for just networking calls so when i’ve reached out to folks and asked to literally just have a networking call um they have been super responsive um actually yeah and so less so with roles that i actually have open um i have a lot of good success with
Emails over phone calls i think it’s it’s i don’t know i must be old or something because it feels a little awkward to like just randomly call someone before sending an email like sometimes in the email i’ll tell them that i’m going to call them um so yeah for me email
These kids today with their texts and their snapchats and and right sure it might be a generational thing please someone tell me differently i will start calling everyone okay but you know but you know it’s funny though about that right because the joke is and whether you’re
In marketing or recruiting and we all know the parallels there right and is the fact that um a lot of us aren’t we’re just not answering our phone anyway these days yeah especially if we don’t know who it is right and a lot of times if a number
Comes up and it’s not anybody in our in our you know uh uh contacts or whatever the case is we’re we aren’t going to answer and it’s that you know the text is something that we we all pay attention to anyway not like i’m trying to sell texting anybody right now
There you go the next time i present on this i’ll do i’ll do some some texting and some calls there you go do those results absolutely throw that throw that in there braun what else should we have yes thank you both um so the next question was
Asking uh how do you stay on top of the hashtags uh they’re always changing yeah always always always there’s so many and different iterations right different iterations of the same thing exactly um i have a google doc every time i find a new one i just
Slip it in um i try to constantly talk to other recruiters in the same space as well and kind of share stuff and ask them you know what hashtags they’re seeing sure and then when i talk to um candidates i’ll ask them you know what other hashtags are you a part of
You know why did you respond to my message um do you know anyone else that’s looking for a role as well um really good responses sure sure that’s great yeah thank you uh so in addition to the urg groups um and the techniques and all the great tips you listed today um
Do you have a cheat sheet or any um additional resources or any other tips you would want to share with the group i think the um i think we’ve done a blog post on this maybe it’s something that we can loop in when we when we send out the
The um notifications tomorrow for all those who attended and registered maybe we can include that link we’ll get i think oh i’m sorry go ahead no i’m just going to say if you guys can find it we’ll be happy to share it so awesome thank you yeah i think it’s in
The zoom link right now oh is it in in the in the chat you mean i believe so It might not be i’m sorry i’ll for the the note that we send out no worries all good i think we’ll include that with are we winding down ron yeah we’re just getting through the questions um okay we have a couple more questions yeah we have some more time
Um what are your top tips for helping hire managers let go of their limiting success indicators such as elite schools for example Georgina while you’re thinking i can just share my perspective um yeah that i’ve heard talking to recruiters i’m not a recruiter myself um but um you know this this is definitely i think this is where recruiters really come in and and make a difference affect the business and it’s a really
Important strategic conversation to have um depending on the hiring manager that you’re working with oftentimes i’ve found that the most successful strategy just is with data so if if you do have gem of course um i you know i know gem so i can speak about gem but we do have this
Um tool called prospects and it has some basic filtering capabilities um and and you might using prospects you might be able to filter on years of experience women and then just show the hiring manager um this this is this is what the talent pool is going to look like
Another way to do it is cohorting where you um if if you go ahead and source with the hiring managers stringent requirements you can show them then without with outreach stats or pipeline analytics well this is what your talent pool looks like if we want to change that these are some
Of the requirements that i suggest that we change based on my experience great yep plus one to both of those um you probably have someone at your organization that comes from a non-traditional background that’s kicking butt and taking names um and so i would remind the hiring manager of that person
Right so like you know maybe that person doesn’t have um isn’t coming from an elite school or maybe doesn’t even have like a high school diploma like point to how successful that person is um and sometimes that gives a little bit of credibility into um you know looking for folks that are
Not coming from those elite schools and it’s and you know you’ve also got even corporate examples of you know like the big four accounting firms and and other you know global enterprises that have been public over the past few years that they’ve de-emphasized where the person goes to school and and
Even less so even on the education itself depending on the role specifically and how much that’s taken into their culture i know that i’ve definitely been reading that over the past few years too so so ron why don’t we but i think we got one or two more let’s go ahead and take
Those and then we can wrap sound good yeah um so i know one of them um is just about the the sherman hrci so uh just a reminder we’ll be sending all of the um the recording to everyone uh tomorrow as well as the the sherman hrci information
Um and then we’ll also um like we said we’ll include that blog post link that we had referred to as well so um we will definitely do that great so that is that a wrap then um it looks like we do have um sorry one more question
Okay let’s do so the question was asking um it was regarding to aapi um would you consider ai a api as part of urg the under-represented group i think that’s a really great great question and it’s definitely contextual i think you could apply this question in many ways our veterans
Underrepresented groups our members of the lgbtq community underrepresented groups i’ve heard a lot from from the types of customers that we work with that for example in sales leadership aapi can be considered underrepresented or in other leadership roles aapi can be considered underrepresented so it is really important sometimes to filter
Down more than just looking at a whole company perspective i couldn’t have said it better myself that’s great well listen um katarina and georgina thank you and jem very much thanks everybody for attending today as well and we appreciate your time and it was a again a wealth of information uh on
Sourcing underrepresented groups so thank you both very much again and have a great rest of the week
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