Aurelia Butler

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    in Employer

    How to Foster Psychological Safety in the Workplace, from Interviews to Management

    Why it’s Important to Create an Environment for Employees and Candidates that Welcomes Feedback

    The workplace hasn’t always felt like a safe space to speak up or out. Because of that, issues can go unaddressed and ideas can go unmentioned. Savvy organizations know an environment strong in psychological safety is more conducive to innovation and employee satisfaction. Haven’t heard of psychological safety before or don’t know what it is? Learn why it’s important in the workplace from interviewing to managing teams. Find out how to establish and nurture it within your company.

    What Is Psychological Safety?

    According to Harvard leadership professor Amy Edmondson, “psychological safety is a belief that it’s absolutely ok, in fact, it’s expected, to speak up with concerns, with questions, with ideas, with mistakes.” Everyone feels comfortable being themselves at work. There’s no fear of punishment or humiliation for one’s thoughts or ideas.

    This doesn’t mean work is sunshine and rainbows all the time. Conflict will happen. The difference is people are willing to speak up. There’s mutual support with psychological safety.

    Psychological safety lays the groundwork for innovation and adaptive performance. This can occur at all levels of an organization. It establishes an environment where team members feel comfortable expressing concerns. They ask tough questions because everyone’s input counts. They’re not afraid to throw out ideas for fear of rejection. When team members feel safe, they’re more likely to take risks, share new ideas, and challenge the status quo.

    Anabel Morales, VP of Talent Acquisition at Worksome describes psychological safety in a nutshell as “really just having the ability to speak your mind and being open to candor.”

    Tyler Parson, Head of Talent at Chili Piper explains how creating this space stems back to the organization taking initiative. “If you create a culture where it’s okay to say those things, then it takes all the fear out of it, or at least most of the fear out of it.” 

    Company Values & Culture Foster Psychological Safety

    Reinforce and promote psychological safety through the company’s values. Doing so allows you to set the tone for its development throughout the organization.

    Worksome’s company values are “Speak data, be brave, and have fun.” Anabel Morales explains how these values work to build an environment of psychological safety. 

    “Being brave really connects to letting people be authentic, speak their minds, and have fun. I think it’s not just about social events and team building, but it’s also about actually having a passion for your work and having fun at your job because of what you’re doing.” 

    “Our cultural framework is made up of trust, transparency, and inclusion. We try to approach everyday interactions with our colleagues in this way and also throughout the candidate journey.

    Culture promotes psychological safety for internal employees seeking changes too. Tyler Parson shares how this works.

    “What we’re trying to build at Chili Piper and have been successful in doing so far is creating a culture where if you want something new, you always ask for it internally first. If it’s in the realm of possibility and our growth plan, then we try it.”

    With clear values and a positive culture, employees can feel comfortable expressing themselves in the workplace and building trust with the company.

    Psychological Safety in Interviewing

    For far too long, an interview hasn’t always felt like an opportunity to speak up without fear of backlash. Or worse, getting the boot from the recruitment process. Building psychological safety in interviewing will change that.

    Anabel explains why Worksome makes an effort to provide psychological safety in the interview process. “We want to ensure people feel free to speak up and share failures as well as successes because we know that’s really where the learning happens and that’s just important to share.” 

    This welcomes the opportunity for candidates to share the adversity they overcame to achieve success!

    So, how do you set a precedent of psychological safety for a candidate in an interview? It starts with the interviewer.

    Tyler shares that Chilli Piper ensures during “interview trainings, hiring managers are equipped with how to create a basic positive candidate experience. Part of that is understanding how to make candidates feel comfortable, welcomed, and [empowered] to talk about their experiences in a way that doesn’t shy away from talking about their failures.

    Gauge a candidate’s ability to foster psychological safety in the workplace. Ask questions focusing on empathy and respect. Assess if this person will be a good fit in a culture of psychological safety.

    How do you go about building trust with your team?Provide an example of how you showed empathy in your current role.How would you help someone progress after a failure?Share how would you respond if someone else’s view on a task or project differed from yours.

    Psychological Safety for Management

    Creating a psychologically safe workplace starts with strong leadership. Leaders need to model the behavior they want to see in their team members. They need to encourage open communication. Give employees the space to voice their opinions.

    Anabel believes “top leadership” setting a precedent has a ripple effect throughout the organization. “I think if they are living out their values then it will naturally trickle down to the rest of the company.” 

    “You can always use the values when you are trying to make tough decisions and when you reflect on the values, it’s [even] helpful in navigating your day-to-day.”

    “When we hire managers or if we promote somebody into a management role, right away we introduce them to our leadership principle, educating them on just how to live up to those values.”

    Tips to Build Psychological Safety

    Here are 3 important tips from Amy Edmondson to create psychological safety as a leader: 

    Frame the work as a learning problem, instead of an execution problem. Needing everyone’s involvement creates a rationale for speaking up.

    Ask more questions to invite sharingActively request opinions from those who tend to stay quiet

    Acknowledge your own fallibility to create more safety for speaking up. Tyler Parson supports this saying, “It starts with… you as a leader practicing vulnerability”

    Apologize when you make a mistakeAsk for help when you need it

    Model curiosity and ask a lot of questions to create a necessity for voice.

    Promote equal speaking time for everyone involvedEncourage feedback sharing and use it to build on ideas

    Psychological Safety Is the Foundation for Innovation

    Psychological safety establishes a baseline. Everyone can feel safe to speak up and feel heard when they do. In this sort of environment, innovation comes easily with the free flow of ideas. 

    Want more insights into recruiting tips and trends?

    Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves.

    Finally, want to listen to the full episodes featured in this article?

    Editor’s note: at the time of the podcast recording, Tyler was Head of Talent, in June of 2022, she was promoted to VP, People. Congrats, Tyler! Likewise, when her episode was recorded, Anabel was VP of Talent Acquisition, in August of 2022, she became VP, People and Culture. Congrats, Anabel! More

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    in Career Hacks

    How Bloomberg’s Early Career Programs Prepare You for Success in Business

    Early career programs are designed to empower students with the invaluable skills and resources needed to succeed in the workplace. These programs enable participants to develop the professional know-how they don’t always receive in a classroom setting, while also providing exposure to various job and networking opportunities.

    Bloomberg, a financial technology company, offers a range of career-readiness programs for underrepresented college students and recent graduates who are interested in business and finance. The content is targeted to all years, with the ultimate goal of providing participants with career coaching, insight into Bloomberg’s workplace and culture, and access to company leadership.

    One example is the First-Year Insights Series, a career workshop aimed at diverse first-year and/or first-generation college students. In this program, students are introduced to professional skills they can use to gain a headstart when launching their careers. By attending a session, students become eligible for tailored developmental opportunities including one-on-one coaching and resume review with a Bloomberg recruiter. 

    The company also offers hands-on professional learning experiences for students further along in their college journeys. Sophomores can apply for business externships, short-term programs that provide firsthand exposure to the daily demands of a role with the company. In addition to gaining insight into a potential career, externs also receive early access to apply and secure an internship for the following summer.

    Bloomberg internships are generally available to juniors and offer more in-depth project work, skills training, and networking opportunities. Unlike the First-Year Insights and externship programs, which occur over a few days, most internships last ten weeks, thereby giving students more time to develop their skills and knowledge, forge a professional network, and make a positive impression that could lead to a full-time job offer after graduation.

    Bloomberg has further demonstrated its commitment to nurturing diverse talent through its flagship Discover Bloomberg: Accelerate and program. An all-expense-paid, three-day immersion event at the company’s New York City headquarters, Discover Bloomberg allows upper-level students and recent graduates to learn more about company culture and gain deeper insight into the day-in-the-life of their desired roles. The event concludes with participants interviewing for either a business internship or an entry-level position.

    We interviewed a few Bloomberg employees who participated in these early career programs to better understand how those experiences have impacted their careers. During these conversations, we learned that the mentorship and skills training received during these programs has positively contributed to their professional development and success.

    Reliable Support Networks

    Finding a supportive network of mentors is a critical part of growing a successful career, especially for young professionals who often lack extensive professional experience and a network. Underrepresented talent doesn’t have as many opportunities to build those valuable connections that could be a source of encouragement, career planning, and perspective. Bloomberg’s early career programs help close that gap.During his externship, Robert Ashamole, an Account Manager, formed an important relationship with a Bloomberg executive who encouraged him to accept a full-time role at the company.

    Robert’s experience is just one example of the peer-to-peer support that exists at Bloomberg. Daniela Arias, an Account Manager, participated in both Bloomberg’s externship and internship programs, through which she also received strong professional support.

    Daniela stated that, at Bloomberg, she would always have someone who she can count on for support. When it comes to advancing your career, this type of network is invaluable.

    Opening Doors to Careers in Finance

    Bloomberg employees work with some of the most innovative technologies used in the financial markets. Participants in these early career programs receive early exposure to these tools, like the Bloomberg Terminal, which gives them a leg up on transitioning more smoothly into full-time roles at Bloomberg or across the finance industry.Laneika Lyons, a Data Engineer and Analyst, credits her participation in these programs as part of her seamless transition into Bloomberg.

    Start Your Journey

    There’s no doubt that Rob, Daniela, and Laneika all gained incredible insight and experience during their participation in Bloomberg’s early-career programs. From skills development to networking, these programs have formed the foundation of their successful tenures at Bloomberg. 

    If you’re curious about what Bloomberg does and what business career opportunities are available with the company, explore its Discovery and Diversity programs for underrepresented talent.

    Your road of accomplishments is right ahead of you. You just need to start walking.

    Check out all of Bloomberg’s current opportunities on its profile and get your journey started. More

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    in Career Hacks

    What Makes Lockton Such an Uncommon Insurance Agency?

    When you think of insurance, what comes to mind? Maybe it’s broken windows and flooded basements. Or maybe you think of Jake from State Farm and their auto and car offerings. But what a lot of people don’t think of when it comes to insurance are all the unique businesses that require coverage and the exciting ways in which brokers and agents can offer it.

    Lockton Insurance, the world’s largest privately held brokerage firm, is constantly redefining the role that insurance companies play in the world of business. Simultaneously, they are also turning preconceptions regarding insurance companies on their head.

    Recently, we spoke with two executives at Lockton about what makes their firm such a unicorn in the industry. What we learned was that their approach to insurance, their clientele, the impact they have on businesses, and the opportunities they provide for employees are all factors that set them apart from every other insurance company in the game.

    Approach – Consulting Not Selling

    One of the most unique characteristics of Lockton is its approach to selling insurance. First of all, they don’t sell insurance. Rather, Lockton is filled with brokers and agents who act as consultants that play an active role in the facilitation of a business. This differs from what people normally consider brokers and agents – salesmen who are simply selling a product.

    The takeaway here is that working at Lockton as a broker isn’t a sales role and it’s nowhere near a typical insurance agent position. At Lockton, the consultant approach is what makes the job exciting and keeps it fresh.

    This consultant-forward and creative-minded approach is why Lockton stands out in the insurance industry and makes it such a popular place to work.

    Clients from Every Industry

    From cannabis farms to deep-sea drilling operations, the clients that Lockton works with aren’t who you’d expect. The diversity and range of the companies that Lockton works with are part of the reason why working at the one-of-a-kind firm is so enjoyable.

    As mentioned previously, Lockton’s consulting-led approach really allows them to be embedded within a company and understand the nuances of its particular business operations. 

    During Josh Luther’s time at Lockton, he worked with a chocolate candy manufacturer and got to see how chocolate-covered almonds are made. He worked with a bakery and got to see all the different bread being made. Josh even had a client that was a packaging company that did the Capri Sun juice boxes all the way to garbage bags and medical supplies. He exclaimed how fascinating it was to watch something start from raw material and get built into a final product that people everywhere will use. 

    At Lockton, you’re not just working in the insurance industry. You’re working in all the different industries that your clients are a part of.

    Real-life Insurance Impacts

    While it can be exciting to work with unique companies and be immersed in their operations, what really lights the fire of Lockton employees is making an actual impact on a business. Not only does it mean you’re doing your job right, but it’s incredibly gratifying and provides a massive feeling of self-worth.

    When we asked Lauren Carson about what her favorite project was during her 14 years at Lockton she spoke about a time when she saved a company $1,000,000. After offering the company a full evaluation of their program, engaging in a deep conversation about their business, and understanding where they wanted to take things, Lauren and her team came back with a bunch of creative ideas that projected to save the company a massive amount of money.

    On the flip side of that, not providing a company with the right support as an insurance firm can spell disaster for businesses. Josh Luther mentioned that without the services Lockton provides, “businesses could slow down, it could mean a company doesn’t earn revenue. It means a construction team couldn’t get on site do their work and they might shut the job down or slow it down,” for example.

    The bottom line is that brokers at Lockton play a larger role in the success or failure of a business than you think, something that makes the job particularly rewarding.

    A Wealth of Opportunities

    In addition to Lockton’s approach, clientele, and impact, we felt that one of the most important features of their firm, especially as it pertains to students and young professionals looking for a job in insurance, is the opportunities they bestow on their employees.

    When we were speaking with Josh Luther he celebrated the fact that the firm grows by double digits every year and how that creates opportunities for their people – both vertically and horizontally.  

    Josh explained that if you can become a subject matter expert in a particular field, your opportunities to explore other areas within the firm open up. Not only that, Josh mentioned that they even provide employees with training and education to help them make that move.

    Whether it’s the skills you learn or the experiences you have, Lockton has incredible opportunities that are just waiting for you to explore. So if you’re looking to join a revolutionary organization that is changing the way the world sees insurance and the manner in which businesses use it, take a look at some of Lockton’s open roles. More

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    in Employer

    Less Competition, More Talent: Here’s How to Recruit in an Economic Downturn

    What You’ll Learn

    How a ‘down’ economy affects hiring strategiesWhat companies should avoid doing in rough economies (it’s probably not what you think)Advantages of recruiting in an economic downturn12 best practices to help gain a competitive advantage when the economy slows

    About this eBook

    If you’re in the hiring space, you’re probably no stranger to this shifting landscape of talent acquisition. Now, we’re facing the newest challenge in the labor market: rising inflation, fears of recession, and labor shortages. But no matter the economic climate, it’s your job to find and retain top tech talent. Discover how can you adapt your hiring strategy to successfully recruit, keep pipelines warm (and strengthen your own career) during an economic downturn. More

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    in Career Hacks

    5 Ways Tutoring Will Amplify Your Financial & Professional Future

    As you make your way through college, a common question you might ask yourself is what money-earning opportunity you can find to fill your time, your mind, and your wallet while also finishing your education. Luckily, as the world embraces flexible or remote working arrangements, there are several avenues that are now available for students looking to earn money while in school. One great example is Varsity Tutors – their innovative virtual tutoring platform has been helping students for years by making it easy for them to earn money while pursuing an education. 

    Recently, we chatted with a pair of current students who are tutors at Varsity Tutors about how the company is giving them everything they need to pursue an education, gain experience, and supplement their livelihood all while choosing their own hours and making extra cash throughout the week! 

    1. Flexibility 

    One of the very real aspects of most jobs is your lack of control over your schedule, either getting too few hours or too many while having little say in the end result. 

    The desire for flexibility is part of the reason the job market has seen such a shift towards more freelance, gig, and contract opportunities like tutoring. At Varsity Tutors (VT), you have the ability to take on as many or as few students as you want, while working with them to make a schedule that suits both of you. 

    2. Work-Life Balance 

    Gone are the days when people lock themselves into jobs that consume their entire lives, especially while they’re enrolled in college. While it may be important to make extra money in school it is also important to enjoy and embrace everything that the university experience has to offer.

    The allure of having a good work-life balance makes tutoring with Varsity Tutors an opportunity that college students across the country have sought out. Much like the flexibility of scheduling, the ability to balance making money with everything else you have going on is why VT is perfect for someone who is busy. 

    Do you have drama club every Tuesday? Have a test you need to study for? No problem, talk to your student and find out a different time that works. 

    3. Remote Opportunities 

    As the world has come to find out over the last couple of years, remote work is here to stay. A study1 conducted by video-conferencing provider Owl Labs surveyed 3,000 employees in 23 countries over 6 continents and found that people who have the opportunity to work remotely at least monthly are 24% more likely to feel happy and productive in their roles. 

    Since Varsity Tutors offers fully-remote opportunities, these benefits are felt in their entirety. It doesn’t matter if you’re on-campus or at home for the holidays, VT allows you to tutor from where ever you are. Not only is it more comfortable, but the time and money you save on not having to commute or look for a new job for the summer will help you maintain your preferred schedule and cash flow. 

    Time is a valuable currency. Use all the time that you save to concentrate on school and to continue building the life you’ve always imagined. 

    4. An Opportunity That Grows with You 

    Everyone wants opportunities that stay new and fresh. In order to grow and learn you need to face new challenges! Luckily, at Varsity Tutors, you have the opportunity to delve into new subjects as you grow. 

    For example, say you tutor accounting while in college and eventually go on to become a CPA after you graduate. Then, you can return to VT to use your knowledge and experience to tutor students who are studying for their own CPA licenses. 

    As you advance through college and your career, you will be able to offer tutoring services in more subjects and on more advanced material. This growth can ultimately lead to you making more money! 

    1 Flex Jobs – New Study Finds Remote Workers Happier and More Productive

    5. Frequent Payments 

    Waiting on money is never a fun experience. Especially when you’re in college where money can be scarce. Luckily, Varsity Tutors is very aware of these challenges for students. In order to accommodate tutors’ diverse needs, VT tutors get paid twice a week! 

    This payment schedule allows tutors to focus on tutoring and what they need to do to get through school. No more worrying about when your paycheck is going to land, no more worrying about not having money to spend on the weekend, and no more hitting up mom and dad when you need some extra cash. 

    The Perfect Combination 

    It goes without saying that being a tutor is one of the most rewarding opportunities for someone trying to grow and advance their career. While the flexibility, work-life balance, remote accessibility, and payment schedule are great, tutoring is really what you make it. 

    Take Columbia grad student Raul I De La Espriella for example. Raul ended up finding his love for teaching while tutoring with VT, which catapulted him into an entirely different career path. 

    “Through Varsity Tutors, I found that I really enjoy teaching the craft of writing. It’s a special kind of feeling when someone can understand that they can write and gain confidence about it. When I watch a student learn to enjoy writing there’s nothing like it.”Raul I De La Espriella, Johns Hopkins, MA in Teaching Writing 

    After his experience with Varsity Tutors, Raul went on to switch his major from economics so he can pursue a career in education. This is a path he wouldn’t have taken if it weren’t for his impactful experience as a tutor for VT.

    Whatever your reason for joining Varsity Tutors, know that it is a place for people who want to grow themselves in more ways than one. For more information on how to start tutoring with Varsity Tutors, check out their company profile. More

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    in Employer

    Get Internal Approval for Recruiting Tools: A Step-by-Step Playbook

    What You’ll Learn

    How to articulate the problem the tool will solve (with examples!)How to prepare a solid rebuttal (just in case)The communication structure to follow when you request the tool

    About this eBook

    Your team has big goals and you’ve identified a new recruiting tool to help. So what’s the best strategy to get it approved internally? Securing approval may feel like a tremendous challenge but this playbook will outline, step by step, how to get your recruitment tool budget approved so you can better automate and streamline your hiring process. More

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    in Employer

    Why You Should be Recruiting Laid Off Talent (+ 3 Key Strategies) 

    Between shrinking labor force participation due to the pandemic and the “Great Resignation,” in which almost 50 million workers left their jobs, we’ve faced a whirlwind of a labor market. Now, amid increasing inflation and labor shortages, the job market remains uncertain. Whether it’s business as usual or you’re under a hiring freeze, it’s important to think about nurturing your pipeline and recruiting laid off talent. 

    This year, numerous layoffs came as a tough blow to many tech workers thrust back into the job market. In September of this year, job cuts surged 46% with US-based employers announcing over 29,000 layoffs. 

    Surprisingly, mass layoffs are a relatively recent occurrence dating just back to the 1970s. Since then, many Americans have come to accept layoffs as an inevitable outcome of economic downturns. Workers could no longer rely on the same company to employ them for the majority of their professional careers. 

    So, let’s review key strategies for talent acquisition teams and recruiters to grow their talent pool and find top candidates despite an economic downturn. Here’s how you should approach recruiting laid off talent and stand out in this market. 

    1. Don’t let stigma influence you

    Let’s get one thing straight. Firing is typically performance-based. About 74% of US workers are considered at-will employees. This means an employer may fire them for any reason (if not illegal), or no reason, without warning, and no just cause. 

    Layoffs, on the other hand, are typically unrelated to an employee’s ability to perform a job and the quality at which they do it. Let go of biases traditionally attached to hearing someone was “let go.” Do not assume a laid off worker is ‘less than’ someone a company continued to employ. Perhaps the individual who was laid off was great at their job but the company shifted direction or the economy took an unexpected turn. 

    These days, layoffs aren’t frowned upon as they were in the past. We see an open dialogue about the state of the hiring market and people’s experiences with layoffs. An explosion of  LinkedIn posts in which people share their stories helps prove we are overcoming a taboo. 

    Rethink the connotation of a “job hopper”

    In one LinkedIn post, Rowena Millward reflected on the days in which 10 years of tenure was the average. Then, a changing world of work prompted reinvention. From the shock of having to “adapt or die,” she found success and growth in “dabbling” and making multiple career transitions. Rowena garnered over 1,000 reactions on this post — her statements resonated. We should embrace reinvention. 

    Brittany King, Senior Manager of TA-Talent Intelligence & Diversity, encourages employers and jobseekers to reject negativity around “job-hopping.” In fact, she encourages employers to see past it as a DEI practice. 

    She says, “In many cases, ‘job-hoppers’ have had more barriers than others in the workforce.” This could include health challenges, economic hardships, or transportation issues. Brittany even credits job-hopping to her own career success. “My skills are varied, my familiarity with different industries is comprehensive, and my understanding of organizational culture is robust.”

    Many of the challenges laid off talent face stem from an occurrence simply out of their control. Empathize with them and recognize how much strength it takes to bounce back and re-enter the job search post-layoff. 

    2. Be open to diverse talent 

    Reframing your mindset around particular talent opens up your recruiting to a world of hiring opportunities in places you may not have expected. 

    Layoffs trigger a mix of emotions but also present the opportunity to pivot and explore careers in areas of passion and genuine interest. As people reassess their professional lives after a layoff, many decide to pivot into new fields or industries. In the spirit of Rowena Millward, they embrace reinvention.  

    At Hired, we’ve had the pleasure of meeting numerous jobseekers who broke into the tech sector from wildly unrelated fields — such as music.

    Paula Muldoon used Hired to land a role as a Senior Software Engineer. When we asked her to share her story with us, Paula explained she made a transition into tech from a classical music career. Paula said, “I turned 30 and wanted to earn more money and have a better quality of life. I knew a few developers and they seemed to be really happy and since I could retrain quickly, software seemed like a good option. And turns out I love it!” 

    A successful Makers Academy bootcamp grad, Paula took a bold leap and an unconventional route to make her big career move. Her story serves as a reminder to be open-minded about non-traditional talent or those with second careers.

    Read more stories about candidates who successfully pivoted their careers: 

    In Hired’s panel discussion, “An Insider’s Guide to Hiring in Tech,” our CTO Dave Walters joined TA leaders to discuss improving the recruiting experience for jobseekers and better practices for sourcing talent.

    Panelist John Beard, Director of Corporate & Technical Recruiting at One Medical, made notable points on expanding candidate pipelines with non-traditional talent. 

    “Look for those non-traditional avenues to become a Software Engineer. Look at the bootcamps and at earlier-in-career talent…If you’re an organization specifically looking for the traditional pedigree of Software Engineers from a traditional college education and program, you’re going to miss out on a lot of great Engineers. There are a lot of great self-taught Engineers. There are a lot of great bootcamp Engineers. I’ve hired a lot of great Engineers in their second careers. You can attract them and leverage them on your team, but you have to be open to it.”

    Related: Partner Roundup: Coding Bootcamps & Non-Traditional Tech Education 

    Defining talent based on pedigree is a disservice to your team and puts unnecessary limitations on your recruiting, so look beyond labels and hire for skills.

    Urging companies to prioritize equitable hiring, Hired’s CEO Josh Brenner, explained in the 2022 State of Wage Inequality report, “When competition is high, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.”

    Pro Tip: You can add bootcamps to your search criteria on the Hired platform. Or you can work with our events team to create a coding challenge. They’ll help you connect with one or more of our bootcamp partners to co-host and co-promote a challenge or other event. 

    3. Offer what’s important to jobseekers

    To attract the right talent, provide what jobseekers want. In our 2022 State of Tech Salaries report, we explored what tech professionals seek in their roles and job offers. The top perks tech workers would trade for a higher salary/offer are:

    Flexible work schedulePhysical health benefits Paid time off   

    To be successful in recruiting laid off talent amid such volatile economic times, offer flexibility and practical benefits, such as health insurance and 401K retirement matching. These trade-offs are a sharp contrast to findings from the 2021 report, in which more candidates would accept a lower salary for company stock or equity. 

    Perhaps, this reflected a desire for stability as employees assessed what their careers meant in the midst of a pandemic. Employees likely wanted to feel connected to the business and its future growth.  

    Beyond what employers can tangibly offer, tech professionals weigh company values as important too. Again, referencing John Beard, we realize the importance of attracting tech workers who want work aligned with their values:

    “What a company does is increasingly important for engineers who can take their talent to just about any industry. The mission and what the company does really matters. This means concentrating on finding those missionaries as opposed to the mercenaries, who are just looking to maximize their earning potential.”

    Presenting what your company has to offer in values helps you identify the candidates who share your organization’s vision. 

    Is your culture represented well in your employer brand?

    For guidance, download our eBook written for scaling startups, Want to Boost Responses from Candidates? Add Your UVP in Strategic Recruitment Messaging. Work for a large enterprise corporation? Here’s Losing Top Candidates to Unicorns and FAANG Companies? How to Stop It.

    Don’t get us wrong — a competitive salary is essential! However, it loses some of its charm when the fear of getting laid off down the line is present. 

    Perhaps the candidates’ desire to join companies who do meaningful work and the candidates’ willingness to trade salary for benefits enhancing quality of life ultimately reflects their search for security and trust in their jobs. Make candidates feel safe. 

    When recruiting laid off talent, be transparent  

    Does your company offer professional development opportunities? Do they offer tuition reimbursement? What about PTO and family planning/maternity/paternity benefits? Be prepared to tell candidates all about it. Openly share them early in the process. Let them know you want to be supportive by investing in their future — not making them uncertain about it.

    Be sure to keep candidates informed throughout the process. Be upfront about what you’re looking for too as you build trust. Candidates want stability more than ever. Your honest communication about where the company was, is, and will go can help provide that. Share numbers and details to paint a clear picture of your organization. Sell them on why the candidate should begin the next chapter of their career with your team. 

    Go find new talent for your pipeline by recruiting laid off talent

    Do you need better alignment with your hiring teams? Check out our research on What Happens when TA & Hiring Managers Unite. Or if you’re simply spread thin these days, Hired Technical Sourcer offers short or long-term help shortlisting, communicating, and screening technical talent. 

    We also offer opportunities for candidates to showcase their engineering skills and for employers to asynchronously evaluate them using Hired Assessments. 

    Ready to learn more about how Hired supports talent acquisition and recruitment? See how it works for employers with a demo and set up a trial.  More

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    in Career Hacks

    5 Reasons Why Springboard Is Your Ticket to a Dream Job in Tech

    You just can’t get one-on-one mentoring, highly-technical training, and a job guarantee like the way Springboard offers it.

    As more employers look beyond college degrees as criteria to work at their companies, aspiring professionals have begun seeking alternative methods to learn new trades and qualify for roles. But the questions remain – what are the best ways to learn a new skill and how do you know if what you’re doing is worth the time and money?

    As e-learning programs and online workshops come and go, Springboard has risen as the premier destination in online learning for the tech industry’s most in-demand careers. With comprehensive, mentor-led programs in software engineering, data science, UI/UX design, cybersecurity, tech sales, and more, there is a lot to love about Springboard’s unique offerings. 

    But Springboard’s robust curriculum isn’t the only reason why aspiring professionals are flocking to the groundbreaking e-learning platform. From the self-paced speed to their job-match guarantee, here are all the reasons why you should choose to enroll in Springboard’s online boot camps.

    Go As Slow/Fast As You Want

    Once you’re admitted into a boot camp, students have the freedom to set their own pace and go as fast as they feel comfortable going. Whether it’s because of time restraints or just to absorb as much information as possible, this factor of Springboard’s boot camps really stands out for students. 

    Ability to Pivot into Any Industry

    One of the biggest reasons why Springboard is so sought after these days is because it enables people to pivot into any industry they choose. Take Vianey Luna for example. When Vianey found Springboard, she was teaching English as a foreign language in China and South Korea. A few years into her career, Vianey felt inspired to make a career shift into cybersecurity and was able to use Springboard to help her make that leap.

    Another great example of someone who made a massive career change with Springboard is Hastings Reeves. Hastings was studying to become an opera singer until the pandemic hit and he was forced to reassess his situation. With a three-year-old daughter, Hastings knew he needed to find income. After taking part in Springboard’s Data Science Career Track, Hastings found the job of his dreams.

    From singing opera to working in data science, Springboard made it possible.

    The Mentors

    Of course, where an educational or training program is going to provide some of the most value is in the mentors and peer guidance that is offered. And when it comes to the mentors that Springboard staffs, no exceptions are made.

    Using a system created in-house, Springboard makes sure to stay on top of quality control and the overall caliber of its mentors and teachers throughout the entirety of their tenures. Additionally, Springboard looks to hire people with experience in an industry and a passion to lead.

    Career Coaching

    One of the best parts about Springboard’s e-learning platform is that it isn’t just an e-learning platform. When you sign up for Springboard, students are matched with a career coach who works with them 1:1 to seize the job of their dreams.

    Throughout your entire enrollment in the boot camp, you will have regular meetings with your career coach to discuss things about your CV, resume, and general job-hunting tips. When you complete the boot camp, your career coach ups their involvement in your search and really starts helping you get applications out and taking shots for that dream job!

    Whether it’s with help with interview tips or suggestions on how to execute an elevator pitch, Springboard’s career coaches are there for you until you sign a contract. 

    Job Guarantee

    Perhaps one of the most alluring features of Springboard’s online learning platform is the job guarantee that they bestow on nearly every one of their students. It is one thing to trust an education system or provider to give you valuable knowledge and skills but the fact that Springboard guarantees a job offer or your money back just goes to show how much they trust their program.

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    Under these circumstances, it becomes much easier for Springboard’s students to fully engross themselves in their education. Without the gnawing feeling of whether or not a job awaits them at the end of their curriculum, students have nothing else to worry about besides gaining a valuable and marketable trade.

    Why Is Springboard Right For You?

    Whether it has to do with the wide range of tools and resources that Springboard equips you with or the degree of quality in its curriculum and mentors, there are several reasons why Springboard is such a great option to advance your career.

    But the most important reason to enroll in Springboard is the desire to grow yourself in one way or another. If you have the desire, Springboard is ready to fulfill it.

    At Springboard, you either get a job or your money back. Start exploring career tracks and open-enrollment boot camps today! More