Aurelia Butler

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    Netflix: An Employer Brand Built on Freedom and Responsibility

    When it comes to company culture, Netflix is a force to be reckoned with. Its famous “Freedom & Responsibility Culture” presentation has made waves and introduced ideas that are now commonplace, like unlimited paid time off and a radical approach to employee empowerment.
    But what’s really behind Netflix’s unique approach to company culture? And how do they attract and recruit top talent in both tech and entertainment?
    We sat down with Sergio Ezama, Chief Human Resources Officer at Netflix, to find out.
    Simplicity is Key
    At Netflix, everything is based on five simple principles:

    Encourage decision-making by employees
    Share information openly, broadly, and deliberately
    Communicate candidly and directly
    Keep only your highly effective people
    Avoid rules

    These guidelines inform all sorts of management policies at Netflix, from their unlimited vacation policy to their five-word expense policy: “Act in Netflix’s best interest.”
    This management structure, which Netflix sums up as “highly aligned and loosely coupled,” enables them to grow while still retaining the ability to make big pivots quickly. In short, it’s how they were able to transition from mailing DVDs directly to customers into becoming a video streaming platform, and then make the jump into producing their own high-quality content.
    Working with the Best
    Ezama quickly points out that the Netflix culture memo is an external document, not an internal one. They want it to be the first thing a candidate reads about the company and the first document you receive if you’re applying for a job.
    “We want to strike a balance between being a bit different, being credible, and being aspirational,” Ezama says. That means putting what they stand for front and center and being OK with the fact that it’s not going to appeal to everyone. The work is challenging, and excellence is expected because that’s what it takes to be the best at what you do.
    For Ezama and the candidates he’s looking for, the chance to be on a dream team that comes together to solve very challenging problems makes working at Netflix so rewarding. It’s the central Employer Value Proposition that drives all of their employer branding work.
    “Industries will change over time, and cultures will change over time,” he says, “but working with the best people is something that will remain constant.”
    Measuring Success
    As the CHRO of a large organization, Ezama is passionate about measuring the success of employer branding efforts. When someone comes to him with an idea, the first thing he’s looking for is conviction. Are you passionate about this? Are you really, truly behind this? And secondly, what is the evidence? What output can we measure?
    At Netflix, they rely on the Employer Brand Index to give them the data they need to measure their employer branding efforts. “The work that we do with Link Humans helps us understand if we’re being competitive or not, not only with Netflix but also relative to those we compete against,” Ezama says.
    So, what’s the takeaway?
    Netflix is a company that is committed to simplicity, excellence, and working with the best people. If you’re looking for a challenging and rewarding work environment where you can be part of a dream team that solves big problems, then Netflix might be the place for you.
    But be warned: Netflix is not for everyone. The work is challenging and excellence is expected. If a candidate is not up for the challenge, then it’s probably best to look elsewhere.
    But if they are ready to join a team of the best and brightest minds in the world, then Netflix is the place to be.

    To follow Sergio Ezama’s work, connect with him on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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    Hiring a Data Analyst? What to Look for in Top Candidates Now

    Hiring the right data analyst is crucial for your business. It’s like having a skilled navigator on your journey—it helps you steer your ship through the vast ocean of information. From enhancing marketing strategies to predicting market trends and even advancing healthcare, data analysis plays a central role in decision-making across various sectors.
    But what qualities does a data analyst need to possess? That’s exactly what we’re going to find out in this guide.
    The growing importance of data analysis
    Data analysis isn’t just an optional tool; it’s become a cornerstone of modern operations. 
    The global big data analytics market is worth $307.52 billion and is projected to hit $745.15 billion by 2030—a 13.5% CAGR. But why is data so crucial?

    Data from Fortune Business Insights
    Similar to having a trustworthy GPS system, data directs enterprises toward their objectives. Analytics does this by revealing trends and vital information that allow businesses to make important short and long-term decisions. 
    This is why hiring the right person for your data analytics role is so important.
    The impact of hiring the right data analyst
    Think of hiring the right data analyst as selecting an experienced captain for your expedition. The captain should be capable of providing solutions when you need them the most. 
    For instance, in times of crisis, such as tech layoffs, hiring the right data analyst who aligns with your company’s values is crucial. The analyst will help you determine how the proposed layoffs may affect the organization’s productivity and morale. 
    Here are four key benefits of hiring the right data analyst:

    Improved Decision-Making: A competent data analyst lowers your risk of making ill-informed decisions by offering insightful data analysis.
    Enhanced Efficiency: They are able to streamline procedures and spot opportunities for improvement, ultimately saving time and money.
    Competitive Advantage: With the right data analyst, your organization can gain a competitive edge by staying ahead of market trends and customer preferences.
    Innovation: Data analysts can find opportunities and patterns that are hidden and lead to new ideas within your company.

    The essential qualities of a data analyst: Technical skills
    There are four main areas to concentrate on when it comes to the technical side of being a data analyst. These skills are the nuts and bolts that allow your data analyst to navigate the data landscape effectively. 
    1. Working knowledge of data analysis tools
    Your data analyst should be well-versed in using software and tools specifically designed for data analysis. For instance, your company could be using a Vonage VoIP for small business system that generates a wealth of data on call volumes, call durations, and customer interactions. 
    Familiarity with tools like Excel, Python, R, or specialized software like Tableau is essential to uncovering insights. These insights can go on to drive significant positive results for your business. For example, by adopting Tableau, PepsiCo was able to reduce the time it takes to produce reports by up to 90%. 
    Related: Hired’s 2023 State of Tech Salaries report

    Data from Tableau
    Data analysis tools help in cleaning, processing, and transforming raw data into meaningful insights. For instance, when dealing with sales data, proficiency in tools like Excel can help identify trends and patterns in revenue generation.
    2. Programming skills
    Programming skills are the coding language that data speaks. A competent data analyst should have a working knowledge of programming languages like Python or R. They can perform sophisticated data manipulation and statistical analysis thanks to these languages. 
    For instance, when analyzing customer data for an e-commerce business, programming skills enable the automation of repetitive tasks, such as calculating purchase trends.
    3. Database management
    Databases are like the library of your organization’s data. Data analysts need to be adept at managing and querying data from various databases. Knowledge of SQL (Structured Query Language) is invaluable here, as it helps retrieve specific data from large datasets efficiently. 
    For example, when working with customer databases, a data analyst may use SQL to extract information about customer demographics and preferences.
    4. Data visualization expertise
    Data visualization is the art of turning numbers and statistics into visually appealing and understandable graphics. A proficient data analyst should be skilled in creating charts, graphs, and interactive dashboards. 
    Tools like Tableau, Power BI, or even Python libraries like Matplotlib and Seaborn come in handy here. When presenting quarterly sales reports to a team, data visualization expertise makes it easier for everyone to grasp the key insights at a glance.
    Note that recruitment tech like applicant tracking systems (ATS) can efficiently source and filter candidates based on specific criteria, including data visualization expertise. These systems can help you find data analysts with relevant skills and experience in this specific area, allowing you to narrow down your pool of candidates to the best ones.
    The essential qualities of a data analyst: Soft skills
    Soft skills are the intangible qualities that make a data analyst not just effective but exceptional. They enable the analyst to navigate the human and organizational aspects of data analysis, making a real impact. 
    1. Teamwork
    Because they frequently work in groups, it’s essential for data analysts to have strong collaboration skills. For instance, your marketing team may need to launch a retargeting strategy for e-commerce. 
    Such a strategy would require insights into audience segmentation, ad performance, and customer behavior patterns, which data analysts can provide. A data analyst with poor teamwork skills would hamper the success of the retargeting campaign. 
    2. Adaptability
    Analysts need to stay current with the continuously changing data landscape. Adaptability ensures that analysts can thrive in a dynamic environment. For instance, when working on a project where the data source suddenly changes, an adaptable data analyst can quickly adjust their approach to maintain data integrity.
    3. Communication skills
    Free to use image sourced from Unsplash
    Imagine having an excellent idea but being unable to communicate it; you won’t get very far. Data analysts need to communicate their findings effectively, both to technical and non-technical stakeholders. 
    They should be able to translate complex data into plain language and compelling visuals. This skill is crucial when presenting market insights to a group of executives or explaining data-driven recommendations to a customer.
    4. Analytical skills
    When it comes to finding hidden patterns and insights inside data, a data analyst needs to be a skilled investigator. They ought to be adept at analyzing intricate data sets, identifying patterns, and coming to insightful conclusions. 
    Consider a scenario where a company has implemented call center cloud solutions to handle customer inquiries and complaints. Without skilled data analysts, the wealth of data generated by these interactions remains untapped.
    5. Problem-solving abilities
    Data analysis often involves resolving complex issues. Your data analyst should have a knack for approaching problems methodically. They should be able to break down large, intricate challenges into smaller, manageable parts. 
    When a retail company, for instance, has to determine why its sales have declined in a particular area and how to reverse the trend, this quality is vital.
    6. Attention to detail
    Data analysts should be meticulous in data collection, cleaning, and analysis to ensure accuracy. When, for instance, a financial institution is auditing transactions, attention to detail is essential to spot anomalies that could indicate fraudulent activities.
    Other important factors to consider when hiring a data analyst
    When searching for the right data analyst, their experience and specialization are vital aspects to consider. These factors ensure they can effectively navigate the specific challenges your organization faces. 
    1. Years of experience
    While years of experience alone aren’t the only indicator of a great data analyst, they do matter. 
    More experienced analysts often possess a better understanding of cutting-edge methods and proven problem-solving abilities. 
    For instance, when dealing with historical market data, an analyst with several years of experience may have insights into market cycles that a less experienced analyst might miss.
    2. Industry specialization
    An analyst with industry specialization has an in-depth understanding of specific sectors. For example, a call center utilizing auto-dialing software will benefit from hiring a data analyst with experience in the call center industry. 
    Such an analyst would be skilled at identifying specific call dispositions that lead to successful outcomes and recommending strategies for tailoring auto-dialing scripts to maximize results.
    3. Project portfolio
    Think of a data analyst’s project portfolio as their resume in action. It’s a collection of past projects they’ve tackled, showcasing their ability to deliver results. 
    For instance, a data analyst’s portfolio might include projects where they improved supply chain efficiency, optimized marketing campaigns, identified cost-saving opportunities, or analyzed the traffic of an OnlyDomains website. By looking at their portfolio, you’ll be able to better gauge whether their past expertise is a good fit for your company.
    Hiring a data analyst with confidence
    With the ever-increasing prominence of big data, working with a skilled data analyst is paramount for businesses across all sectors.
    A well-rounded data analyst should demonstrate a special mix of abilities, knowledge, and experience. Use the tips listed above to make the right choice when hiring tech talent for your business. 
    Remember that recruiting the right data analyst is more than just filling a job vacancy; they are a calculated investment in your success in the future. More

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    Why a 30/60/90 Onboarding Plan is Critical for Developer Team Success

    Get a Free 30/60/90 Template
    You need a plan to onboard engineers onto your teams successfully. Why? Onboarding new software developer team members to become full contributors typically takes several months. In order to maintain a positive candidate experience and solidify their place on the team, it’s crucial to spend the time and energy coaching them up to speed on your product, internal processes, and coding standards. Investing in this work helps developers contribute early and often, plus it leads to greater retention down the road.
    During the “The Great Resignation,” the tech industry saw a 4.5% increase in resignations during 2021 alone, and in 2022-2023, software engineers were among the 100,000 tech employees laid off.
    Each developer costs upwards of $20,000 to $35,000 to become a full contributor, not to mention the incalculable amount of time consumed across your team. So, it makes sense to invest in doing it well with a solid onboard plan for engineers.
    How Does Great Developer Onboarding Fit in, and Why Does it Matter?
    In short, developer onboarding is closely related to retention, job satisfaction, productivity, and success. 
    Despite pinpointing all the downstream effects of onboarding, consistently successful onboarding has a long way to go.

    Source: Reddit
    There is no “one-size-fits-all” onboarding solution, but there are best practices worth considering.
    Hired partnered with Educative to craft an eBook to outline detailed steps to create an efficient and successful onboarding framework (along with key tactics to personalize for each employee) and a free downloadable 30/60/90 template.
    Get the eBook for your customizable onboard plan for engineers on your team.
    Use this as your guide to streamline the onboarding process for all your new hires.
    Why a 30/60/90 Onboard Plan Determines an Engineer’s Success
    Onboarding is essential, but many organizations struggle with it, especially in remote or hybrid work environments. 
    Here are three key reasons you need to use a 30/60/90 plan to onboard your tech talent:
    1. Increase Retention
    Only 12% of U.S. employees said their company did a good job onboarding, according to Gallup analytics. One in five employees rated their experience as poor or received no onboarding at all. 
    On the other hand, 70% of the employees with exceptional onboarding experiences highly rated their jobs and were 2.6x more likely to be satisfied with and stay at their workplace.
    Turnover is not a new challenge, but an effective onboarding program will significantly reduce high turnover rates, especially during those all-important first 90 days.
    2. Clear Onboarding Milestones Define Success
    What’s the reason for onboarding failure? Atul Gawande, author of “The Checklist Manifesto,” writes that there’s a clear distinction between errors of ignorance (mistakes we make because we don’t know enough) and errors of ineptitude (mistakes we make because we don’t make proper use of what we know). 
    Failure in developer onboarding results from both “errors of ineptitude” and “errors of ignorance.”Engineering Managers and team leads have a lot on their plates to meet company goals. Despite having access to online resources, documentation, and personal knowledge to create a successful onboarding solution, the implementation often falls short. This is often due to limited bandwidth.
    On the other hand, murky company goals or differing expectations from leadership can result in misaligned onboarding milestones due to errors of ignorance. This happens frequently in newly-created roles or those part of new initiatives. 
    Related: Opening a new role? Check out 5 Tips Where You Should Begin
    Creating a 30/60/90 onboarding plan tackles both types of errors by capturing refined knowledge and documenting clear milestones to align expectations across the company.
    3. A Mentor’s Training Defines the Onboarding Experience
    It’s not entirely up to the new hire for a successful onboarding process — the mentor holds just as much responsibility.

    Source: Reddit
    Training is a multi-stakeholder task; documenting expectations for mentors involved in training keeps all team members on the same page and minimizes confusion from miscommunicated or unspoken expectations. 
    As a mentor, encourage questions and be a helpful resource during the onboarding process by setting clear expectations. It’s natural to want to impress the new team or supervisor, so some new hires may be hesitant to show ignorance or confusion OR bite off more than they can chew within the first couple of weeks.
    Related: How to Foster Psychological Safety in the Workplace, from Interviews to Management
    Top-of-mind Priorities in a Software Engineering 30/60/90 Plan
    Before we dive into the specifics of the onboarding plan, let’s cover 3 top-of-mind priorities for your 30/60/90 plan. Think of this as an outline blueprint for what a new employee will accomplish within 90 days. 
    Prioritize the following elements when developing an engineering 30/60/90 plan:

    Technical Setup and Tool Familiarization
    Personalize the Process
    Team Integration & Culture

    1. Technical Setup and Tool Familiarization
    Set your new hire up with the tools and documentation needed to do their day-to-day tasks. 
    Some considerations include the following:

    Development Environment: Ensure new developers have all necessary tools installed, licenses obtained, and access granted. This includes the IDE (Integrated Development Environment), source control, databases, and other essential tools.
    Codebase Access & Overview: Grant access to the repository and provide an introduction to the codebase. A high-level architectural overview is invaluable for understanding how different components interact.
    Documentation: Point new developers to existing documentation about coding standards, design patterns, and workflows. If possible, assign a reading list for the first few days. Better yet, point your new developer to well-written code.

    Source: How Docs as Code Can Supercharge My Dev Team
    2. Personalize the Process
    How does your onboarding plan for engineers meet your new hire’s specific needs?
    Every developer enters your company at a different starting point. Joseph Gefroh, VP of Engineering at HealthSherpa, manages this by tailoring onboarding to varied learning needs and experience levels.
    “A person can be great at one thing but junior in another. Identifying where your team’s individual strengths and weaknesses lie is, therefore, the key first step in leading them.” – Joseph Gefroh, VP of Engineering at HealthSherpa
    Just because you’re hiring multiple people for similar roles doesn’t mean each of those tech engineers will have the same learning path. One may have completely different qualifications and require additional training modules.
    Need help upskilling or refreshing a new hire’s skills? Try DevPath from Educative.
    3. Team Integration and Culture
    How does your engineering onboarding process include the rest of the team?
    As you build your plan, note the action items required to familiarize your new hire with the team’s processes and culture.
    Include items such as

    Buddy or mentor system
    Intro meetings and meeting purposes
    Company culture
    Team-specific rituals and values
    Team lunches and social events
    Feedback loops

    Following the framework above, let’s dive into building your 30/60/90 onboard plan for engineers with some pre-boarding.
    Pre-boarding (T-7 days)

    Summary: Key Action Items for Pre-boarding Phase

    Send or prep welcome materials
    Send paperwork

    HR documents
    Benefits information
    Tax forms

    Provide company overview

    Company mission, values, goals, history

    Prep equipment

    Laptop, mouse, keyboard, headset, chargers, adapters, monitors, and desk
    Contact IT team

    Before a new hire’s official start date, collaborate with your HR team to ensure a smooth first week. Consider these items as the “pre-boarding” tasks:
    Send or prep welcome materials
    If your company supplies any type of welcome package (company swag, welcome letter, personalized items, etc.), prepare these for arrival or ship to remote employees. Add a quick message with a 1st day schedule.
    Send paperwork
    Are there items you need to send early to acclimate new hires (HR documents, benefits information, etc.)? Give them a heads up of documents or types of IDs they’ll need to bring/send. If they’re completing tax or other government forms remotely, provide a sample of a completed version to guide them.
    Company overview
    Send key company information, such as main mission, values, goals (annual and overall), history, or need-to-know operational details.
    Prep Equipment
    Work with your IT team to set up a workstation or ship all necessary equipment and hardware (laptop, mouse, keyboard, headset, chargers, adapters, etc.). Be sure to complete this well before their first day in case of delays. Nothing’s worse than a new team member without equipment on Day 1.

    Source: DevPath
    You’re Ready to Welcome Your New Developer or Engineer and begin a strong onboard plan!
    Congratulations, you’ve done the work to plan and prepare for a great onboarding experience for developers on your team. 
    Grab actionable steps for the first three months and a professional template (for free) by downloading your free 30/60/90 onboard plan for engineers:

    Originally published Dec. 8, 2021. Updated by Hired Content Team and Educative on September 18, 2023 More

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    in Career Hacks

    Why Young Professionals Are Going to AeroVironment to Launch Their Careers

    When you’re preparing to start your career, few decisions carry as much weight as where you go to school, what you study, and who you choose to work for after graduation. Among these choices, choosing the right employer requires some of the highest consideration.

    Aside from company culture, compensation packages, and job specifics, there is an incredibly important requirement everyone should look for: an environment that fosters personal growth and professional development. 

    AeroVironment (AV), a technology company specializing in the design and manufacturing of unmanned aircraft systems, is dedicated to empowering and promoting their employees and ensuring they thrive in their roles. This has led AV to attract and retain some of the top talent in aeronautics and engineering.

    In our conversations with three different team members who went from interns to full-time at AeroVironment, we learned about everything the company does to nurture their staff’s professional growth and the reasons why they have been so successful in building their careers with the company.

    Experiences That Go Beyond the Books

    Whether it’s putting a helicopter on Mars or creating satellites that bring Wi-Fi to remote parts of the world, AeroVironment interns and employees get to work on some of the most fascinating projects in aeronautical engineering. One of the main allures of doing this kind of work, especially from an intern level, is the confidence, insight, impact, and knowledge you get from it.

    After just one summer with AeroVironment, Savanna found herself far ahead of her classmates at The Georgia Institute of Technology. While that confidence and additional knowledge helped make her school year a little easier, Savanna was also able to use that insight beyond the books when she returned to AV the following year as well.

    Forged by Fire

    Another interesting detail about these experiences is that there is an abundance of new concepts or ideas – even for some of the most seasoned team members. This often leads to group problem-solving and a communal, forged-by-fire environment where collaboration and ingenuity thrive.

    As many students have come to know, formal training programs can get old fast. Not only that, the new Gen Z workforce is demanding that employers offer more than archaic training protocols. At AeroVironment, you are thrown into real aero and mechanical engineering scenarios with tenured professionals all working towards a common goal. This kind of boots-on-the-ground environment is exactly what creates people who know how to problem-solve, get things done, and make an impact on the world.

    Challenges That Lead to Growth

    One thing Chase mentioned is that a lot is learned “from the experience of doing, and sometimes failing.” In other words, employees at AeroVironment acquire skills and enhance their abilities not only by getting things right but also by embracing the lessons from their mistakes.

    This perspective on learning from your mistakes allows him to see it as a valuable tool for personal growth and development, which further emphasizes why AeroVironment is such an ideal place for young professionals to grow their careers. 

    It is incredibly difficult to test new limits and try new things when you’re afraid of making mistakes, especially at work. AeroVironment has created an environment that doesn’t look down on employees for their mistakes but instead uses it as a building block  to learn and grow from. This is what makes AV an ideal employer for someone looking to break into the industry and grow their skills from the bottom up.

    Friendly Environments That Foster Growth

    One of the best parts of starting a job is all the new people you meet and the connections you make. While everyone has different preferences regarding the degrees of coworker relationships, everyone can agree that being friendly and amicable with colleagues is much more enjoyable.

    AeroVironment is a place full of individuals who are really passionate about the work they do and the industry they’re in. After my conversations with a few employees, one thing I also noticed is that they were just as passionate about helping one another succeed. This being the case, it makes it really easy for everyone to get along. 

    One of the main benefits of this comradery is the effect it has on the work employees do with one another and the results that come of it.

    At AeroVironment, there are no outsiders. The team-oriented culture and the all-for-one mentality enable employees at every level to truly give their best effort.

    If you’re looking to get your start at a company that wants to see you succeed and gives you the tools to do it, consider checking out some of the open roles at AeroVironment. The projects they work on are impactful, the positions they have are lucrative, and their culture is unbeatable. More

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    Agencies versus In-House Recruiting, Building Community, & More: Talk Talent to Me August ’23 Recap

    What did you miss on last month’s episodes? Listen in on August 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry.

    Working for an agency versus in-house with Kyle Samuels, Founder of Creative Talent Endeavors
    Building community with Maggie Mannion, Founder of Kindred
    Being your own boss with Kaylee Estes, Founder of Estes Group

    1. Kyle Samuels, Founder of Creative Talent Endeavors
    Kyle explains his entrepreneurial journey and why he decided to leave a big brand to start his own agency, Creative Talent Endeavors. He shares about the early days at Creative Talent Endeavors and the process of finding clients, including how he managed to take on Taco Bell as the first one. Kyle also tells us about the benefits of an agency over an in-house recruiting gig.
    “I do like the variety of having different clients and different things to work on every day.” 
    Listen to the full episode.

    2. Maggie Mannion, Founder of Kindred
    Experiencing a career transition is overwhelming, to say the least. But that doesn’t mean it has to be lonely or shameful. Maggie founded Kindred, a community of professionals navigating career transitions together. She explains what led her to start the company, which professionals Kindred targets, and how she curates content relevant to a variety of professions.
    “Kindred is all about career transitions and really is built on this thesis that career transitions and navigating career transitions don’t have to be a solo pursuit.” 
    Listen to the full episode.
    3. Kaylee Estes, Founder of Estes Group
    To stand out as a recruiter, you need to shift your focus from being transaction-based to being relationship-based. Kaylee discusses the agency side of recruiting and why she decided to start her own staffing firm. She also delves into unconscious bias, the freedom that comes with being your own boss, how functional recruiters fit into the recruiting world, and how she makes sure she is representing companies well.
    “Yes, people need to know how to make hires but at the end of the day, they just need to make good hires and they need help with that.”
    Listen to the full episode.
    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. More

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    Insider Tips for Marketing, Business, Sales, and Advertising Professionals

    So you’ve nearly got your degree and you’re ready to make waves in the world of marketing, advertising, business or sales. You’re familiar with concepts like market segmentation and you can break down the pillars of supply chain management and you’ve watched movies like The Wolf of Wall Street and The Social Network more times than you can remember.

    What you don’t learn in school or movies, however, is what moves to make as you attempt to breach the world of business and how to make a career for yourself. What we mean by “moves” are the decisions you make regarding the way you present yourself, how you choose to grow and learn, and the mindset you carry with you into your endeavors. 

    With so much to keep in mind when making this major leap into the professional world, it can become difficult to choose what advice to follow and what to ignore. Instead of leaving it up to AI software and chatbots, we decided to host a virtual event with some real-life employees about what their marketing, advertising, business, and sales departments look for in a candidate. 

    In our Job Search 101 virtual event, we spoke with Kalina Popova, a Campus Manager at Dell, Madison Ahmadi, a Talent Acquisition Partner at Expedia, Jennifer Voss, the Director of Early Careers Talent Acquisition at Visa, and Tangela Woodley, a Talent Acquisition, Marketing, & Digital Early Careers Manager at L’Oréal. In our conversations, the panelists reveal the tips and tricks needed to succeed in the world of marketing, advertising, business, and sales.

    [embedded content]

    Don’t Limit Yourself

    One of the great things about the marketing and business industry is the variety of roles that exist within it. You could be a copywriter making taglines, a graphic designer creating brand logos, an account manager closing deals and finding new clients, and a whole lot more. 

    This being the case, it is critical to keep an open mind when you’re trying to decide what kind of role best fits you. In our conversations with experts, Tangela Woodley from L’Oréal sheds some light on just how many different opportunities exist within their marketing department.

    From analytics to creative, the world of marketing has opportunities for people interested in all kinds of things, especially at L’Oréal. So when you’re preparing to make your foray into the marketing, business, advertising and sales world, it’s important that you don’t pigeonhole yourself into one subcategory or another!

    Follow the 5 Dimensions of Potential

    While every company and its employee expectations are bound to be different, L’Oréal has a specific set of criteria that candidates can keep in mind wherever they apply. L’Oréal calls it the five dimensions of potential and with these rules, you can better your chances of succeeding in the world of business.

    Whether it’s learning agility or your judgment and decision-making skills, L’Oréal’s Five Dimensions of Potential would apply to numerous top-tier companies and what they’re looking for in employees.

    Leaders > Participants

    As a company that specializes in helping early-career candidates and college students find jobs, we have seen young professionals make a lot of mistakes. One of the big ones we’ve seen them make is signing up for a club or organization just to get it on your resume.

    It doesn’t take much to sign up for a group and show up to a couple of meetings. What does take some effort is actively contributing to these groups and taking on leadership or executive roles. This is something to keep in mind when you mention your involvement in groups and extracurriculars in your applications.

    Our suggestion is to be proactive. When you join a group, don’t just be a bystander! Make sure you’re participating and doing things that give you stuff to talk about later on when you start applying for jobs. If you have an idea, speak up! If you feel inspired to take on a position.

    You Gotta Have Grit

    A lot of people outside the marketing and sales industries perceive it as this glamorous world with photo shoots, hot-shot business people, and high-profile deals. What you don’t see are the challenges and obstacles that marketing professionals face on a daily basis.

    Any marketing veteran you meet is likely to have just as many stories about unhappy clients and discouraging rejections as they are to have stories about massive wins and incredibly successful campaigns. And that’s just a part of the business.

    This being the case, it is critical that anyone trying to enter the marketing, business, and sales worlds develops a tough chin and plenty of grit.

    While Kalina’s anecdote relates to sales, the same thing goes with marketing, advertising, and business. What if you pitch a marketing campaign to a client and they don’t like it? Or propose a solution to your boss that he chops down? Having the grit to face this type of rejection and come back stronger is what will make you successful in the long run.

    Take Advantage of Resources

    One thing that every one of our panelists in our recent Job Search 101 virtual event agreed upon is the importance of utilizing the resources at your disposal. If you go to college, whether it’s community or Ivy League, chances are there is a career office working to connect the student body with potential employers.

    In these offices, work has been done to establish relationships. All you need to do is take advantage of it.

    These types of resources are oftentimes free and extremely beneficial, so there really isn’t any reason not to take advantage of them.

    Looking for another free resource you can use to score the job of your dreams? Create your account with WayUp and start browsing open roles today or head over to our blog for more career tips and job-search advice! Watch the full session here.  More

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    How Mars Used the Employer Brand Index to Refresh Their EVP

    Developing an employer value proposition (EVP) is essential for any organization that wants to attract and retain top talent.
    The EVP is a statement that summarizes the unique value that a company offers to its employees. It is a promise to employees about what they can expect in terms of compensation, benefits, development opportunities, and overall work experience.
    An EVP is essential for any organization that wants to attract and retain top talent. It helps communicate the company’s culture and values and shows potential employees why they should choose to work there.
    But how do you know if your EVP is working? And how do you know when it’s time for a refresh?
    That’s where Link Humans’ Employer Brand Index (EBI) comes in. The EBI is a comprehensive analysis of your employer brand that tells you what candidates, employees, and alumni are saying about your company online.
    Mars, Inc. is a global company with over 140,000 employees in 80 countries. They recently used the EBI to guide an EVP refresh for their organization.

    Refreshing an EVP on a Global Scale
    Mars is a complex organization with a wide range of businesses. Their EVP needed to be something that could resonate with employees and candidates all over the world.
    The first step in the refresh process was to conduct an EBI survey. The survey asked respondents about their perceptions of Mars on a variety of factors, including career development, culture and values, and work-life balance.
    The results of the survey showed that Mars had a strong reputation among its employees and candidates. However, there were a few areas where the company could improve. For example, respondents felt that Mars could do more to promote its mission and purpose.
    Using the EBI to Supplement Internal Surveys and Focus Groups
    In addition to the EBI report, Mars also conducted internal surveys and focus groups. These surveys and focus groups provided additional insights into the company’s culture and employee satisfaction.
    However, the EBI data had some advantages over the internal surveys and focus groups. First, the EBI survey was anonymous, which allowed respondents to be more honest. Second, the EBI survey reached a wider audience, including candidates and alumni.
    How Mars Uses the EBI
    Mars now uses the EBI to measure the effectiveness of its EVP on a regular basis. The company also uses the EBI to inform its decision-making on a variety of topics, such as talent acquisition, employee engagement, and corporate communications.
    Establishing Your EBI Baseline
    The EBI is a valuable tool for any organization that wants to attract and retain top talent. By using the EBI, you can get a clear understanding of how your employer brand is perceived by candidates, employees, and alumni. This information can help you to identify areas where you can improve your EVP and make your organization a more attractive place to work.
    To follow Marie Codet’s work in employer brand, connect with her on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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    Recruiting Agencies Pros & Cons: Why Hired is Best for Tech Hiring

    You may have considered turning to recruiting agencies to fill tech and sales roles. Even when inbound candidates are plentiful, finding the right top talent is a challenge. However, are agencies the best way to find future team members with long-term tenure potential? In this blog post, we explore the pros and cons of using recruiting agencies, shedding light on the factors to help you bring the best tech and sales talent to your organization.
    Recruiting Agency Pros
    1. Access to an extensive network
    Recruiting agencies often have connections to a vast pool of professionals. On top of that, they proactively reach out to potential candidates – even those who are not actively seeking new opportunities. Instead of taking a shot in the dark, employers have the opportunity to leverage an agency’s existing database of people. The best agencies have developed industry connections and built relationships with qualified candidates.

    Hired candidates are engaged and actively looking. As a result, employers see response rates double or even triple, what they’re used to – often 60%+ compared to the 14% industry average. With access to a database of candidates in the millions, and tens of thousands active on the platform, Hired customers have more opportunities to connect with the right talent, right away.  

    2. Efficiency
    Most employers know finding and hiring the right candidate can be a time-consuming and resource-intensive process. Because recruiting agencies specialize in talent acquisition, you offload these responsibilities to focus on core business operations. With agencies handling screening, interviewing, and shortlisting, businesses reduce speed-to-hire.

    Spread thin? Add on Hired Sourcer for temporary or ongoing help sourcing, pre-screening, shortlisting, and managing communication with experienced candidates. Whether you’re without a dedicated recruiter or busy hiring managers need support, Hired Sourcer fills the gaps. (And it’s typically a fraction of the cost of hiring a contractor or agency!)

    3. Specialized knowledge
    While finding top tech and sales talent is hard, finding candidates with niche skills can be even harder. Tech recruiting agencies possess industry-specific knowledge and understand the nuances of the tech landscape. Their expertise in niche areas helps them identify candidates with the right skill sets, ensuring you find the candidate that checks off the list of requirements.

    Bundle Hired Assessments into your Hired solution to standardize tech skills assessments and free up your teams from live proctoring. Some candidates proactively take them to earn badges for their profiles. Save time when you use our filters to find talent who’ve proactively verified their skills with these technical assessments. By leaping ahead to interviewing tech talent with proven skills, it’s easier to hire faster and reduce your cost of vacancy.

    4. Tech & sales hiring market insights
    Recruiting agencies stay abreast of market trends, salary ranges, and candidate expectations. This valuable knowledge can provide you with a competitive advantage, helping you craft attractive job offers and tailored recruitment strategies. Agencies also offer insights on market demand and supply, assisting you in aligning your talent acquisition plans with current industry dynamics.

    Dedicated support from our Customer Success Managers works in collaboration with the Candidate Experience team to ensure you have a pulse on candidates in process. We are the leader in offering data and competitive insights to share with internal stakeholders at every step of your hiring funnel. Many customers highlight competitive insights as one of their favorite aspects of partnering with Hired for their tech and sales recruiting.

    5. Enhanced candidate experience
    Recruiting agencies have experience in managing the candidate journey from start to finish. They understand the importance of a positive candidate experience and ensure candidates are well-informed, engaged, and supported throughout the recruitment process. This professionalism reflects positively on your organization and helps to build a strong employer brand.

    Candidates on Hired benefit from a variety of resources, including workshops, AMAs, guides, a salary calculator, and a dedicated Candidate Experience Team to support them on their journey and provide insights 

    Recruiting Agency Cons 
    1. “They’re expensive”
    While recruiting agencies provide value, their services come at a cost. Most agencies charge a fee based on a percentage of the candidate’s annual salary. For startups and small companies with limited budgets, this expense may pose a financial challenge. It is essential to evaluate the cost-effectiveness of using an agency compared to the potential benefits they bring to your recruitment efforts.
    2. Lack of deep organizational knowledge
    Recruiting agencies operate externally to your organization and may have limited knowledge of your company’s culture, mission, and specific needs. This can sometimes result in candidates who might not be the best cultural fit or fully aligned with your organizational objectives. 
    3. Limited control over the recruitment process
    Outsourcing recruitment to an agency means relinquishing some control over the hiring process. While agencies work closely with you, the final decision-making authority rests with your organization. Some stakeholders might prefer to be more hands-on throughout the recruitment process, which may be a challenge when working with an external agency.
    4. Potential candidate pool overlap
    There is a possibility of overlap in candidate pools if multiple organizations engage the same agency for their recruitment needs. This can lead to competition among clients for the same talent, potentially diluting the exclusivity of your candidate search. 
    “We’ve used recruitment agencies in the past, but they’re pricey, they’re expensive,” says Logikcull’s Head of Talent Laura McDermott. “Sometimes agencies push somebody too hard who’s not actually a good fit. At Hired, there isn’t any of that.” Hired frees her from navigating the conflicts and external pressures that often come with recruiting agencies.
    Unlike commission-incentivized recruiting agency personnel, Hired’s Candidate Experience team is unbiased about whether talent accepts a role. They are purely there to offer support and resources, such as interview coaching, salary calculators, evaluate options, and more. 
    Why Hired is a better tech and sales hiring solution  
    Hired is not a recruiting agency, a job board, or a social network. It is a solution directly connecting employers to vetted talent with thousands of skills across 50+ tech and sales roles. 
    Organizations find in-demand tech candidates primarily in Software Engineering, DevOps, UX Design, Product Management, and Data Science. Employers needing sales candidates in Customer Success and revenue-based roles, such as Sales Management are also in luck. 
    Essentially, Hired offers easy access to the best talent along with everything employers need to know about them from salary requirements to work preferences. 
    “I think the best thing about using Hired is everything I need to know and would like to know as a recruiter from the offset, is almost always straight in front of me.”
    Joe Miller, Senior Recruitment Manager, RVU
    Hear from Joe about his experience with Hired and how it helped his tech recruiting productivity exponentially.
    What’s more, in Hired’s full suite employers get unbiased insights, DEI features for more diverse hiring, tech skill assessments, and dedicated Customer Success Managers to support teams as they fill open roles efficiently. 
    For lean teams within global enterprises or startups with a dedicated recruiter, Hired Sourcer comes to the rescue. Short or long-term, an experienced professional acts as an extension of your team to source, shortlist, and screen tech or sales candidates. They’re also great at maintaining consistent communication and keeping candidates engaged. 
    Considering Hired over a recruiting agency? 
    Companies switching from recruitment agencies to Hired often say their shift is driven by a lack of quality candidates with specific skills from agencies. Employers find they are more focused on speed over quality. On Hired, employers get both. In fact, companies have immediate access to candidates they need and save 45 hours of sourcing time per hire. 
    Hired also specializes in matching experienced talent with employers they likely won’t see in the pipeline – even with an agency as the middleman. Typically, top senior-level engineers are not thrilled to work with agency recruiters due to constant badgering. Hired yields higher response rates and engagement from candidates – the platform has an 85% candidate response rate to all interview requests.
    In addition to a vast pool of candidates, talent is also responsive on Hired. Candidates typically respond within one business day and have a 50% interview request acceptance rate. Plus, Hired integrations mean you can directly connect with candidates to avoid doing twice the work of updating a third party.
    Speaking of saving time, agencies do not always understand your requirements. Hired specializes in identifying tech and sales talent across niches. Talent pros don’t have to waste precious hours reviewing resumes and conducting interviews unlikely to be a match. 
    Hired positions candidates for long-term success; increased retention
    Reflecting on her experience with Hired compared to recruitment agencies, Hired fulfills Logikcull’s interest in long-term employee success over making a placement McDermott adds, “We really pride ourselves on the tenure of a lot of our employees. Many have been here 10+ years… We’re recruiting people who are looking for a career and not just a job to come in and bank a paycheck. We want people who are looking to grow. We want people who really want to be able to make an impact.” 
    For companies looking for tech and sales candidates interested in a career over a job, try Hired. Candidates placed through Hired have an 18% longer tenure with employers than average.
    One financial services TA leader told us, “I think the challenge we had with a lot of third-party recruiters was the candidates they would present would frequently job hop. We look for long-term employees. I think the unfortunate reality of working with a lot of recruiters is their interests are not exactly aligned with ours because if their candidate stays for 0 days and then they place them somewhere else, they still get paid. 
    They tend to present candidates that churn every year. Beyond that, sometimes it’s been finding specific skill sets, especially on the technical side, developers who know specific languages, etc.”
    Cons often outweigh pros of recruiting agencies
    Remember, partnering with a recruiting agency is not a one-size-fits-all solution. Assess your specific requirements, weigh the pros and cons of recruiting agencies, and select the approach that aligns best with your organization’s goals and resources. 

    About Hired: 
    Hired is the most efficient way to fill tech and sales roles today. With unbiased insights, DEI tools, tech skill assessments, sourcing services, and dedicated Customer Success Managers, Hired works with companies around the world, placing more than 20,000 active and qualified candidates in new roles. Using better data, curated matches, and ways to reach new markets and talent with higher acceptance rates, employers save an average of 45 sourcing hours per role using Hired’s solutions suite. Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. More