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Diversity is a journey, not a destination. Improving representation of diverse groups in the workplace is a challenging endeavor and it can take years to achieve. It is essential to tailor your diversity, equity, and inclusion (DEI) initiatives to meet your specific business needs, company culture, and local regulations. Below are ten practical steps, with […] More
To see how business leaders across the country are driving impactful DEI efforts, we launched the Ally Series on our Talk Talent to Me podcast. In these episodes, host Rob Stevenson sits down with talent leaders from Match Group, Niantic, Tech Can [Do] Better, Frame.io, Hired, Capital One, and Leaf Group—learning what each company has […] More
Searching for a new job can be a stressful, anxiety-inducing process for anyone. If you’re one of the 61 million U.S. adults (26% of the population) who suffers from a disability, a job search can be even more complex and worrisome. Are you legally required to share information about your disability in the first place? […] More
Hidden biases are everywhere—the hiring world being no exception. As humans, we’re not always capable of recognizing our prejudices in the moment. Fortunately, modern technology is here to fill in that gap: empowering teams to build more equitable talent pipelines and pave pathways for previously overlooked talent. At Hired, we envision a world where all […] More
Watch Hired’s recent panel-style webinar, “Awareness, Action & Accountability Embedding Technology into DE&I Hiring Strategies,” to gain insights from industry leaders on how utilizing technology can strengthen your diversity, equity, and inclusion hiring strategies. This webinar was moderated by Jennifer Tardy, a leading DEI advocate, an expert in the recruiting space. Our panelists included: Ava […] More
Salesforce, the US tech company responsible for one of the world’s most popular CRM platforms, has earned more than 80 awards for its workplace culture. Its team has more than tripled in size in the past five years. Employer brand metrics may be infamously elusive, but these numbers paint a clear picture: Salesforce is doing something right.
What makes a company an exceptionally good place to work? Chrissy Thornhill, Salesforce’s Global Senior Manager of Employer Brand and Recruitment, has identified a few of the characteristics that have helped its employer brand thrive.
Intentional
The environment at Salesforce isn’t a happy accident or convenient byproduct. “We are super intentional about our culture,” Thornhill says. “We write it down. We prioritize it. We build programs around it. We measure it. We constantly innovate on it.”
Globally Aware
Salesforce’s headquarters sits in the US, but it operates global offices on six continents. An innocuous piece of social media content may not strike the same tone from one region to the next. The past nine months, Thornhill says, have driven that fact home.
Inclusive
Workplace equity not only impacts employees who’ve already joined the team, but also those still in their recruitment journey. It’s why Salesforce made Tony Prophet its Chief Equality and Recruiting Officer, who works closely with Thornhill’s team.
Accountable
Thornhill’s team promises candidates big things during the recruitment process. Then, they hold themselves accountable for delivering.
Frugal with Time
Sometimes, the success of the Salesforce employer brand team lies in what they don’t do. Rather than spreading their small team thinly across as many efforts as possible, they’re choosy about where they invest their time.
These traits have kept Thornhill at Salesforce as its employer brand team has doubled. If her own enthusiasm for her workplace is any indicator, that growth is just getting started: “It’s been quite the journey, and I don’t think it’s going to let up any time soon.”
To follow Chrissy Thornhill’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, get in touch.
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Pedigree bias has long plagued the recruiting landscape.
All too often, hiring teams seek sameness: targeting candidates with Ivy League degrees and Fortune 500 work experience. In doing so, they perpetuate stereotypes and overlook talent that has taken the path less traveled.
Not only does this process punish job-seekers who don’t fit a predetermined mold—it also blocks them from an industry they are eager to enter. That needs to change.
In recent years, leading tech companies like Apple, Google, Netflix, and Tesla have taken bold actions to reduce pedigree bias in recruiting practices. Now, it’s time we all joined the movement.
In this ebook, we’ll break down pedigree bias page by page: covering what it is, where it lurks, who it hurts, and—most importantly—how recruiters can combat it head-on.
Ready to retire biases and hire for what matters most?
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While improving corporate diversity and inclusion has been an important topic for some time, widespread social injustice and civil unrest, coupled with the impact of the global pandemic, emphasized the importance of DEI. The headlines were seared into our collective consciousness.
But just talking about diversity and inclusion won’t move the needle. Progress requires action. And the time for action is now. Particularly for the tech sector, one that, by most reports, has made few gains. We’re here to shine a light on the path forward, exploring actionable ways that you can source and attract tech talent.
Ready to lead the change?
Download the guide. More
