Interviewing

Subterms

    More stories

    • 150 Shares169 Views

      in Talent Acquisition

      Should You Disclose a Disability During Your Job Search? The Complete Guide

      by

      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 lives with 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? Can employers opt to pass over your candidacy due to a disability? When is the best time to disclose your disability during the application and interview process? How specific do you have to get?

      These are just some of the many questions that might be passing through your mind as you think about applying for your next job. 

      Luckily, being prepared is half the battle. By researching what to expect during the process, you can take some of the pressure out of applying for a job with a disability.

      What types of disability forms will I come across during my job search?

      The most common disability form you’ll encounter during your job search is the Voluntary Self-Identification of Disability form issued by the Office of Management and Budget. 

      A disability form is a government-required step in the application process for a company in order to provide equal employment opportunities for those with disabilities. In the United States, the U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination. An equal opportunity employer is one that pledges to not discriminate against employees based on race, color, religion, sex, national origin, age, disability or genetic information. Therefore, companies ask — but do not require — applicants to fill out this form.

      In a nutshell, this form explains the reasoning behind requesting the information, tells you which conditions qualify as disabilities, and gives you three options for answers: 

      Yes, I have a disability or have a history/record of having a disabilityNo, I don’t have a disability or a history/record of having a disabilityI don’t wish to answer

      Do I need to disclose my disability to employers in the first place?

      This question is often top of mind for folks. When the Americans with Disabilities Act (ADA) was signed into law in 1990, it became illegal for employers to discriminate against hiring qualified individuals due to mental or physical disability. 

      On top of that, the ADA also requires employers to make “reasonable accommodations” to ensure that qualified individuals with disabilitiesf can perform effectively at work (e.g., putting in a wheelchair ramp to access an office building). 

      Unfortunately, despite the progress since 1990, discrimination is still common and not all cases get solved. In 2021 alone, 22,843 disability claims were filed nationally, making it the most commonly reported type of discrimination in the workforce. 

      Refocusing on the positives, know that you are in control of what to share. You are not legally required to disclose your disability status to a potential employer. 

      It’s also worth noting that you might not be required to get into the specifics of your condition — which might give candidates who don’t want to be associated with the stigma of their disability peace of mind. While the Equal Employment Opportunity Commission (EEOC) hasn’t issued formal guidance on whether employers can ask for the precise diagnosis, some states, including California and Connecticut, do not allow companies to ask for detailed information about your medical history. 

      Despite the legal protections that exist (more on this in a bit), it’s perfectly understandable why someone with a disability might hesitate to disclose that information. All other factors the same, might an employer opt to hire a candidate without a disability over one with a disability? It’s a very valid concern.

      Before we take a look at some of the scenarios where it makes sense to disclose your condition, let’s take a step back and examine your legal rights as a jobseeker with a disability.

      Legal protection for jobseekers with disabilities

      If you’re qualifed for the essential functions of the job you’re applying for and you have a disability, the ADA protects you from getting passed over due to discrimination. “Qualification” includes having the requisite education, experience, and skill set needed to excel in the position — and the ability to perform the job responsibilities, with or without accommodation.

      This means that employers cannot discriminate against you during the recruiting, hiring, and training processes, and they also can’t discriminate against you when it comes to promotions, benefits, pay, and job assignments. During the interview process, employers are also not allowed to ask you questions about your medical history or health, whether you’ve filed workers’ comp claims, or whether you have disabilities. They can, however, ask questions about whether you are able to perform job responsibilities with reasonable accommodation. 

      While this protection creates an ideal scenario, discirimination can be difficult to prove in many cases. In the event you feel as though you’re being discriminated against, you need to file a claim with the EEOC within 180 days of said event taking place. Read more on how to file a complaint. 

      When is the best time to disclose a disability while job hunting?

      When it comes to disclosing your disability to a prospective employer, there’s no such thing as the perfect time. Some people have found being up front about it from the get-go has worked well, while others say early disclosure isn’t the best move for everyone. 

      When it boils down to it, timing your disclosure is up to you. Generally speaking, if you’re going to disclose your disability, you’ll have three options:

      Before the interview – this could be ideal for candidates who have visible disabilities so the interview can focus entirely on qualifications and experience During the interview – mentioning your disability during an interview can demonstrate your confidence to prospective employers and reassure them that your condition does not impact your performance and ability to meet the responsibilities of the roleAfter the interview – if you’ve got a job offer and haven’t disclosed your disability, now could be the best time, particularly if you’ll need accommodations

      Keep in mind that, while the ADA prevents employers from asking questions about disabilities during the interview process, they are allowed to ask after they’ve extended a job offer — as long as they ask the same questions to other candidates offered similar positions. If you decide to disclose information about a disability after an offer, know the employer cannot revoke it unless you cannot perform the primary job tasks or present a risk to yourself or others.

      Before you decide your strategy, spend some time researching the company to determine whether they have any public stance on hiring individuals with disabilities. In the age of diversity, equity, and inclusion initiatives, many organizations are proactively searching for underrepresented individuals and putting effort and resources forward to foster a sense of belonging for all. In this light, revealing your disability could result in floodgates of support opening up. Not to mention, being your true, authentic self will really allow you to thrive in the workplace.

      If you’re still feeling unsure, we highly recommend clicking into the pages linked in this piece, as they go into extensive detail about various scenarios and may provide more specific information for your condition.

      Tips for discussing a disability during the job interview

      Catarina Rivera, disabled public speaker, offers guidance based on her experience with Usher syndrome. 

      Do not leave employers wondering whether you can perform the role. Explain to them how you will perform the tasks and functions essential to the position. Be confident and share your adaptations. This showcases your strengths and highlights exactly what you will bring to the table. 

      It is important, though, to avoid over explaining your diagnosis or disability. For example, if you have Usher syndrome. Instead of going into detail about what it is, you could say, “I wear hearing aids and have a limited field of vision due to a vision disability.” Don’t feel pressure to overshare or provide more information than necessary. You can keep it simple.  

      You have the right to request accommodations without stating your disability. For instance, as a person who is hard of hearing, you might say, “I benefit from closed captions. Can you please provide them during this virtual interview?” You can ask for what you need without elaborating or specifically having to say why. If the employer is truly inclusive, they will put in the effort. 

      If you’re feeling down on your luck, remember that you are not alone. There are numerous organizations that support people with disabilities in seeking meaningful work. Check out the resources below as you look for additional support and information.

      Diversability, an organization promoting disability pride

      Diversability is an award-winning ecosystem of over 70K (across all digital platforms) on a mission to elevate disability pride through disability community, visibility, and engaged allyship. Diversability works to break the cycle of social isolation and exclusion for disabled people, improving their overall wellbeing. Through the connections within the community and the work of the organization, Diversability aims to achieve representation and economic self-sufficiency for disabled people.

      Hired works with Diversability to provide community members a resource to find employment within the tech and sales space. This partnership aligns in the vision to create a world where all hiring is equitable, efficient, and transparent. Diversability encourages people with and without disabilities to check out their resources and community to connect with others, find support, or become an ally.

      Hired also partners with Diversability to educate the working world on disability representation and support in the workplace. If you’re an employer looking to make sure your organization creates a safe and accessible workplace for disabled employees, check out this article from Diversability: “Top 10 Disability Workplace Accommodations: How Does Your Company Measure Up?”

      Other resources for disclosing a disability during a job search

      Here’s to landing your dream job however you ultimately decide to navigate the process. Don’t forget to check out other listings on the Hired blog to assist with getting your job ready.

      Hired is the most efficient way to find a tech or a sales role you love today. With unbiased insights, DEI tools, skill assessments, and dedicated Candidate Experience Managers, Hired works with over 10,000 companies around the world to connect thousands of active and qualified candidates to employ their full potential. After registering, platform job seekers match with top employers thanks to better data, preference curation, and compensation transparency. Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. 

      Catarina Rivera, MSEd, MPH, CPACC, a disabled public speaker, DEI consultant, and content creator contributed to this article. More

    • 138 Shares99 Views

      in Employer

      8 Ways to Hire Faster & Build a Better Employer Brand

      by

      What You’ll Learn

      How to fill positions more efficiently through tools, templates, and moreThe partnership making hires an average of 11 days fasterThe strategy that took an offer acceptance rate from 60% to 88%

      About this eBook, 8 Ways to Hire Faster & Build a Better Employer Brand

      In a panel discussion led by Hired CTO Dave Walters, talent leaders from Gem, Tanium, NBCUniversal, and One Medical shared their thoughts on trends and best practices for optimizing the candidate experience.

      They reviewed how to improve the hiring process by strengthening the experience and by extension, the employer brand. Now, we are covering eight of their strategies to consistently help their teams fill tech and sales jobs efficiently. Use them to take action with your recruiting goals! More

    • 163 Shares169 Views

      in Talent Acquisition

      Interviewing After a Layoff? How to Be Confident & Become a Top Candidate

      by

      The third article in our series to help jobseekers bounce back better than ever…

      Once you’ve absorbed the news of a layoff, organized your financials, and taken the next steps to kick off your job search, you’re ready. It’s time to begin interviewing after your layoff. Employed but concerned about the stability of your role or company? Use this article series to get organized and feel more prepared for changes.

      Win at Interviewing after a Layoff

      Securing interviews starts with job applications. Prioritize your job applications at a high volume, but what’s the best way to end with success? According to Pathrise Growth Marketing Associate Alex Macpherson and Career Strategist Mentor Ash Ayvar, it’s best to diversify your application sources by using multiple job boards and sending personalized cold emails to recruiters.

      Cold Email Tips and Tricks for Communicating with Hiring Teams from Pathrise

      Before you start sending out cold emails, there are a few things you need to know:

      Make sure to submit your application alongside or before you send a cold email.Focus your cold emailing efforts toward roles you feel passionate about and companies you would be excited to join. Narrow your focus to organizations with less than 500 people. This increases the likelihood someone will read and take action on your message.Stick to the weekends or early in the week when sending cold emails – if you send them on a Thursday or Friday, they’re less likely to be read. If you must, use ‘schedule send’ features, like in Gmail.It’s ok to send your cold email to multiple people within an organization, but keep the number of contacts to three or four at max. Choose contacts from different teams and divisions, too, or else you risk your email coming off as spammy. Don’t CC – send a separate email to each contact, even if your copy is the same.

      Pro Tip:

      These emails don’t have to be totally “cold.” Follow the guidance in Chapter 2 of this series, to grow your network through social media and informational interviews. That work may pay off in some “warm” leads on jobs or referrals. Proactive actions like this often reveal roles that haven’t been posted yet. In fact, this work cuts down on the outreach talent acquisition and sourcers need to do – you’re helping them!

      It’s worth noting, for technologists and sales or customer experience professionals who join the Hired platform, this type of outreach becomes unnecessary. Hired turns the job search dynamic upside down and once your profile is complete, we promote you to matching employers and roles. Employers search for you, requesting interviews with compensation information upfront. You decide which interviews you wish to accept – you can even pause your profile if you get too many interview requests at once. See how Hired works here.

      When Interviewing After a Layoff, Be Authentic and Upfront

      Many candidates suffer some anxiety and nervousness about discussing their layoffs in subsequent interviews. Fortunately, you really don’t need to worry so much about it. Be upfront and authentic in how you talk about the situation. Keep your answers focused – there’s no need to go into lots of information about the layoff and waste valuable interview time. 

      Do acknowledge the layoff and explain it with relevant context. It may be helpful to give specific details. For example, is there a factual number or percentage of how many employees on your team or overall were laid off? Weave it in. Doing so helps your interviewer better understand your situation and illustrates you were one of many. 

      Was the reduction in force (RIF) part of a merger or acquisition? If the employer is a publicly-traded company, they may have disclosed multiple reasons in shareholder communications or in published articles you could reference. Layoffs happen for a variety of causes and the point is not to dwell on it, especially when such workforce decisions are beyond your control. 

      In general, employers know layoffs are painful to talk about and will respect the information you choose to provide. Find a positive from the experience and lean into it. It might be how proud you were of your team while there, because XYZ. Or, how the time off allowed you to pursue a certification you didn’t have time for before. Maybe the change inspired you to do something you wouldn’t have done otherwise, like train for a marathon or pivot careers. Perhaps it allowed you time to spend with loved ones when they needed you. 

      Pro Tip:

      As part of your pre-interview research, study any “core values” or mission statements the company has. Do not parrot these, but think about how your experiences, while working and while laid off, align with these ideals and echo them in your answers. 

      For example, JPMorgan Chase & Co., says on their site, “In a fast-moving and increasingly complex global economy, our success depends on how faithfully we adhere to our core principles: delivering exceptional client service; acting with integrity and responsibility; and supporting the growth of our employees.” 

      When discussing your career or time during a layoff, could you share examples where you: 

      delivered exceptional service, or went above and beyond expectations? acted with integrity and responsibility, or did the right thing, even when it may have been difficult? supported the growth of employees, or facilitated the development of others, as a volunteer, a coach, or a parent? 

      Related: How to Answer “Tell Me About Yourself” Interview Question for Tech Talent, Video Interviews 101: How to Impress in the Digital Age

      Highlight Your Growth During Employment Gaps

      Resume or employment gaps are another area of concern for job seekers following a layoff, no matter how much time has passed. How will you explain that time? 

      Focus on how you’ve grown during this period and turn this gap into an asset. Highlight what you’ve done to enhance your skills instead of allowing them to fade during this period.

      Tell your interviewer about the things you’ve done to improve your skills and build new ones during the layoff period. Whether you took an online course or worked a temporary contract job, it shows you have been proactive. Maybe you volunteered your skills to a local nonprofit. 

      Employers know layoffs put individuals in less-than-ideal circumstances, so they appreciate an interviewee who has demonstrated commitment to professional growth and development in spite of them. 

      Related: Flip the Script: How to Handle an Employment Gap on Your Resume

      Spotlight Your Past Performance & Growth

      Share the value you’ve provided through your work, even on your last team. When you offer achievements and results, this information becomes more impactful to your candidacy than your layoff. Detail the metrics of your work and share highlights of your past projects establishing you as a valuable asset to your team or organization.

      Keep Your Head Up – You Can Do This

      The layoff period is often a humbling time for many. During these days, weeks, or months, you’ve likely done your fair share of reflection on your experience and your career. Share insights about what you learned during this period while highlighting your resilience and unwavering confidence. 

      No matter what you’ve been through during your layoff, it’s crucial to remain optimistic about the interview process. No matter what role you are interviewing for, character matters. Your positivity in spite of an unfortunate situation reflects best on your character. Resist any urges to speak bitterly about your past employers and focus on the new opportunities ahead of you.

      Interviewing After a Layoff is for You, Too

      Post-layoff job seeking can be tricky. While you want to secure a new job as soon as possible, don’t rush yourself too much. Balance this time between searching for new roles and making sure the urge to get hired right away doesn’t lead you to compromise your career goals.

      The interview can teach you a lot about your potential new work environment so you can decide if it’s the right fit – both culture-wise and in terms of job security. Here are some example questions to help you elicit this information when interviewing after a layoff:

      Why are you proud to work here?Do you feel supported in your career growth and professional development by this organization? How does the organization make you feel that way?What’s the process like for providing feedback to a team member?Is collaboration encouraged here? If so, how?Tell me about a time when you saw the company’s main values in action.Has this company ever gone through layoffs in the past? If so, how were they handled?Can you tell me about the company’s financial situation? Is it profitable? Are future investments secured? The company’s solvency is a legitimate question, especially if you’ve experienced layoffs due to cost-cutting measures. Be respectful, and read the room, but don’t feel like you can’t politely inquire at all. Also, do your homework. Don’t ask questions with answers available to you via Google. 

      Related: Ace Your Interview & Get Your Questions Answered

      Cheers to Your New Role!

      The discomfort of interviewing after a layoff doesn’t have to derail your future job search. Take the time to process the situation and decide what you want moving forward. Set yourself up for success during your job search by honing your network beforehand. When it’s time for interviews, be confident and highlight the positives you’ve achieved over this time.

      Related: Chapter 1: Part of a Layoff? Steps Jobseekers in Tech & Sales Need to Take First

      Chapter 2: Laid Off? Next Steps to Find Your Dream Job in Tech or Sales More

    • 163 Shares179 Views

      in Talent Acquisition

      Laid Off? Next Steps to Find Your Dream Job in Tech or Sales

      by

      The second article in our series to help jobseekers bounce back from a layoff better than ever…

      If you’ve ever been laid off, you know it’s a mixed bag of emotions. Refer to Chapter 1 in our series for the first steps to take once you’ve heard the news. After you’ve had a chance to catch your breath, think about how you’re going to use your time. While many throw themselves into an all-consuming job search after being laid off, it may not be the best strategy for you. To avoid added stress, divide your time between jobseeking, upskilling, and self-care. Consider spending time volunteering to benefit your mental health, keep your skills fresh, and expand your network.

      Once it’s time to start the job search – use these 9 steps to find the roles you want and make the most out of your mission.

      Laid Off Next Steps #1 – Tap into your Network

      Start your job search with the familiar – your existing network. In fact, your network is one of the best sources you have for job offers and hires. Do you know how powerful referrals are in helping you get hired? Referrals are 4X more likely to be hired, so lean into your network for them.

      It’s not always what you know but who you know that may help you land the job, or at least get your foot in the door. While this doesn’t replace having the right skills and qualifications for the role, leveraging who you know including acquaintances and friends of friends can be your ticket to landing that first interview. People may offer warm introductions to recruiters or hiring managers and if you ask them about their company’s referral program, there is a good chance they can cash in on you landing the job. 

      Do your research on open roles and make it easy for people to connect with you online as well as offline. If you’re not particularly social, consider joining shared interest groups. Practice cold outreach on LinkedIn to get out of your comfort zone while you are job hunting. 

      Related: Check out this list of community and networking partners available to jobseekers on Hired!

      Pro Tip: Networking goes both ways

      It’s most effective when you network even when you’re not looking for a new role. Keep in touch with your network to avoid contacting someone only when you’re looking for help. Reshare their posts. Connect them with other professionals in your network you think would be helpful to them. Are they hiring for a role outside of your position or specialty? Refer a qualified candidate to them from your network. Help them too.

      Laid Off Next Steps #2 – Leverage Social Media

      Get involved on social media to make connections, gain industry insights from other professionals, and learn about new tools to aid in your job search success. 

      When it comes to ‘laid off next steps,’ VP of Community Outreach, Raleigh-Durham NC Chapter of Blacks in Technology LaShawnda Rodgers suggests, “#techtwitter is a great resource to help you grow your tech career if you leverage it the right way. I agree tapping into your network is a plus but asking the right questions during informational interviews is profound. When I mentor people who want to grow in tech, I advise them to ask other professionals about: 

      “a day in their life” at their companystrengths needed for someone to excel in the roleif the company has events open to the public so you can continue to meet new people.”

      Related: Learn more about Hired Partner Blacks in Technology.

      Laid Off Next Steps #3 – Set up Informational Interviews

      Informational interviews are a great way to network with people working in areas that interest you. This type of networking allows you to establish valuable connections with contacts who can help further your career and help you land your new role.

      Informational interviews are just that – informational. You’re interviewing them – this is not a job interview for you. Expect an opportunity to share a little about your background and what you’re looking for, but overall, use these conversations as opportunities to learn more about a specific company, a role/job title, someone’s career path, and/or what it’s like to work for a start-up versus a global company of tens of thousands. Review their LinkedIn profile. Prepare questions, but keep it conversational. 

      Informational interview framework

      These informational interviews shouldn’t be long – about 15 minutes is ideal. Follow this framework to help achieve the results you want and gain referrals.

      Take a minute or two to build rapport with your contact.Next, spend a few minutes on introductions and the topic of the interview. Ask them about themselves and allow them to give their elevator pitch. Acknowledge what they’ve said and then give your elevator pitch. Once the introductions are done, tell them what it is you want to discuss and why.Now spend some time listening to the advice they give about your topic. Take notes!Finally, ask for what you want. Give a summary of the information you were just given to show value and ask about the referral process.Wrap up the conversation. Later on, thank them for their time and insight with a well-crafted email that expresses your goal and the value you offer. Update your spreadsheet. It will be easier to keep track of your networking activities if you track who you’ve spoken with, how you know/found them, what was discussed, and the next steps or action items. Plus, if you’re required to submit job search activities for unemployment compensation, this documentation is really helpful. 

      Laid Off Next Steps #4 – Join Professional Communities

      Professional communities are a great place to build your network and meet the people who can help you land the perfect new job. Here are some suggestions to get you started:

      Laid Off Next Steps #5 – Volunteer: It Pays in a lot of Ways

      If you want to achieve more than just an expanded network, consider taking some time to volunteer. Volunteering is a great way to improve yourself all-around and can even help you continue to develop new contacts. Helping others positively benefits your mental health, so why not use your time to give back and help yourself in the process? 

      There are many non-profits that may be in need of your skills. Use these opportunities to continue honing those skills and making good use of them. Plus, volunteer work provides the opportunity to expand your network and bank skills and experience for your resume. Plus, when interviewers ask what you’ve been doing during your layoff, you have great responses ready to go. Here are some organizations for volunteering ideas.

      Laid Off Next Steps #6 – Check Out Educational Resources

      If you want to pivot into a different career path or are interested in obtaining new skills, educational resources are another great place to build your network. 

      President of the New England chapter of Blacks in Technology Rosemary Garabot says, “Look around your community for free or low-cost events like BSides. Sign up to pursue a new certification in a program with hands-on labs so you can build new skills.”

      Related: Hired Partners offer upskilling, certifications, and bootcamps.

      Laid Off Next Steps #7 – Prep for Technical Interviews

      Rodgers suggests, “For those pursuing technical roles, it’s important to prepare for technical interviews. Take some time to work on collaborative projects, showcase your work, and get beneficial feedback. GitHub is a great resource where you can virtually work on projects and collaborate with others.”

      Related: Hired Partners, such as Educative, Exponent, Pathrise, and Interview Kickstart, offer interview prep. SitePoint offers a library of resources to prep and upskill in various coding languages. In addition, developers on the Hired platform can earn badges for their profile using Hired Assessments. Demonstrating skills through earning badges increases the chances of interview requests and better offers.

      Laid Off Next Steps #8 – Refine Your Resume & Elevator Pitch

      Your networking conversations and interactions are invaluable for learning the markers of success in the roles you want. Now that you have this information from your network of insiders, use these elements to further refine your resume and elevator pitch to help you stand out in your search.

      Laid Off Next Steps #9 – Lock In Your References

      Once you start interviewing, references will be critical to the success of your job search. Take time now to lock in key references reinforcing your job performance and work ethic. A reference from your previous manager is also a great tool to ease any concerns about your layoff during the hiring process.

      Ask former colleagues to write testimonials about their experiences working with you. You’re not limited to former supervisors. Colleagues you worked with cross-functionally, peers, reports, even former customers and vendors may be willing to testify to positive experiences working with you.

      With LinkedIn’s recommendation feature, you can ask for a one while offering to write one for them. Positive testimonials about working with someone never hurt, even if your reference is totally content in their role. 

      Ready? It’s Time to Tackle Interviews

      Maximizing your network is a powerful tactic to help you not only learn more about different roles and discover open positions – it may also be the key to getting hired. Get ready to win your post-layoff interviews with Chapter 3: Interviewing After a Layoff.

      Ready to find your dream job in tech or sales? Turn the job search upside down when you complete a profile on Hired. Employers filter based on your skills and preferences to match with you, and request interviews with the compensation information upfront. 

      Sign up with Hired today or re-activate your profile if it’s been a while since you were looking.  More

    • 138 Shares149 Views

      in Employer

      How to Support Internal Candidates When They Don’t Get the Job

      by

      Internal Mobility and Professional Growth are Key Retention Tools

      Good companies strive to support internal candidates and employee growth. But when push comes to shove, many organizations fall short in seeing this mission through. 

      In a recent Deloitte survey, almost 60% of employees polled said it’s easier to find a new role at another company than it is to change roles at their current employer. 

      According to Randstad’s 2021 career mobility report, “Employees aren’t optimistic about getting promoted within their company, with 43.2% saying they don’t have enough opportunities for internal mobility.” 

      Even when there are opportunities for internal mobility, talent teams still face inevitable challenges. A few of the hardest questions for HR leaders to grapple with are: 

      How should we respond when internal candidates are turned down for another role within our organization? Is there any chance of retaining them after that—and if so, what does that process look like?What’s the experience like for employees? Do they feel they’ve broadcast their desire to leave their current role? 

      To answer these questions, Hired’s Rob Stevenson sat down with Comcast’s Director of Talent Acquisition, Keith Friant, on the Talk Talent to Me podcast. Read on to learn the top insights from their conversation. Finally, we’ll explore an innovative approach to retention and internal mobility that went viral on LinkedIn.

      How Comcast Supports Engagement in Internal Candidates

      Expert: Comcast Director of Talent Acquisition, Keith Friant

      Focus on providing clear feedback

      A cookie-cutter rejection email is the last thing internal candidates want to see after applying for an open role. 

      Rather, they want clear and actionable feedback that sets them on a path of continuous improvement.

      “What’s the next step in your process, outside of candidates just getting a standard disposition email?” asked Friant. “It can really feel a little deflating if that’s the only type of communication they’re getting after investing time into the interview process.” 

      That’s why Comcast prioritizes providing internal candidates with personalized feedback when they aren’t chosen for a job. 

      “Feedback is really valuable,” said Friant. “That population is looking to grow and move into something different. We all clearly want to care for them, which is why it’s so important that they get timely and meaningful feedback.”

      Offer learning and development opportunities

      As a next step, Friant suggests asking questions like:

      What were the candidate’s skill gaps?How can we help them grow in these key areas? Can we put them on any stretch assignments?

      Stretch assignments have been especially instrumental to driving employee growth and engagement at Comcast. 

      “We’ve adopted this gig concept where employees participate in short-term or longer-term projects when another team needs help, someone is going out on paternity leave, or anything along those lines,” explained Friant. 

      Actions like this go a long way in making employees feel seen and supported. By offering learning and development opportunities, companies can encourage ongoing employee growth—and keep engagement high even after someone isn’t selected for the job they wanted. 

      Related: Survey data from the 2022 State of Software Engineers report revealed the number one reason software developers enter the field is for the opportunity to continuously learn and tackle new challenges. More than half said it’s important to them that their employer provide professional development opportunities. 

      In the 2021 State of Tech Salaries, tech talent listed benefits such as tuition reimbursement in their top 10 of compelling company benefits. Younger, more junior employees ranked this higher than senior talent. 

      Manage employee expectations

      Picture this: your company posts an open marketing manager role. Someone on the sales team sees the job post and submits an application, excited by the prospect of pursuing horizontal growth within your organization. 

      However, the job post disappears only days later—and the role goes to a marketing associate who had already been on a promotion track. The interested internal candidate never even got a chance to interview for the role, and got their hopes up for nothing.

      Disappointing, right?

      To avoid scenarios like this, Comcast takes a careful approach to sharing job posts. “We really only try to post jobs that are viable and open,” said Friant. 

      “If someone left the team and we know we just want to inline promote another team member into that role, we can do that without having to post the job and put everyone else through a process that wastes a lot of people’s time and energy.” 

      Listen to the full episode

      Why Transparency is Important to Support Internal Candidates

      Does your process call for roles to be posted internally or externally for a certain period of time? If a manager intends to hire or promote a specific candidate, is the rule still applied? 

      If candidates see a non-viable role, or worse, go through the interview process for the sake of checkboxes, it often leads to distrust in the organization. This ultimately damages the employer brand. 

      What If We Did Something Completely Off the Wall?

      It’s often jarring to lose employees with only the standard two weeks notice. It can take weeks or months to fill the role and onboard new hires. According to SHRM, the cost of a vacancy is reportedly three to four times the position’s salary.

      In the spring of 2022, a member of the recruiting team at Zapier had an epiphany after losing several teammates. Her LinkedIn post about it drew more than 16K reactions. 

      Bonnie Dilber asked the question, what if “we normalized letting our managers know we wanted to explore new roles? What if managers helped team members with resumes and interview prep, beside them, helping land the next role? It’s a win-win,” Dilber wrote. “The employee has a better experience, is more set up for success, and the manager and company have a better opportunity to prepare for departures.”

      Dilber originally posed her question internally in a Slack group. Then a few weeks later, she commented in a public forum that she wanted the recruiting team to provide this support for anyone needing it for internal or external opportunities. 

      What Happened Next to Support Internal Candidates

      A few people stepped forward. 

      Employee A was considering leaving, but the recruiting team identified roles opening in a few months that would be perfect. Instead of working on a resume for an external search, Employee A and the recruiting team collaborated on colleagues to speak to and experiences to gain to be competitive for the role when it opened. 

      Dissatisfied, Employee B worked with the recruiting team to identify why and map out a strategy to resolve their issues. Employee B is now on a path to greater contentment with their current role.

      Employee C worked with the team to upgrade their resume with clear metrics displaying their impact. “I don’t know if or when they’ll start looking,” said Dilber. “But I’m glad they felt supported even though it might take them away in the future.”

      Dilber goes on to extol the virtues of retention and professional growth. “Recruiting teams shouldn’t be used solely to fill roles. We can and should be true partners in retaining and growing our talent.” 

      After formally launching the program, Dilber admits, this may mean they help people plan an exit strategy but is okay with that.

      “I think it:

      makes our recruiting team better partners to the departments we support. will help us to retain our people in the long-run. opens the door to more honest conversations across teams to plan for attrition and support our people to go farther faster. makes Zapier a better place to work.” 

      Historically, dissatisfied employees lived a “double life,” working on resumes at night, checking personal emails or LinkedIn messages on the sly. What would it mean to retention efforts to have the psychologically safe environment to explore new roles – internally or externally? 

      Internal Mobility is a Smart Retention Tool

      More companies are exploring Web 3.0 initiatives but finding there are few engineers with specific Web 3.0 experience. Hired CTO Dave Walters offers this advice for companies planning these or any emerging technology projects: 

      “Rather than exclusively looking for candidates with Web 3.0 experience [for example], why not support internal candidates and potential new hires with the requisite foundational skills to make the transition.” 

      “Invest in a strong training and mentorship program. Find engineers with transferable skills such as security principles, peer-to-peer networks/distributed systems, and understanding of smart contracts. Source engineers with these Web 3.0 relevant skills for a significant competitive advantage.”

      Upskilling and new projects are great ways to retain talent, support internal candidates, inspire loyalty, and provide professional growth. 

      Related: Help current employees upskill with Hired partners like General Assembly, Educative, Blockchain Training Alliance, 2U, Sales Impact Academy, and more.

      What Would Greater Transparency Mean for Your Employer Brand?

      In Hired’s 2021 List of Top Employers Winning Tech Talent, takeaways included ‘strengthening the post-employee experience.’

      In summary, when an employee is ready to leave, or recently departed, don’t write them off. Invest in your employer brand and:

      Coach managers and teams to support them and respond positively. You helped them grow and they’re graduating to something new. They may even be taking a position of influence to use your product or service. Build and engage an active employee alumni network.Turn former employees into brand ambassadors by celebrating their wins and supporting them. They’ll tell others about their amazing experiences, share your open positions, and recommend your company as a great place to work. 

      Want More Talent Insights to Support Internal Candidates and other Topics?

      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.

      Need Help with Employer Branding? 

      We cover several examples of how to do this in recent eBooks for enterprise-level businesses and for SMBs and Mid-market companies. 

      One way is to host an event, virtual or in-person. Hired helps companies with a variety of events designed to help recruit talent with specific skills, like coding challenges. 

      Panel or “fireside chat” type events showcase members of your team discussing a certain industry topic or simply what it’s like to work for your company. These foster general brand awareness, of course, as well as boost recruitment marketing efforts.  More

    • 150 Shares139 Views

      in Talent Acquisition

      How to Handle an Employment Gap on Your Resume (Flip the Script!)

      by

      You’re not your work history

      Addressing an employment gap on a resume is one of the most common worries keeping job seekers up at night. It’s been drilled into our heads that if you’re not working, you’re wasting away. 

      There’s a prevailing, persistent belief out there that if a hiring manager or recruiter sees even a small gap on a resume they’ll automatically assume the applicant is a slacker who can’t hold down a job. 

      This simply isn’t true. Consider these recent stats from a 2021 LinkedIn survey: Just under four in five hiring managers (79%) say they would have no issues hiring a candidate with a gap in their resume.

      The relationship between “job hopping” and DEI 

      “Considering ‘job-hoppers’ for roles is a DEI practice many employers may not realize. In many cases, ‘job-hoppers’ have had more barriers than others in the workforce.” This could mean many things, including health challenges, economic hardships, caregiving responsibilities, or transportation issues.

      “To be frank,” being a serial “job-hopper” is one of the things I credit to my career success. My skills are varied, my familiarity with different industries is comprehensive, and my understanding of organizational culture is robust.”

      Brittany King, Senior Manager, TA-Talent Intelligence & Diversity, and a member of Sista Circle: Black Women in Tech. 

      Employment gap a deal breaker? Not anymore

      Not having a job for a year or longer may have been considered a deal breaker by most decision makers just 10 years ago or so, but the narrative surrounding career gaps has changed considerably since.

      You can probably guess the biggest reason why: COVID-19. The pandemic sparked an absolute tidal wave of layoffs, furloughs, and self-imposed sabbaticals to care for loved ones. 

      In light of everything that’s happened over the past few years, it doesn’t make business or ethical sense to discriminate against otherwise attractive job candidates due to a career break anymore (self-imposed or otherwise).

      That being said, you still absolutely have to touch on and explain your resume gaps. Here’s what Allison Rutledge-Parisi, senior vice president of People at Justworks, recently told Protocol: 

      “I sense in the atmosphere a change from the days earlier in my career. If you see a gap on a resume, it’s no longer a red flag at all. It’s an area of inquiry. But the inquiry is not assessing if it’s OK or not. The inquiry is more like, ‘Wow, what did you do?’”

      Give me a break!

      On a day to day basis, the average working professional has little time to consider the bigger picture of their career. When we’re preoccupied with what our current job needs from us on a particular day, it can be all too easy to forget about what we truly want from our careers.

      Another LinkedIn survey from earlier this year reports 69% of people say taking a career break helped them gain a new perspective and outlook on what they really want from life. 

      Even more revealing: That same survey tells us that just under half of hiring managers (48%) believe most candidates are too negative about their job gaps, undervaluing themselves in the process. Meanwhile, 64% of job seekers wish there were a better way to broach the subject of career gaps on resumes and during interviews.

      What does all of this tell us? Both employers and applicants are ready to put to bed the outdated notion that one must hold down a steady job from the moment they finish school to the time they retire. 

      Yes, your resume is about your career in your chosen field, but to a greater extent it’s about you. Your story isn’t limited to periods of employment. Here are a few ways to flip the script on career breaks, and use gaps in your resume to your advantage.

      There is no success without adversity 

      At Leet Resumes, we always encourage resume writers to emphasize their career wins and accomplishments. Showcasing successes sends a clear message to readers: “I’m good at what I do, and I’m ready for my next career challenge.”

      Well, what’s a success story without a little adversity to overcome? One research project published in the scientific journal Basic and Applied Social Psychology investigated what hiring managers want to hear from applicants during interviews. While achievements are great, the study found interviewers really wanted to hear about the setbacks and problems interviewees encountered on their way to those successes.

      Gaps in your work history can serve this adversarial role on your resume. Yes, taking a break from work for whatever reason isn’t ideal. But, if you frame these gaps in the right light, using the right verbiage, they may work in your favor by showcasing your resilience and commitment.

      Not working doesn’t mean not growing

      You may be wondering how exactly to frame unemployment as a positive, especially on paper. The simple answer comes down to staying busy. You need to address the time period you weren’t working in some other way on your resume.

      The best way to do this is via some type of institutional connection. Maybe you went back to school, or completed a new certification in your field. Volunteering for non-profit work, especially for a good cause, is another great way to show readers that you may not have been working – but you were still learning, growing, and pushing forward. 

      Consulting roles, attending industry conferences and virtual events, and even part-time or one-off freelancing gigs, can work too. 

      The biggest mistake you can make with an employment gap

      The #1 mistake to avoid here is leaving a year plus long gap on your resume totally unaddressed. Doing so virtually guarantees recruiters and hiring managers alike will assume you spent your time off moving exclusively from the couch to the kitchen.  

      Avoid lengthy explanations about an employment gap

      If we put COVID-19 aside for a moment, the three most common reasons people usually take an extended sabbatical from full-time work are:

      semi-retirement (taking a year off for travel, etc), they were fired, or electing to stay home as a full-time parent or caregiver.

      It’s likely that many who fall into one of those three categories did not maintain any type of formal institutional connection during their employment gap years. If this is your situation, don’t waste much room on your resume explaining the finer details of your story.

      At Leet Resumes, we believe brevity is best across all aspects of resume writing. Even when describing your biggest career wins it’s best to keep things short and sweet. This applies even more so when addressing gaps in work history.

      Instead, go with a single sentence addressing the time period in question with a positive spin toward the future.

      If you’ve spent the past couple years caring for your family, write something like:

      “Stay at home parent, family of five, excited to re-enter the workforce. 2020-2022”

      You can keep it even more vague:

      “Energized to return to work after a period of personal growth. 2020-2022” 

      You’ll have an opportunity to better explain your work gaps during the interviewing process. For now, there’s no reason to take up any more valuable space on your resume than needed. 

      Never adopt an apologetic tone about your employment gap

      It’s important to be transparent about your career breaks, but that doesn’t mean you should be apologetic. Again, the hiring handbook from a decade ago just doesn’t apply anymore. 

      Remember the statistic stating 48% of hiring managers believe candidates are too down on themselves over career lulls? If you frame your work gaps as a failure warranting an apology, or immediately sulk when the topic is brought up in an interview, it sends the wrong message. 

      “Do not apologize for doing what you need to do for your professional and personal growth.  Taking time off for whatever reason is sometimes necessary. Be confident in your decision to take time off and be prepared to be confident in your answer to why you did it.”

      Lexi B, Founder of Sista Circle: Black Women in Tech.

      Not all periods of unemployment are our own choice, but you always control the greater narrative of your story. Even if you were unceremoniously fired, turn it into motivation. Use it to propel you forward, not a hindrance holding you back.

      That was then, this is now

      Decision makers are no doubt more open to considering candidates with gaps in their work history nowadays, but they’ll still need to know that you’re serious about seeking employment. 

      Be sure to make it clear that today – in the here and now – you’re absolutely chomping at the bit to pick up where you left off and never look back. No employer wants to hire a new worker only to have them disappear shortly thereafter. It’s essential to frame your employment gaps as temporary siestas.

      Ideally, the message is you made meaningful use of your time off and you’re ready to return as an even better professional version of yourself.

      You’re not just your career

      As we wrap this article up, it may be useful to touch on resumes in general for a moment. Most people tend to think of their resume as a mere description of their careers, but that’s a gross oversimplification.

      “A resume is an art and not a science. As a recruiter I want to get a glimpse of the impact you’ve been able to accomplish and what you’re passionate about. The gaps in your experience are less important to me than the story I’m being told in your resume.” 

      Amal S., Fellowship Recruiter @ Formation

      When recruiters sit down to read your resume, they want to learn about you as a person – not just every job you’ve held since college. If you get the job, it’ll be you reporting for duty on Monday morning, not your resume.

      Addressing an employment gap the right way, and showing you didn’t let a bump in the road derail your journey, will speak to your character and persistence far more than any boring old corporate achievement.

      Need some help with your career?

      Feeling like you could use some assistance with your job search? 

      Consider creating a free profile on Hired and have companies apply to interview you for tech or customer-facing roles! 

      Related: 

      Hired partner Leet Resumes helps jobseekers revise their resumes for free. 

      Hired partner Sista Circle: Black Women in Tech (BWiT) is a solidarity group dedicated to supporting Black Women in technology, including providing community and networking.  More

    • 125 Shares189 Views

      in Talent Acquisition

      Evaluate the Job & Negotiate the Job Offer You Deserve

      by

      Editor’s note: this is Part 3 in our series with our partner, Makers, “Build Confidence and Take Control of your Job Search Series.”

      After a successful interview, a job offer often comes next. The offer stage sometimes creates discomfort and uncertainty for job seekers. When do you bring up compensation? How do you negotiate a salary? What should you ask for? Is the offer a good fit for you?

      These are all questions Hired and Makers answer in this chapter. Learn how to check offers and negotiate the salary you deserve! If an interview ends in rejection, learn how to tackle that, too.

      Get Started with Salary Negotiations

      Most of the time, the sourcer or recruiter will ask what you’re looking for in base salary or total compensation. Don’t feel put on the spot! Instead, if a screener asks for your expected salary range, ask about the salary band, or budget for the role.

      Pro Tip: It’s illegal in a growing list of areas to ask candidates for a salary history, or about their current compensation. Doing so promotes bias. These laws are known as a salary ban, not to be confused with a salary band, as mentioned above.

      If this doesn’t come up in initial phone screens, you can start the salary conversation early in the interview process. Be polite, don’t make it your first question, but don’t wait for an offer, either. Waiting to bring up salary until the end of the process doesn’t do you any favors. The early discussion helps you get in front of salary negotiations. 

      You could choose to say, “I’m sure you value alignment as much as I do. Can you share the salary band budgeted for the role?” You may have follow up questions to qualify that number. Is it base plus bonus? Is that a total compensation number, including benefits? Nobody wants to make a false assumption.

      Make sure you are clear about your personal priorities during the interview process. Determine your value in the marketplace before setting foot in an interview. This is very important for women. Female job seekers sometimes undervalue their contributions to the marketplace. This is known as an expectation gap.

      Hired’s salary calculator helps you with this task. We  recommend a starting point for you using data from the marketplace. The Hired platform alerts you to the discrepancy so you are able to make changes if you set expectations too high or too low.

      Remember, this number is just a starting point. Keep your priorities in mind as you negotiate. Some job seekers choose flexibility in exchange for entering a high-demand industry. Don’t share minimum expectations as they can result in low offers. Think about the salary offer that makes you excited to take the job and pursue this number.

      How to Negotiate Your Salary & Benefits

      Ask if you and the company are on the same page regarding salary after stating your expectations. The salary offer isn’t always what you expect or a number that satisfies your needs, and that’s ok. Communicate your desire to negotiate salary quickly so the company can respond.

      State your passion and motivation to join the company. Then, explain that the current offer doesn’t work for you. Be direct and be very clear if you intend to give a counteroffer for your salary. Let the company know that you plan to accept the role if they meet that number. Companies ready to move forward quickly respond when candidates are ready to start.

      Tech jobs and sales jobs have differing salary components. Base salary, target bonus, and equity are common for tech role offers. Fixed compensation and variable compensation or base salary plus commission are components of a sales job salary offer. Benefits and perks are usually included in both.

      Consider negotiating other benefits beyond salary. Getting creative can help you get what you want when there is no wiggle room in the base salary. Some possibilities include:

      Sign-on bonusGuaranteed annual bonusExpedited raiseMoving stipendStocks or RSUsPaid time offHealth benefitsLearning stipends

      Examine the Offer

      Once you lock in salary negotiations, it’s time to take a hard look at the offer. Look at all elements and decide which are the most important in your eyes. Write down your priorities – this trick helps you hold yourself to them.

      Consider these areas when checking your job offer:

      People element – your manager, team culture, and company culturePlace element – location of the office, company size, industryThings element – compensation, benefits, perksTiming element – do you need to find a new job right away, or is there time to be choosy?

      Rejection is Just Redirection

      Sometimes it just doesn’t work out, despite a great interview. Don’t take this personally! Rejection doesn’t always mean you did something wrong or weren’t qualified.

      Stay solution-oriented to keep future doors open. The way you handle rejection can make or break this relationship. Ask the company for feedback. Learn what you can to improve your future interviews. You never know when another position will open. Be civil and respectful despite rejection.  It often leads to new opportunities on different teams or at other offices. Besides, there’s no guarantee the person they hire will work out. It happens more than you think.

      Do you feel like you need to upskill to be more competitive? Makers offers opportunities to increase your technical skills!

      Land the Job Offer You Deserve on Hired

      Master the job search process from start to finish with these easy to follow steps. Hired.com helps you every step of the way! Our Customer Experience managers help candidates achieve success throughout the hiring process. Complete your free profile on Hired’s job marketplace. Be sure to optimize it with these tips, and let employers search for you!

      Related:

      [embedded content] More

    • 100 Shares129 Views

      in Talent Acquisition

      Ace Your Interview & Get Your Questions Answered

      by

      Editor’s note: this is Part 2 in our series with our partner, Makers, “Build Confidence and Take Control of your Job Search Series.”

      Ok, so you completed the job search steps successfully and landed an interview. Now it’s time to show your abilities and learn about the company. Hired and Makers share how to nail the interview and get the answers you need.

      Demonstrate Transferable Skills

      The level of tech skills you need depends on the level of position you interview for. Employers are more willing to accept more transferable skills in mid-level roles. For senior roles they are seeking someone with the right technical knowledge. 

      Start with soft skills you have that fit the requirements of the role. Share you have what it takes to be successful in the position. Learn about the company’s culture and values. See how those attributes align with your personal values. Determine if you have experience representing similar values in a former role. Get ready for experience-based behavioral questions. Prepare answers with examples from your previous work experience. The answers you give need to show your impact and its result.Determine how you can make up for any gaps in the required experience. Explain why your skills or experience will transfer to this new role. This helps you appear low risk to the employer.

      Related: Want to advance your technical skills? Check out options through Makers!

      Ask Questions

      Finding a good company and culture fit is critical to success in any role. The interview is your opportunity to ask questions. Listen up for answers that are factual and based on data. See nonspecific answers and those with no available data as red flags. The answers provide insight into the company to help you determine if you have found the right fit.

      General Examples

      How does your company promote work-life balance?What initiatives are in place to promote diversity and inclusiveness?Can you share data on the organization’s diversity?Ask about their experience and feel free to ask for examples: What are some of the best things about working here? What are some of the challenges you’ve found? What do you wish you knew when you started your role here? What does success look like for this role?

      Examples for Tech Candidates

      How does your team address problems that arise?Has this position evolved? In what ways could the responsibilities change in the future?What is the balance between junior and senior roles on the team, and will this change?What are the company’s technical principles?

      Examples for Sales Candidates

      What are some of the challenges faced by the current sales team?Where is the company looking to grow in the future?What support do sales staff receive from team leadership?What are the traits most critical to success in this role?

      What Are Interviewers Looking for?

      The interview isn’t just a chance for you to learn about the company – the company also learns about you. Know what interviewers are assessing for so you portray yourself effectively. At all levels, an interviewer’s questions seek to uncover your character, passion, and transferrable skills.

      When interviewing for a senior-level role, the questions are more specific. The interviewer wants to learn about your technical skills and large project contributions. They also want to determine how willing you are to mentor and help others on the team.

      Forget to Ask an Important Question During the Interview?

      Don’t worry! This easily happens. Use this opportunity to follow up with the interviewer. If you remember your question, include it in your thank you note. (Yes – these still matter). Use the thank you or follow up email as an opportunity to demonstrate your curiosity and enthusiasm for the role. Be selective, don’t send a long list or questionnaire. The interviewer is busy, too! Choose the top two to three questions you’d like to ask at this stage in the interview.

      Pro Tip: Don’t apologize for forgetting to ask. Instead, say, “as I was reflecting on our conversation, I have some additional questions.”

      Find a New Role on Hired

      Are you ready? Hired sets job seekers up with the right resources to ace the interview process. Dedicated Candidate Experience managers ensure your success every step of the way. The perfect role is out there – find it today on Hired, where companies apply to you!

      Related:

      [embedded content] More