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    Activision Blizzard’s Talent Attraction Strategy: Three Brands, Three EVPs

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    Activision Blizzard is a well-known name in the video game industry, with three distinct brands: King, Blizzard Entertainment, and Activision. Each brand has its own unique identity and EVP (employee value proposition), which helps the company attract and retain top talent. In this episode of our Employer Branding Podcast, we talk to Alex Horner, the Global Head of Talent Attraction at Activision Blizzard, about how they manage three separate brands for three unique game studios.

    The Unique Talent Challenges of the Video Game Industry
    Making video games is a complex process that requires a wide range of skills, from game design and engineering to art and animation. “There are so many incredibly niche roles and skillsets needed to make games,” says Horner, “and we need to articulate why someone with such an in-demand skillset might want to join us and what the benefit they would get from coming here might be.”
    One of the challenges of attracting talent to the video game industry is that it is a very competitive field. There are many different companies vying for the same talent, so it is important to have a strong EVP that will resonate with potential hires.
    Activision Blizzard’s Three Distinct EVPs
    Activision Blizzard has developed three distinct EVPs for its three brands:

    Activision: “Great games start with great people.” This EVP is focused on attracting talent who is passionate about creating blockbusters for the largest audience possible.

    Blizzard Entertainment: “Entertain the universe.” This EVP is focused on attracting talent who is passionate about creating genre-defining titles that are known for their fantasy and immersion.

    King: “Make the world playful.” This EVP is focused on attracting talent who is passionate about creating inclusive games that are accessible to a wide audience.

    Why Employee Advocacy Is Key to Activision Blizzard’s EVP Activation
    Activision Blizzard has found that employee advocacy is a key to activating its EVPs. “We really wanted to put our people at the heart of the storytelling and to have them tell the story on our behalf,” says Horner. The company has an employee advocacy program that identifies employees who are a good fit and takes them through a structured learning and development program to help them build their personal brand.
    The employee advocacy program has been very successful in helping Activision Blizzard attract top talent. With 55 people in the program, they collectively have 500,000 followers on LinkedIn and generate 2-4 million impressions on a monthly basis.
    The Benefits of Activision Blizzard’s EVP Strategy
    Activision Blizzard’s EVP strategy has a number of benefits for the company:

    It helps the company attract top talent in a competitive field.
    It helps the company differentiate its brands and attract talent to the right studio.
    It helps the company create a strong employer brand that is known for its passion for creating great games.

    Activision Blizzard’s EVP strategy is a great example of how companies can use employer branding to attract and retain top talent. By developing distinct EVPs for its brands, the company is able to attract talent with the skills and experience it needs to be successful. The company’s employee advocacy program is also a key part of its EVP strategy, and it has been very successful in helping the company attract top talent.
    Conclusion
    Activision Blizzard’s EVP strategy is a complex and multifaceted approach to employer branding. However, it is a strategy that is working well for the company, and it is one that other companies can learn from.

    To follow Alex Horner’s work in employer brand, connect with him on LinkedIn. For help with your own EVP, get in touch. We help you identify the values and culture you want to create in your company.
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      New Research Exposes the Dog-Eat-Dog World of Big Tech Recruiting

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      A recent study from Switch On Business delved into the dynamics of talent recruitment and retention in the competitive tech industry.
      It provided detailed insights into the transfer of talent among rival tech giants like Google, Meta, IBM, Amazon, and Apple. For instance, it showed that 26.51% of Meta’s workforce has previously worked at another tech giant. At the same time, the study highlighted how Apple’s recruitment policy is driven by poaching staff from Intel, Microsoft, and Google.
      The main takeaway for tech recruiters is straightforward: There are so many opportunities to bring in talent from rival firms. However, recruiters must take a proactive and creative approach to capturing and holding the attention of highly skilled professionals who know they are in high demand.
      You can find the full details of the study in the charts below, as well as some tips and advice on becoming a more successful tech recruiter.
      The challenge of being a big tech recruiter
      Recruiting top talent for big tech roles presents many challenges.
      Firstly, the demand for tech talent far exceeds the supply, creating a severe talent shortage. The competition is fierce, with tech giants and startups vying for the same pool of candidates. This scarcity forces recruiters to think creatively and proactively reach out to passive candidates who may not actively seek new opportunities.
      The rapid pace of technological innovation means that the skills required for these roles are constantly evolving. Keeping up with these changes and accurately assessing a candidate’s proficiency in emerging technologies is now an essential part of any big-tech recruiter’s job.
      Then there’s the critical issue of diversity and inclusion. To satisfy big tech’s commitment to diversity, recruiters must actively seek out underrepresented talent and ensure their hiring processes are inclusive and unbiased.
      Why big tech recruiters should be headhunting from rivals
      Recruiters for big tech companies target talent from rival big tech firms for several reasons, including:

      Industry-Specific Expertise: Employees from rival firms come with relevant industry knowledge and technical expertise, reducing training time and allowing for a smoother transition into new roles.
      Proven Track Record: Professionals from other big tech firms have a proven track record of success in high-pressure, innovative environments. They’re the kind of people who can hit the ground running.
      Cultural fit: Having worked in similar corporate environments, these individuals are more likely to adapt quickly to the culture of another big tech firm. They’re also more likely to stay long-term, which is good for them, the company, and a recruiter’s bonus structure.

      How to entice big tech talent away from rival firms
      Software engineers, coders, and data analysts are never short of offers. As any recruiter will tell you, big tech recruitment is the epitome of a buyer’s market.
      So, if recruiters want to poach the best talent for their clients, they need to understand what that talent is looking for.
      Here’s a list of top tips for recruiters on the hunt for big tech talent:

      Understand the Candidate’s Motivations: Research what motivates candidates. Ask about career advancement, better work-life balance, exciting projects, or a more attractive compensation package.
      Personalize Outreach: Customize communications to show that you’ve done your homework about the candidate.
      Highlight Unique Opportunities: Emphasize unique opportunities that the candidate might not have in their current role, like working on cutting-edge projects or a more relaxed corporate culture.
      Offer Competitive Compensation Packages: Be prepared to offer add-ons to compensation packages, including benefits, bonuses, stock options, and relocation expenses.
      Stress Cultural Fit: Show how the candidate’s values and work style align with your company’s culture. This is often as important as a big salary.
      Prepare for Counteroffers: Be ready to negotiate if the candidate receives a counteroffer from their current employer because this will happen.
      Be Patient and Persistent: High-caliber candidates often require a more extended courting period. Be patient, keep the lines of communication open, and regularly check-in.

      Recruiting for big tech roles is a complex process defined by talent shortages, evolving skill requirements, and intense competition.
      Recruiters must adapt and employ innovative strategies to identify and attract the best candidates in this ever-evolving landscape. It’s not an easy job. But those who master the process will smash their targets and make some very nice monthly commission payments.
      Ashley Murphy graduated with a BA (Hons) in English Literature and Creative Writing from the University of Manchester. He began working as a freelance content writer in 2015. He covers technology, business and careers for Switch on Business. 
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      in Employer

      Navigating Employer Branding in APAC’s Diverse Talent Landscape

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      The Asia-Pacific (APAC) region, with its rapid digital transformation and vast internet user base, presents a dynamic and challenging environment for employer branding. Glynnis Quek, APAC Online Marketing Lead at Google, shares insights on navigating this diverse landscape and effectively attracting top talent.
      Understanding APAC’s Nuances
      APAC’s linguistic diversity, evident in over 2,000 languages and dialects, demands localized content. Chinese, for instance, has unique variations in each country, necessitating customized messaging for Singapore, Hong Kong, Taiwan, and China.
      Platform preferences vary across markets. LinkedIn is favored in India and Australia, but less prominent in Taiwan, Japan, and Korea. China has its own platforms, necessitating a shift from global channels.
      Cultural preferences also play a role. Stories highlighting a fun workplace culture resonate well in Korea, while professional development and career growth are key drivers in Singapore.
      Addressing Misconceptions about Western Companies
      Western companies often face misconceptions in APAC, such as the need for strong English language skills, rigid Western workplace cultures, and incompatibility with traditional values.
      Google’s #GoogleRamadan campaign effectively challenged these perceptions by showcasing Muslim employees, resonating deeply with APAC’s sizeable Muslim population and prompting the global expansion of the campaign.
      Balancing Global Strategy with Local Resonance
      Google maintains a global employer brand strategy while ensuring local relevance. Quek assembles cross-functional teams with local subject matter experts and traditional employer branding partners, empowering them to work within the global framework while adapting it for their specific markets.
      Partnerships for Success
      Partnerships are crucial for effective employer branding in APAC. Google’s Women Techmakers initiative in India and the Google Aboriginal and Indigenous Network in Australia are examples of localized partnerships that resonate with diverse talent pools.

      Empowering Local Teams to Create Resonant Content
      The key to success lies in empowering local teams to create content that resonates with their markets. Quek emphasizes the importance of combining a robust global employer brand strategy with innovative local teams capable of adapting content for their specific audiences.
      Bottom Line
      APAC’s growing tech talent and burgeoning middle class make it an increasingly important region for global brands. By understanding local nuances, addressing misconceptions, balancing global strategy with local resonance, and forging strategic partnerships, companies can effectively attract top talent in this dynamic region.
      To follow Glynnis Quek’s work in employer brand, connect with her on LinkedIn. For more on Google’s global employer brand strategy, listen to our episode with Mary Streetzel. For help identifying the values and culture you want to create in your company, get in touch.
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      in Talent Acquisition

      2023 Tech Hiring: 7 Ways to Stay Competitive in Tough Job Markets

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      It felt like not long ago employers were eager to fill open roles in anticipation of accelerated growth. Now, jobseekers are feeling the pinch of layoffs and a hiring slowdown due to market shifts. 

      Whether you are unemployed, underemployed, or feeling complacent in a role, it’s easy to feel the effects of a lackluster job market. That goes for jobseekers on Hired or out in the world when they don’t see an influx of interview requests or responses to applications. 

      While it is tough out there right now, it’s important to remain proactive and not let the weight of the hiring market bring you down. In this blog, we provide transparency on the state of the market, practical guidance for the job search, and resources to boost your employability during harder times. 

      It’s not you, it’s me the 2023 hiring market

      So, why is it so hard to find a job right now? The answer boils down to a number of reasons including economic instability, the Federal Reserve’s policy decisions, cloudy hiring processes, and industry-specific trends.

      Tech hiring landscape

      Following a high of over 4 million for tech hiring in 2022, we are now seeing the dust settle into some lows as tech faces particular hardship when it comes to the labor market. The plethora of headlines on thousands of tech layoffs has been hard to miss in the past year. 

      As you probably know, competition is tight for tech candidates. Tech companies are still hiring for positions but at a slower rate than before. In contrast to the beginning of 2022, you’ll find on average, one job opening for every two candidates on LinkedIn. Last year had a more even ratio of one opening per candidate.

      Quit rates 

      In this market, more workers are also staying put – thanks to factors including those mass layoffs, interest rate increases, and inflation. 

      The Bureau of Labor Statistics reported the number of people quitting dropped by 49,000 from March to April. The decreased quit rates indicate low confidence in the market. 

      Unstable hiring processes

      The abundance of jobseekers applying to positions adds pressure and time to many hiring processes. We’re referring to a 40% increase in applications compared to this time last year according to LinkedIn.

      There is also a lot of shakiness at the moment for numerous HR and recruiting teams as economic uncertainty has a ripple effect on budgeting and of course, hiring. 

      Many companies also have more team members incorporated into the hiring process (to boost equity and collaboration) but more people typically means a longer interview cycle. In fact, this year, it now takes 44 days to hire a new team member, setting a record high.

      What the experts are saying 

      During Hired’s Breaking Through Bias virtual event, career experts candidly weighed in on the leverage jobseekers have in the current job market. Read their firsthand insights below for a better grasp of the big picture and advice to empower your search. 

      Nina Roussille, Assistant Professor, MIT

      “Specifically, in the tech sector (defined narrowly as the Silicon Valley tech roles), it’s been more dire than it used to be… Try to redefine for yourself what a tech role is. There are now opportunities in tech occupations in companies that are not defined as tech firms. Every firm out there, even in the older industries, needs tech workers. Those industries have been way less affected recently than Silicon Valley firms. Broaden your perspective. Think a little bit more creatively about what a tech role should be. 

      The other one is remote work, which makes it so you don’t need to find a job exactly where you’re located. A lot of these dinosaur industries are more open to remote and flexible workers. My optimistic take is it will require more creativity and a broader search but there are still opportunities out there.”

      Maria Petnga-Wallace, Diversity, Equity, & Inclusion Consultant, Colorintech

      “There’s still a need for particular skills, especially in AI and machine learning. Within the company I work with in cyber, there’s still a real drive to have, for example, female and underrepresented group representation. I encourage everyone to network. Identify the organizations you wish to work with in the near future and engage with people in those tech firms.”

      Mercedez Bluebyrd, Program Manager of RISE, Gusto

      “You have leverage in really understanding who you are and what you bring to the table. If you’re a talented person who really understands what you can do for a company, there’s a value add there and that leverage is limitless.”

      New opportunities in new industries 

      Echoing Nina Roussille’s point above on broadening your perspective, there are currently established employers – not typically associated with tech – making a push to hire tech jobseekers. From hotel chains to retailers, investment firms, and the federal government, you might be surprised to find opportunities in other industries you previously hadn’t considered. A company doesn’t have to be in the tech industry to be a top tech employer. 

      1. Upskilling is key

      Identify high-demand skills and industry trends, and learn to align your application (or Hired profile) accordingly. Investing time in learning new programming languages, refining project management abilities, or earning relevant certifications will not only broaden your skill set but increase your marketability and adaptability amidst the competition. 

      Leverage online learning platforms, attend industry events virtually or in person, and engage in hands-on projects. Learning is the cornerstone of employability and a powerful tool to stand out.

      Get more details on why and how to upskill in this blog and check out these Hired partners helping tech jobseekers acquire in-demand skills. 

      2. Refine your personal brand

      What should people think about when they hear your name? What populates when hiring managers or recruiters search for you online? Your personal brand is a reflection of your skills, experiences, and values. 

      In an employer-driven market, it’s more important than ever to articulate your unique value proposition. By developing a distinct and authentic brand, you effectively differentiate yourself from other candidates and leave a lasting impression on potential employers. So, how should you go about it?

      Start by identifying your unique strengths, skills, and values, then tailor your resume, cover letter, and online presence to reflect these qualities. Showcase your expertise through thoughtfully crafted content on professional platforms, engage in relevant industry discussions, and seek out networking opportunities to build a strong professional community. A cohesive personal brand not only boosts your visibility to recruiters but also demonstrates your commitment to personal and professional growth.

      Watch this panel discussion for expert advice on how to develop and build confidence in your personal brand.   

      3. Leverage the power of networking

      Your network is your – you know the rest. And with thoughtful networking, it is true! It’s not just about making connections. It’s about building meaningful relationships that can open doors. 

      Outreach may sound pretty terrifying for some but getting out of your comfort zone might bring more opportunities than you realize. Start with second-degree connections such as friends of friends, acquaintances, and old colleagues.

      Before reaching out, determine the value you offer as a professional, your main skills, and your objective. Keep a consistent narrative across platforms (showcase that personal brand!). And remember, you’ll get in return what you give, whether it’s value, concern, or empathy. Entering networking relationships with a ‘giving’ mindset is key.

      Use this resource as a more comprehensive guide for networking with intention and confidence. 

      4. Make every interview count

      You may have to work harder with what you have on hand. This means preparing more and practicing your code or other technical skills to ensure you ace assessments and interview questions. 

      You may also consider having fewer interviews as less cumbersome to manage than if you were white-boarding thrice a week and not performing your best each time. You run the risk of interview burnout when multiple opportunities are spreading you thin. Consider the silver lining and make every interview count with the added focus you can give to each one at present.

      Check out our interview prep partners for some extra guidance. 

      5. Follow up with companies

      The nature of recruitment can be fairly volatile right now, with a host of factors causing delays in companies getting back to you. You may have to adopt a more proactive approach than normal and be the one to steer hiring conversations forward.

      Add your updated availability to each follow-up note and balance your tone to be cooperative versus demanding. For example, “I enjoyed chatting with you last week! I wanted to share a few times I am free to continue our conversation in case you are as keen to assess a mutual fit…” Overall, be genuine, pragmatic, and most importantly, empathetic in your follow-up.

      You might add a note to your calendar to check in every 10 or so days. If a company happens to share a timeline for its next update, stick to that. Be courteous in referencing previous highlights from your conversation and check in to see if scheduling the next steps is feasible. Do not use these notes to sell yourself. Save the humble brag for the next round of interviewing if and when you land it. 

      Instead, focus your notes on relationship building. Connect your reader to what they care about. Perhaps, add a link to an article on a topic of interest to them. Think back to previous chats and recall what they might have shared with you. 

      6. Practice patience

      Finally, remember that every job search, especially in a tough market, is a marathon – not a sprint. It’s natural to experience periods of slower progress. 

      And keep in mind: even the most qualified candidates may have to wait a bit longer to land their perfect role in these market conditions.

      Remember, hiring teams are often spread thin. The layoffs in the last twelve months included a lot of recruiters too. They’re also sharing that they’re getting a ton of applications right now – many of which are from unqualified applicants. Even with tech tools, like applicant tracking systems, it’s a lot to work for lean teams. 

      So, make it easy for them to see what a great match you are and how you’ll bring what they need to be successful.

      If you’re a tech (or sales) candidate on the Hired Marketplace, use the guidance from the Candidate Experience team. It could help you get better matches and more interviews. 

      7. Adjust salary expectations

      Beyond the general job function, do your research to understand how your particular niche and location might impact your earning potential. Software engineers, for example, can earn wildly different salaries depending on their specialty – and this can differ significantly by city.

      In addition, you may need to calibrate your expectations based on the company in question. Startups may offer a lower salary with higher equity, and the company’s funding status might also have an impact. A startup looking to raise funding, for example, might be willing to negotiate a post-funding round raise.

      Related: Try Hired’s salary calculator

      While you want to ensure the salary you deserve, it’s important to align your expectations with the state of the market too. This is where doing that research and being realistic about the state of the economy comes into play. 

      If you do lower your salary expectations, there are still plenty of benefits to negotiate as part of your total compensation. See our Salary Negotiation Guide, created in partnership with Educative.

      Continue your search with confidence 

      It’s clear the factors we shared here will play crucial roles in continuing to shape the labor market’s direction. While the job market has undoubtedly become more challenging, with the right strategies and resources, you will successfully navigate this change. 

      And speaking of resources, here are some of our popular ones to give you more direction in your search: More

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      in Talent Acquisition

      Tech at Devoted Health: The Power of Collaborative Problem-Solving (VIDEO)

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      Devoted Health is on a mission to change the face of US healthcare for seniors. Watch this on-demand webinar from the Get Hired Summit to hear from members of the Devoted Health tech teams. 

      They discuss how their obsession with leverage balanced with pragmatism enables better healthcare for America’s elders, and what they look for when searching for folks to join the team. They also share the areas remaining constant (a culture of collaborative problem-solvers) and the areas where change is the constant (based on specific needs or circumstances).

      You’ll hear from these Devoted Health team members:

      Related: Hired’s 2022 List: Top Employers Winning Tech Talent  

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      What are some of the projects your teams are working on right now? 

      Jennifer 

      There’s a lot going on across the organization. I work closely with Devoted Medical. Over the last few years, we’ve started a number of programs and clinical interventions for our membership. This includes diabetes manager prevention programs and our intensive home care program, which works closely with our most complex members who have a lot of comorbidities and some functional limitations. There’s a lot going on to try to make their lives better by improving their medical experience. 

      I’ve been here four years, which more or less maps with when we started taking care of people. We’ve had enough members go through some of those programs to where we’re able to zoom out and investigate what is working well and what isn’t. That way we can make decisions about where to grow our programs and how to expand those effective interventions to other markets.

      I’ve personally been focused a lot on program effectiveness for the last month or so. We’re also devoting a lot of effort right now toward effectively and efficiently working with both our members and their physicians to make sure their medications are accessible and affordable. We’re working with the product, operations, and engineering colleagues to identify opportunities for automation like SMS reminders, but also understand and predict what members are most in need of. Given how quickly we’re able to build our software, we’re always focused on building and maintaining a robust data warehouse in an analytics layer that keeps up with all our workflows and data model improvements and allows a lot of self-serve across the organization.

      Ted

      I’m most excited about scaling and better utilizing the pipeline of medical documentation that we get. This whole healthcare system is a really challenging logistical process. It’s really important that we know as much about our members as we can so we can get them the right care at the right time. 

      Internally, we have a ton of integration set up with different provider groups and different sources of medical data that we ingest into our system. We’re starting to realize we have a lot of things but it’s getting more and more difficult to make sure folks inside Devoted are able to find those things appropriately. I get really excited about it because it’s this huge pipeline of data all the way to acquiring more documentation and setting up more types of integrations. Also internally, it’s making sure we’re indexing and cataloging that documentation with useful information so we can surface to several different consumer teams the right information. 

      For example, the Devoted Medical team is very interested in any given member’s full medical history. The Stars team, which manages the quality of care metrics we submit to CMS (Center for Medicare and Medicaid Services), is focused on making sure we’re doing preventive care for our members as part of those measures. Finding evidence we’ve provided that care not only helps Devoted with our quality of care overall but also helps with the whole coordination between all those parties to make sure we aren’t duplicating efforts across our members. 

      Tell us about the tools unique to Devoted’s data science and engineering teams.

      Jennifer

      On the data side, we use Snowflake for data storage and SQL querying. We have an internal product that copies data from our Postgres database into Snowflake almost in real-time. We use DVT for our transformation layer and Airflow for scheduling. At Devoted, we migrated to Looker for our business intelligence tooling last year. We have Jupyter Hub available for in-depth analysis and model prototyping. We use both Python and R for those things depending on the project. Then we have the ML flow.

      Ted

      We use React and GraphQL for front-end layers. We use Postgres under the hood to store most of our transactional data. In the back end, we use Go as our primary coding language. For data modeling, we have a mature setup with Protocol Buffers, which is a data modeling language built by Google. We use the metadata associated with our models to generate basic front ends, our database tables, and tons of other metaprogramming concepts. I think that’s a secret sauce – the use of Protocol Buffers and meta-programming to help us stand up things really fast.

      Related: Hired Releases 2023 State of Software Engineers Report

      Watch the full panel discussion to learn: 

      Career growth at Devoted Health 

      How the teams determined their tech stack 

      The teams’ day-to-day

      Why Devoted Health is like a layer cake! More

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      in Talent Acquisition

      Future-Proof Your Tech Career: How to Make Strategic Decisions (VIDEO)

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      These days, making strategic career decisions is often tied to conversations about “quiet quitting.” This term was coined in 2022 due to a mix of:

      Unclear expectations

      Few growth opportunities

      Disconnects between a company and the employee’s needs

      Quiet quitting transformed jobseekers’ way of thinking, with most centering the job search around their needs, goals, and values. 

      But what happens when jobseekers find companies they align with? They stay longer and are generally happier. Studies show retention is highest when employers invest in long-term learning and growth opportunities.

      Watch this on-demand webinar to hear experts from the Get Hired Summit discuss how jobseekers can strategize to future-proof their careers in tech. You’ll hear from:

      Related: Hired’s 2022 List: Top Employers Winning Tech Talent  

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      Amid the uncertainty, what are you seeing in the market right now? What advice would you give those in entry-level or mid-career positions in tech?

      Adam

      There definitely has been a shift in the last six months or so. We’re seeing conditions start to change in the market. I’m seeing that it’s still quite competitive for… people with 5+ years of experience. Those people are still in very high demand and they still have competitive offers from a variety of companies. Where it’s getting a lot harder is for the entry-level, junior candidates — people with 1-2 years of experience. 

      We’ve had the same role open at different times over the last few years. A year ago we would have seen maybe a handful of applicants come in. Recently, we had 1,500 applicants come in within the first few weeks.

      The advice I would give to someone just starting out is to just build things. Do what you can to optimize for learning and practice your craft. Even if it’s something you build, get it up in GitHub, GitLab, or wherever you host your code. Practice and build it. Maybe you’ll throw it away but you’ll learn something along the way. 

      Related: Hired Releases 2023 State of Software Engineers Report

      I highly value the people who want to show their commitment to practicing their craft and showing they enjoy it and like building things. That’s what I want to have a conversation about in the interview process. I want to learn why they were excited about it, why they built it, and what they learned along the way. That goes such a long way.

      Matt

      Definitely try new things and take some risks early in your career. The world is your oyster. There’s no time like the present to jump in and swim. You’re going to try a lot of things and you’re going to fail. You’re going to find some things you don’t like but you’re also going to find something you do like — something you’re really excited about. That’s what you want to run toward. 

      Think of your career as this marathon that will be many years of your life. Do you want to spend it doing something… you don’t love? Find what you can be really passionate and excited about. There will be hard days and hard projects but you should have more positive experiences than not. Implicit in that is to learn from those experiences.

      Kelly

      I speak to a lot of candidates in my career. Some of them have just finished college and have known exactly what they wanted to do their whole life. I speak to other people who had multiple careers. They’re in their thirties or forties and just starting bootcamp. They’re excited and passionate. Trying as many different careers until you find something you’re really passionate about is important. It’s never too late to start something new!

      Related: Partner Spotlight: Coding Bootcamps & Non-Traditional Education for Tech Talent

      Watch the full panel discussion to learn:  More

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      in Talent Acquisition

      How to Create a Strong Personal Brand: The Key to Beginning a Networking Relationship (VIDEO)

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      A strong brand is not only relevant for businesses. It’s important for individuals too, especially those navigating the job search. A strong personal brand that speaks to your skills, values, and expertise is crucial for networking and your overall career. 

      It’s your identity. What should people think about when they hear your name during conversations or in the media? What populates when hiring managers or recruiters search for you online? 

      Watch this on-demand webinar to hear experts from Get Hired: Future-Proof Your Career in Tech discuss what it takes to make your personal online brand effective and how it can lead to a new career and networking opportunities.

      You’ll hear from:

      Revenue & Product Marketing Manager, Multiply, Lee Brooks

      Senior Platform Engineer, RVU, Suraj Narwade 

      Lead Talent Acquisition, GTM, International, Sonatype, Heidi King-Underwood

      Founder & CEO, Hustle Crew, Abadesi Osunsade

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      When it comes to seeking talent, what do you want to learn about someone from their personal brand?

      Suraj 

      When it comes to hiring someone from a personal brand perspective, the first thing to call out here is that you obviously see a resume. But I think in today’s world, LinkedIn, Twitter, YouTube, etc. act as a resume together. From a personal brand perspective, I will look at how they are presenting themselves and how they are showcasing their knowledge on any of the platforms. 

      Lee 

      For me, one of the most important things is: Are they fit for the role I’m hiring for? Does their personal brand give me confidence they have expertise in the areas I’m recruiting for? Sometimes it’s easy to tell from someone’s personal brand. Sometimes it’s more difficult, but if I was looking for someone who was good at creating content or social media, I hope I’d be able to get that from their online profile. 

      Another one that’s really important to me is cultural fit. How would someone’s personality, values, and work style fit? At Multiply, we’re all remote workers. It’s quite important that you have someone who can fit into that culture and thrive. 

      The third one is passion and drive. Are they enthusiastic when they’re talking online? This leads to culture a little bit but do they really show passion and drive for their work? I think you can tell through the content, achievements, and overall approach to their career.

      Heidi 

      The cheat is we are bundle searching. We’re looking for keywords. Make your LinkedIn profile as full as possible, like you would a CV… Talk about everything you were doing and everything you’re looking to do. 

      On LinkedIn these days, you can actually put how to pronounce your name. Make things as easy as possible for the recruiter. What are your pronouns? Let’s make sure I don’t insult you by presuming… 

      Talk about the tech stack you’re utilizing. If you present yourself on a third-party site, put the link there. Make it available so I can actually forward it to my hiring teams. I might send over that link and say, ‘What do you think about what they’re putting out or their content?’ It shows… you’re using your own recreational time to highlight you’re really passionate about this. Include stand-out elements like volunteering… If you have certain skills or have done a workshop on LinkedIn learning around diversity and inclusion, that goes with cultural fit.

      Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

      It shows passion and drive around the fact that you’ve gone off and taken on that skill and you recognize it as a skill. There are so many different elements but the more words you put on your professional site, CV, and personal sites, [you increase chances that] we will find that by doing boolean searching. The more content you have and the more authentic you are about yourself, the easier it will be for me to find you. Put your contact information out there too if you want to be contacted. That’s really important.

      Watch the full collaborative panel discussion to learn:  More

    • 88 Shares199 Views

      in Talent Acquisition

      Tech Candidate Spotlight: Nathan Reynolds, Integration Engineer

      by

      Thanks for joining, Nathan! Let’s start by talking about your educational background.

      I have a relatively traditional path in technology. I have a Bachelor’s degree in Computer Science. After a few years of working, I got an MBA to advance my career.

      My MBA was surprisingly more impactful than my Bachelor’s degree. It’s helped prepare me for customer-facing roles like implementation.

      What would you like to learn more about?

      I’m always interested in learning more about web development, technologically.

      As for interests outside of the tech realm, I am constantly learning more and more about coffee. My next adventure will probably be in roasting my own beans!

      Related: Thinking About a Career Transition? General Assembly’s 4 Immersive Tech Programs to Help You Pivot

      What led you to pursue a career in tech?

      I’ve always been interested in computers. My first aspiration was to be a game developer. I eventually discovered I prefer B2B software because it allowed for more varied work. It is also an industry that is easier to build a career in.

      How has your skill set evolved throughout your career?

      I started my career in a traditional IT role maintaining servers, updating old applications, and fielding service requests. Then, I eventually moved into implementation and fell in love. I have continually learned new technologies throughout my career starting with a Java/Weblogic/Oracle SQL stack and moving into React/Node/Kotlin/Postgres. I’m always expanding my skill set!

      Related: Hired Releases 2023 State of Software Engineers Report

      Is your new role different from previous ones?

      I’m now an integration engineer rather than an implementation engineer. Much of my work will remain the same but with a slightly different focus. The industry I’m working in is very closely related too — B2B software.

      What are some of the things you’re most excited about in your new role?

      I’m excited to work at a business with a counter-recessionary business proposition. I’m looking forward to helping businesses optimize their costs and weather economic hardships.

      What’s your best advice for jobseekers on the Hired platform? 

      Really tailor your resume to the specific type of role you want. Being as specific as possible helps recruiters pick up the keywords they’re trained to look for.

      Related: Want More Interviews and Better Matches? 5 Key Tips!

      What would you tell someone curious about Hired?

      You have, literally, nothing to lose. It is nice having companies reach out to you rather than constantly sending out dozens of applications daily. That being said, you still need to put forth an effort to land the job.

      Any general advice you’d like to give other tech professionals?

      Be open to learning new things. Don’t over-fit to any one position. You may think your end goal is one specific position but trying other things will allow you to validate that idea.

      About Pricefx

      Pricefx provides the leading SaaS Pricing Platform with best-in-class Price Management, Optimization, and CPQ capabilities covering all key processes for B2B and B2C companies. Founded in 2011, Pricefx has 501-1,000 employees and is headquartered in Chicago.

      Tech Stack

      Java, Groovy, JavaScript, Spring, ETL, AWS, JSON, React, REST, SOAP

      Benefits

      Health/dental/vision/life/disability insurance, maternity/paternity benefits, 401k plan/matching, mental health benefits, paid time off, mentorship opportunities, management training, and more. More

    • 138 Shares179 Views

      in Employer

      Building an Effective EVP: The Journey of a Bangalore Tech Company

      by

      India’s startup ecosystem has been experiencing a rapid growth rate, with the country emerging as the third-largest startup hub globally, posting record revenue of $227 billion in 2022, according to Mint. This growth has led to a highly competitive market for talent, making it essential for companies to have strong employer branding and an attractive Employer Value Proposition (EVP) to remain competitive.
      To gain insights into creating an effective EVP in such a fast-paced environment, we caught up with Malliga Rajkumar, the Senior Director of HR and Talent Branding Lead at Flipkart, one of the largest e-commerce platforms in India based in Bangalore, which began as a startup 15 years ago with a team of 200 people.
      As a 30,000-strong organization serving 150 million customers across all of India, Flipkart is known as the “startup of startups,” with alums going on to found their successful tech enterprises. Despite its size, the startup ethos of risk and innovation remains near and dear to Flipkart’s heart.
      However, with the tech sector’s growth came fierce competition for key talent, prompting Rajkumar and her team to build and implement an employer branding strategy to ensure Flipkart could compete. Rajkumar’s approach was to ask two simple questions: “What is it about our culture that we want to absolutely retain and rebuild where it may have atrophied? And what are the elements that we want to add on?”
      Developing EVP
      The journey to Flipkart’s EVP was months of extensive primary and secondary research. Rajkumar and her team interviewed people at all levels within the organization, spoke to headhunters, and did market benchmarking with accredited organizations like the Great Place to Work Institute and Mercer.
      In the end, they had a list of all the things Flipkart wanted to be known for and a list of the things talent cares about. The challenge was to find a balance between the two to stake out an EVP that encapsulated what Flipkart stands for while appealing to the talent they wanted to attract.
      They settled on a simple EVP that stitched together all of the concepts they wanted to include in one phrase:
      “Together, We Dare to Maximize.”
      Together spoke to everything they hope to foster in terms of community and collaboration. Dare represents their startup heart by celebrating audacity and breaking boundaries. And maximize represents their ambition to be the best they possibly can be and continuously improve.
      Activating EVP
      Articulating an EVP is only half the battle; Rajkumar and her team still needed to activate it for both employees and candidates. “Together we dare to maximize” is displayed in every Flipkart office. More importantly, that concept and the four pillars that support it are woven into all internal communications, awards, employee forums, and events throughout the year.
      They also measure its resonance each year in their annual employee engagement survey. A team of over 250 employee advocates helps get the word out and shares an honest look at what life at Flipkart is like.
      Aspirational EVP
      Flipkart sees its EVP as aspirational, and they want to ensure that they live up to its promise. Therefore, they used their mission statement to build a 3-year maturity model that articulates every process’s intent, design, experience, and measurement. The goal is to look at everything they do and take the time to align it with their EVP incrementally.
      As always, it is crucial to measure the impact of employer branding to demonstrate its value to key organizational stakeholders. At Flipkart, they compare their engagement statistics to a benchmark list of other companies to assess their performance and identify areas for improvement. Additionally, they have specific metrics for individual campaigns and regularly conduct internal surveys to assess the level of awareness within the organization regarding employer brand themes.
      According to Rajkumar, “Employer brand is not about who you are today; it’s about who you aspire to be.” A good EVP should reflect the organization’s current state and set higher standards for what it can become. Good employer branding presents an opportunity for an organization to improve and live its values, which in turn attracts top talent.

      To follow Malliga Rajkumar’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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