VideoAmp Event Highlights
Don't miss these quotes from one of our networking events with VideoAmp, the software and data company that is transforming the 100-year old industry of media.
Positivity, Enthusiasm & Ambition at VideoAmp
“I knew right away that this was kind of the vibe that I was looking for in a professional environment.”
Listen to this take on the company culture at VideoAmp from Adria Jewell, VP of Marketing Science at VideoAmp, who shared her perspective in a recent conversation we had in one of our networking events with VideoAmp.
A Quick Turnaround for Hiring Offers
The interview and hiring process at VideoAmp is extraordinarily fast! Their recruiting team tries very hard not to take more than 10 to 14 days to make a hiring decision.
Click here to watch the recording.
👉 VideoAmp is hiring! Check the company’s open jobs here.
Interested in attending another event? See our calendar of upcoming events and recordings from past events here.
How Inclusion Can Help You Attract and Retain Top Talent
There's a lot more to building an inclusive company than just hiring more people from diverse backgrounds. So, how can you build an inclusive culture that will help you attract and retain a diverse group of employees?
As part of a series on Diversity and Inclusion, we spoke with PowerToFly's Strategic Global Enterprise D&I executive, Dionna Smith-Keels, about the most effective ways to recruit and retain underrepresented talent. Learn about her four top tips below:
Write an Inclusive Job Description
One of the best ways to attract inclusive talent is by having a job description that has inclusivity baked into it. Here are a few ways to do that:
- Be open to transferable skills. For example, a recruiter has plenty of transferable skills for a sales role, but if the job description says 5 years of sales experience is required, that former recruiter may not apply to the job. Not being too rigid here could help open up your candidate pool to more diverse applicants.
- This is also true with technology. While some technical skills are not transferable, a candidate may have a software skillset with a program very similar to yours that is transferable.
- Be clear on what you do need. If your job description includes "must be able to lift 25 lbs" even for a position that does not require a person to carry any weight, you may be unintentionally excluding great applicants who are disabled.
- Be intentional in your inclusivity. Avoid using gendered pronouns for roles, and do include information about your D&I initiatives in your "about the company" section.
- Use the tools available to you. The Equal Employment Opportunity Commission lays out guidelines of inclusive language that can be used in your job descriptions.
Make the Interview Process Inclusive
Not only do we get to know the candidate better when we do an interview, but the candidate also gets to get a glimpse of the company and its employees during an interview. Here are some suggestions to make the interview process more inclusive:
- Have a diverse panel interviewing the candidates, even if they are pulled in from other departments. Having a diverse panel can make the candidate feel more comfortable; alternatively, a lack of diversity can be seen as a red flag. It also gives better insight into the candidate when you get feedback from people with different backgrounds.
- Do interview training. Trained interviewers can make more thoughtful decisions both during the interview and when choosing whether or not to move forward with a candidate.
Avoid Making New Hires Feel Like the "Diversity Hire"
There is little as uncomfortable as feeling like you were hired just to hit a quota. Unfortunately, we have all heard stories of whispers in a company that a person got hired (especially when for a leadership position) just because they were a woman, a person of color, etc. Here's a few suggestions Dionna had to remedy this situation:
- When any new hire comes on board, share with the team about the new team member's background and the great things they have to offer your organization. Also, let them speak at town halls so that employees can get to know them better.
- Encourage mentorship. Strong leaders from all backgrounds can be instrumental in helping marginalized people feel set up for success. It makes people feel seen and can give opportunities to those who may not have known certain doors were open to them.
Create a More Inclusive Workspace
When a company is lacking in diversity and a person from an underrepresented background joins the team, the difference is apparent to the new employee and everyone else. It can feel a little awkward at first when a woman joins an all-male team, for example. Dionna gives this tip with making your workspace feel more inclusive.
- Don't avoid the elephant in the room. If your office is new to inclusivity, the changes will seem obvious and sometimes this means having uncomfortable conversations.
Finding the right talent is one of the most important initiatives any company can take. Ensuring that diverse voices are being heard is what helps companies stand apart from their competition and thrive. Working collaboratively with those differences that help nurture success. Ask hard questions, be intentional, and provide training to help foster the inclusivity that you are searching for both when recruiting diverse talent and keeping them around for the long hall.
To hear more of Dionna's chat and to learn even more about recruiting and retaining underrepresented talent, click here.
Audible, Microsoft & Vrbo (formerly HomeAway) Leaders On Building Diverse Talent Pipelines
Presented by PowerToFly and Glassdoor
Register today to join this FREE webinar we are co-hosting with Glassdoor!
PowerToFly and Glassdoor have partnered to present a webinar on February 6th, where top talent leaders will share how they're building diverse talent pipelines.
Join leaders from Audible, Vrbo (formerly HomeAway) and Microsoft, who will discuss their current D&I strategies and share advice on how you can build your own diverse pipelines.
Moderated by Katharine Zaleski, PowerToFly's CoFounder & President, speakers will include:
- Jamy Barton, Sr. Director, Tech Diversity at Audible
- Lyndsi McNaughton, Sr. Global Sourcing Programs Lead - D&I at Vrbo (formerly HomeAway)
- Luci Gomes, Global Director of Talent Acquisition Americas & Commercial, Marketing & Consumer Teams at Microsoft
The webinar will take place on Wednesday, February 6th from 1:00pm to 2:00pm EST.
The second half of this webinar will be dedicated to audience Q&A, and our panel is looking forward to taking your questions. If you have a particular question or topic you'd like us to explore, let us know on the registration form and we'll be taking questions in real time on the webinar too!
About our webinars: All RSVP'd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age.
What Do Culture And Cupcakes Have In Common? Ask Dropbox’s Technical Sourcer
A Q&A with Shannon Toomey
It's hard to imagine life without Dropbox (how would we store and share files?!) but for their employees, it's harder to imagine life without working at Dropbox! From their amazing benefits to their holistic approach to wellness, to their intentional ways to make your life as a Dropbox employee easier, they pride themselves on making sure all people feel supported and connected at work no matter what.
Cue Shannon Toomey. Shannon has been working at Dropbox for over a year and a half as a Technical Sourcer, and she's looking for people with the creative energy needed to skyrocket their technology to the next level. Interested in joining? Click here to see all open opportunities at Dropbox, and don't forget to press 'Follow'!
What are some of your responsibilities as a Technical Sourcer?
Shannon Toomey: I sit on the Engineering Sourcing team with a passion for candidates from diverse and non-traditional backgrounds. I split my time between sourcing/engaging candidates, moving them through our interview process and advocating for them, as well as working on cross-functional projects to ensure our hiring practices are fair and inclusive.
What do you love most about working at Dropbox?
ST: The people! I was immediately drawn to the communities at Dropbox in my first interview. There's such an energizing quality to working with such intelligent, kind, and curious people.
If you could describe the culture at Dropbox in one word, what would it be?
ST: Delightful :) Our fifth company value is a cupcake, which to me embodies the spirit of the company. Dropbox is continuously building a culture around personal autonomy and empowerment, while never sacrificing warmth and friendliness.
What traits are you looking for in your next team member?
ST: I'm always excited to work with individuals who are unafraid to challenge the status quo, committed to building a strong culture on their team or workplace, excited to share their new favorite musicians/podcasts, and can hopefully all up-level each other by sharing experiences and ideas!
Why did you decide to partner with PowerToFly?
ST: I love the mission and realness of the platform and people behind it. I think the best thing humans can do for each other is show up, and this gives everyone a chance to do so.
Do you have any advice for someone interested in working at Dropbox?
ST: Absolutely! You don't have to be a lifelong user of Dropbox, but ask engaging questions about where we've been and where we're going. Our recruiting team is very friendly and open to conversations, as are most other Dropboxers - so don't hesitate to reach out/apply!
