💎 Wondering how you can show up as the right candidate for the job?
📼 Press PLAY to hear some insight from a recruiter at Helm into what the right candidate for the job looks like in an interview. Alayna Sye, Helm's Senior Technical Recruiter, knows an applicant is going to be the right for the job usually after the first conversation. Find out exactly what will make you stand out, as well as the steps for the application process at Helm.
📼 You can be the right candidate for the job even if you don't check all the boxes in the application description. Alayna debunks this common misconception that recruiters are only seeking applicants who have 100% of the qualifications listed for the role. That's simply not true! There are so many valuable skills outside of the parameters of the job description. And, as Alayna says, oftentimes she doesn't know the company needs these skills until she sees them in a candidate at the job interview. Don't miss her take on the minimum amount of qualifications you should meet to apply for a job at Helm.
📼 What are the steps in Helm's application process? First, once your application is received and reviewed, the recruiting team will move you forward through a series of interviews to assess your potential. Some roles also require an additional assessment to see how you would perform in the role and also for you to learn the type of work you could be doing. Once the hiring team decides that you're the right candidate for the job, a decision on an offer can be made. Congratulations!
Tailor Your Resume to Be the Right Candidate for the Job at Your Interview
You can tailor your resume to the role you're applying for by taking a look at the job description and comparing it to what you've done. Emphasize relevant experiences on your resume to make it easier for the hiring team to see the value you'd bring to the role and hopefully move you through to the next round of interviews.
📨 Are you interested in joining Helm? They have open positions! To learn more, click here.
Get to Know Alayna
Alayna Sye is a driven, detail-oriented professional with remarkable work ethic and organization skills. She possesses relevant experience in recruiting, project coordination, resource management, communications, data analysis, and more. She consistently demonstrates her ability to self-manage and work independently, however is a valued member when working with a team. Her experience working with corporate departments and leadership to continually assess their workforce needs, which are essential to executing corporate initiatives, has afforded her the opportunity to gain insight and perspective into the operations of several complex programs within a variety of organizations.
More About Helm
Helm is a team of scientists, designers, engineers, and campaigners. They are building a data and technology platform for organizers and issue advocates. They design and execute experiments to better understand human civic behavior, determine which interventions drive impact, and scale them toward a more participatory democracy. Helm works with visionary leaders who seek to create a more equitable world. Their tools give elite operators power to shape campaigns, organizations, and movements.
6 Tips for Companies & 5 Tips for Individuals from Indeed's Group VP of ESG, LaFawn Davis
Earlier this month, LaFawn Davis, Indeed's Group Vice President of Environmental, Social, & Governance, joined us as part of our Diversity Reboot Summit to talk about the 'shecession' experienced by many women, and especially women of color, as a result of COVID-19.
LaFawn shared some great tips for companies and individuals looking to be part of "the great rehiring." If you're looking to find a new role, or to ensure that you help bring back diverse talent displaced by COVID, check out her advice below, and catch her complete talk here or by clicking the video above!
Q: What would your advice be to companies that are looking to step up their diverse hiring in 2021?
My advice: Good intentions are no longer good enough. Nobody wants to hear what you meant to do, wish you could have do, intended to do. Nobody wants to hear that you can't find Black Women or any other dimension of diversity. We're obviously out here.
My squad and I have a saying "Impact over intentions." So, if 2020 was the year of good diversity and inclusion intentions, let's make 2021 the year of actions and impact.
So, now that we got that out of the way. If you're looking to step up your diverse hiring. Stop and get your house in order. Because you shouldn't just want to hire a diverse workforce, you should want to grow and keep them too. So there are 5 things, ready?
1. Focus on long-term systemic change.
There's a lot of momentum — and need — for change right now. It's not just about a message of support or donating to a cause one time. Take a look at your own systems. How do you hire and grow employees? Do your succession planning, talent reviews, recruiting and other processes have built-in biases? Is equality part of your core values? Are you actively working toward change? Recognize that talent is equally distributed, but opportunity is not. Above all, hold yourself accountable for the way things are, then work to improve.
2. Take a close look at your data.
Share it internally to be transparent with employees of where you are now. When possible, share it externally to be visible and accountable (I'm happy to announce that Indeed will be releasing its own diversity data this summer). Use it as a baseline for comparison against what you hope to achieve.
3. Change behavior.
Focus on behavioral changes throughout the company with an emphasis on coaching, training, and having crucial conversations with managers. Leaders and managers set an example for the entire workforce. If employees see the behavior of managers or leaders in a negative light, a true sense of belonging is difficult to achieve.
4. Representation matters.
If leadership roles are perceived as exclusive to many members of the workforce, then a broader sense of belonging will continue to elude many employees. People in leadership roles should reflect the diversity of a company's workforce. Observing someone "like me" in a leadership role helps attract and retain talent and motivates workers to pursue roles with greater responsibility.
5. Create Policies And Procedures Reflective Of The Entire Workforce.
As you work through new or existing policies and procedures, be aware of barriers experienced by different populations. Take, for example, the case of caregivers. More scheduling flexibility for calls can go a long way for employees who share their home workspace with others and must tend to family responsibilities while working remotely.
Q: Do you have advice for individuals that are looking for new career opportunities, especially women of color who might have lost their previous jobs during the pandemic?
Adaptability has always been an important part of an individual's career progression - even before COVID-19, it is especially important now.
It is important to show a potential new employer how your abilities adapt to a new role or a new industry. Focus on skills more than just experiences because skills can be applied in so many different ways. So… I'll give you 6 things for this one.
1. Perform a professional audit. Taking some time to understand your qualities, qualifications and values can help focus your career transition and narrow down your career path options if you haven't already. Doing so can also help you understand how you might position yourself during the job search.
2. Identify your hard and soft skills. Soft skills are often the most transferable, so identifying them early can help you understand the ways you might bring value to a new role or industry. Taking inventory of your hard skills will help you identify if there are certain industries that might be easier to transition into.
3. Highlight your biggest career wins. Communicating the impact you've made throughout your career can help employers quickly understand the value you'll bring to their organization, even if you come from another role or industry.
4. Utilize online job search to your advantage. Pay close attention to the requirements and duties of jobs so you can evaluate whether the career would align with your skills, interests and values.
5. You just need to meet "most" of the qualifications. Try to focus on positions for which you meet at least 60% of the qualifications with your transferable skills. Meeting 60% of the qualifications isn't a hard rule, but it's a good general guideline to help you determine whether it's worth applying for.
6. Get a sense of the company. Before interviews, do some research to learn how inclusive a company is. Peruse the organization's core values, its social media accounts, and any recent statements in support of marginalized groups. Pay attention to the interviewers themselves. Is the panel diverse or are you likely to be an early "diversity hire"? If the interviewers seem to be emphasizing "cultural fit," ask what that means. Basically, be an active participant in the hiring process. You are also interviewing the company, as much as they are interviewing you.
Feel Closer Together Even When You're Apart
Spark new connections and have fun together with Icebreaker! Icebreaker is an online engagement platform that helps facilitate a variety of virtual events that can be personalized for any occasion.
Icebreaker believes in creating a truly happy place to work and sets the bar for remote culture. Their founders — a social-change technologist, an activist turned entrepreneur, and a community organizer — are leaders with a track record of success from Change.org, Obama for America, Hustle, the MIT Media Lab, and Facebook.
How do you want to break the ice?
Icebreaker offers a variety of templates to help you get started with hosting your virtual event.
Icebreaker can help you....
- Host a virtual meet & greet! You can make valuable connections and learn what others in your community are up to. You can create games or come up with a list of get-to-know-you-questions to help the conversation flow.
- BYOB with a virtual happy hour. Gather with your closest pals or some new connections and play conversation games until you've smiled your faces off.
- Focus on your gratitude. Analyze the small things, or simply say thank you. Research shows that consciously focusing on gratitude can make a positive impact on the brain's ability to regulate stress and experience joy.
- Get the team together! Icebreaker offers a variety of templates to facilitate team building. In an era where the remote workplace is the new norm, it is more important than ever to connect with your colleagues.
- CREATE YOUR OWN! With the help of the experts at Icebreaker, you can create your own template for a virtual gathering. Browse through Icebreaker's library of games and activities if you need some extra inspiration.
How to host your event on Icebreaker
How to Host Your Event on Icebreaker www.youtube.com
Want to Learn More?
Matching People to Jobs, Accurately and Fairly
pymetrics is a talent matching platform using behavioral data and ethical AI to help companies better understand their workforce, as well as make better and fairer people decisions. pymetrics' AI driven sorting engine provides solutions beyond just recruiting, powering various stages of the talent life-cycle, including internal mobility and workforce reskilling.
What is pymetrics?
What is pymetrics? (Official Video) www.youtube.com
How can pymetrics enhance your talent process?
pymetrics uniquely leverages behavioral data and artificial intelligence to enable their clients to identify their top performing candidates. Watch the video below to hear from the pymetrics team to learn how their platform can be integrated into their client's current systems to help improve efficiency, effectiveness, fairness, and the overall candidate experience.
How can pymetrics enhance your talent processes? www.youtube.com
Click the link below to hear from pymetrics CEO & Co-Founder, Frida Polli, on how pymetrics uses data science to make the hiring process more efficient.
Meet the Startup Using A.I. to Solve the Complicated Hiring Process
Meet the Startup Using A.I. to Solve the Complicated Hiring Process www.inc.com
IMPROVE YOUR TALENT ACQUISITION
Learn how pymetrics has made an impact during the COVID-19 pandemic to create a positive impact on the future of hiring.
- Why resumes won't work for the future of work - learn how pymetrics evaluates candidates on their cognitive, social, and emotional profiles -- not just by looking at past accomplishments.
- Ethics are essential - pymetrics' platform upholds fairness in their client's talent practices during these difficult times.
- Improve Digital Interviews - pymetrics' digital interview solution is now available for free! Their one-way video interview solution allows job seekers to record their responses to an employer's questions. Recruiters and hiring managers can then evaluate the videos with standardized metrics.