Harnessing the Power of External Partnerships to Increase Talent Pools
About this Episode
On the note of increasing diversity in your recruiting pipelines, Murray encourages companies to look to curate external partnerships with those who are already in touch with communities they want to engage in. Of importance, however, is helping your organization understand that budget can be a necessary and expected resource for these partnerships. A small budget is ok, but no budget may hinder your progress.
Investing in people is at the heart of Murray's strategy. He emphasizes that growth is a two-way street. Both the employee and the employer benefit from this investment. Tune in to hear more about Murray's insights on recruitment and the importance of diversity in tech.
Topics
This Episode's Guest
Key Learnings
Murray advocates for increasing diversity in recruitment by fostering external partnerships with community-connected organizations. He emphasizes the importance of allocating a budget for these partnerships, as lacking one can impede progress. Murray's strategy revolves around investing in people, acknowledging that growth benefits both employees and employers.
Major takeaways:
1. The First Step to a Strong Community Presence is Trust Jermaine Murray offers tactical advice to companies looking to build trust within communities. He suggests that companies should first look within their organization and identify individuals representative of the community they wish to engage with. However, participation in diversity, equity, and inclusion measures should be voluntary. Companies should then reach out to external organizations or individuals whose values align with theirs and who are addressing issues relevant to the company. Engaging with multiple sources helps form an informed opinion that can be incorporated into the company's strategy.
2. Hiring Excellence is a Two-Way Street Hiring excellence , as defined by Murray, comes from from both the candidate and employer perspectives. For candidates, hiring excellence means looking beyond the resume and recognizing the potential impact an individual can make. It involves future-casting what a candidate could be and facilitating their growth. From the employer's perspective, hiring excellence means knowing what you want and not wasting people's time. It's about being secure in investing in people, understanding that growth benefits both the individual and the organization.
3. AI in Hiring is Tool, Not a Replacement While AI can be efficient in certain contexts, it struggles with unpredictability and the nuances of human behavior. Hiring involves balancing personality ticks with talent and competency, which often requires a human touch. AI can be a valuable tool, but it's not likely to revolutionize or replace the human element in hiring.
Other Episodes
3 Steps to Make Skills-Based Hiring Predictable
In this episode of Offer Accepted, Alessandra Pegnim, Head of Global Talent Acquisition and Employer Brand at Udemy, shares the three-step framework her team built to make skills-based hiring predictable. She gets into why starting with your top performers instead of a job description changes everything downstream, how industry background and education turned out to be weaker predictors of success than expected, and what it looks like to build a skills-based hiring process that doesn't stop at the offer.
The North Star Metric Every Hiring Team Needs
In this episode of Offer Accepted, Liz Woodfield, Head of Talent at Sentilink, shares how her team nearly doubled its hiring output with the same team size by anchoring around a single north star metric, and how a framework of volume, velocity, and calibration turned an ambitious goal into consistent weekly progress.
Join the Hiring Excellence movement
New episodes every month － subscribe here so you never miss out.
