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
Turning Opposition into Buy-In for Early Career Talent
In this episode of Offer Accepted, Corey Twitty, Head of Executive Recruiting at Zillow, shares how he built Netflix’s first emerging talent program and shifted the company’s long-standing senior-only hiring culture. He explains how curiosity, dissent, and collaboration turned skepticism into shared ownership, and how designing with the business, not beside it, created a scalable, enduring program that redefined what “great hiring” looks like.
The 4-Pillar System Behind a 93% Offer Acceptance Rate
In this episode of Offer Accepted, Jordan Trott, Talent Lead at Taptap Send, shares the four pillars behind a 93% offer acceptance rate in pre-IPO tech. He walks through building a diamond clarity candidate profile, interviewing for culture over content, benchmarking compensation at three distinct stages, and treating candidates as genuine partners rather than prospects to close.
Join the Hiring Excellence movement
New episodes every month － subscribe here so you never miss out.
