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[SOUND] Hello, welcome to
0:00
the recruiter panel.
0:05
My name is Amber Stevens.
0:10
I am a Student Success Specialist
here at Treehouse for
0:13
our front end web development tech degree.
0:16
Before I begin, I do want to mention
there is a captioning link provided below
0:20
the live stream for those who would
like a live transcript of today's event.
0:23
The captioning link will also
be provided in the chat.
0:28
So that being said, I'm happy to present
our three amazing panelists today.
0:31
First I would like to
introduce Michael Orozco.
0:38
Michael is a first gen
LGBTQ Latinx professional born and
0:42
raised in Stockton, California.
0:46
He has been living in San Francisco for
the last [INAUDIBLE].
0:49
Held positions within the talent space
in the agency world tech systems, in
0:52
the unicorn startup world with Uber, and
currently in the fame world at Netflix.
0:58
Michael has been building a career and
community in inclusive and
1:03
diverse recruiting to rewrite
how the tech industry and
1:07
hiring influencers think of recruiting and
building teams?
1:11
Thanks for coming, Michael.
1:16
>> Yeah, of course,
I'm excited to be here.
1:17
And what a great introduction, thank you.
1:19
>> You're welcome.
1:21
Next we have Ximena Cervantes.
1:22
Ximena first entered the tech world while
in college at a recruiting firm focused on
1:25
hiring executive engineering talent for
companies like Uber, Twilio, and House.
1:29
Later she had the opportunity
to help bootcamp grads get their
1:35
first jobs in tech.
1:38
Since then, Ximena has gone in-house to
focus on hiring at high growth startups.
1:40
Last year,
she joined Vouch as the first recruiter,
1:46
building out the interview
process from scratch.
1:49
And that work grew into a team of five
focused on building a high growth team,
1:52
awesome.
1:57
Outside of work, Ximena is passionate
about food and travel shows,
1:58
discovering new places, and
spending time with family.
2:02
Hello, Ximena, so glad you could be here.
2:05
>> Thank you.
2:08
>> Lastly we have Enrique Ruiz.
2:10
Enrique has a deep passion for
his job and loves recruiting.
2:14
He believes in connecting with top talent
and finding them a home is a blessing.
2:18
He enjoys writing, reading, and learning
about leadership theory in practice.
2:23
Enrique believes we experience
leadership every minute of the day,
2:27
in every interaction we have.
2:31
He enjoys writing, blogging about how
he has seen leadership mold his life,
2:33
as well as offering young
people his take on leadership.
2:38
Simply put, leadership matters.
2:41
Great to have you here, Enrique.
2:43
>> Thanks for having me.
2:45
>> And thank you all for
joining today, thank you all.
2:47
I'm gonna go ahead and
start with some questions that I have.
2:49
And then towards the end, we're gonna
do some audience questions and answers.
2:52
So if you're watching and you would
like to ask the recruiters a question,
2:56
please go ahead and use the question
feature to the right of the stream and
3:01
we'll get to that In about 40 minutes or
so.
3:05
All right, so
I'm just gonna start asking questions.
3:07
And honestly, whoever wants to jump in and
answer you can do it, all right?
3:11
I'm not gonna be calling anybody out or
pointing, I'll just let you jump in
3:14
when you hear a question that you feel
passionate you want to answer, okay?
3:18
So my first question is this,
3:23
what stage of the job search
is the recruiter involved in?
3:25
And this is again open to any of you, so.
3:29
>> Okay, I guess I could go first.
3:33
So I think I think that a lot of people
who are new to the tech industry or
3:35
maybe they're just getting
started with their careers,
3:39
don't realize that recruiters are a part
of the process the entire time.
3:42
Whether that is at the very first kickoff
of creating the job description and
3:46
posting it.
3:51
Getting people interested in the role,
looking at all of your applications.
3:52
Being the first person that you talk to,
reading all the feedback.
3:56
Moving you through the process,
4:01
even though you might not be
hearing from us directly.
4:02
And then finally going through
those offer negotiation stages.
4:05
So, at most tech companies,
a recruiter will be there at the very,
4:08
very beginning when the role
is just being created.
4:13
>> [COUGH] I'll also hop in as well.
4:18
So I'm formerly a program manager,
I used to be a recruiter,
4:21
I'm always recruiter at heart.
4:23
So I think I have a couple of different
perspectives of my experience in
4:25
recruiting and also on the other side
now on the programming side since I
4:29
support recruiting teams.
4:32
I think a good recruiter is involved
throughout the process from start to
4:34
finish, meaning before you're hired and
even after you're hired.
4:37
And so I think a strong recruiter is
someone who is there when you're applying
4:41
for the role,
providing a strong candidate experience.
4:45
Being your guide into learning about
a company, your guide into learning about
4:49
what this means expecting of
the role through conversations.
4:53
Also to on-boarding as well.
4:56
And I think that's what makes a strong
recruiter is really from start to finish.
4:59
So before you're hired and
even after that.
5:02
>> Perfectly put,
those are great answers for sure.
5:07
>> I'm seeing thumbs up from Enrique.
5:10
So all right, great.
5:11
Okay, so here's another question.
5:13
What do you look for
in an ideal candidate?
5:16
>> Can you guys hear me?
5:24
Can y'all hear me?
5:26
>> Yes.
5:27
>> Yeah, I posted this on LinkedIn
the other day cuz I was asked that exact
5:28
question.
5:32
Well, I'm asked it all the time,
but I posted it on LinkedIn.
5:33
I said I look for people that are hungry,
that are humble, and that are honest for
5:36
the role and the work that
they're trying to engage with.
5:41
I think as recruiters we work
off of the job descriptions and
5:45
the duties that we gotta fill, right?
5:49
But I think, for me, I look for
not only those skill sets,
5:51
the things that people need to
be able to bring to the table,
5:55
but also the intangible things,
the following up, the saying thank you.
5:59
The little token [INAUDIBLE].
6:03
A lot of people might not think about.
6:06
We use the term wanted,
the wanting to work for a company.
6:09
If there's an actual passion for
the company,
6:14
you know some things that
most people might not know.
6:16
Those things go, for me,
a long way because it shows
6:19
that you're investing in,
talk to me or my company.
6:24
And that there's this passion
within you to work at my company.
6:29
That's what I look for.
6:35
>> [INAUDIBLE]
>> Ximena and
6:38
Michael look for better things,
but that's just me.
6:39
>> I can add on, I love the three Hs,
hunger, honesty, and
6:43
what was the other one?
6:46
>> Hungry, humble, and honest.
6:48
>> Love it.
6:51
I think to simplify it, I'll say for
Netflix I mean, it's typically two areas.
6:52
One is role fit and the other is
culture add, so it's not culture fit.
6:58
It's how are you gonna
add on to our culture?
7:03
How will you align with our culture?
7:05
How will you change our culture?
7:07
So it's really role fit and culture add.
7:09
>> Yeah, I agree with both Michael and
Enrique here.
7:14
I think the actual fit with
the role can be really important.
7:17
But as a smaller organization,
right now we're only about 100 people.
7:21
Some of the other things that we look for
is a learning and growth mindset.
7:25
People who are going to be
really excited about change,
7:29
because we are changing all the time and
growing.
7:31
People that are gonna be really proactive,
maybe be a little bit of risk takers.
7:34
And then folks who are also
willing to take initiative.
7:38
Maybe they'll be able to suggest
changes or work pretty independently to
7:41
fulfill some of the objectives that
are gonna be in front of them.
7:45
So definitely as a smaller organization,
we're looking for
7:48
those other attributes of the candidate.
7:52
>> Well, thank you all,
those are great answers.
7:59
I love the three H's,
Enrique, that's great.
8:01
>> [LAUGH]
>> Honestly,
8:03
being humble is not something that
you hear that often from a recruiter.
8:05
So it's kind of refreshing and
interesting to hear that perspective.
8:09
>> I will add the reason I throw that
in there is because, and am Ximena and
8:13
Michael know this, is some of
the people I talk to are really cool.
8:17
I work for a digital marketing firm and
the people I talk to are really awesome.
8:21
They're like the cool kid on the block.
8:27
And when the cool kid on the block comes
through in an interview as humble,
8:30
it's really refreshing.
8:35
It's like,
they don't think they walk on water.
8:37
So I don't know, that's why I bring it up.
8:40
>> Completely makes sense.
8:42
It's great, I love it.
8:43
All right, so,
can you all tell me how do you
8:45
run an inclusive candidate search process?
8:50
>> That's the question of the year.
8:55
>> [LAUGH] It is, it is.
8:57
>> I'll take a first attempt at it.
9:01
And this is a long question that could be
answered in multiple ways at really every
9:03
stage in interviewing,
even after and before.
9:07
I think for one, it starts off with having
a representative recruiting pipeline,
9:10
meaning that we're interviewing various
types of different candidates from
9:14
different backgrounds, demographics,
[INAUDIBLE] years of experience.
9:19
And so it's one, is essentially having
a representative pipeline to ensure we're
9:23
interviewing multiple types of folks.
9:28
So essentially when we want to go to offer
with someone we know that we've done our
9:30
due diligence with interviewing
different types of candidates.
9:34
The next is it's really preparing and
equipping the recruiting teams and
9:38
hiring managers.
9:41
And so sometimes I think companies
maybe focus just on recruiting or
9:41
focus just on hiring managers.
9:45
But I think it's important
to focus on both.
9:47
And so what I mean by equipping those
things is having interview trainings,
9:49
having bias trainings.
9:54
Helping them understand different terms
that exist in the communities and
9:55
so I mean, as Enrique mentioned,
it's a very hot topic inclusive days.
10:00
And so with that being said, there is a
lot of learning that everyone needs to do
10:05
even folks in VDI space today, but
there's also a lot of unlearn as well,
10:09
because this company and
industry is changing very quickly.
10:14
So that's a bit of what
I had mentioned as well.
10:17
One of the things we do is we bring
a lot of data into the process as well,
10:22
whether it's during the search or
10:26
after reflecting on where were
certain areas of concern that we had.
10:28
And by bringing in data and
10:32
we use a tool called gem in order to look
at these analytics, we're actually able
10:33
to I'm looking at how we move male
candidates through the process versus
10:38
female candidates, how we move different
ethnicities through the process.
10:41
And we could actually really look
at where we're getting stuck,
10:45
where the metrics off, what's
happening with these percentages and
10:49
actually being able to really Pinpoint
what, what might be an area of concern or
10:53
an area of improvement really for
our process.
10:57
So that's something that we're always
auditing is exactly what Michael said.
11:00
But then adding to that and saying
here are the areas where we can very
11:04
specifically continue to improve upon.
11:07
Sometimes it's looking at
the recruiting team specifically and
11:10
being able to identify our
own unconscious biases.
11:13
Biases.
11:16
And sometimes it might be the hiring
managers, our interview teams but
11:17
really being a lot of data into recruiting
has been really critical I think over
11:21
the last couple of years and
building an inclusive process.
11:25
[COUGH] If I can add to the things and
this is my this is my jam.
11:28
This is my space inclusive of putting so
I get really, really excited about this.
11:34
But one thing that we are really starting
to do is diversify where we are posting
11:39
our roles and so yes, folks can go to your
career company sided Buying roles there.
11:43
But also we also need to get outside of
what we're typically post our roles and
11:48
getting to different communities.
11:51
And so posting in for example,
the thing is in tech or color or
11:53
these different
organizations that exist and
11:56
so we're pulling from our roles
writing from these communities.
11:58
And the next is I think, interview
experience is super, super important.
12:02
Folks who could just
withdraw from the interview?
12:06
It'd be with the company if they don't
see someone that reflects themselves with
12:09
their interview.
12:13
And so
when you think about the interview panels,
12:14
we need representation
of interview panels.
12:16
We don't want a homogeneous panel with
everyone who looks the exact same Because
12:18
then how is somebody gonna see
themselves in your company as well.
12:22
So, there are many,
12:25
many things that companies can do to
really create an inclusive experience.
12:26
Great.
12:35
I see another thumbs up from the review so
>> My I've been a fan of Michael forever
12:36
like I follow him on LinkedIn.
12:40
I'm like blushing because
I'm on the panel.
12:42
>> So I'm like, My gosh,
Mike was crushing it with
12:44
>> Michael you're famous here but
12:48
hopefully win
>> Awesome.
12:51
Okay, I mean, that kind of leads into,
what you were just talking about Michael.
12:56
where do you source most
of your candidates from?
13:01
Is there applications that LinkedIn
specific partnerships with companies?
13:04
Where do you usually
source candidates from?
13:09
So I can take a jab at this one.
13:16
Let's see.
13:18
So I think as a recruiter,
you have to not only be able to but
13:19
you have to be a diversity recruiter
diversity sourcer conscious.
13:22
So as I'm sourcing if I'm,
we're headquartered out of Portland, but
13:27
I'm sourcing out of all over the country
if I know the position So there is
13:32
obviously parts of the country that are in
[INAUDIBLE] other parts of the country.
13:36
So I need to be able to be conscious and
13:41
understand where those pools of talent
might be, hosts around those areas,
13:44
engagement of schools, perhaps
the HBCUs or Organizations that might
13:49
be connected to those kinds of schools or
things community colleges.
13:53
I think that's one thing that I've,
13:58
I've tried to kind of engage is a lot of
times you want to go for like the top.
14:00
Some bigger companies want to go for
top tier schools.
14:06
I think there's golden nuggets and
like the community colleges and
14:09
Things like that where you find these
hungry, passionate, we hire a lot of
14:13
designers that are awesomely talented
that just need that to be seen.
14:18
And then we talk to you and
say, hey, Portland design jobs.
14:23
That's really awesome working for
a global company.
14:26
Wait, what?
14:29
Where'd you come from?
14:30
So I think As a recruiter going,
14:31
searching to where the talent might be
letting people know that you exist.
14:33
A lot of younger people don't realize
there's companies you never would have
14:39
thought of right?
14:43
And just having a strategy around it so
that you're not only going there, but
14:45
you're also building relationships with
those organizations because it can't just
14:49
be transactional has to be relational.
14:54
Go.
14:57
That's what I got.
14:58
>> Yeah, I think the speaker right before
us mentioned something that's along
15:01
the lines when it comes to people
who have maybe gone to Top Tier
15:06
universities versus other universities,
really colleges boot camps.
15:10
They just had different opportunities.
15:16
They decided to spend their
money in different ways.
15:17
You just can't necessarily judge somebody
on what they did when they were an 18 year
15:19
old or 17 year old and that's definitely
something I think a lot about.
15:23
When it comes to people who are coming
out of traditional,traditional education
15:27
versus non traditional education,
15:31
it's just those opportunities at that
time were different for those people.
15:33
But typically we're we're sourcing.
15:37
LinkedIn is obviously going to be
really popular choice for recruiters.
15:40
However, there's a lot of engineers
that are not only On LinkedIn,
15:43
I think four folks that might be coming
out of programmes where they're new to
15:46
their career there, this is a space
they're really going to want to be at.
15:49
But your career is going to transform so
quickly.
15:53
Before you know it, you're gonna have so
many recruiters reaching
15:56
out to you that you're going to not
want to be on a platform like that,
15:59
because you don't wanna be found And
so places that we also look,
16:02
are financial partnerships with
companies like hired and triplebyte.
16:04
But we also try and use those other
relationships like Enrique was mentioning
16:08
with organizations like, so
my company is a Y Combinator company.
16:12
So we use Y Combinator work at a startup
platform to both post our roles,
16:15
to connect with candidates.
16:20
Companies like Tecdia,
the Mom Project, Power to Fly,
16:23
those are other organizations
that we're partnering with and
16:26
working with in order to
find really great talent.
16:30
Add on as well plus 100 games and minor.
16:34
Every company is very,
16:39
very different with how recruiting
teams operate what they own.
16:40
Some recruiters own all stages of
how it came into their pipeline.
16:43
So like Netflix Recruiting team owns
applicants stay on referrals and
16:47
they're also sourcing.
16:51
So all three components are embedded
into the role of recruiter at Netflix.
16:52
And so we hire a lot of applicants.
16:56
We hire a lot of referrals and
we do a lot of sourcing as well for
16:58
the talent that is not
playing to our roles.
17:01
And so
We hire really from all across the board.
17:03
Also, a big form of hiring for
us is my company is very identity.
17:06
So we plan so many different types
of events, whether it's engineering,
17:12
the pm worlds, or even events where we
are trying to cultivate communities with
17:15
different types of demographics.
17:19
So, criminals events, you know,
17:22
there's purposes when you
see a company host an event.
17:23
One is for networking, one it's for
employer branding and it's always for
17:26
recruiting.
17:30
So anyone attending this event,
got out you,
17:31
this is an example event with
how folks can get hired.
17:33
But if you see a company hosting event,
attend that event.
17:36
Your name will then get in their radar.
17:39
They're pipelines and the recruiters will
then see that you've attended this event.
17:41
It shows that your insurance company,
your warm, a warm lead, and
17:44
you'll stay in that recruiting
pipeline for years.
17:48
And so I tend those events because we
also hire a lot of folks who actually
17:51
attend our events.
17:54
And the next is for everyone in this room,
join different communities, as amended,
17:56
mentioned that Korea that's
how actually we met before and
18:00
we were on a different
engagement with that Korea.
18:03
Join these organizations we source from
the equity of network we source the power
18:06
to fly network resource from
the depth color network and
18:10
to join these networks as well.
18:13
I have never sourced top schools.
18:16
When I was sourcing I actually looked at
these different types of organizations.
18:17
As Enrique said, hiring a good
recruiter is a diversity of recruiter,
18:22
even if they don't have a diversity
term in front of their name.
18:26
So those are some things
that I would as well.
18:30
>> Those are some great answers.
18:33
Thank you all.
18:35
Now that's that's good to hear about
joining groups honestly because I think
18:37
somebody who is an introvert like myself,
it's like I always think why bother,
18:40
why go out of my way to
do something like that?
18:43
You know, especially when you show
up at an event like that, and
18:46
you don't know anybody, and
there's just a ton of people there and
18:48
it's kind of overwhelming, right?
18:51
So, but it's good to hear that like
doing that actually can pay off.
18:52
So I'm gonna go ahead and
move down my question list here.
18:56
Let's see.
19:00
So What keywords do you search for
when you're sourcing for talent?
19:00
How can you first because you mentioned
something that I didn't know that
19:11
our company was Y Combinator,
which is super cool.
19:15
And that is a term that
I've used in the past.
19:18
I've literally added in
Y Combinator into a search string.
19:21
folks who are working at
these types of companies or
19:24
initiatives are at that background.
19:26
But obviously the keywords range
from anything and everything.
19:28
It could be Java or JavaScript only and
lead a project end to end.
19:30
It could be a keyword,
it could be phrases, but
19:36
then also in the world when we're trying
to build a diverse Putting pipelines,
19:38
you could throw an LGBTQ,
we would find me throw in Latin X.
19:43
You may find me.
19:47
And so we also get creative with
the different types of keywords adding in.
19:48
So it's keywords and phrases,
anything and everything that might.
19:52
Yeah, I think to put it back,
to put the onus on the candidates, I mean,
19:57
a good recruiter is creating pretty robust
what's called Boolean search strings.
20:03
It's like algorithms to find things
right on the internet world better.
20:10
And LinkedIn If you create
a good bullying search for
20:15
you're gonna put in the biggest
chunkiest skillsets of the job right?
20:18
So I think as candidates you
have to put in a lot of work and
20:24
effort to see, okay,
what job do I see myself doing?
20:29
How do those duties.
20:33
Have I done those duties in my current
role, and putting all those terms into
20:36
your resume, into your LinkedIn, so that
you can at least pop up in the search and
20:41
at least be on page one or two or
three of the LinkedIn search.
20:46
So you as the candidate need to own the
effort you're putting it because if those
20:50
terms that Michael was putting in there,
he meant us putting in there.
20:54
You might not pop up at all.
20:59
And that's not on us.
21:00
We're trying.
21:02
we're plugging away.
21:03
We're finding creative ways,
but it feels pop up.It's
21:04
like you're going to a dance
with nobody.Yourself.
21:08
I don't want to go to put in the work.
21:13
Do your research.
21:17
I think that's a good plug.
21:20
You don't have one thing with LinkedIn and
if you're if you're searching for
21:22
a job if you're currently mid stage in
your career, make sure your LinkedIn
21:26
is built out even if you're not looking
at surprise opportunity might come and
21:30
get you just because you have a boat.
21:34
All right, next question.
21:41
So, all right, here's a good question.
21:44
What does it take?
21:49
Do you think to get an interview Yeah
21:51
[LAUGH] it's a tough question.
21:56
>> I think it's probably different for all
of us like Michael is at a big company.
22:01
He man is like at this like
niche kind of company and
22:06
I met him at a medium sized design firm.
22:09
So It just depends.
22:12
I think, again, like,
I think I'm the bad cop on this panel,
22:14
you just have to put in work.
22:18
Like I think of it like this.
22:20
And this might be a little bit weird,
but I think of candidates,
22:22
high managers, kind of like dating.
22:26
Like you got to learn how to date.
22:29
Well.
Right,like if you're going to ask somebody
22:30
on the first LinkedIn message and
say perfect for you.
22:34
>> I want to make out on
the first day,Let's go.
22:39
Whoa,that is intense.
22:42
That's a lot I want to
just have coffee may be.
22:43
I think you got to learn how to engage
socially with people like us because we're
22:48
humans, we got a lot of stuff going on,
especially during the past crazy pandemic,
22:52
like everybody else.
22:57
So, how you engage matters
where you engage matters.
22:58
I can meet someone in an elevator and
if I could interview them in two minutes
23:03
really quick and gauge it Okay,
let's let's talk tomorrow at 12.
23:07
Right like so I think for
me, it's how you engage me.
23:11
If you just want a quick just I know I'm
good for you because it's not the other
23:16
end like you just want me to pass
you on like, that turns me off.
23:21
I don't I don't like that.
23:24
But if you are, if you see my past
LinkedIn posts and you comment on it and
23:26
you're like, Hey, I love that.
23:29
Can I have five minutes of your time?
23:31
Because your company's doing
this thing with this nonprofit.
23:34
Wow.
23:36
Yeah, you got five minutes of my time.
23:37
I'll call you when I'm working out.
23:39
Let's go.
23:40
And it works.
23:42
I'm sure Kamala and
Michael have different Ways of gauging it.
23:42
So I'd love to hear.
23:46
>> So I was thinking about how does
someone get the interview before they've
23:50
spoken to a recruiter?
23:54
And I think that people
might not always realize how
23:56
much the resume really does matter.
24:01
I've seen a huge variety of resumes and
I think that what critter
24:05
really wants is to be able to
easily find your information.
24:10
I think that just wine of a resume
matters a lot when you're hiring for
24:15
design type roles, because you also
want to find the portfolio and
24:18
look through their portfolio and
stuff like that.
24:22
But when you're hiring for maybe engineers
or product managers Finding information
24:25
really quickly and
easily is really important.
24:30
But you also don't wanna be too verbose,
right?
24:33
I'm sure people have heard
this pretty often, but
24:35
unless you have maybe publications and
a lot of years of experience.
24:39
Really it shouldn't be longer than a page,
maybe a page and a half.
24:44
So that resume matters
a lot to what I'm seeing.
24:48
Some resumes also will come through
that are all that instead of being
24:52
through like Word or PDF, it's through
like a some sort of text app, and
24:57
I don't and
that can be really hard to read as well.
25:02
So I think like,
25:05
I just really clearly want to be able to
figure out who We're gonna break quickly.
25:06
So, I would say like the resume
actually does matter a lot and
25:13
what's gonna stand out is guess
what have you done before but
25:16
if you are transitioning careers that
might be a little bit around what types of
25:19
projects have you engaged or
have you created?
25:23
What sorts of organizations are you.
25:25
Are you working with.
25:28
And then also again, like I had
mentioned before, we're smaller, so
25:29
we are looking for
that flexibility that great factor.
25:32
So those are the things that are going to
catch my eye that make it just easier for
25:35
me to say yes,
I wanna interview this person.
25:39
That on as well.
25:44
I definitely great resumes are super
important and I think of resumes and
25:45
LinkedIn as equivalent, and
I'll give a little bit of a secret to
25:50
the recruiting Roll to
some folks in this line.
25:54
Some ACS is ACS is our
applicant tracking systems.
25:58
This is what air recruiting teams
use leverage to store resumes and
26:01
databases and applicants and
referrals, etc.
26:05
Some ATS are not the most user friendly
And so what that also means is
26:09
a simplicity for predicting very important
because we have hundreds and hundreds or
26:12
hundreds of resumes to review sometimes.
26:17
And so I also think having a built out
LinkedIn is super important because all
26:20
you have to do is look on that LinkedIn
link versus trying to maybe find a resume
26:24
in a difficult ACS.
26:28
LinkedIn ad is as important as a resume.
26:29
Sometimes when we have 30
seconds to review a profile,
26:33
You got to return you sometimes pick
Are you going to redo that resume?
26:36
We'll give you a portfolio or
you review a LinkedIn profile.
26:40
So if you have a LinkedIn profile,
have everything there with portfolio,
26:43
a website, LinkedIn etc.
26:47
And so, yes, resumes,
26:49
LinkedIn are essentially an introduction
to who you are and that is very important.
26:50
The next is referrals go along.
26:56
And so typically,
26:59
a lot of companies referrals have
a different experience in applicants.
27:00
And not every company has the recruiting
bandwidth to you every applicant and close
27:04
out with every company that I will find
Netflix we do not have that bandwidth and
27:09
so we do not follow up with
people who apply to our roles.
27:13
We will follow up if we think that we
want to have a conversation with you.
27:17
And we will not close that with you
as soon as we're not going back to
27:20
[INAUDIBLE].
27:24
However, referrals have
a different experience.
27:24
We should be following up
with both refer and referral.
27:27
Whether you are a fit for the role,
whether you're not if it's a role,
27:31
you might get that result.
27:34
And so, I would recommend try going the
referral route, and then have an authentic
27:35
experience, the rural route, so, you might
not know someone at the company Get to
27:39
know someone at the company before you ask
for a referral send me a Linked in message
27:44
hey, can I still 15 minutes of your
time because I'm interested in this
27:48
role because of X Y&Z and this is also why
I mentioned the real x Y&Z until ask for
27:51
that 15 minutes but be compelling with
that reach out as well could help you get
27:55
the introduction someone who works at
a company could help you get a referral to
28:00
that company which has will help
you have a better likelihood.
28:04
Getting back.
28:07
>> Great.
28:13
So that being said, You've got,
I've cut the recruiters attention,
28:14
maybe they want to interview or
they can set me up with an interview.
28:18
What kind of interview questions
really can be expected and
28:23
like how can somebody stand
out If they have minimal or
28:28
only a little bit of experience Okay,
>> I go first.
28:33
I highly, highly recommend,
practice talking about yourself.
28:41
I know a bit uncomfortable because most
of the time you're taught not just
28:46
necessarily talk about yourself too often
or when you're engaging with people.
28:49
It's easier when to ask them questions
in order to keep a conversation going or
28:53
to meet someone for the first time.
28:57
In this case, you really want to practice
being able to talk about your yourself,
28:59
your accomplishments,
your achievements, but
29:03
also be prepared to be
asked about what we want.
29:06
What are you looking for in a company?
29:09
What are you looking for in a role,
even the uncomfortable conversation around
29:11
compensation, whether you want to talk
about it or you don't, you should have
29:15
something in mind for yourself around What
do you want to make in your next role?
29:19
Right?
Look at levels comm look at Glassdoor.
29:23
Look at those resources in
order to find that information.
29:27
But you really have to be okay
with talking about yourself.
29:29
Diving into projects that you've worked
on if you're transitioning careers.
29:33
A lot of times I asked people like So why
did you decide to transition your career
29:40
When I'm interviewing other
recruiters because a lot
29:44
of times people don't get into
recruiting because they meant to,
29:47
a lot of times people fall into it,
even ask them why recruiting?
29:51
If you're a designer,
why design, why engineering?
29:55
So I think you should be
prepared to talk about yourself.
29:57
Practice with friends and family.
30:00
Try to get recruiter calls at companies
maybe that you're not super interested
30:02
in just so that you can practice
what those motions look like.
30:05
But a lot of times we're asking questions
about, we start off with something
30:08
maybe pretty broad about walking
us through your career, and
30:13
then we really will dive
into these specific areas.
30:16
And towards the end of the conversation,
that's when we're asking a lot of these
30:19
questions that are a bit more focused on,
what's next?
30:23
The other big area that
we tend to ask is around,
30:26
why did you decide to join a specific
company, and then why did you leave it?
30:29
Because ultimately we're trying to
understand how do you make decisions, and
30:33
why will you choose to
come to my company next.
30:37
>> One thing I will add is when
you're talking about yourself,
30:39
you got to be able to talk about the good,
the bad, and the ugly.
30:44
So I've messed up plenty of times,
I'll probably mess up today something.
30:51
But being able to talk about your
mistakes, and how you rebound,
30:54
and how you learn from your mistakes.
30:58
And how you become a better employee or
person because of where you've
31:01
fallen short, in such a way that
the interviewer unconsciously is thinking,
31:06
they've pushed through, they get it done.
31:12
Yeah, they might mess up,
but they have resilience and
31:16
they're able to accomplish things
in the face of whatever happened.
31:19
So, sometimes people won't
talk about how they mess up.
31:24
They'll just blame it on somebody else.
31:28
The other team messed up, it wasn't on me.
31:30
All that matters to how people
perceive your behaviors.
31:33
So, yeah,
keep track of your mess ups for sure.
31:38
>> I think this is perfect,
again, to throw in the three H's,
31:44
be humble, be honest, be hungry.
31:47
As [INAUDIBLE] mentioned,
really talk about yourself,
31:49
like who you are and your show through.
31:52
Interview questions are gonna range
in every company some have more fun,
31:55
fluffy questions, some are gonna restrict
the length and so I think they can really
31:59
make themselves more nervous in the workup
for an interview when you're trying
32:04
to prepare for
every question that could possibly exist.
32:08
And it's really just about storytelling.
32:12
Who are you?
32:14
As Amanda mentioned, why multiple times?
32:15
And why it's so important?
32:17
Why you're interviewing here?
32:19
Why the culture lied to
leave the company wide?
32:20
What are you looking for that and
I think the line is also super,
32:22
super important as well.
32:26
Right, is there any like specific area
of study or specific languages that
32:31
you recommend people study or
focus on like something that you see that
32:36
is really hot right now let's just
see a lot of companies looking for?
32:41
SQL,
>> SQL.
32:47
>> I mean, from my personal clip,
that's debatable.So
32:48
I think this is a really great
example of it depends, right?
32:54
Because this every different companies
are going to use different technologies.
33:01
And be a larger organization,
33:06
not like Netflix that maybe
an Oracle might still be using.
33:08
What is it like?
33:12
J-tube E which is like a Java
type framework of some sort.
33:13
I haven't seen that in a really long time,
33:17
but versus like newer
companies might be using it.
33:19
React and view on the front end.
33:23
So I think it really depends on where
that company is what they might be
33:25
transitioning to.
33:29
Like when I first started recruiting
Angular was the biggest thing with front
33:30
end and no, it's not Not so much anymore.
33:34
So technology evolves so often that
companies are going to be using different
33:36
technologies depending on
what they decide to use.
33:41
So I wouldn't at this
stage in their career,
33:44
I don't know if I would tell people to
focus on any one language I would more
33:47
think about what's important to
your You're part of the stack.
33:52
That's not it, I guess.
33:57
So like if you're a front end
versus a back end engineer, right,
33:58
more like what are those languages and
frameworks that matter versus being like
34:01
a hardware engineer trying to learn and
it just doesn't make sense.
34:05
So, ultimately,
the answers it depends on I wouldn't focus
34:08
too much on that until you like yeah,
I don't know.
34:13
I wouldn't focus too much on it right now.
34:18
>> I think I would try to be
language agnostic as you can.
34:22
Technology has changed and
will continue to change.
34:30
Like somebody mentioned, Angular used to
be super hot in the front end JavaScript
34:34
space, but now it's really React However,
this is also the Bay Area and new talking.
34:38
I very much know various parts of the US
are very Angular heavy here in the day.
34:42
I think most of you very react heavy when
it comes to more of the front end space.
34:46
And so once again,
technology changes year after year, but
34:50
it also depends on where you're located,
what size of the company work out.
34:53
And so I think being a language
agnostic could be a good idea or
34:58
specializing in one ave a side
hobby have a side project.
35:02
So maybe if you're a back end
developer using Java, and
35:05
you pick up some JavaScript enzyme and
that way you become more of a full stack
35:08
oriented engineer that means to be able
to be more diverse engineer as well.
35:12
Smoothly as an engineer,
you will constantly be learning,
35:19
you will always need to pick up
a new framework or down the line.
35:24
A new language as an engineer
will always be learning.
35:28
You will never or
35:31
almost never go to a company that has the
exact same tech stack as the one prior.
35:32
There's always something new that's
going to need to be learned.
35:37
And that's something
recruiters understand.
35:40
finding someone who's has the exact
tech stack that you're currently working
35:42
with is almost impossible.
35:45
So realistically, as an engineer,
you will always be learning.
35:47
This is just the beginning.
35:50
You might be learning
a little bit more but
35:52
it's really Never going to
stop which is exciting.
35:54
Also add I agree even some companies have
internal frameworks that are completely
35:58
different than what your
probably your specialization is.
36:02
And especially the larger thing companies
have these really internal frameworks that
36:05
is custom built for them.
36:10
And so you're essentially always going
to be learning or changing technology.
36:11
Great.
Well,
36:17
that kinda leads to
this next question too.
36:18
So if a candidate doesn't match all of
the job qualifications that a company is
36:20
looking for,
can they still apply for the job?
36:24
I know we hear this a lot with
the apply anyway, but, I mean,
36:27
is that really a recommendation that you.
36:30
Doors like genius suggests people
actually do that even if they don't
36:33
have all the skills the company's
looking for, all the qualifications.
36:36
>> 100%.
36:38
I still lean on what I said before,
which is Nobody is gonna
36:40
have the exact same tech stack
as what you're looking for.
36:46
So, as a recruiter,
36:51
what we do is we ask hiring managers
what what is most critical?
36:52
Is it language specific
that's most critical?
36:58
is it A certain job responsibility that
they're gonna have, that's most important,
37:00
like which aspects of these
responsibilities that we're putting on
37:05
the job description are actually
most critical to us making a hire.
37:09
And so that's what, like, we need to
consider as recruiters when it comes to,
37:13
can we interview who we reach out to,
how we guide people from the process?
37:17
How we break even guide our interviewers
and make sure that they're testing on
37:22
the things that are actually important
to us as a as an organization.
37:25
So, so I would say yes, even if you
felt fit the job description, exactly.
37:28
You should still apply.
37:35
I would say there should be some overlap
right, the room could still resonate
37:36
with you, but It's okay not to have
every single skill set that's on there.
37:40
>> Yeah, I think it's, this one is
more that like the onus is one like
37:48
the hiring team manager and the recruiter.
37:53
Like if I have a position that requires
7 years to 10 years of design,
37:56
lead experience, designing experience.
38:01
You have three like, it's gonna be
tough for you to be the design leader,
38:04
a senior designer at my company, right?
38:08
So maybe don't apply, right?
38:10
But I think if I'm doing my thing I'm
sourcing and I'm looking at people,
38:12
someone had applied with
six years of experience.
38:17
I like certain companies like I will I
will give them the time of day to see what
38:21
is it about them that made them want to
apply right like It's not always black and
38:25
white because I think we,
I do find diamonds in the rough or
38:30
people that have like that, that whether
it's a culture ad or just something that
38:33
makes them unique to the role and like
my gosh, like they weren't, like exactly
38:38
fit experience wise but wow, like they
blew us away in this thing or that way.
38:43
I mean, I'm gonna call him out like it
depends, you know, but don't apply for
38:49
like stuff that you're like grossly like,
not qualified for,
38:54
like have have a surgical approach at like
where you're trying to apply for it and
38:58
really hone in on those kinds
of roles at different companies.
39:02
Yeah, it just depends.
39:08
I'm going to give you all Nether
a depends as well, but it truly depends
39:11
>> [LAUGH]
39:15
>> Around I think,
39:16
what are the qualifications for
the role and years of experience where I
39:17
really kind of I try to try to push
the boundaries As I've mentioned,
39:21
there is a lot of learning and learning
that we always need to do whether it's in
39:26
recruiting in the diversity space and
39:31
one thing as well that I think a lot
of learnings years of experience on
39:33
the background doesn't really
represent someone's experience.
39:38
As represent how hungry they are.
39:42
You could have previous experience and
being hungry as you
39:44
might show up better or better than
a couple years of experience you and so,
39:47
I think for
me the qualifications are one thing, but
39:51
usually the experience is truly
situational depending on who that person
39:53
is and how hungry or how much grit
you have I think the next thing for
39:57
me which I am very passionate
about is the women community.
40:02
There is data that shows that
women do not apply to roles and
40:06
a larger percent I forget the number at a
larger percent than men because they think
40:09
they may not be a fit for
a role apply to the role.
40:14
And the apply the roll and
just we'll see kind of where it goes.
40:18
But I also agree, if you think you know,
you're not the most steady if you're
40:20
missing multiple things, it might not make
the most sense you might not hear back but
40:23
if it's a few things that
you think you're missing,
40:27
I think you should shoot your shot.
40:30
I think that the percentage like to 40
to 60% of women like will not apply.
40:33
Man, I'm, I have like six out of the 10
things I'm like and like men will have,
40:39
like, three of the 10 things and
Yeah, and they'll ask for top dollar.
40:44
It's like God.
40:48
I'm so sorry.
40:50
It was events.
40:52
That's a good point, Michael, for sure.
40:54
>> No that's a pretty popular statistic.
40:58
I've heard it as well.
40:59
I was thinking that when
I asked the question,
41:00
that was kind of thinking about how you
hear that women oftentimes will not.
41:02
Just take that leap and try to apply just
because they don't have all six out of
41:07
seven, or they really only have
six out of seven qualifications.
41:11
So thank you.
I appreciate your feedback on that.
41:14
And we have about 10 minutes left.
41:16
So I'm going to go ahead and
jump into the chat here and
41:21
see some of the q&a that we've had from
our students and People joining us.
41:24
I'm gonna scroll up here to the top and
it looks like the first one I see is from
41:29
Paisly but
I think that we kind of answered that,
41:32
she was asking "How imperative visit
the candidates know given coding language,
41:35
if not so
much what are key indicators of ability or
41:39
experience that recruiters look for?" I
think you kind of covered that already.
41:41
So I'm going to.
41:45
Unless you have anything to add to that
cuz I know you said it just don't really
41:48
focus on one was kinda the general
consensus that you all seems to have in
41:53
that area.
41:57
But if you wanna speak to that,
like he indicators like you know, so
41:59
pay somebody to have this you know they
need Maybe they specialize and they've got
42:03
react experienced and they know some go
but they don't know Java or something.
42:09
But like otherwise what would be
a way that somebody would stand out?
42:14
Like, is there an ability or skill
that you would look for specifically,
42:17
that would be like, maybe I'll consider
this person, even though they don't have.
42:20
If you don't know this language.
42:24
What would make you think that a person
has the ability to learn that language so
42:26
that you give him
the benefit of the doubt.
42:30
If that makes sense.
42:33
>> To be honest I think these are things
that happened a little bit later
42:37
in the process during technical either
technical screens prior to the downside
42:40
and maybe technical screen
during the outside or so then.
42:44
recruiter phone screen does go back a
little bit to what is the team looking for
42:48
so if recruiter is talking to someone
who is experienced in react but
42:53
they need to code and go, that recruiter
should know on that initial call is go
42:58
a must have or is it a nice to have and
so when you're talking to the candidate,
43:03
you can still explain to them that we
are Bringing in people of any language but
43:08
go something you're gonna
need to learn later on.
43:13
And then when it comes to
those technical screens,
43:17
making sure that your interviewers
are ready to assess people on either
43:19
the language that they're proficient in or
43:23
on other aspects of being an engineer
like, can they still problem solve?
43:26
How do they pseudo code this problem?
43:30
So get to an answer that We're looking for
43:33
how does this person communicate
with other engineers?
43:35
How do they, how do they communicate their
43:39
thought process of how they're ultimately
probably solving this problem, and
43:42
then also feedback whether it's a entry
level mid level junior or senior engineer.
43:46
One of the things that
we're always looking for
43:52
is how does this person
receive feedback and
43:54
then incorporate that into how they're
going to solve the problem going forward.
43:56
So there's definitely other
things that you can look for.
44:00
That shows that this person is
going to be a good engineer.
44:03
That is not super language specific Man,
I love that and plus.
44:06
So, we're technical recruiters and
we have a technical background but
44:13
I've been steady calm sigh
I didn't go to a boot camp.
44:17
I'm not actually a student.
44:19
And so we need you to help
us learn about you to so
44:20
we can essentially assess and you.
44:24
One quick example is, I was recruiting for
a JavaScript UI role,
44:28
working out some CPU applications
at Netflix, and requirements for
44:33
this team is react, and we did not
have the bandwidth to hire someone
44:37
who didn't have react experience
with current projects today.
44:42
I was interviewing the candidate, and
44:47
they did not have react
experience professionally.
44:49
They had some react
experience as a side hobby.
44:51
They're building an app.
44:53
We're working on it.
44:55
However we actually hired that person.
44:57
I'm but the story that this person told
me was, hey, when I started this company,
44:59
I didn't have Angular experience
we learned in six months.
45:03
And so I'm confident that I
can learn I can start now.
45:05
In three to six months of that.
45:08
And so, because they shared
that story with me, like, wow,
45:09
they may not have had this when they
joined their previous company, but
45:12
they learned it in six months.
45:15
That really helps me show it.
45:16
But you know what?
45:18
They don't have it today.
45:19
They've demonstrated they can
adapt to learning curve and
45:20
the full amount of time that
I need that kind of forward.
45:23
We hired that person.
45:26
No joke.
45:28
This person is the strongest
react developer on that team.
45:29
And so I think it really goes to show
you you might not have the experience,
45:32
how can you demonstrate
your past experience?
45:35
And how hungry are you to learn?
45:37
>> I love that like I have heard you
demonstrate that you are adaptable you
45:41
use that word specifically and I think
that's really good thank you so much.
45:45
Yeah.
45:50
So let me go ahead and continue to scroll.
45:52
Signs for you and Ricky.
45:55
Erica is asking how do you
stay humble when you're
45:56
trying to showcase your
best self to the recruiter?
46:01
[INAUDIBLE] Because you were
the first one to bring it up.
46:06
I'm picking
>> Yeah, I mean,
46:08
I just think you I don't know I
just just gotta like not think
46:11
the way you come off talk like
how you talk about yourself.
46:15
Like I think especially, and
I kind of struggle with this Ember,
46:21
like when I was in I interviewed I
got a job at Nike back in the day and
46:25
the interviewer At the end of it, he was
hey man, can I give you some feedback?
46:30
And I'm, no,
feedback on the call with this director.
46:35
And he, I was sure, crying.
46:40
And he said, and
46:43
then he gave the person on the other line
happened to be an LGBTQ BiPAP person.
46:44
They said hey, like, I could tell
that you have done really great work,
46:51
you've done a lot of good things.
46:56
Give yourself credit,
46:59
like you don't need to talk like
it was a privilege to do this.
47:00
It was an honor to do that.
47:04
He says people of color and women tend to
talk about themselves as like, my gosh,
47:06
we were able to be put in a position
to do like you gave yourself credit.
47:11
So talk about how you executed things,
how you did the programs,
47:15
how you lead the initiatives.
47:18
And that always stuck with me.
47:22
So I tried in my own way to cut a Have
like that positive posture for myself.
47:23
I try to think about how I would
teach my son to talk about himself.
47:29
But you also can't come off as
your hot stuff cocky bravado,
47:33
it's just turns off it just so
I think being able to engage in
47:38
a positive manner about yourself >Is
just that comes off as humble for me.
47:43
>> So I'll definitely double down
on what Enrique was saying about.
47:51
I'm thinking specifically like
the language that women use.
47:55
A lot of times women are more likely
to use the language when really
47:59
they mean right I noticed this
the last time that I was interviewing,
48:03
which, when you're the only recruiter,
why are you saying me?
48:08
Why did I say why do I use that language
when really there was no one else it was
48:13
just me.
48:17
So, women really use we versus I and
that's also something that has to do with
48:18
us training interviewers around being
conscious around that kind of language and
48:23
just asking You mentioned we but
who specifically worked on that project?
48:27
Anyway, so that's a little bit of a side
note to how to be humble in an interview.
48:32
But that is something that's really
important when you're thinking about your
48:37
language in an interview and
how to really highlight yourself.
48:40
One of the things that I look for
48:43
when it comes to someone who's humble is
actually how they talk about other people.
48:44
And I think Enrique had mentioned
this before, which is How do you
48:49
interact with your other employees and
people that you work with?
48:53
Are you putting them down?
48:58
Or are you taking ownership over
what went right, what went wrong?
49:00
So I think how you talk about other people
at your organization actually really
49:03
matters a lot to showing
Humble self awareness as well.
49:07
And of course, I think we all have some
interesting antidotes where somebody was
49:11
humble and I don't necessarily want to
share them now, but it can be pretty
49:15
obvious around who is who's going to
be a good fit for your organization.
49:19
And that can also really come down to
values fit for your team as well as is
49:22
this person going to be self aware
of what they bring to the table and
49:26
what they have to continue to learn?
49:30
There is, I agree with everything,
I think there's a fine line between
49:35
remaining humble, but also remaining
confident in your work as well, so
49:40
just like the weeds Amanda mentioned
like I, but it's definitely tricky but
49:44
I think that once in a couple of minutes
versus competent competence as well.
49:49
Well, you know what [INAUDIBLE],
actually we have time now.
49:54
I know we had a couple more Q and
A questions.
49:58
I'm sorry.
50:00
We were not able to get to those., it's
just been so, so much good conversation
50:01
today and a lot of good questions and
you all have had some great answers.
50:05
At this time we're gonna go ahead and
start our networking Hopping makes
50:08
networking super simple for
all of you attendees.
50:12
It's super easy.
50:15
Here's how it works.
50:15
You click on the networking link
on the left side of the screen.
50:17
Turn on your camera and microphone so
people can see and hear you.
50:20
You will be randomly paired
with another person and
50:24
you'll have three minutes to chat.
50:26
If you decide you wanna stay
in touch with that person,
50:28
you can click the connect button.
50:30
And if they also decide to share
their information with you,
50:31
then you're both connected.
50:33
And don't worry if you decide
not to share your information or
50:35
you don't feel comfortable, the other
person will know during the session,
50:37
so there's no awkwardness there.
50:40
All right.
50:42
You can leave the video call at any time,
although we hope this doesn't happen.
50:43
If someone acts inappropriate and they
don't please do make sure you flag them
50:47
and we'll Be notified
them take action on that.
50:50
So we want everybody to be comfortable,
[INAUDIBLE] safe space.
50:52
So thank you all so much.
50:56
I really appreciate you all showing up.
50:58
You've had some great
answers to these questions.
51:00
Some of them are hard.
51:03
So thanks so much for being here today.
51:05
>> Thank you, Amber.
51:08
[CROSSTALK]
>> Have a good day.
51:09
>> Bye.
See you.
51:12
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