1 00:00:00,025 --> 00:00:05,353 [SOUND] Hello, welcome to 2 00:00:05,353 --> 00:00:10,178 the recruiter panel. 3 00:00:10,178 --> 00:00:12,080 My name is Amber Stevens. 4 00:00:13,080 --> 00:00:16,358 I am a Student Success Specialist here at Treehouse for 5 00:00:16,358 --> 00:00:19,005 our front end web development tech degree. 6 00:00:20,215 --> 00:00:23,923 Before I begin, I do want to mention there is a captioning link provided below 7 00:00:23,923 --> 00:00:28,255 the live stream for those who would like a live transcript of today's event. 8 00:00:28,255 --> 00:00:31,025 The captioning link will also be provided in the chat. 9 00:00:31,025 --> 00:00:38,530 So that being said, I'm happy to present our three amazing panelists today. 10 00:00:38,530 --> 00:00:42,150 First I would like to introduce Michael Orozco. 11 00:00:42,150 --> 00:00:46,212 Michael is a first gen LGBTQ Latinx professional born and 12 00:00:46,212 --> 00:00:49,630 raised in Stockton, California. 13 00:00:49,630 --> 00:00:52,790 He has been living in San Francisco for the last [INAUDIBLE]. 14 00:00:52,790 --> 00:00:58,088 Held positions within the talent space in the agency world tech systems, in 15 00:00:58,088 --> 00:01:03,815 the unicorn startup world with Uber, and currently in the fame world at Netflix. 16 00:01:03,815 --> 00:01:07,940 Michael has been building a career and community in inclusive and 17 00:01:07,940 --> 00:01:11,465 diverse recruiting to rewrite how the tech industry and 18 00:01:11,465 --> 00:01:16,160 hiring influencers think of recruiting and building teams? 19 00:01:16,160 --> 00:01:17,970 Thanks for coming, Michael. 20 00:01:17,970 --> 00:01:19,500 >> Yeah, of course, I'm excited to be here. 21 00:01:19,500 --> 00:01:21,799 And what a great introduction, thank you. 22 00:01:21,799 --> 00:01:22,860 >> You're welcome. 23 00:01:22,860 --> 00:01:25,280 Next we have Ximena Cervantes. 24 00:01:25,280 --> 00:01:29,831 Ximena first entered the tech world while in college at a recruiting firm focused on 25 00:01:29,831 --> 00:01:35,510 hiring executive engineering talent for companies like Uber, Twilio, and House. 26 00:01:35,510 --> 00:01:38,743 Later she had the opportunity to help bootcamp grads get their 27 00:01:38,743 --> 00:01:40,420 first jobs in tech. 28 00:01:40,420 --> 00:01:46,570 Since then, Ximena has gone in-house to focus on hiring at high growth startups. 29 00:01:46,570 --> 00:01:49,383 Last year, she joined Vouch as the first recruiter, 30 00:01:49,383 --> 00:01:52,680 building out the interview process from scratch. 31 00:01:52,680 --> 00:01:57,719 And that work grew into a team of five focused on building a high growth team, 32 00:01:57,719 --> 00:01:58,538 awesome. 33 00:01:58,538 --> 00:02:02,278 Outside of work, Ximena is passionate about food and travel shows, 34 00:02:02,278 --> 00:02:05,900 discovering new places, and spending time with family. 35 00:02:05,900 --> 00:02:08,340 Hello, Ximena, so glad you could be here. 36 00:02:08,340 --> 00:02:10,606 >> Thank you. 37 00:02:10,606 --> 00:02:13,290 >> Lastly we have Enrique Ruiz. 38 00:02:14,830 --> 00:02:18,173 Enrique has a deep passion for his job and loves recruiting. 39 00:02:18,173 --> 00:02:23,360 He believes in connecting with top talent and finding them a home is a blessing. 40 00:02:23,360 --> 00:02:27,616 He enjoys writing, reading, and learning about leadership theory in practice. 41 00:02:27,616 --> 00:02:31,986 Enrique believes we experience leadership every minute of the day, 42 00:02:31,986 --> 00:02:33,954 in every interaction we have. 43 00:02:33,954 --> 00:02:38,061 He enjoys writing, blogging about how he has seen leadership mold his life, 44 00:02:38,061 --> 00:02:41,900 as well as offering young people his take on leadership. 45 00:02:41,900 --> 00:02:43,900 Simply put, leadership matters. 46 00:02:43,900 --> 00:02:45,959 Great to have you here, Enrique. 47 00:02:45,959 --> 00:02:47,060 >> Thanks for having me. 48 00:02:47,060 --> 00:02:49,462 >> And thank you all for joining today, thank you all. 49 00:02:49,462 --> 00:02:52,940 I'm gonna go ahead and start with some questions that I have. 50 00:02:52,940 --> 00:02:56,690 And then towards the end, we're gonna do some audience questions and answers. 51 00:02:56,690 --> 00:03:01,052 So if you're watching and you would like to ask the recruiters a question, 52 00:03:01,052 --> 00:03:05,277 please go ahead and use the question feature to the right of the stream and 53 00:03:05,277 --> 00:03:07,998 we'll get to that In about 40 minutes or so. 54 00:03:07,998 --> 00:03:11,200 All right, so I'm just gonna start asking questions. 55 00:03:11,200 --> 00:03:14,475 And honestly, whoever wants to jump in and answer you can do it, all right? 56 00:03:14,475 --> 00:03:18,808 I'm not gonna be calling anybody out or pointing, I'll just let you jump in 57 00:03:18,808 --> 00:03:23,159 when you hear a question that you feel passionate you want to answer, okay? 58 00:03:23,159 --> 00:03:25,189 So my first question is this, 59 00:03:25,189 --> 00:03:29,181 what stage of the job search is the recruiter involved in? 60 00:03:29,181 --> 00:03:33,601 And this is again open to any of you, so. 61 00:03:33,601 --> 00:03:35,920 >> Okay, I guess I could go first. 62 00:03:35,920 --> 00:03:39,482 So I think I think that a lot of people who are new to the tech industry or 63 00:03:39,482 --> 00:03:42,496 maybe they're just getting started with their careers, 64 00:03:42,496 --> 00:03:46,920 don't realize that recruiters are a part of the process the entire time. 65 00:03:46,920 --> 00:03:51,400 Whether that is at the very first kickoff of creating the job description and 66 00:03:51,400 --> 00:03:52,173 posting it. 67 00:03:52,173 --> 00:03:56,545 Getting people interested in the role, looking at all of your applications. 68 00:03:56,545 --> 00:04:01,214 Being the first person that you talk to, reading all the feedback. 69 00:04:01,214 --> 00:04:02,860 Moving you through the process, 70 00:04:02,860 --> 00:04:05,900 even though you might not be hearing from us directly. 71 00:04:05,900 --> 00:04:08,840 And then finally going through those offer negotiation stages. 72 00:04:08,840 --> 00:04:13,257 So, at most tech companies, a recruiter will be there at the very, 73 00:04:13,257 --> 00:04:16,677 very beginning when the role is just being created. 74 00:04:18,504 --> 00:04:20,210 >> [COUGH] I'll also hop in as well. 75 00:04:21,380 --> 00:04:23,988 So I'm formerly a program manager, I used to be a recruiter, 76 00:04:23,988 --> 00:04:25,400 I'm always recruiter at heart. 77 00:04:25,400 --> 00:04:29,085 So I think I have a couple of different perspectives of my experience in 78 00:04:29,085 --> 00:04:32,832 recruiting and also on the other side now on the programming side since I 79 00:04:32,832 --> 00:04:34,345 support recruiting teams. 80 00:04:34,345 --> 00:04:37,944 I think a good recruiter is involved throughout the process from start to 81 00:04:37,944 --> 00:04:41,430 finish, meaning before you're hired and even after you're hired. 82 00:04:41,430 --> 00:04:45,792 And so I think a strong recruiter is someone who is there when you're applying 83 00:04:45,792 --> 00:04:49,091 for the role, providing a strong candidate experience. 84 00:04:49,091 --> 00:04:53,393 Being your guide into learning about a company, your guide into learning about 85 00:04:53,393 --> 00:04:56,805 what this means expecting of the role through conversations. 86 00:04:56,805 --> 00:04:59,280 Also to on-boarding as well. 87 00:04:59,280 --> 00:05:02,570 And I think that's what makes a strong recruiter is really from start to finish. 88 00:05:02,570 --> 00:05:04,206 So before you're hired and even after that. 89 00:05:07,751 --> 00:05:10,650 >> Perfectly put, those are great answers for sure. 90 00:05:10,650 --> 00:05:11,830 >> I'm seeing thumbs up from Enrique. 91 00:05:11,830 --> 00:05:13,770 So all right, great. 92 00:05:13,770 --> 00:05:16,120 Okay, so here's another question. 93 00:05:16,120 --> 00:05:19,101 What do you look for in an ideal candidate? 94 00:05:24,284 --> 00:05:26,018 >> Can you guys hear me? 95 00:05:26,018 --> 00:05:27,320 Can y'all hear me? 96 00:05:27,320 --> 00:05:28,140 >> Yes. 97 00:05:28,140 --> 00:05:32,535 >> Yeah, I posted this on LinkedIn the other day cuz I was asked that exact 98 00:05:32,535 --> 00:05:33,770 question. 99 00:05:33,770 --> 00:05:36,698 Well, I'm asked it all the time, but I posted it on LinkedIn. 100 00:05:36,698 --> 00:05:41,362 I said I look for people that are hungry, that are humble, and that are honest for 101 00:05:41,362 --> 00:05:45,710 the role and the work that they're trying to engage with. 102 00:05:45,710 --> 00:05:49,210 I think as recruiters we work off of the job descriptions and 103 00:05:49,210 --> 00:05:51,980 the duties that we gotta fill, right? 104 00:05:51,980 --> 00:05:55,514 But I think, for me, I look for not only those skill sets, 105 00:05:55,514 --> 00:05:59,121 the things that people need to be able to bring to the table, 106 00:05:59,121 --> 00:06:03,688 but also the intangible things, the following up, the saying thank you. 107 00:06:03,688 --> 00:06:06,681 The little token [INAUDIBLE]. 108 00:06:06,681 --> 00:06:09,457 A lot of people might not think about. 109 00:06:09,457 --> 00:06:14,124 We use the term wanted, the wanting to work for a company. 110 00:06:14,124 --> 00:06:16,448 If there's an actual passion for the company, 111 00:06:16,448 --> 00:06:19,900 you know some things that most people might not know. 112 00:06:19,900 --> 00:06:24,584 Those things go, for me, a long way because it shows 113 00:06:24,584 --> 00:06:29,386 that you're investing in, talk to me or my company. 114 00:06:29,386 --> 00:06:35,600 And that there's this passion within you to work at my company. 115 00:06:35,600 --> 00:06:36,593 That's what I look for. 116 00:06:38,233 --> 00:06:39,115 >> [INAUDIBLE] >> Ximena and 117 00:06:39,115 --> 00:06:43,780 Michael look for better things, but that's just me. 118 00:06:43,780 --> 00:06:46,564 >> I can add on, I love the three Hs, hunger, honesty, and 119 00:06:46,564 --> 00:06:47,730 what was the other one? 120 00:06:48,820 --> 00:06:51,140 >> Hungry, humble, and honest. 121 00:06:51,140 --> 00:06:52,610 >> Love it. 122 00:06:52,610 --> 00:06:58,772 I think to simplify it, I'll say for Netflix I mean, it's typically two areas. 123 00:06:58,772 --> 00:07:03,580 One is role fit and the other is culture add, so it's not culture fit. 124 00:07:03,580 --> 00:07:05,650 It's how are you gonna add on to our culture? 125 00:07:05,650 --> 00:07:07,250 How will you align with our culture? 126 00:07:07,250 --> 00:07:09,110 How will you change our culture? 127 00:07:09,110 --> 00:07:14,293 So it's really role fit and culture add. 128 00:07:14,293 --> 00:07:17,090 >> Yeah, I agree with both Michael and Enrique here. 129 00:07:17,090 --> 00:07:21,090 I think the actual fit with the role can be really important. 130 00:07:21,090 --> 00:07:25,200 But as a smaller organization, right now we're only about 100 people. 131 00:07:25,200 --> 00:07:29,270 Some of the other things that we look for is a learning and growth mindset. 132 00:07:29,270 --> 00:07:31,949 People who are going to be really excited about change, 133 00:07:31,949 --> 00:07:34,352 because we are changing all the time and growing. 134 00:07:34,352 --> 00:07:38,849 People that are gonna be really proactive, maybe be a little bit of risk takers. 135 00:07:38,849 --> 00:07:41,798 And then folks who are also willing to take initiative. 136 00:07:41,798 --> 00:07:45,495 Maybe they'll be able to suggest changes or work pretty independently to 137 00:07:45,495 --> 00:07:48,786 fulfill some of the objectives that are gonna be in front of them. 138 00:07:48,786 --> 00:07:52,700 So definitely as a smaller organization, we're looking for 139 00:07:52,700 --> 00:07:55,419 those other attributes of the candidate. 140 00:07:59,701 --> 00:08:01,560 >> Well, thank you all, those are great answers. 141 00:08:01,560 --> 00:08:03,629 I love the three H's, Enrique, that's great. 142 00:08:03,629 --> 00:08:05,421 >> [LAUGH] >> Honestly, 143 00:08:05,421 --> 00:08:09,030 being humble is not something that you hear that often from a recruiter. 144 00:08:09,030 --> 00:08:11,650 So it's kind of refreshing and interesting to hear that perspective. 145 00:08:13,080 --> 00:08:17,533 >> I will add the reason I throw that in there is because, and am Ximena and 146 00:08:17,533 --> 00:08:21,780 Michael know this, is some of the people I talk to are really cool. 147 00:08:21,780 --> 00:08:27,923 I work for a digital marketing firm and the people I talk to are really awesome. 148 00:08:27,923 --> 00:08:30,959 They're like the cool kid on the block. 149 00:08:30,959 --> 00:08:35,547 And when the cool kid on the block comes through in an interview as humble, 150 00:08:35,547 --> 00:08:37,540 it's really refreshing. 151 00:08:37,540 --> 00:08:40,030 It's like, they don't think they walk on water. 152 00:08:40,030 --> 00:08:42,976 So I don't know, that's why I bring it up. 153 00:08:42,976 --> 00:08:43,632 >> Completely makes sense. 154 00:08:43,632 --> 00:08:45,600 It's great, I love it. 155 00:08:45,600 --> 00:08:50,508 All right, so, can you all tell me how do you 156 00:08:50,508 --> 00:08:55,563 run an inclusive candidate search process? 157 00:08:55,563 --> 00:08:57,237 >> That's the question of the year. 158 00:08:57,237 --> 00:09:01,510 >> [LAUGH] It is, it is. 159 00:09:01,510 --> 00:09:03,877 >> I'll take a first attempt at it. 160 00:09:03,877 --> 00:09:07,853 And this is a long question that could be answered in multiple ways at really every 161 00:09:07,853 --> 00:09:10,261 stage in interviewing, even after and before. 162 00:09:10,261 --> 00:09:14,951 I think for one, it starts off with having a representative recruiting pipeline, 163 00:09:14,951 --> 00:09:19,373 meaning that we're interviewing various types of different candidates from 164 00:09:19,373 --> 00:09:23,665 different backgrounds, demographics, [INAUDIBLE] years of experience. 165 00:09:23,665 --> 00:09:28,608 And so it's one, is essentially having a representative pipeline to ensure we're 166 00:09:28,608 --> 00:09:30,980 interviewing multiple types of folks. 167 00:09:30,980 --> 00:09:34,486 So essentially when we want to go to offer with someone we know that we've done our 168 00:09:34,486 --> 00:09:38,260 due diligence with interviewing different types of candidates. 169 00:09:38,260 --> 00:09:41,091 The next is it's really preparing and equipping the recruiting teams and 170 00:09:41,091 --> 00:09:41,980 hiring managers. 171 00:09:41,980 --> 00:09:45,776 And so sometimes I think companies maybe focus just on recruiting or 172 00:09:45,776 --> 00:09:47,580 focus just on hiring managers. 173 00:09:47,580 --> 00:09:49,980 But I think it's important to focus on both. 174 00:09:49,980 --> 00:09:54,437 And so what I mean by equipping those things is having interview trainings, 175 00:09:54,437 --> 00:09:55,910 having bias trainings. 176 00:09:55,910 --> 00:10:00,023 Helping them understand different terms that exist in the communities and 177 00:10:00,023 --> 00:10:05,130 so I mean, as Enrique mentioned, it's a very hot topic inclusive days. 178 00:10:05,130 --> 00:10:09,721 And so with that being said, there is a lot of learning that everyone needs to do 179 00:10:09,721 --> 00:10:14,034 even folks in VDI space today, but there's also a lot of unlearn as well, 180 00:10:14,034 --> 00:10:17,670 because this company and industry is changing very quickly. 181 00:10:17,670 --> 00:10:19,960 So that's a bit of what I had mentioned as well. 182 00:10:22,630 --> 00:10:26,656 One of the things we do is we bring a lot of data into the process as well, 183 00:10:26,656 --> 00:10:28,638 whether it's during the search or 184 00:10:28,638 --> 00:10:32,630 after reflecting on where were certain areas of concern that we had. 185 00:10:32,630 --> 00:10:33,956 And by bringing in data and 186 00:10:33,956 --> 00:10:38,056 we use a tool called gem in order to look at these analytics, we're actually able 187 00:10:38,056 --> 00:10:41,736 to I'm looking at how we move male candidates through the process versus 188 00:10:41,736 --> 00:10:45,790 female candidates, how we move different ethnicities through the process. 189 00:10:45,790 --> 00:10:49,459 And we could actually really look at where we're getting stuck, 190 00:10:49,459 --> 00:10:53,397 where the metrics off, what's happening with these percentages and 191 00:10:53,397 --> 00:10:57,866 actually being able to really Pinpoint what, what might be an area of concern or 192 00:10:57,866 --> 00:11:00,560 an area of improvement really for our process. 193 00:11:00,560 --> 00:11:04,750 So that's something that we're always auditing is exactly what Michael said. 194 00:11:04,750 --> 00:11:07,902 But then adding to that and saying here are the areas where we can very 195 00:11:07,902 --> 00:11:10,230 specifically continue to improve upon. 196 00:11:10,230 --> 00:11:13,448 Sometimes it's looking at the recruiting team specifically and 197 00:11:13,448 --> 00:11:16,440 being able to identify our own unconscious biases. 198 00:11:16,440 --> 00:11:17,560 Biases. 199 00:11:17,560 --> 00:11:21,357 And sometimes it might be the hiring managers, our interview teams but 200 00:11:21,357 --> 00:11:25,533 really being a lot of data into recruiting has been really critical I think over 201 00:11:25,533 --> 00:11:28,825 the last couple of years and building an inclusive process. 202 00:11:28,825 --> 00:11:34,800 [COUGH] If I can add to the things and this is my this is my jam. 203 00:11:34,800 --> 00:11:39,290 This is my space inclusive of putting so I get really, really excited about this. 204 00:11:39,290 --> 00:11:43,712 But one thing that we are really starting to do is diversify where we are posting 205 00:11:43,712 --> 00:11:48,720 our roles and so yes, folks can go to your career company sided Buying roles there. 206 00:11:48,720 --> 00:11:51,915 But also we also need to get outside of what we're typically post our roles and 207 00:11:51,915 --> 00:11:53,450 getting to different communities. 208 00:11:53,450 --> 00:11:56,495 And so posting in for example, the thing is in tech or color or 209 00:11:56,495 --> 00:11:58,827 these different organizations that exist and 210 00:11:58,827 --> 00:12:02,650 so we're pulling from our roles writing from these communities. 211 00:12:02,650 --> 00:12:06,710 And the next is I think, interview experience is super, super important. 212 00:12:06,710 --> 00:12:09,800 Folks who could just withdraw from the interview? 213 00:12:09,800 --> 00:12:13,406 It'd be with the company if they don't see someone that reflects themselves with 214 00:12:13,406 --> 00:12:14,440 their interview. 215 00:12:14,440 --> 00:12:16,483 And so when you think about the interview panels, 216 00:12:16,483 --> 00:12:18,390 we need representation of interview panels. 217 00:12:18,390 --> 00:12:22,370 We don't want a homogeneous panel with everyone who looks the exact same Because 218 00:12:22,370 --> 00:12:25,660 then how is somebody gonna see themselves in your company as well. 219 00:12:25,660 --> 00:12:26,977 So, there are many, 220 00:12:26,977 --> 00:12:31,750 many things that companies can do to really create an inclusive experience. 221 00:12:35,610 --> 00:12:36,250 Great. 222 00:12:36,250 --> 00:12:40,593 I see another thumbs up from the review so >> My I've been a fan of Michael forever 223 00:12:40,593 --> 00:12:42,450 like I follow him on LinkedIn. 224 00:12:42,450 --> 00:12:44,110 I'm like blushing because I'm on the panel. 225 00:12:44,110 --> 00:12:48,750 >> So I'm like, My gosh, Mike was crushing it with 226 00:12:48,750 --> 00:12:51,661 >> Michael you're famous here but 227 00:12:51,661 --> 00:12:56,600 hopefully win >> Awesome. 228 00:12:56,600 --> 00:13:01,670 Okay, I mean, that kind of leads into, what you were just talking about Michael. 229 00:13:01,670 --> 00:13:04,150 where do you source most of your candidates from? 230 00:13:04,150 --> 00:13:09,120 Is there applications that LinkedIn specific partnerships with companies? 231 00:13:09,120 --> 00:13:13,350 Where do you usually source candidates from? 232 00:13:16,200 --> 00:13:18,700 So I can take a jab at this one. 233 00:13:18,700 --> 00:13:19,310 Let's see. 234 00:13:19,310 --> 00:13:22,985 So I think as a recruiter, you have to not only be able to but 235 00:13:22,985 --> 00:13:27,970 you have to be a diversity recruiter diversity sourcer conscious. 236 00:13:27,970 --> 00:13:32,453 So as I'm sourcing if I'm, we're headquartered out of Portland, but 237 00:13:32,453 --> 00:13:36,934 I'm sourcing out of all over the country if I know the position So there is 238 00:13:36,934 --> 00:13:41,950 obviously parts of the country that are in [INAUDIBLE] other parts of the country. 239 00:13:41,950 --> 00:13:44,230 So I need to be able to be conscious and 240 00:13:44,230 --> 00:13:49,015 understand where those pools of talent might be, hosts around those areas, 241 00:13:49,015 --> 00:13:53,434 engagement of schools, perhaps the HBCUs or Organizations that might 242 00:13:53,434 --> 00:13:58,300 be connected to those kinds of schools or things community colleges. 243 00:13:58,300 --> 00:14:00,573 I think that's one thing that I've, 244 00:14:00,573 --> 00:14:05,060 I've tried to kind of engage is a lot of times you want to go for like the top. 245 00:14:06,270 --> 00:14:09,710 Some bigger companies want to go for top tier schools. 246 00:14:09,710 --> 00:14:13,995 I think there's golden nuggets and like the community colleges and 247 00:14:13,995 --> 00:14:18,730 Things like that where you find these hungry, passionate, we hire a lot of 248 00:14:18,730 --> 00:14:23,180 designers that are awesomely talented that just need that to be seen. 249 00:14:23,180 --> 00:14:26,960 And then we talk to you and say, hey, Portland design jobs. 250 00:14:26,960 --> 00:14:29,910 That's really awesome working for a global company. 251 00:14:29,910 --> 00:14:30,420 Wait, what? 252 00:14:30,420 --> 00:14:31,230 Where'd you come from? 253 00:14:31,230 --> 00:14:33,486 So I think As a recruiter going, 254 00:14:33,486 --> 00:14:39,150 searching to where the talent might be letting people know that you exist. 255 00:14:39,150 --> 00:14:43,403 A lot of younger people don't realize there's companies you never would have 256 00:14:43,403 --> 00:14:45,050 thought of right? 257 00:14:45,050 --> 00:14:49,373 And just having a strategy around it so that you're not only going there, but 258 00:14:49,373 --> 00:14:54,233 you're also building relationships with those organizations because it can't just 259 00:14:54,233 --> 00:14:57,110 be transactional has to be relational. 260 00:14:57,110 --> 00:14:58,410 Go. 261 00:14:58,410 --> 00:14:59,650 That's what I got. 262 00:15:01,600 --> 00:15:06,527 >> Yeah, I think the speaker right before us mentioned something that's along 263 00:15:06,527 --> 00:15:10,465 the lines when it comes to people who have maybe gone to Top Tier 264 00:15:10,465 --> 00:15:16,020 universities versus other universities, really colleges boot camps. 265 00:15:16,020 --> 00:15:17,530 They just had different opportunities. 266 00:15:17,530 --> 00:15:19,520 They decided to spend their money in different ways. 267 00:15:19,520 --> 00:15:23,768 You just can't necessarily judge somebody on what they did when they were an 18 year 268 00:15:23,768 --> 00:15:27,840 old or 17 year old and that's definitely something I think a lot about. 269 00:15:27,840 --> 00:15:31,590 When it comes to people who are coming out of traditional,traditional education 270 00:15:31,590 --> 00:15:33,276 versus non traditional education, 271 00:15:33,276 --> 00:15:37,580 it's just those opportunities at that time were different for those people. 272 00:15:37,580 --> 00:15:40,140 But typically we're we're sourcing. 273 00:15:40,140 --> 00:15:43,100 LinkedIn is obviously going to be really popular choice for recruiters. 274 00:15:43,100 --> 00:15:46,237 However, there's a lot of engineers that are not only On LinkedIn, 275 00:15:46,237 --> 00:15:49,755 I think four folks that might be coming out of programmes where they're new to 276 00:15:49,755 --> 00:15:53,190 their career there, this is a space they're really going to want to be at. 277 00:15:53,190 --> 00:15:56,410 But your career is going to transform so quickly. 278 00:15:56,410 --> 00:15:59,189 Before you know it, you're gonna have so many recruiters reaching 279 00:15:59,189 --> 00:16:02,013 out to you that you're going to not want to be on a platform like that, 280 00:16:02,013 --> 00:16:04,694 because you don't wanna be found And so places that we also look, 281 00:16:04,694 --> 00:16:08,000 are financial partnerships with companies like hired and triplebyte. 282 00:16:08,000 --> 00:16:12,113 But we also try and use those other relationships like Enrique was mentioning 283 00:16:12,113 --> 00:16:15,730 with organizations like, so my company is a Y Combinator company. 284 00:16:15,730 --> 00:16:20,473 So we use Y Combinator work at a startup platform to both post our roles, 285 00:16:20,473 --> 00:16:22,460 to connect with candidates. 286 00:16:23,730 --> 00:16:26,910 Companies like Tecdia, the Mom Project, Power to Fly, 287 00:16:26,910 --> 00:16:30,424 those are other organizations that we're partnering with and 288 00:16:30,424 --> 00:16:33,290 working with in order to find really great talent. 289 00:16:34,850 --> 00:16:38,200 Add on as well plus 100 games and minor. 290 00:16:39,520 --> 00:16:40,626 Every company is very, 291 00:16:40,626 --> 00:16:43,680 very different with how recruiting teams operate what they own. 292 00:16:43,680 --> 00:16:47,680 Some recruiters own all stages of how it came into their pipeline. 293 00:16:47,680 --> 00:16:51,075 So like Netflix Recruiting team owns applicants stay on referrals and 294 00:16:51,075 --> 00:16:52,410 they're also sourcing. 295 00:16:52,410 --> 00:16:56,350 So all three components are embedded into the role of recruiter at Netflix. 296 00:16:56,350 --> 00:16:58,220 And so we hire a lot of applicants. 297 00:16:58,220 --> 00:17:01,026 We hire a lot of referrals and we do a lot of sourcing as well for 298 00:17:01,026 --> 00:17:03,070 the talent that is not playing to our roles. 299 00:17:03,070 --> 00:17:05,560 And so We hire really from all across the board. 300 00:17:06,760 --> 00:17:12,030 Also, a big form of hiring for us is my company is very identity. 301 00:17:12,030 --> 00:17:15,883 So we plan so many different types of events, whether it's engineering, 302 00:17:15,883 --> 00:17:19,980 the pm worlds, or even events where we are trying to cultivate communities with 303 00:17:19,980 --> 00:17:22,080 different types of demographics. 304 00:17:22,080 --> 00:17:23,704 So, criminals events, you know, 305 00:17:23,704 --> 00:17:26,730 there's purposes when you see a company host an event. 306 00:17:26,730 --> 00:17:30,122 One is for networking, one it's for employer branding and it's always for 307 00:17:30,122 --> 00:17:31,290 recruiting. 308 00:17:31,290 --> 00:17:33,759 So anyone attending this event, got out you, 309 00:17:33,759 --> 00:17:36,930 this is an example event with how folks can get hired. 310 00:17:36,930 --> 00:17:39,270 But if you see a company hosting event, attend that event. 311 00:17:39,270 --> 00:17:41,440 Your name will then get in their radar. 312 00:17:41,440 --> 00:17:44,400 They're pipelines and the recruiters will then see that you've attended this event. 313 00:17:44,400 --> 00:17:48,189 It shows that your insurance company, your warm, a warm lead, and 314 00:17:48,189 --> 00:17:51,440 you'll stay in that recruiting pipeline for years. 315 00:17:51,440 --> 00:17:54,904 And so I tend those events because we also hire a lot of folks who actually 316 00:17:54,904 --> 00:17:56,510 attend our events. 317 00:17:56,510 --> 00:18:00,470 And the next is for everyone in this room, join different communities, as amended, 318 00:18:00,470 --> 00:18:03,220 mentioned that Korea that's how actually we met before and 319 00:18:03,220 --> 00:18:06,120 we were on a different engagement with that Korea. 320 00:18:06,120 --> 00:18:10,662 Join these organizations we source from the equity of network we source the power 321 00:18:10,662 --> 00:18:13,801 to fly network resource from the depth color network and 322 00:18:13,801 --> 00:18:16,100 to join these networks as well. 323 00:18:16,100 --> 00:18:17,960 I have never sourced top schools. 324 00:18:17,960 --> 00:18:22,410 When I was sourcing I actually looked at these different types of organizations. 325 00:18:22,410 --> 00:18:26,345 As Enrique said, hiring a good recruiter is a diversity of recruiter, 326 00:18:26,345 --> 00:18:30,360 even if they don't have a diversity term in front of their name. 327 00:18:30,360 --> 00:18:33,502 So those are some things that I would as well. 328 00:18:33,502 --> 00:18:35,660 >> Those are some great answers. 329 00:18:35,660 --> 00:18:37,540 Thank you all. 330 00:18:37,540 --> 00:18:40,612 Now that's that's good to hear about joining groups honestly because I think 331 00:18:40,612 --> 00:18:43,775 somebody who is an introvert like myself, it's like I always think why bother, 332 00:18:43,775 --> 00:18:45,560 why go out of my way to do something like that? 333 00:18:46,720 --> 00:18:48,840 You know, especially when you show up at an event like that, and 334 00:18:48,840 --> 00:18:51,081 you don't know anybody, and there's just a ton of people there and 335 00:18:51,081 --> 00:18:52,360 it's kind of overwhelming, right? 336 00:18:52,360 --> 00:18:56,532 So, but it's good to hear that like doing that actually can pay off. 337 00:18:56,532 --> 00:19:00,300 So I'm gonna go ahead and move down my question list here. 338 00:19:00,300 --> 00:19:00,930 Let's see. 339 00:19:00,930 --> 00:19:09,410 So What keywords do you search for when you're sourcing for talent? 340 00:19:11,250 --> 00:19:15,012 How can you first because you mentioned something that I didn't know that 341 00:19:15,012 --> 00:19:18,080 our company was Y Combinator, which is super cool. 342 00:19:18,080 --> 00:19:21,020 And that is a term that I've used in the past. 343 00:19:21,020 --> 00:19:24,300 I've literally added in Y Combinator into a search string. 344 00:19:24,300 --> 00:19:26,434 folks who are working at these types of companies or 345 00:19:26,434 --> 00:19:28,410 initiatives are at that background. 346 00:19:28,410 --> 00:19:30,770 But obviously the keywords range from anything and everything. 347 00:19:30,770 --> 00:19:36,130 It could be Java or JavaScript only and lead a project end to end. 348 00:19:36,130 --> 00:19:38,934 It could be a keyword, it could be phrases, but 349 00:19:38,934 --> 00:19:43,635 then also in the world when we're trying to build a diverse Putting pipelines, 350 00:19:43,635 --> 00:19:47,160 you could throw an LGBTQ, we would find me throw in Latin X. 351 00:19:47,160 --> 00:19:48,430 You may find me. 352 00:19:48,430 --> 00:19:52,050 And so we also get creative with the different types of keywords adding in. 353 00:19:52,050 --> 00:19:54,460 So it's keywords and phrases, anything and everything that might. 354 00:19:57,480 --> 00:20:03,120 Yeah, I think to put it back, to put the onus on the candidates, I mean, 355 00:20:03,120 --> 00:20:10,340 a good recruiter is creating pretty robust what's called Boolean search strings. 356 00:20:10,340 --> 00:20:15,010 It's like algorithms to find things right on the internet world better. 357 00:20:15,010 --> 00:20:18,984 And LinkedIn If you create a good bullying search for 358 00:20:18,984 --> 00:20:24,410 you're gonna put in the biggest chunkiest skillsets of the job right? 359 00:20:24,410 --> 00:20:29,042 So I think as candidates you have to put in a lot of work and 360 00:20:29,042 --> 00:20:33,830 effort to see, okay, what job do I see myself doing? 361 00:20:33,830 --> 00:20:35,390 How do those duties. 362 00:20:36,400 --> 00:20:41,358 Have I done those duties in my current role, and putting all those terms into 363 00:20:41,358 --> 00:20:46,625 your resume, into your LinkedIn, so that you can at least pop up in the search and 364 00:20:46,625 --> 00:20:50,600 at least be on page one or two or three of the LinkedIn search. 365 00:20:50,600 --> 00:20:54,738 So you as the candidate need to own the effort you're putting it because if those 366 00:20:54,738 --> 00:20:58,460 terms that Michael was putting in there, he meant us putting in there. 367 00:20:59,750 --> 00:21:00,800 You might not pop up at all. 368 00:21:00,800 --> 00:21:02,640 And that's not on us. 369 00:21:02,640 --> 00:21:03,250 We're trying. 370 00:21:03,250 --> 00:21:04,170 we're plugging away. 371 00:21:04,170 --> 00:21:08,898 We're finding creative ways, but it feels pop up.It's 372 00:21:08,898 --> 00:21:13,370 like you're going to a dance with nobody.Yourself. 373 00:21:13,370 --> 00:21:17,330 I don't want to go to put in the work. 374 00:21:17,330 --> 00:21:18,643 Do your research. 375 00:21:20,972 --> 00:21:22,450 I think that's a good plug. 376 00:21:22,450 --> 00:21:26,430 You don't have one thing with LinkedIn and if you're if you're searching for 377 00:21:26,430 --> 00:21:30,288 a job if you're currently mid stage in your career, make sure your LinkedIn 378 00:21:30,288 --> 00:21:34,268 is built out even if you're not looking at surprise opportunity might come and 379 00:21:34,268 --> 00:21:36,161 get you just because you have a boat. 380 00:21:41,189 --> 00:21:44,810 All right, next question. 381 00:21:44,810 --> 00:21:49,920 So, all right, here's a good question. 382 00:21:49,920 --> 00:21:51,000 What does it take? 383 00:21:51,000 --> 00:21:56,559 Do you think to get an interview Yeah 384 00:21:56,559 --> 00:22:01,389 [LAUGH] it's a tough question. 385 00:22:01,389 --> 00:22:06,200 >> I think it's probably different for all of us like Michael is at a big company. 386 00:22:06,200 --> 00:22:09,527 He man is like at this like niche kind of company and 387 00:22:09,527 --> 00:22:12,150 I met him at a medium sized design firm. 388 00:22:12,150 --> 00:22:14,280 So It just depends. 389 00:22:14,280 --> 00:22:18,096 I think, again, like, I think I'm the bad cop on this panel, 390 00:22:18,096 --> 00:22:19,830 you just have to put in work. 391 00:22:20,830 --> 00:22:22,530 Like I think of it like this. 392 00:22:22,530 --> 00:22:26,603 And this might be a little bit weird, but I think of candidates, 393 00:22:26,603 --> 00:22:29,030 high managers, kind of like dating. 394 00:22:29,030 --> 00:22:30,860 Like you got to learn how to date. 395 00:22:30,860 --> 00:22:34,779 Well. Right,like if you're going to ask somebody 396 00:22:34,779 --> 00:22:39,027 on the first LinkedIn message and say perfect for you. 397 00:22:39,027 --> 00:22:42,647 >> I want to make out on the first day,Let's go. 398 00:22:42,647 --> 00:22:43,960 Whoa,that is intense. 399 00:22:43,960 --> 00:22:48,740 That's a lot I want to just have coffee may be. 400 00:22:48,740 --> 00:22:52,760 I think you got to learn how to engage socially with people like us because we're 401 00:22:52,760 --> 00:22:57,020 humans, we got a lot of stuff going on, especially during the past crazy pandemic, 402 00:22:57,020 --> 00:22:58,920 like everybody else. 403 00:22:58,920 --> 00:23:03,440 So, how you engage matters where you engage matters. 404 00:23:03,440 --> 00:23:07,802 I can meet someone in an elevator and if I could interview them in two minutes 405 00:23:07,802 --> 00:23:11,900 really quick and gauge it Okay, let's let's talk tomorrow at 12. 406 00:23:11,900 --> 00:23:16,880 Right like so I think for me, it's how you engage me. 407 00:23:16,880 --> 00:23:21,068 If you just want a quick just I know I'm good for you because it's not the other 408 00:23:21,068 --> 00:23:24,500 end like you just want me to pass you on like, that turns me off. 409 00:23:24,500 --> 00:23:26,420 I don't I don't like that. 410 00:23:26,420 --> 00:23:29,786 But if you are, if you see my past LinkedIn posts and you comment on it and 411 00:23:29,786 --> 00:23:31,430 you're like, Hey, I love that. 412 00:23:31,430 --> 00:23:34,150 Can I have five minutes of your time? 413 00:23:34,150 --> 00:23:36,912 Because your company's doing this thing with this nonprofit. 414 00:23:36,912 --> 00:23:37,760 Wow. 415 00:23:37,760 --> 00:23:39,510 Yeah, you got five minutes of my time. 416 00:23:39,510 --> 00:23:40,590 I'll call you when I'm working out. 417 00:23:40,590 --> 00:23:41,090 Let's go. 418 00:23:42,110 --> 00:23:42,750 And it works. 419 00:23:42,750 --> 00:23:46,870 I'm sure Kamala and Michael have different Ways of gauging it. 420 00:23:46,870 --> 00:23:47,740 So I'd love to hear. 421 00:23:50,340 --> 00:23:54,415 >> So I was thinking about how does someone get the interview before they've 422 00:23:54,415 --> 00:23:55,740 spoken to a recruiter? 423 00:23:56,880 --> 00:24:01,482 And I think that people might not always realize how 424 00:24:01,482 --> 00:24:05,410 much the resume really does matter. 425 00:24:05,410 --> 00:24:10,180 I've seen a huge variety of resumes and I think that what critter 426 00:24:10,180 --> 00:24:15,350 really wants is to be able to easily find your information. 427 00:24:15,350 --> 00:24:18,962 I think that just wine of a resume matters a lot when you're hiring for 428 00:24:18,962 --> 00:24:22,450 design type roles, because you also want to find the portfolio and 429 00:24:22,450 --> 00:24:25,150 look through their portfolio and stuff like that. 430 00:24:25,150 --> 00:24:30,018 But when you're hiring for maybe engineers or product managers Finding information 431 00:24:30,018 --> 00:24:33,130 really quickly and easily is really important. 432 00:24:33,130 --> 00:24:35,710 But you also don't wanna be too verbose, right? 433 00:24:35,710 --> 00:24:39,378 I'm sure people have heard this pretty often, but 434 00:24:39,378 --> 00:24:44,390 unless you have maybe publications and a lot of years of experience. 435 00:24:44,390 --> 00:24:48,170 Really it shouldn't be longer than a page, maybe a page and a half. 436 00:24:48,170 --> 00:24:52,380 So that resume matters a lot to what I'm seeing. 437 00:24:52,380 --> 00:24:57,108 Some resumes also will come through that are all that instead of being 438 00:24:57,108 --> 00:25:02,079 through like Word or PDF, it's through like a some sort of text app, and 439 00:25:02,079 --> 00:25:05,880 I don't and that can be really hard to read as well. 440 00:25:05,880 --> 00:25:06,881 So I think like, 441 00:25:06,881 --> 00:25:11,830 I just really clearly want to be able to figure out who We're gonna break quickly. 442 00:25:13,490 --> 00:25:16,383 So, I would say like the resume actually does matter a lot and 443 00:25:16,383 --> 00:25:19,278 what's gonna stand out is guess what have you done before but 444 00:25:19,278 --> 00:25:23,024 if you are transitioning careers that might be a little bit around what types of 445 00:25:23,024 --> 00:25:25,760 projects have you engaged or have you created? 446 00:25:25,760 --> 00:25:28,670 What sorts of organizations are you. 447 00:25:28,670 --> 00:25:29,980 Are you working with. 448 00:25:29,980 --> 00:25:32,965 And then also again, like I had mentioned before, we're smaller, so 449 00:25:32,965 --> 00:25:35,740 we are looking for that flexibility that great factor. 450 00:25:35,740 --> 00:25:39,573 So those are the things that are going to catch my eye that make it just easier for 451 00:25:39,573 --> 00:25:41,854 me to say yes, I wanna interview this person. 452 00:25:44,043 --> 00:25:45,820 That on as well. 453 00:25:45,820 --> 00:25:50,539 I definitely great resumes are super important and I think of resumes and 454 00:25:50,539 --> 00:25:54,790 LinkedIn as equivalent, and I'll give a little bit of a secret to 455 00:25:54,790 --> 00:25:58,790 the recruiting Roll to some folks in this line. 456 00:25:58,790 --> 00:26:01,650 Some ACS is ACS is our applicant tracking systems. 457 00:26:01,650 --> 00:26:05,670 This is what air recruiting teams use leverage to store resumes and 458 00:26:05,670 --> 00:26:09,470 databases and applicants and referrals, etc. 459 00:26:09,470 --> 00:26:12,951 Some ATS are not the most user friendly And so what that also means is 460 00:26:12,951 --> 00:26:17,369 a simplicity for predicting very important because we have hundreds and hundreds or 461 00:26:17,369 --> 00:26:20,230 hundreds of resumes to review sometimes. 462 00:26:20,230 --> 00:26:24,373 And so I also think having a built out LinkedIn is super important because all 463 00:26:24,373 --> 00:26:28,580 you have to do is look on that LinkedIn link versus trying to maybe find a resume 464 00:26:28,580 --> 00:26:29,700 in a difficult ACS. 465 00:26:29,700 --> 00:26:33,830 LinkedIn ad is as important as a resume. 466 00:26:33,830 --> 00:26:36,670 Sometimes when we have 30 seconds to review a profile, 467 00:26:36,670 --> 00:26:40,380 You got to return you sometimes pick Are you going to redo that resume? 468 00:26:40,380 --> 00:26:43,560 We'll give you a portfolio or you review a LinkedIn profile. 469 00:26:43,560 --> 00:26:47,686 So if you have a LinkedIn profile, have everything there with portfolio, 470 00:26:47,686 --> 00:26:49,200 a website, LinkedIn etc. 471 00:26:49,200 --> 00:26:50,734 And so, yes, resumes, 472 00:26:50,734 --> 00:26:56,700 LinkedIn are essentially an introduction to who you are and that is very important. 473 00:26:56,700 --> 00:26:59,820 The next is referrals go along. 474 00:26:59,820 --> 00:27:00,669 And so typically, 475 00:27:00,669 --> 00:27:04,500 a lot of companies referrals have a different experience in applicants. 476 00:27:04,500 --> 00:27:09,284 And not every company has the recruiting bandwidth to you every applicant and close 477 00:27:09,284 --> 00:27:13,790 out with every company that I will find Netflix we do not have that bandwidth and 478 00:27:13,790 --> 00:27:17,020 so we do not follow up with people who apply to our roles. 479 00:27:17,020 --> 00:27:20,740 We will follow up if we think that we want to have a conversation with you. 480 00:27:20,740 --> 00:27:24,188 And we will not close that with you as soon as we're not going back to 481 00:27:24,188 --> 00:27:24,900 [INAUDIBLE]. 482 00:27:24,900 --> 00:27:27,520 However, referrals have a different experience. 483 00:27:27,520 --> 00:27:31,320 We should be following up with both refer and referral. 484 00:27:31,320 --> 00:27:34,095 Whether you are a fit for the role, whether you're not if it's a role, 485 00:27:34,095 --> 00:27:35,610 you might get that result. 486 00:27:35,610 --> 00:27:39,831 And so, I would recommend try going the referral route, and then have an authentic 487 00:27:39,831 --> 00:27:44,051 experience, the rural route, so, you might not know someone at the company Get to 488 00:27:44,051 --> 00:27:48,210 know someone at the company before you ask for a referral send me a Linked in message 489 00:27:48,210 --> 00:27:51,947 hey, can I still 15 minutes of your time because I'm interested in this 490 00:27:51,947 --> 00:27:55,985 role because of X Y&Z and this is also why I mentioned the real x Y&Z until ask for 491 00:27:55,985 --> 00:28:00,025 that 15 minutes but be compelling with that reach out as well could help you get 492 00:28:00,025 --> 00:28:04,005 the introduction someone who works at a company could help you get a referral to 493 00:28:04,005 --> 00:28:07,326 that company which has will help you have a better likelihood. 494 00:28:07,326 --> 00:28:09,800 Getting back. 495 00:28:13,519 --> 00:28:14,930 >> Great. 496 00:28:14,930 --> 00:28:18,820 So that being said, You've got, I've cut the recruiters attention, 497 00:28:18,820 --> 00:28:23,060 maybe they want to interview or they can set me up with an interview. 498 00:28:23,060 --> 00:28:28,774 What kind of interview questions really can be expected and 499 00:28:28,774 --> 00:28:33,915 like how can somebody stand out If they have minimal or 500 00:28:33,915 --> 00:28:41,010 only a little bit of experience Okay, >> I go first. 501 00:28:41,010 --> 00:28:45,100 I highly, highly recommend, practice talking about yourself. 502 00:28:46,260 --> 00:28:49,708 I know a bit uncomfortable because most of the time you're taught not just 503 00:28:49,708 --> 00:28:53,770 necessarily talk about yourself too often or when you're engaging with people. 504 00:28:53,770 --> 00:28:57,373 It's easier when to ask them questions in order to keep a conversation going or 505 00:28:57,373 --> 00:28:59,490 to meet someone for the first time. 506 00:28:59,490 --> 00:29:03,945 In this case, you really want to practice being able to talk about your yourself, 507 00:29:03,945 --> 00:29:06,659 your accomplishments, your achievements, but 508 00:29:06,659 --> 00:29:09,630 also be prepared to be asked about what we want. 509 00:29:09,630 --> 00:29:11,160 What are you looking for in a company? 510 00:29:11,160 --> 00:29:15,365 What are you looking for in a role, even the uncomfortable conversation around 511 00:29:15,365 --> 00:29:19,569 compensation, whether you want to talk about it or you don't, you should have 512 00:29:19,569 --> 00:29:23,800 something in mind for yourself around What do you want to make in your next role? 513 00:29:23,800 --> 00:29:27,100 Right? Look at levels comm look at Glassdoor. 514 00:29:27,100 --> 00:29:29,460 Look at those resources in order to find that information. 515 00:29:29,460 --> 00:29:33,790 But you really have to be okay with talking about yourself. 516 00:29:33,790 --> 00:29:40,210 Diving into projects that you've worked on if you're transitioning careers. 517 00:29:40,210 --> 00:29:44,671 A lot of times I asked people like So why did you decide to transition your career 518 00:29:44,671 --> 00:29:47,607 When I'm interviewing other recruiters because a lot 519 00:29:47,607 --> 00:29:51,179 of times people don't get into recruiting because they meant to, 520 00:29:51,179 --> 00:29:55,010 a lot of times people fall into it, even ask them why recruiting? 521 00:29:55,010 --> 00:29:57,248 If you're a designer, why design, why engineering? 522 00:29:57,248 --> 00:30:00,280 So I think you should be prepared to talk about yourself. 523 00:30:00,280 --> 00:30:02,100 Practice with friends and family. 524 00:30:02,100 --> 00:30:05,796 Try to get recruiter calls at companies maybe that you're not super interested 525 00:30:05,796 --> 00:30:08,676 in just so that you can practice what those motions look like. 526 00:30:08,676 --> 00:30:13,040 But a lot of times we're asking questions about, we start off with something 527 00:30:13,040 --> 00:30:16,531 maybe pretty broad about walking us through your career, and 528 00:30:16,531 --> 00:30:19,880 then we really will dive into these specific areas. 529 00:30:19,880 --> 00:30:23,339 And towards the end of the conversation, that's when we're asking a lot of these 530 00:30:23,339 --> 00:30:26,390 questions that are a bit more focused on, what's next? 531 00:30:26,390 --> 00:30:29,270 The other big area that we tend to ask is around, 532 00:30:29,270 --> 00:30:33,886 why did you decide to join a specific company, and then why did you leave it? 533 00:30:33,886 --> 00:30:37,156 Because ultimately we're trying to understand how do you make decisions, and 534 00:30:37,156 --> 00:30:39,070 why will you choose to come to my company next. 535 00:30:39,070 --> 00:30:44,940 >> One thing I will add is when you're talking about yourself, 536 00:30:44,940 --> 00:30:51,167 you got to be able to talk about the good, the bad, and the ugly. 537 00:30:51,167 --> 00:30:54,664 So I've messed up plenty of times, I'll probably mess up today something. 538 00:30:54,664 --> 00:30:58,954 But being able to talk about your mistakes, and how you rebound, 539 00:30:58,954 --> 00:31:01,452 and how you learn from your mistakes. 540 00:31:01,452 --> 00:31:06,624 And how you become a better employee or person because of where you've 541 00:31:06,624 --> 00:31:12,761 fallen short, in such a way that the interviewer unconsciously is thinking, 542 00:31:12,761 --> 00:31:16,110 they've pushed through, they get it done. 543 00:31:16,110 --> 00:31:19,858 Yeah, they might mess up, but they have resilience and 544 00:31:19,858 --> 00:31:24,580 they're able to accomplish things in the face of whatever happened. 545 00:31:24,580 --> 00:31:28,509 So, sometimes people won't talk about how they mess up. 546 00:31:28,509 --> 00:31:30,654 They'll just blame it on somebody else. 547 00:31:30,654 --> 00:31:33,632 The other team messed up, it wasn't on me. 548 00:31:33,632 --> 00:31:38,500 All that matters to how people perceive your behaviors. 549 00:31:38,500 --> 00:31:42,930 So, yeah, keep track of your mess ups for sure. 550 00:31:44,170 --> 00:31:47,754 >> I think this is perfect, again, to throw in the three H's, 551 00:31:47,754 --> 00:31:49,879 be humble, be honest, be hungry. 552 00:31:49,879 --> 00:31:52,939 As [INAUDIBLE] mentioned, really talk about yourself, 553 00:31:52,939 --> 00:31:55,095 like who you are and your show through. 554 00:31:55,095 --> 00:31:59,360 Interview questions are gonna range in every company some have more fun, 555 00:31:59,360 --> 00:32:04,174 fluffy questions, some are gonna restrict the length and so I think they can really 556 00:32:04,174 --> 00:32:08,784 make themselves more nervous in the workup for an interview when you're trying 557 00:32:08,784 --> 00:32:12,680 to prepare for every question that could possibly exist. 558 00:32:12,680 --> 00:32:14,830 And it's really just about storytelling. 559 00:32:14,830 --> 00:32:15,980 Who are you? 560 00:32:15,980 --> 00:32:17,990 As Amanda mentioned, why multiple times? 561 00:32:17,990 --> 00:32:19,630 And why it's so important? 562 00:32:19,630 --> 00:32:20,910 Why you're interviewing here? 563 00:32:20,910 --> 00:32:22,990 Why the culture lied to leave the company wide? 564 00:32:22,990 --> 00:32:26,897 What are you looking for that and I think the line is also super, 565 00:32:26,897 --> 00:32:28,534 super important as well. 566 00:32:31,597 --> 00:32:36,905 Right, is there any like specific area of study or specific languages that 567 00:32:36,905 --> 00:32:41,877 you recommend people study or focus on like something that you see that 568 00:32:41,877 --> 00:32:47,402 is really hot right now let's just see a lot of companies looking for? 569 00:32:47,402 --> 00:32:48,678 SQL, >> SQL. 570 00:32:48,678 --> 00:32:54,680 >> I mean, from my personal clip, that's debatable.So 571 00:32:54,680 --> 00:33:01,430 I think this is a really great example of it depends, right? 572 00:33:01,430 --> 00:33:06,240 Because this every different companies are going to use different technologies. 573 00:33:06,240 --> 00:33:08,358 And be a larger organization, 574 00:33:08,358 --> 00:33:12,440 not like Netflix that maybe an Oracle might still be using. 575 00:33:12,440 --> 00:33:13,655 What is it like? 576 00:33:13,655 --> 00:33:17,280 J-tube E which is like a Java type framework of some sort. 577 00:33:17,280 --> 00:33:19,783 I haven't seen that in a really long time, 578 00:33:19,783 --> 00:33:23,310 but versus like newer companies might be using it. 579 00:33:23,310 --> 00:33:25,520 React and view on the front end. 580 00:33:25,520 --> 00:33:29,015 So I think it really depends on where that company is what they might be 581 00:33:29,015 --> 00:33:30,430 transitioning to. 582 00:33:30,430 --> 00:33:34,265 Like when I first started recruiting Angular was the biggest thing with front 583 00:33:34,265 --> 00:33:36,390 end and no, it's not Not so much anymore. 584 00:33:36,390 --> 00:33:41,304 So technology evolves so often that companies are going to be using different 585 00:33:41,304 --> 00:33:44,690 technologies depending on what they decide to use. 586 00:33:44,690 --> 00:33:47,753 So I wouldn't at this stage in their career, 587 00:33:47,753 --> 00:33:52,752 I don't know if I would tell people to focus on any one language I would more 588 00:33:52,752 --> 00:33:57,210 think about what's important to your You're part of the stack. 589 00:33:57,210 --> 00:33:58,400 That's not it, I guess. 590 00:33:58,400 --> 00:34:01,603 So like if you're a front end versus a back end engineer, right, 591 00:34:01,603 --> 00:34:05,508 more like what are those languages and frameworks that matter versus being like 592 00:34:05,508 --> 00:34:08,910 a hardware engineer trying to learn and it just doesn't make sense. 593 00:34:08,910 --> 00:34:13,782 So, ultimately, the answers it depends on I wouldn't focus 594 00:34:13,782 --> 00:34:18,610 too much on that until you like yeah, I don't know. 595 00:34:18,610 --> 00:34:20,151 I wouldn't focus too much on it right now. 596 00:34:22,000 --> 00:34:30,630 >> I think I would try to be language agnostic as you can. 597 00:34:30,630 --> 00:34:34,440 Technology has changed and will continue to change. 598 00:34:34,440 --> 00:34:38,147 Like somebody mentioned, Angular used to be super hot in the front end JavaScript 599 00:34:38,147 --> 00:34:42,080 space, but now it's really React However, this is also the Bay Area and new talking. 600 00:34:42,080 --> 00:34:46,720 I very much know various parts of the US are very Angular heavy here in the day. 601 00:34:46,720 --> 00:34:50,680 I think most of you very react heavy when it comes to more of the front end space. 602 00:34:50,680 --> 00:34:53,997 And so once again, technology changes year after year, but 603 00:34:53,997 --> 00:34:58,240 it also depends on where you're located, what size of the company work out. 604 00:34:58,240 --> 00:35:02,036 And so I think being a language agnostic could be a good idea or 605 00:35:02,036 --> 00:35:05,620 specializing in one ave a side hobby have a side project. 606 00:35:05,620 --> 00:35:08,601 So maybe if you're a back end developer using Java, and 607 00:35:08,601 --> 00:35:12,662 you pick up some JavaScript enzyme and that way you become more of a full stack 608 00:35:12,662 --> 00:35:16,740 oriented engineer that means to be able to be more diverse engineer as well. 609 00:35:19,880 --> 00:35:24,040 Smoothly as an engineer, you will constantly be learning, 610 00:35:24,040 --> 00:35:28,370 you will always need to pick up a new framework or down the line. 611 00:35:28,370 --> 00:35:31,700 A new language as an engineer will always be learning. 612 00:35:31,700 --> 00:35:32,666 You will never or 613 00:35:32,666 --> 00:35:37,540 almost never go to a company that has the exact same tech stack as the one prior. 614 00:35:37,540 --> 00:35:40,100 There's always something new that's going to need to be learned. 615 00:35:40,100 --> 00:35:42,370 And that's something recruiters understand. 616 00:35:42,370 --> 00:35:45,976 finding someone who's has the exact tech stack that you're currently working 617 00:35:45,976 --> 00:35:47,640 with is almost impossible. 618 00:35:47,640 --> 00:35:50,590 So realistically, as an engineer, you will always be learning. 619 00:35:50,590 --> 00:35:52,830 This is just the beginning. 620 00:35:52,830 --> 00:35:54,766 You might be learning a little bit more but 621 00:35:54,766 --> 00:35:57,210 it's really Never going to stop which is exciting. 622 00:35:58,820 --> 00:36:02,648 Also add I agree even some companies have internal frameworks that are completely 623 00:36:02,648 --> 00:36:05,490 different than what your probably your specialization is. 624 00:36:05,490 --> 00:36:10,280 And especially the larger thing companies have these really internal frameworks that 625 00:36:10,280 --> 00:36:11,730 is custom built for them. 626 00:36:11,730 --> 00:36:14,930 And so you're essentially always going to be learning or changing technology. 627 00:36:17,570 --> 00:36:18,229 Great. Well, 628 00:36:18,229 --> 00:36:20,330 that kinda leads to this next question too. 629 00:36:20,330 --> 00:36:24,913 So if a candidate doesn't match all of the job qualifications that a company is 630 00:36:24,913 --> 00:36:27,950 looking for, can they still apply for the job? 631 00:36:27,950 --> 00:36:30,868 I know we hear this a lot with the apply anyway, but, I mean, 632 00:36:30,868 --> 00:36:33,420 is that really a recommendation that you. 633 00:36:33,420 --> 00:36:36,075 Doors like genius suggests people actually do that even if they don't 634 00:36:36,075 --> 00:36:38,935 have all the skills the company's looking for, all the qualifications. 635 00:36:38,935 --> 00:36:40,950 >> 100%. 636 00:36:40,950 --> 00:36:46,068 I still lean on what I said before, which is Nobody is gonna 637 00:36:46,068 --> 00:36:51,300 have the exact same tech stack as what you're looking for. 638 00:36:51,300 --> 00:36:52,983 So, as a recruiter, 639 00:36:52,983 --> 00:36:58,210 what we do is we ask hiring managers what what is most critical? 640 00:36:58,210 --> 00:37:00,400 Is it language specific that's most critical? 641 00:37:00,400 --> 00:37:05,409 is it A certain job responsibility that they're gonna have, that's most important, 642 00:37:05,409 --> 00:37:09,335 like which aspects of these responsibilities that we're putting on 643 00:37:09,335 --> 00:37:13,780 the job description are actually most critical to us making a hire. 644 00:37:13,780 --> 00:37:17,879 And so that's what, like, we need to consider as recruiters when it comes to, 645 00:37:17,879 --> 00:37:22,100 can we interview who we reach out to, how we guide people from the process? 646 00:37:22,100 --> 00:37:25,611 How we break even guide our interviewers and make sure that they're testing on 647 00:37:25,611 --> 00:37:28,710 the things that are actually important to us as a as an organization. 648 00:37:28,710 --> 00:37:35,300 So, so I would say yes, even if you felt fit the job description, exactly. 649 00:37:35,300 --> 00:37:36,910 You should still apply. 650 00:37:36,910 --> 00:37:40,875 I would say there should be some overlap right, the room could still resonate 651 00:37:40,875 --> 00:37:44,850 with you, but It's okay not to have every single skill set that's on there. 652 00:37:48,530 --> 00:37:53,078 >> Yeah, I think it's, this one is more that like the onus is one like 653 00:37:53,078 --> 00:37:56,790 the hiring team manager and the recruiter. 654 00:37:56,790 --> 00:38:01,170 Like if I have a position that requires 7 years to 10 years of design, 655 00:38:01,170 --> 00:38:04,450 lead experience, designing experience. 656 00:38:04,450 --> 00:38:08,232 You have three like, it's gonna be tough for you to be the design leader, 657 00:38:08,232 --> 00:38:10,970 a senior designer at my company, right? 658 00:38:10,970 --> 00:38:12,810 So maybe don't apply, right? 659 00:38:12,810 --> 00:38:17,319 But I think if I'm doing my thing I'm sourcing and I'm looking at people, 660 00:38:17,319 --> 00:38:21,050 someone had applied with six years of experience. 661 00:38:21,050 --> 00:38:25,596 I like certain companies like I will I will give them the time of day to see what 662 00:38:25,596 --> 00:38:30,353 is it about them that made them want to apply right like It's not always black and 663 00:38:30,353 --> 00:38:33,834 white because I think we, I do find diamonds in the rough or 664 00:38:33,834 --> 00:38:38,736 people that have like that, that whether it's a culture ad or just something that 665 00:38:38,736 --> 00:38:43,708 makes them unique to the role and like my gosh, like they weren't, like exactly 666 00:38:43,708 --> 00:38:48,370 fit experience wise but wow, like they blew us away in this thing or that way. 667 00:38:49,950 --> 00:38:54,544 I mean, I'm gonna call him out like it depends, you know, but don't apply for 668 00:38:54,544 --> 00:38:58,247 like stuff that you're like grossly like, not qualified for, 669 00:38:58,247 --> 00:39:02,910 like have have a surgical approach at like where you're trying to apply for it and 670 00:39:02,910 --> 00:39:06,570 really hone in on those kinds of roles at different companies. 671 00:39:08,710 --> 00:39:10,020 Yeah, it just depends. 672 00:39:11,840 --> 00:39:15,144 I'm going to give you all Nether a depends as well, but it truly depends 673 00:39:15,144 --> 00:39:16,334 >> [LAUGH] 674 00:39:16,334 --> 00:39:17,394 >> Around I think, 675 00:39:17,394 --> 00:39:21,941 what are the qualifications for the role and years of experience where I 676 00:39:21,941 --> 00:39:26,334 really kind of I try to try to push the boundaries As I've mentioned, 677 00:39:26,334 --> 00:39:31,333 there is a lot of learning and learning that we always need to do whether it's in 678 00:39:31,333 --> 00:39:33,759 recruiting in the diversity space and 679 00:39:33,759 --> 00:39:38,152 one thing as well that I think a lot of learnings years of experience on 680 00:39:38,152 --> 00:39:42,990 the background doesn't really represent someone's experience. 681 00:39:42,990 --> 00:39:44,360 As represent how hungry they are. 682 00:39:44,360 --> 00:39:47,351 You could have previous experience and being hungry as you 683 00:39:47,351 --> 00:39:51,195 might show up better or better than a couple years of experience you and so, 684 00:39:51,195 --> 00:39:53,881 I think for me the qualifications are one thing, but 685 00:39:53,881 --> 00:39:57,667 usually the experience is truly situational depending on who that person 686 00:39:57,667 --> 00:40:02,204 is and how hungry or how much grit you have I think the next thing for 687 00:40:02,204 --> 00:40:06,410 me which I am very passionate about is the women community. 688 00:40:06,410 --> 00:40:09,724 There is data that shows that women do not apply to roles and 689 00:40:09,724 --> 00:40:14,392 a larger percent I forget the number at a larger percent than men because they think 690 00:40:14,392 --> 00:40:17,120 they may not be a fit for a role apply to the role. 691 00:40:18,140 --> 00:40:20,470 And the apply the roll and just we'll see kind of where it goes. 692 00:40:20,470 --> 00:40:23,950 But I also agree, if you think you know, you're not the most steady if you're 693 00:40:23,950 --> 00:40:27,696 missing multiple things, it might not make the most sense you might not hear back but 694 00:40:27,696 --> 00:40:30,070 if it's a few things that you think you're missing, 695 00:40:30,070 --> 00:40:31,680 I think you should shoot your shot. 696 00:40:33,450 --> 00:40:39,086 I think that the percentage like to 40 to 60% of women like will not apply. 697 00:40:39,086 --> 00:40:44,140 Man, I'm, I have like six out of the 10 things I'm like and like men will have, 698 00:40:44,140 --> 00:40:48,920 like, three of the 10 things and Yeah, and they'll ask for top dollar. 699 00:40:48,920 --> 00:40:50,990 It's like God. 700 00:40:50,990 --> 00:40:52,900 I'm so sorry. 701 00:40:52,900 --> 00:40:54,200 It was events. 702 00:40:54,200 --> 00:40:57,150 That's a good point, Michael, for sure. 703 00:40:58,340 --> 00:40:59,900 >> No that's a pretty popular statistic. 704 00:40:59,900 --> 00:41:00,630 I've heard it as well. 705 00:41:00,630 --> 00:41:02,606 I was thinking that when I asked the question, 706 00:41:02,606 --> 00:41:05,860 that was kind of thinking about how you hear that women oftentimes will not. 707 00:41:07,350 --> 00:41:11,383 Just take that leap and try to apply just because they don't have all six out of 708 00:41:11,383 --> 00:41:14,880 seven, or they really only have six out of seven qualifications. 709 00:41:14,880 --> 00:41:16,750 So thank you. I appreciate your feedback on that. 710 00:41:16,750 --> 00:41:21,170 And we have about 10 minutes left. 711 00:41:21,170 --> 00:41:24,397 So I'm going to go ahead and jump into the chat here and 712 00:41:24,397 --> 00:41:29,010 see some of the q&a that we've had from our students and People joining us. 713 00:41:29,010 --> 00:41:32,767 I'm gonna scroll up here to the top and it looks like the first one I see is from 714 00:41:32,767 --> 00:41:35,175 Paisly but I think that we kind of answered that, 715 00:41:35,175 --> 00:41:39,291 she was asking "How imperative visit the candidates know given coding language, 716 00:41:39,291 --> 00:41:41,758 if not so much what are key indicators of ability or 717 00:41:41,758 --> 00:41:45,940 experience that recruiters look for?" I think you kind of covered that already. 718 00:41:45,940 --> 00:41:47,450 So I'm going to. 719 00:41:48,980 --> 00:41:53,205 Unless you have anything to add to that cuz I know you said it just don't really 720 00:41:53,205 --> 00:41:57,105 focus on one was kinda the general consensus that you all seems to have in 721 00:41:57,105 --> 00:41:57,760 that area. 722 00:41:59,140 --> 00:42:03,651 But if you wanna speak to that, like he indicators like you know, so 723 00:42:03,651 --> 00:42:09,115 pay somebody to have this you know they need Maybe they specialize and they've got 724 00:42:09,115 --> 00:42:14,440 react experienced and they know some go but they don't know Java or something. 725 00:42:14,440 --> 00:42:17,280 But like otherwise what would be a way that somebody would stand out? 726 00:42:17,280 --> 00:42:20,142 Like, is there an ability or skill that you would look for specifically, 727 00:42:20,142 --> 00:42:23,710 that would be like, maybe I'll consider this person, even though they don't have. 728 00:42:24,860 --> 00:42:26,590 If you don't know this language. 729 00:42:26,590 --> 00:42:30,043 What would make you think that a person has the ability to learn that language so 730 00:42:30,043 --> 00:42:31,940 that you give him the benefit of the doubt. 731 00:42:33,130 --> 00:42:37,050 If that makes sense. 732 00:42:37,050 --> 00:42:40,666 >> To be honest I think these are things that happened a little bit later 733 00:42:40,666 --> 00:42:44,917 in the process during technical either technical screens prior to the downside 734 00:42:44,917 --> 00:42:48,790 and maybe technical screen during the outside or so then. 735 00:42:48,790 --> 00:42:53,824 recruiter phone screen does go back a little bit to what is the team looking for 736 00:42:53,824 --> 00:42:58,238 so if recruiter is talking to someone who is experienced in react but 737 00:42:58,238 --> 00:43:03,274 they need to code and go, that recruiter should know on that initial call is go 738 00:43:03,274 --> 00:43:08,308 a must have or is it a nice to have and so when you're talking to the candidate, 739 00:43:08,308 --> 00:43:13,342 you can still explain to them that we are Bringing in people of any language but 740 00:43:13,342 --> 00:43:17,120 go something you're gonna need to learn later on. 741 00:43:17,120 --> 00:43:19,947 And then when it comes to those technical screens, 742 00:43:19,947 --> 00:43:23,894 making sure that your interviewers are ready to assess people on either 743 00:43:23,894 --> 00:43:26,326 the language that they're proficient in or 744 00:43:26,326 --> 00:43:30,530 on other aspects of being an engineer like, can they still problem solve? 745 00:43:30,530 --> 00:43:33,570 How do they pseudo code this problem? 746 00:43:33,570 --> 00:43:35,836 So get to an answer that We're looking for 747 00:43:35,836 --> 00:43:39,440 how does this person communicate with other engineers? 748 00:43:39,440 --> 00:43:42,017 How do they, how do they communicate their 749 00:43:42,017 --> 00:43:46,890 thought process of how they're ultimately probably solving this problem, and 750 00:43:46,890 --> 00:43:52,380 then also feedback whether it's a entry level mid level junior or senior engineer. 751 00:43:52,380 --> 00:43:54,592 One of the things that we're always looking for 752 00:43:54,592 --> 00:43:56,637 is how does this person receive feedback and 753 00:43:56,637 --> 00:44:00,520 then incorporate that into how they're going to solve the problem going forward. 754 00:44:00,520 --> 00:44:03,260 So there's definitely other things that you can look for. 755 00:44:03,260 --> 00:44:06,060 That shows that this person is going to be a good engineer. 756 00:44:06,060 --> 00:44:11,920 That is not super language specific Man, I love that and plus. 757 00:44:13,720 --> 00:44:17,087 So, we're technical recruiters and we have a technical background but 758 00:44:17,087 --> 00:44:19,760 I've been steady calm sigh I didn't go to a boot camp. 759 00:44:19,760 --> 00:44:20,920 I'm not actually a student. 760 00:44:20,920 --> 00:44:24,768 And so we need you to help us learn about you to so 761 00:44:24,768 --> 00:44:28,380 we can essentially assess and you. 762 00:44:28,380 --> 00:44:33,031 One quick example is, I was recruiting for a JavaScript UI role, 763 00:44:33,031 --> 00:44:37,939 working out some CPU applications at Netflix, and requirements for 764 00:44:37,939 --> 00:44:42,760 this team is react, and we did not have the bandwidth to hire someone 765 00:44:42,760 --> 00:44:47,930 who didn't have react experience with current projects today. 766 00:44:47,930 --> 00:44:49,524 I was interviewing the candidate, and 767 00:44:49,524 --> 00:44:51,770 they did not have react experience professionally. 768 00:44:51,770 --> 00:44:53,940 They had some react experience as a side hobby. 769 00:44:53,940 --> 00:44:55,440 They're building an app. 770 00:44:55,440 --> 00:44:57,130 We're working on it. 771 00:44:57,130 --> 00:44:59,500 However we actually hired that person. 772 00:44:59,500 --> 00:45:03,090 I'm but the story that this person told me was, hey, when I started this company, 773 00:45:03,090 --> 00:45:05,900 I didn't have Angular experience we learned in six months. 774 00:45:05,900 --> 00:45:08,770 And so I'm confident that I can learn I can start now. 775 00:45:08,770 --> 00:45:09,850 In three to six months of that. 776 00:45:09,850 --> 00:45:12,307 And so, because they shared that story with me, like, wow, 777 00:45:12,307 --> 00:45:15,146 they may not have had this when they joined their previous company, but 778 00:45:15,146 --> 00:45:16,860 they learned it in six months. 779 00:45:16,860 --> 00:45:18,200 That really helps me show it. 780 00:45:18,200 --> 00:45:19,170 But you know what? 781 00:45:19,170 --> 00:45:20,340 They don't have it today. 782 00:45:20,340 --> 00:45:23,471 They've demonstrated they can adapt to learning curve and 783 00:45:23,471 --> 00:45:26,640 the full amount of time that I need that kind of forward. 784 00:45:26,640 --> 00:45:27,690 We hired that person. 785 00:45:28,790 --> 00:45:29,620 No joke. 786 00:45:29,620 --> 00:45:32,250 This person is the strongest react developer on that team. 787 00:45:32,250 --> 00:45:35,448 And so I think it really goes to show you you might not have the experience, 788 00:45:35,448 --> 00:45:37,880 how can you demonstrate your past experience? 789 00:45:37,880 --> 00:45:38,839 And how hungry are you to learn? 790 00:45:41,899 --> 00:45:45,986 >> I love that like I have heard you demonstrate that you are adaptable you 791 00:45:45,986 --> 00:45:50,550 use that word specifically and I think that's really good thank you so much. 792 00:45:50,550 --> 00:45:51,050 Yeah. 793 00:45:52,440 --> 00:45:54,070 So let me go ahead and continue to scroll. 794 00:45:55,210 --> 00:45:56,420 Signs for you and Ricky. 795 00:45:56,420 --> 00:46:01,156 Erica is asking how do you stay humble when you're 796 00:46:01,156 --> 00:46:06,155 trying to showcase your best self to the recruiter? 797 00:46:06,155 --> 00:46:08,370 [INAUDIBLE] Because you were the first one to bring it up. 798 00:46:08,370 --> 00:46:11,241 I'm picking >> Yeah, I mean, 799 00:46:11,241 --> 00:46:15,827 I just think you I don't know I just just gotta like not think 800 00:46:15,827 --> 00:46:21,130 the way you come off talk like how you talk about yourself. 801 00:46:21,130 --> 00:46:25,665 Like I think especially, and I kind of struggle with this Ember, 802 00:46:25,665 --> 00:46:30,197 like when I was in I interviewed I got a job at Nike back in the day and 803 00:46:30,197 --> 00:46:35,950 the interviewer At the end of it, he was hey man, can I give you some feedback? 804 00:46:35,950 --> 00:46:40,720 And I'm, no, feedback on the call with this director. 805 00:46:40,720 --> 00:46:43,170 And he, I was sure, crying. 806 00:46:43,170 --> 00:46:44,324 And he said, and 807 00:46:44,324 --> 00:46:49,700 then he gave the person on the other line happened to be an LGBTQ BiPAP person. 808 00:46:51,300 --> 00:46:56,285 They said hey, like, I could tell that you have done really great work, 809 00:46:56,285 --> 00:46:59,430 you've done a lot of good things. 810 00:46:59,430 --> 00:47:00,831 Give yourself credit, 811 00:47:00,831 --> 00:47:04,480 like you don't need to talk like it was a privilege to do this. 812 00:47:04,480 --> 00:47:06,620 It was an honor to do that. 813 00:47:06,620 --> 00:47:11,090 He says people of color and women tend to talk about themselves as like, my gosh, 814 00:47:11,090 --> 00:47:15,350 we were able to be put in a position to do like you gave yourself credit. 815 00:47:15,350 --> 00:47:18,983 So talk about how you executed things, how you did the programs, 816 00:47:18,983 --> 00:47:20,710 how you lead the initiatives. 817 00:47:22,100 --> 00:47:23,230 And that always stuck with me. 818 00:47:23,230 --> 00:47:29,410 So I tried in my own way to cut a Have like that positive posture for myself. 819 00:47:29,410 --> 00:47:33,310 I try to think about how I would teach my son to talk about himself. 820 00:47:33,310 --> 00:47:38,563 But you also can't come off as your hot stuff cocky bravado, 821 00:47:38,563 --> 00:47:43,713 it's just turns off it just so I think being able to engage in 822 00:47:43,713 --> 00:47:50,210 a positive manner about yourself >Is just that comes off as humble for me. 823 00:47:51,920 --> 00:47:55,070 >> So I'll definitely double down on what Enrique was saying about. 824 00:47:55,070 --> 00:47:59,130 I'm thinking specifically like the language that women use. 825 00:47:59,130 --> 00:48:03,893 A lot of times women are more likely to use the language when really 826 00:48:03,893 --> 00:48:08,914 they mean right I noticed this the last time that I was interviewing, 827 00:48:08,914 --> 00:48:13,860 which, when you're the only recruiter, why are you saying me? 828 00:48:13,860 --> 00:48:17,895 Why did I say why do I use that language when really there was no one else it was 829 00:48:17,895 --> 00:48:18,740 just me. 830 00:48:18,740 --> 00:48:23,179 So, women really use we versus I and that's also something that has to do with 831 00:48:23,179 --> 00:48:27,895 us training interviewers around being conscious around that kind of language and 832 00:48:27,895 --> 00:48:32,520 just asking You mentioned we but who specifically worked on that project? 833 00:48:32,520 --> 00:48:37,290 Anyway, so that's a little bit of a side note to how to be humble in an interview. 834 00:48:37,290 --> 00:48:40,149 But that is something that's really important when you're thinking about your 835 00:48:40,149 --> 00:48:43,220 language in an interview and how to really highlight yourself. 836 00:48:43,220 --> 00:48:44,806 One of the things that I look for 837 00:48:44,806 --> 00:48:49,140 when it comes to someone who's humble is actually how they talk about other people. 838 00:48:49,140 --> 00:48:53,738 And I think Enrique had mentioned this before, which is How do you 839 00:48:53,738 --> 00:48:58,510 interact with your other employees and people that you work with? 840 00:48:58,510 --> 00:49:00,120 Are you putting them down? 841 00:49:00,120 --> 00:49:03,720 Or are you taking ownership over what went right, what went wrong? 842 00:49:03,720 --> 00:49:07,895 So I think how you talk about other people at your organization actually really 843 00:49:07,895 --> 00:49:11,190 matters a lot to showing Humble self awareness as well. 844 00:49:11,190 --> 00:49:15,252 And of course, I think we all have some interesting antidotes where somebody was 845 00:49:15,252 --> 00:49:19,015 humble and I don't necessarily want to share them now, but it can be pretty 846 00:49:19,015 --> 00:49:22,740 obvious around who is who's going to be a good fit for your organization. 847 00:49:22,740 --> 00:49:26,728 And that can also really come down to values fit for your team as well as is 848 00:49:26,728 --> 00:49:30,449 this person going to be self aware of what they bring to the table and 849 00:49:30,449 --> 00:49:32,527 what they have to continue to learn? 850 00:49:35,559 --> 00:49:40,206 There is, I agree with everything, I think there's a fine line between 851 00:49:40,206 --> 00:49:44,929 remaining humble, but also remaining confident in your work as well, so 852 00:49:44,929 --> 00:49:49,880 just like the weeds Amanda mentioned like I, but it's definitely tricky but 853 00:49:49,880 --> 00:49:54,859 I think that once in a couple of minutes versus competent competence as well. 854 00:49:54,859 --> 00:49:58,340 Well, you know what [INAUDIBLE], actually we have time now. 855 00:49:58,340 --> 00:50:00,930 I know we had a couple more Q and A questions. 856 00:50:00,930 --> 00:50:01,430 I'm sorry. 857 00:50:01,430 --> 00:50:05,048 We were not able to get to those., it's just been so, so much good conversation 858 00:50:05,048 --> 00:50:08,570 today and a lot of good questions and you all have had some great answers. 859 00:50:08,570 --> 00:50:12,329 At this time we're gonna go ahead and start our networking Hopping makes 860 00:50:12,329 --> 00:50:15,060 networking super simple for all of you attendees. 861 00:50:15,060 --> 00:50:15,920 It's super easy. 862 00:50:15,920 --> 00:50:17,090 Here's how it works. 863 00:50:17,090 --> 00:50:20,360 You click on the networking link on the left side of the screen. 864 00:50:20,360 --> 00:50:23,270 Turn on your camera and microphone so people can see and hear you. 865 00:50:24,420 --> 00:50:26,269 You will be randomly paired with another person and 866 00:50:26,269 --> 00:50:28,360 you'll have three minutes to chat. 867 00:50:28,360 --> 00:50:30,207 If you decide you wanna stay in touch with that person, 868 00:50:30,207 --> 00:50:31,380 you can click the connect button. 869 00:50:31,380 --> 00:50:33,764 And if they also decide to share their information with you, 870 00:50:33,764 --> 00:50:35,110 then you're both connected. 871 00:50:35,110 --> 00:50:37,633 And don't worry if you decide not to share your information or 872 00:50:37,633 --> 00:50:40,835 you don't feel comfortable, the other person will know during the session, 873 00:50:40,835 --> 00:50:42,310 so there's no awkwardness there. 874 00:50:42,310 --> 00:50:43,710 All right. 875 00:50:43,710 --> 00:50:47,240 You can leave the video call at any time, although we hope this doesn't happen. 876 00:50:47,240 --> 00:50:50,639 If someone acts inappropriate and they don't please do make sure you flag them 877 00:50:50,639 --> 00:50:52,760 and we'll Be notified them take action on that. 878 00:50:52,760 --> 00:50:56,030 So we want everybody to be comfortable, [INAUDIBLE] safe space. 879 00:50:56,030 --> 00:50:58,370 So thank you all so much. 880 00:50:58,370 --> 00:51:00,160 I really appreciate you all showing up. 881 00:51:00,160 --> 00:51:03,220 You've had some great answers to these questions. 882 00:51:03,220 --> 00:51:05,990 Some of them are hard. 883 00:51:05,990 --> 00:51:08,930 So thanks so much for being here today. 884 00:51:08,930 --> 00:51:09,805 >> Thank you, Amber. 885 00:51:09,805 --> 00:51:12,050 [CROSSTALK] >> Have a good day. 886 00:51:12,050 --> 00:51:12,750 >> Bye. See you.