This is going to be hard hitting on some people, but we need to stop relying on the words Diversity and Inclusion. Why? Because the modern institution of diversity and inclusion allows companies to pat themselves on the back for doing a few things, while allowing them to fall short on the promise they made to minority employees. Simply relying on D&I is limiting us on how we look at recruiting and retaining diverse talent. Although I firmly stand behind the values and meaning surrounding D&I, the institutions companies have created around D&I need to be redefined and expanded to the point where current definitions of diversity and inclusion are considered obsolete.
As an executive recruiter, I specialize in the area of diversity recruiting. However, my goal is for the candidates and clients we match to grow together through their career and business practices. What we've realized is that diversity initiatives alone may not be enough to ensure success. Companies may be able to attract multicultural talent, but when there is no real effort in transforming culture, D&I policies and initiatives that exist to make diverse voices feel valued and respected are bound to fail. Diverse employees will not be able to thrive within the company and will leave the company within a year or two at most. Whereas clients that actively promote, celebrate, and empower diversity, equity, and inclusion (DEI) are where we see our clients and candidates thrive and grow together for years to come.
If the culture isn’t already inclusive, you’re not ready for diversity
When companies start seriously thinking about diversity and inclusion, it is typically an afterthought based on complaints by unhappy employees, or an exodus of minority employees. Even the name “Diversity and Inclusion” seems to imply that the order is diversity THEN inclusion. However, a design set up on securing vast amounts of diversity talent before establishing a culture of inclusivity is already designed to fail. Before companies seek to expand in hiring diverse mindsets, they should observe the diversity that already exists within the office and ensure that inclusive practices already exist within the workplace for current employees (ex: parents, age groups, gender). When the company then seeks to attract new forms of diversity, they can simply expand on those practice already in place and create new policies as needed rather than scrambling to create something from scratch.
‘Diversity first’ puts the burden on minorities to create inclusion
For many companies the reality of ‘diversity first’ has already hit and they are scrambling to create inclusion programs. Unfortunately, this is putting an undue burden on minority employees who have been tasked with either learning to adapt to a non-inclusive environment or with designing inclusion for themselves and others like them in the company. Both of these tasks require minority employees to take on responsibility above and beyond what their job calls for. This can have long lasting effects on their performance, efficiency, and longevity within the company.
D&I means nothing if the corporate system isn’t equitable
Equity within the workplace starts with understanding that there are underlying, and often unacknowledged, biases built within organizations that favor some groups of people over others. Furthermore, equity is acknowledging the role of systematic privilege in the success of some employees over other employees due to underlying biases. Therefore, equitable policies are those that help to bridge the gap between marginalized groups of employees while addressing and eliminating corporate bias by recognizing what was/is needed to be successful based on previous skills, tasks, or abilities. Equitable policies should seek to provide supplemental training for all employees who need to refresh their skills, diversify performance matrix by recognizing multiple forms of success, establish clear promotion tracks to eliminate bias in management, and establish pay brackets across management levels to eliminate wage gaps for similar work.
D&I shouldn’t be limited to a department in Human Resources
When many people think of diversity and inclusion they think it’s admirable, but it’s also not their problem. D&I has been reduced to a department out of HR rather than a movement within the company. In reality, DEI should be an ideology held by all members of the company that affects every business decision from hiring, to expanding a product line, to finalizing a marketing campaign. When D&I is siloed within HR, employees and hiring managers are able to brush it off as a responsibility that only exists for HR when they should be the ones at the forefront to create an inclusive and equitable environment for employees and colleagues.
Diversity is a movement, not a mandate
A movement serves as a force that revolutionizes the values and decision making process of a company, leaving no process untouched. Although hiring multicultural talent is beneficial toward improving diversity of thought, if companies do not take active steps to foster a multicultural movement then diverse thinkers will feel marginalized and excluded, stifling your employee’s ability to fully participate in the culture of the company. Therefore if companies want multicultural talent, they need to take the time and resources to ensure that multiculturalism is fully implemented into the vision and culture of the company to ensure the promise of diversity, inclusion, and equity is fulfilled.
The problem with modern D&I is that companies will stop at creating a D&I department thinking that is enough without changing company culture, practices, and values. The movement toward valuing diversity has to extend further than the work that has already been done in modern day D&I departments and needs to extend far past diversity and inclusion to ensure an equitable work place as well. Companies need to step away from the siloed D&I model in HR and begin transitioning a DEI corporate culture that transforms the values held within the company, within management, and within employees. It isn’t until we embrace the movement that is diversity and ensure the success of all voices that we can really begin to say that the American corporation has succeeded in creating a diverse, equitable, and inclusive workplace.
You might be wondering why an Executive Recruiter is so hung up on the DEI issue, it is because we want our clients to thrive and they will thrive when they set themselves up for it by incorporating a successful DEI process in which the STAR Diverse Talent we recruit for them will shine and be able to bring all they have to the company including their diverse thought process, ideologies and new product ideas to serve other markets. This is only part of a 30 page guide which will be made available to prospective clients within the month on how to ensure DEI. If you would like to receive this guide the second it comes out, please sign up at www.dcaprosearch.com/diversity-guide-signup.html
Congratulations! You have accepted a job offer at another company and are ready to make the transition. You’ve turned in your two weeks and started packing up your desk. All of a sudden, your current boss calls you into his office and out of his files pulls out a counter offer for you to stay. What do you do? Do you take it or do you politely decline and finish your packing? This is the decision the majority of employees face when choosing to leave to another company. Counter offers are all too common, and over 60% of employees will receive a company offer before switching companies. Even though the counter may seem persuasive, it’s still probably not the best option for you or your career for a number of reasons.
1)The company may not be keeping you for the right reasons
It may be flattering that the company wants to keep you, but the question you should be asking is “why they want to keep you.” The hard truth is that the reason they want to keep you so bad is because training someone new takes a lot of time and money. Although they may have given you a nice raise, or even a promotion, the amount they would have spent training someone else would have cost a lot more. It may still be true that they want to keep you for your irreplaceable work ethic, but hiring costs were also a factor.
2)Your salary increase has to be coming from somewhere
For most companies, budgets are approved at the beginning of the fiscal quarter or year. What that means for you is that pay raises and bonuses do not come out of thin air. The monetary increase included in your counter offer had to come from another pot, and in most cases that pot was yours. The bonus or raise you may have gotten later that year is gone the second you accept the counter offer. Therefore, you actually are not getting anything extra that you wouldn’t have already gotten before.
3)There was a reason you wanted to leave
Think back to when you were still weighing the pros and cons of the new company and your current company. There was a reason you chose to leave your current company to pursue the new opportunity. These may have involved company culture, people, career growth, benefits, or pay. If you go with the counter offer, nothing will change. The company culture will remain the same, you will be working with the same people, and even if you did get a raise, more benefits, or a promotion these will just postpone the next time you move up in your career. The new company is offering to reboot your career, their recruiters find value in you and the move may even surprise you.
4)Trust between you and your employer is not what it was before.
Once you turned in your letter of resignation to your boss, you told them your intentions to leave for greener pastures. They know that there are certain benefits that another company is offering you that persuaded you to want to leave, and if you could be persuaded once what keeps you from getting persuaded again? Even if you accept the counter offer, your relationship with the company won’t return back to normal for months or even years. This distrust may harm your career the next time it’s time for a promotion, or even keep you from accessing certain parts of the business.
5)You burnt the bridge with the other company
The other company is putting their trust in you. You have already accepted the offer, and you have given them your word that you would work with them. By going against your word you are tarnishing your brand and your image with the company. If you don’t like it, then there is a much higher chance that your current company will hire you back than the other company taking a chance on you again. Your chances of being given another offer with the same company later in your career have dramatically decreased.
We understand that counter offers can be tempting and sometimes even over-whelming. However, by making the switch you will advance your career and gain a new set of skills in a new environment that will help you grow. If you are thinking about leaving your current company but don’t know where to start, contact us and we will get the ball rolling toward new opportunities.
Think back to when you were a recent graduate from college. You were probably twenty-two, nervous about adulting for the first time in the real world, and were fighting for what you thought was your dream job, or any job for that matter. Seventy-five percent of professionals today still do similar work to what they were doing right out of college. However, fret not. If you do not like what you are doing, you can be part of the one in four Americans who do successfully switch industries, but only if you take the right steps. Before you even consider switching industries, you need to educate yourself about the steps you need to take and implications it may have on your career.
1) Understand Your Transferable Skills
Think that a marketer at Under Armour and USAA have nothing in common? Think again. You would be surprised how many transferable skills you can pull from one industry to another. Employees today develop a diverse set of skills that can be applied in any number of roles. Think about the Under Armour employee. She spends all day creating programs to sort through data and numbers, but so do the USAA marketers when identifying consumer segments and targeting. How about a cultural anthropologist? He spends his day analyzing human daily life to write detailed ethnographies of human culture. So does an Under Armour researcher when they look at consumer behavior and qualitative data. Take a look into your skill set, and you would be surprised how much it may match up with your dream job.
2) Everything Is About to Change
You’re currently the marketing director in the banking industry. You like your job, but you want to get into product marketing and branding at a CPG company. Do not expect that all the benefits you get in the banking industry are going to carry over to the CPG industry. The first thing that professionals notice when switching industries is the difference in salaries. When you are switching industries you have to brace yourself for a number of changes from salary and daily tasks to brand positioning and a number of details. In your new role you are going to be tested to see if you can adjust. Do not let the shock of change keep you from excelling.
3) Do You Want to Change Industries or Change Jobs?
When making your pro and con list make sure the reasons you want to change industries are not job specific. Many people think that because they do not like what they are doing at their current jobs means they won’t like what they would be doing at any job in the industry. Although jobs in the same industry will be similar, they will not be identical. A lot of what makes a job great or terrible is management and who you are working for. Try researching similar positions in the same industry to see how they differ among companies.
4) Tailor Your Resume to Your New Industry
The tools that got you into your current industry won’t get you into a new industry. When you enter a new industry, find the skills and experience that are valued by companies in the industry and tailor your application materials to those in the industry. Your cover letter and resume should reflect why you want to change industries, and what makes you qualified to do so. Ask people in your LinkedIn network to help you craft you new materials. However, if you need more guidance contact us and we will help you successfully make the switch.
The year is 2018, and like it or not social media is here to stay. Nowadays most people use Snapchat, Instagram, Facebook, Pinterest, Twitter, YouTube, and it seems like a hundred other websites and apps. However, the most important of all of these for your career is LinkedIn. A lot of people think that simply having a LinkedIn account is enough because recruiters do not actually look at them, but that could not be further from the truth. LinkedIn is often the first impression recruiters have of a candidate. That’s why it is to your benefit to spend time to ensure you have an up-to-date and engaging profile. There are common mistakes people make that give recruiters a negative impression that you want to avoid.
The Headless Business Man
As a recruiter we want to get to know you. By adding professional picture you instantly make a connection with employers and recruiters. Many people will use company logos, event dates, or brands to promote projects they are currently working on. However, this removes the human connection that social media is supposed to bring. When choosing a picture, choose a professional picture that depicts your most authentic self. The smile and the eyes are a reflection into the heart. Always select a headshot without background clutter.
You Are Accomplished… So What
Under your company and position you have your roles and responsibilities. It is great that you recognize and celebrate your achievements, but do other people? Recommendations from past employers, and senior management are not only impressive, but they build trust. As recruiters we take recommendations at face value. If other people have recognized your accomplishments and skills, we know that you are not tooting your own horn.
Not Understanding the Value of The Secret Search Sections
You might not be aware that there are several highly searchable areas within your linked account that you should take advantage of by including your keywords and titles. It’s even OK to repeat them. The more times you repeat these keywords, the higher your profile will come out in the results page. These highly searchable sections are: Headline (120 characters under your name), Summary Field (a lot of space to work with here), Current Title (100 characters. Use all characters by including your title, but also keywords associated with the job such as: Account Director, advertising, digital, brand, multicultural…). Other searchable areas are: Company Name and Location. The more you include the keywords a recruiter would use when conducting a search, the higher you will appear in the search results.
Not Growing Your Network
You might have been led to believe that size does not matter. In the case of your LinkedIn profile, size does matter. The amount of network connections you have demonstrates your influence in the industry you are associated with. We will have a better impression of candidates who have 500 connections or more but we also understand that this might not be possible if you are just starting out in your career so we take that into consideration as long as you have a solid and complete profile that provides a clear picture of your experience and skills. It’s still important to have a few endorsements within your profile.
You don’t care
What is worse than not having a LinkedIn Profile? Having a LinkedIn Profile with nothing on it. We use LinkedIn to understand your work experience, and skill set. When candidates just put their work history and past positions on LinkedIn with nothing else, it is hard to tell if they have the skills employers are looking for. The more you have on your profile the more you show that you care about your career progression and the more we have to work off of. A complete professional profile is a reflection of you and your passion for your job and skills. It’s a reflection of how much you care about yourself and how others see you. If we come across a profile that has been given no attention and has few network connections, we won’t bother to reach out to you. That’s how important it is to work on your profile and keep it updated and maintained. It’s the difference between being wooed and being ignored by recruiters.
LinkedIn is the first impression that recruiters and employers have of you. For candidates looking for a new job, LinkedIn should be a top priority for you to perfect. Not sure if you LinkedIn Profile shows your experience as well as you would like? Contact us DCAProsearch and we will work with you to make sure it meets and exceeds industry standards.
Great news, the Director of Marketing moved onto a new company and now there is an open position for you to move up. However, it’s not just you who wants to move up, every senior manager in the company is now eyeing that position. You know you deserve a promotion. We know you deserve a promotion. However, does your boss know you deserve a promotion? If you want to prove that you are the one for the position, there are a few things you should do early in your career to prove you are Director Material.
1) Celebrate Your Successes
Pay attention to what is important to your boss and do all you can to work on those specific areas in ways that will help your boss succeed. The whole point of making yourself visible is to make your boss’s job easier not harder. Although you should not boast, you should let your successes be known. Send your boss updates of what you are working on, and ask for feedback to know how you could be doing more to help him and the team reach the goals. It is up to you to make yourself visible by allowing your boss to repeatedly have a direct window into the value you bring to the company.
2) Let Your Goals Be Known
As simple as it may seem, the best way to get the upper level position you’ve been striving for is to let your boss know your goals early on in your career and work toward them. If you let your goals be known, the whole world will conspire to make it happen. You have already expressed the passion to excel and grow with the company, you have gone above and beyond in your work and have kept your boss updated on achievements, you’ve shown a great attitude and won everyone’s respect, so it makes their decision a no-brainer who to promote when a new position that matches your skills appears.
3) Be Open to Change
Not all jobs offer such rapid career development than others. If you are in a position where you have to wait for someone to retire to get promoted, you may want to look for opportunities in other office locations. Although your Marketing Director is young and in good health, the Marketing Director of the Latin America division just retired. You’re qualified for the position. The company has expressed interest in you. The only problem is the position is in Mexico City. You have two choices, remain stagnant in your position, or challenge yourself and advance your career. Allow yourself the opportunity to expand both professionally and personally.
4) Diversify Your Skill Set
What stands out about any person the most is their ability to take on new challenges. You get noticed when you are focused on solutions, rather than problems. Being focused in this way helps you see, recognize and seize opportunities others may not. You may eyeing the Director of Marketing position, but that does not mean all you should be doing is marketing based. When your boss comes to you asking for you to do market research for a new market the company is expanding into, accept the task as a challenge. Not only will you grow your skills, but you will prove yourself qualified to move to other areas of the company. You may find that you loved conducting market research, and your boss will be so impressed he may consider you for the new Director of Diversity and Multicultural position.
5) Know Your Career Progression
Thursday comes after Wednesday. Five comes after four, but what comes after Senior Manager? It’s not your boss’ job to make sure your career is progressing as it should. One of the main reasons people do not get promoted is because they do not know where they should be in their career. Always know what your next two steps will be and work toward them. Not sure what your next step is? Contact us to learn where you should be heading in your career. At DCAProSearch, we strive to equip you for success.