It’s a tough job market out there. In April of this year, the unemployment rate in the United States reached 14.7% — a percentage unparalleled since the aftermath of the Great Depression.
Turns out there is still at least one industry hiring: technology.
And it’s not just the largest players that are recruiting. The New York Times recently reported that many tech startups focusing on health, learning, fitness, and gaming — among others — are expanding and seeing an infusion of investment.
This trend has led both established professionals and individuals entering the job market to look at tech as their main prospect for employment.
I work for a global nonprofit called Out in Tech, which unites the LGBTQ+ tech community and serves 40,000 members around the world. To better serve our members, many of whom are currently job-seeking, we have been organizing a series of workshops with recruiters to provide practical tips on standing out as a candidate.
During our first iteration of Out in Tech Talks | Career Edition in June, our panelists offered some astounding data and insights:
• Mona Khalil from Greenhouse Software revealed that referrals account for 40% of offers.
• Avantha Arachchi from Bombshell noted that recruiters spend only 1-3 seconds looking at resumes before deciding if they should go further.
• Amin Gates from LinkedIn said that profiles with up-to-date work experiences received eight times more views and 10 times more messages.
• Jarvis Sam from Nike provided tips on figuring out if a company is LGBTQ+ friendly.
Aside from the valuable content our attendees left with, there was another important reason why this event was a success: It was built with inclusivity top of mind.
If you are in the process of organizing a virtual event, whether you are a recruiter or a community organizer, I’ve compiled a list of five tips you can use to create inclusive and safe event environments.