CANDIDATE MATCHING FORM
WE’RE SO EXCITED TO PARTNER WITH YOUR TEAM TO ACCELERATE YOUR HIRING EFFORTS, WITH CURATED CANDIDATE MATCHING FOR TARGETED OUTREACH. PLEASE READ THE FOLLOWING DETAILS AND COMPLETE THE FORM BELOW TO GET STARTED!
All candidate matching requests must be included in a sponsorship package. If you are interested in curated candidate matching as a stand-alone option – please email Sponsor@lesbianswhotech.org.
Understanding Our Candidate Matching Process
- Step 1 :: Post jobs on include. The number of job postings your team has in our partnership is detailed in your invoice. This step must be completed before filling out the form below & moving forward with the candidate matching process. Deadline June 10th.
- Step 2 :: Complete the form below sharing information about the candidates you’re looking for up to 2 job postings. The roles you select are entirely up to you. The form below will tell us more about who you are looking to hire which will allow us to curate an incredible list of candidates for your review. Deadline June 10th.
- Step 3 :: We’ll send back an excel sheet with 10 candidates that match the 2 job postings you share below (20 candidates total). Deadline June 17th.
- Step 4 :: Your team will highlight up to 5 candidates on the list of 20 that you would like us to introduce you to via a personal email. Deadline June 20th.
- Step 5 :: In the curated candidate spreadsheet we’ll send to you, your team will also share with us 1 recruiter and 1 senior leader we can introduce to your top picks for each role. For more active job seekers, introducing a recruiter is usually best. For more long term passive candidates, introducing a senior leader, or techie is best strategy. Deadline June 20th.
- Step 6 :: We will introduce your team to your top 5 candidates via a personal email & provide additional support where needed. Deadline June 30th.
While we are responsible for sourcing qualified candidates – Your team will have the freedom to execute your recruitment process internally.
Strategies we’ve seen be successful:
- Make sure you’re on the same page with the hiring manager for the role: HMs should prioritize skills and qualifications, and shouldn’t set unrealistic standards for potential candidates. Instead of letting them give you a wish list of qualifications, make them drill down to the basics. What skills and qualities does a candidate absolutely need to have in order to succeed in the role? The list you come up with will be your guide when filling out this form.
- Communication is key: Just as in any relationship, love between you and the candidate relies on communication. Timely, consistent, and clear communication always comes full circle. Every employee is busy -, especially in these times. But, treating candidates politely and getting back to those who you’ve connected with is the right thing to do, and it will save you time in the long run. You’ll increase your positive reputation, build your prospective employee pipeline, and receive referrals from current employees.
- Focus on skills and not degrees/backgrounds: Start to view diversity as a skill. Techies with non-traditional backgrounds don’t have the educational qualifications that teams usually look for. Their resumes and their LinkedIn profiles will reflect this, often placing much more emphasis on personal or open-source projects than on educational or work experiences. But these candidates can be just as skilled as ones who have the “right” markers! This means they can be the solution to the theory that there is a pipeline shortage of diverse tech talent facing the industry today.