September 14, 2018 (updated October 13, 2020) Published by Dennis Velco
Getting coverage for business launch, new service, successes, and milestones can be difficult. Press releases are still an essential part of getting the word out about your business or organization. Using press release distribution services are great, but no certainty that your press release will see the light of day or be targeted to the LGBT professional community you seek.
OutBüro is the fastest growing LGBT professional and entrepreneur focused website with great page ranking. On OutBüro you have a platform to promote your business/organization in many ways. We’ll always remain professionally focused office friendly even if that means excluding some segments that have plenty of coverage elsewhere. Your news will not be competing with circuit party ads or Hollywood gossip.
Free Press Release Submission – Self Serve
After joining OutBüro for free, complete your personal profile. On your profile, you have the ability to submit articles to promote your business products, services and industry similar to submitting articles on LinkedIn. After your submitted article is reviewed and approved it will become part of the OutBüro main blog. Be sure to choose the category “Press Release” and other categories as pertinent. Contact us to potentially add categories. Be sure to add a great captivating featured image too.
Press Release – Full SEO Optimization and Leverage the OutBüro Growing Online Universe
At OutBüro we know how to maximize the search engine results for your press release. We leverage full-page text and image optimization techniques targeting the LGBT professional and entrepreneur. We can do the same to expand that to your niche market if not solely LGBT focused. Not only would it appear branded on our blog, we’ve built an off-site social media distribution network that includes our own LinkedIn LGBT Professional Networking Group with 45,000 global members. Submit your press release for a small fee to cover the cost of our time in editing, SEO optimizing, image cost and image editing and our time is socially promoting your news.
Create A Group on OutBüro
You are amazing at what you do. Demonstrate it by being a leader on OutBüro. Start a business/organization, industry or topic-focused group in where you are the group administrator. Post regularly, invite your network to it and engage your audience. As your group grows and you engage you will be viewed as the leader in your field and can turn that into opportunities.
Online LGBT Business Citation
Add your LGBT company/organization or company seeking LGBT employees to the OutBüro company directory. After joining OutBüro, anyone may add a company/organization of any size and anywhere in the world for free. The free listing has limitation such as no website URL, no social media links and cannot list if they have LGBT friendly company policies. Gain the full features and demonstrate your support of the LGBT community with a full feature listing. There is a non-profit rate with full feature too.
After adding your company OutBüro company directory invite staff and volunteers to join OutBüro and rate/review your business/organization from their LGBT employee/volunteer perspective. Additionally add your business QueerReviews business listing for customers/clients to rate/review your organization, its products or services from a public perspective. Have them share what a great experience they have working for you. We have company review guidelines and moderate when necessary.
June 19, 2018 (updated June 18, 2019) Published by Dennis Velco
Coming out is hard. Coming out at work is another level for many. Having an employer that is LGBT+ supportive goes a long way to support the individual and the community by creating visibility and awareness. Join us and rate your employer anonymously from your LGBT perspective at www.OutBuro.com.
Any employer. Any size. Anywhere in the world.
LGBT Friendly policies are wonderful and appreciated. They, however, do not 100% guarantee an LGBT+ work-life experience of unicorns and rainbows. If sexual harassment policies that have been in place in the US since the late 1970’s and weekly news of high profile cases are evidence. It’s clear that policies alone are not enough. Additionally, self-reporting by management is not enough. All things to be and maintain greatness needs a level of checks and balances. Management needs to hear what they are doing great as well as what needs attention. We allow this while maintaining your anonymity. Just keep it professional with facts. (See below: Is OutBüro a site for disgruntled LGBT current and past employees to just rant and vent?)
Click the JP Morgan Chase logo to be taken to their company rating listing. Just log in or create a free account. Be sure to review the Company Rating Guidelines as well as the articles below for a good overview.
Do you work for another company and would like to review them? AWESOME.
Navigate to the OutBüro Companies and Reviews page. Search for your recent past and current employers. If not present just add them using the Employee option for free. Then when it’s approved search for the company and then ADD A REVIEW. Simple as that. Remember this portion of the site maintains your anonymity. Just don’t provide too much detail in your review that the employer can easily identify you if you believe it will be an issue.
May 10, 2018 (updated October 12, 2020) Published by Dennis Velco
With over a growing network reach of over 63 thousand gay, lesbian, bisexual, transgender, and queer professionals, OutBüro is a huge resource that will assist you to attract and close top-tier diversity talent. Candidates utilize the website to research companies, compose and read testimonials, employer reviews/ratings, locate new job opportunities, and professional networking. As a company, efficiently managing your business’s existence on OutBüro will help you put your very best foot forward with those candidates validating your LGBT-friendly policies and work culture.
1. Showcase your company brand
When you add/claim your business listing you are able to:
Add/edit a business description featuring LGBT recruiting-centric content as much as possible
Indicate the LGBT important policies in place
Indicate your diversity vendor practices
Invite all your current employees to review/rate you on OutBüro to reveal candidates exactly what it is like to work in your business
Add your OutBüro Company Review rating to your company HR home page with a link to it on OutBüro
Write press releases showcasing your OutBüro score and LGBT inclusive work environment
Publish content directly on the OutBüro blog – activities and employee spotlights for example
Directly network with OutBüro members and within our OutBüro on LinkedIn group
Potential to be featured in OutBüro member communications
Participating in the first and only Company Reviews/Ratings for the LGBT global community can enable you to magnify your quality candidate reach and acquisition.
2. Monitor and respond to reviews/rating feedback
OutBüro is a go-to website for LGBT employees to provide anonymous company reviews/ratings with both general work topics and LGBT related interests. Fifty-two percent of active job seekers browse employee testimonials at the onset of their job hunt before talking with a business recruiter or hiring manager.
Make it a point to track and react to reviews and opinions on interviews since they’re posted. Thank people for their time submitting a review, no matter if it is negative or positive overall, and handle any complaints noted. When some do raise a negative experience working at your company, it may be a legitimate opportunity to improve. Others might be an issue of culture match–so do everything you can to become responsive and transparent.
On average, 9 in 10 job seekers find company reviews useful when studying about a prospective new employer. Further, 70 percent state their feeling of a business is enhanced after viewing them positively respond to a negative review/rating critique. It demonstrates that the company is engaged and cares.
3. Post Jobs
When diversity LGBT candidates are exploring your company brand, make it simple for them to discover relevant job opportunities directly on OutBüro. Eighty-nine percent of OutBüro users are actively searching for new career opportunities or might be open to new opportunities if contacted. Since job seekers have likely researched the company prior to submitting their application, they are normally higher quality candidates than people from other job boards that are not focused on the LGBT working force and professional community.
OutBüro is a new site yet, founded on proven tactics to be an important instrument for applicants and, due to our focused growing member base, can be a rather valuable tool for companies like yours. Candidates utilize the website in order to investigate companies they are thinking about working at. Your active presence can go a long way in making the difference in attracting new talent and retaining your current employees, versus losing them to your rival.
April 25, 2018 (updated August 15, 2019) Published by Dennis Velco
Your talent acquisition group works hard to develop LGBT candidate pipelines for all your company’s job roles. Trying to identify gay, lesbian, transgender, bisexual, queer candidates on traditional job boards is difficult. On your own company job board candidates don’t always self-identify as LGBTQ due to past recruiting and employment issues including discrimination. You need to be out loud and proactive to attract quality LGBTQ diversity and inclusion candidates.
Diversity hiring is the most embraced recruiting trend with 78 percent of talent acquisition leaders responding that they are tackling hiring diverse talent, head on. Why? Well, 78% of companies indicated they are prioritizing diversity to improve culture, and 62% are doing so to boost financial performance.*
The LGBTQ population crosses all other demographics. Therefore a strong LGBTQ talent cultivation effort will also yield candidates fitting other top diversity categories as well. LGBTQ people all ages, all genders, all races, all ethnic backgrounds, practice all religions, in all socioeconomic category, all branches of armed services, and all levels of abilities and disabilities. One might conclude that putting forth a concentrated effort on LGBTQ recruiting can ensure you meet all your diversity recruiting goals and targets.
Biggest barriers to diversity recruiting
38% of responding recruiters stated that finding diversity candidates is their toughest job.*
27% stated retaining their diversity employees is a huge problem. *
14% stated their biggest barrier is getting diversity applicants through the interview process.*
8% indicated they have a problem getting diversity candidates to accept their offer of employment.*
Only 14% indicated none of these issues apply to them.*
Think about your company. How, if and where do these apply to you? What internally can be done to improve?
42% of diversity recruiting fails due to the bias of the interviewer.* Ensure all persons involved in the interview process are trained and aligned with the company mission of diversity, inclusion, and belonging.
LGBT candidates want to hear from you
40-45% of potential candidates are extremely to very interested in hearing from prospecting recruiters with another 30% somewhat interested.* That is 70-75% who are very receptive to hearing from diversity recruiters seeking to fill positions.
70% of candidates are passive and 30% active. This means that diversity recruiters must find LGBT candidates who are not actively looking for another job at this time. Talent goes online to explore new opportunities with 60% using job boards (76% of those are satisfied in their current role), 56% leveraging social networks, and 50% utilizing word of mouth. OutBüro fills all three of these areas with a focus on LGBT professionals.*
Making the calls and getting it right
The very last thing you want is to lose the very best candidates due to bad processes and interactions. You just might if your gay, lesbian, bisexual, transgender, and queer candidates have a bad interview experience.
No matter how well you well you pitch your open job during a phone interview, most are still unsure about the job and company until the interview. Getting the interview right win will over top talent and getting it wrong can severely hurt your recruiting effort.
83% of applicants say a negative interview experience can change their mind about a job or company they once liked. While 87% of applicants say a positive interview experience and sway them about a job or company.* Those are huge numbers that you cannot afford to ignore.
Steps to attracting quality LGBTQ diversity candidates:
Leverage the OutBüro’s Job Portal with a growing database of active and passive LGBTQ candidates.
Enhance your company’s reputation in the LGBTQ community by inviting your current and recent past employees to rate/review your company on OutBüro’s Company Reviews. If your company is currently present simply claim it, and if not you may add it and claim it in one process. OutBüro’s Company Reviews are for any company or organization of any size and in any location globally. Complete your company profile including the required responses if your company as the following policies and practices in place:
Sexual orientation non-discrimination policy
Gender identity non-discrimination
Domestic partner benefits
Supports LGBTQ equality globally (if it operates in more than one country)
LGBT inclusion competency
Public commitment to LGBTQ equality (Tip: participating on OutBüro is one way to demonstrate this)
Requires similar policies for contractors and vendors
Get involved in OutBüro’s online community by connecting directly with professionals and creating relationships to woo the passive candidate
Create a Group in OutBüro’s related to your company brand, industry, product, services or other topics of interest that can demonstrate your leadership in the space. Be the first on industry topic so that your competitors will forever wish they took that position of authority first and had all the privileges that come with being a group admin/owner such as being able to directly communicate with all group members even if not connects one to one.
Post articles via your profile that will become part of OutBüro’s blogs and be distributed in its weekly new blog update email to all site members. Available to premium members accessed from your profile main menu under “Articles”.
During the initial call, communicate the job requirements inquiring if it might be a good fit for the candidate.
If yes, then continue to describe your company and include your diversity culture with every candidate. Include a quick rundown of the above-mentioned policies if you have them. If you do not have ones mentioned you might strongly consider being clear about that too. It will inform those that fit a diversity category and for those that don’t, it will convey the company policies and culture. Even if someone it’s a diversity candidate it’s important they know from the outset what kind of culture you have and striving to support.
If things continue to go well, be sure to review the interview process. If a candidate is to come to your location be sure to include detailed instructions on access to the location such as if there are security checkpoints to go through. Your interview staff does not communicate significant logistics to applicants.
Follow up with an email confirming the time, location, and logistics. It seems apparent to assume to bring multiple hard copies of their resume, but still, include that in your follow up email so it clear.
On the phone and in this email describe who the applicant will be meeting with. Not being clear about the logistics can be stressful for applicants which and lead them to appear flustered or annoyed during an interview. Being clear and upfront creates an easy experience for all.
Ensure people on your interview team know how to interview in a structured manner to ensure consistency from an applicant to applicant. Bear in mind, interviewing does not come naturally to everybody. Strong cooperation between your HR staff and the hiring staff can alleviate these difficulties. Hold an interviewer training to examine the way to evaluate and participate talent, such as what to not. Your team’s recruitment experience, along with your hiring team’s domain experience, will cause a much better interview experience for everybody. Also, ensure everyone understands the company’s diversity, inclusion and belonging mission since 43% of diversity recruiting fails due to interviewer bias.*
Ensure your interview team is prepared. They know the process and schedule including requirements to follow up with candidate feedback in a timely manner. Boost efficiency and cooperation by sending an interview prep checklist to all important stakeholders. This can help them know what they can do to prepare for interviews so that they leave a favorable impression on the candidates. Remember that the candidate is interviewing the company as much as the company is interviewing the candidate.
Provide the candidate feedback in a timely manner. On several occasions recently I have had friends tell me they received an offer from companies they interviewed with 3-4 months prior. In the meantime, they heard nothing and moved on to other opportunities. The companies on each occasion missed out on great talent. In the process, the company reputation within that circle of friends has been tarnished. Leaving your applicants hanging may turn a fantastic interview encounter sour. Do not let this happen. Collect and discuss interview comments as swiftly as possible to ensure all candidates understand where they stand. Be timely.
Review all touch points you have both internally and with your candidates. Ask for honest constructive feedback to improve, from candidates that didn’t cut the mustard. Be open to new ideas. Seek to be ever evolving to be more inclusive as well as improving your processes. Candidate polls can be an excellent source of advice, as can article comments – such as the articles you submit on the OutBüro blog via your profile – Submit Articles.