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3 Ways You Should Be Using OutBüro in Recruiting LGBT Candidates

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
  • Photographs
  • Videos
  • 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/ratings 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 does 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.

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OutBuro - 15 Ways to Improve Diversity LGBT Candidate Cultivation - LGBT Employer Company Reviews Directory GLBT Gay Lesbian Bisexual Transgender Queer Professional Community Job Portal Board

15 Ways to Improve Diversity LGBT Candidate Cultivation

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.

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Steps to attracting quality LGBTQ diversity candidates:

  1. Leverage the OutBüro’s Job Portal with a growing database of active and passive LGBTQ candidates.
  2. 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:
    1. Sexual orientation non-discrimination policy
    2. Gender identity non-discrimination
    3. Domestic partner benefits
    4. Supports LGBTQ equality globally (if it operates in more than one country)
    5. LGBT inclusion competency
    6. Public commitment to LGBTQ equality (Tip: participating on OutBüro is one way to demonstrate this)
    7. Requires similar policies for contractors and vendors
  3. Get involved in OutBüro’s online community by connecting directly with professionals and creating relationships to woo the passive candidate
  4. 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.
  5. 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”.
  6. Join OutBüro’s LinkedIn Group – the largest LGBT professional networking group on LinkedIn.
  7. During the initial call, communicate the job requirements inquiring if it might be a good fit for the candidate.
  8. 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.
  9. 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.
  10. 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.
  1. 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.
  2. 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.*
  3. 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.
  4. 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.
  5. 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.

Data source:

* – 2018 LinkedIn Talent Trends Report

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Celebrating 10 Years – LinkedIn’s Largest LGBTQ Entrepreneur and Professional Community Group Anniversary

March 2018 – LinkedIn’s first and largest (44,600+ members) LGBTQ entrepreneur, business, start-up, and professional community networking group turns a whopping 10 years old.  The group founder, curator, and moderator Dennis Velco recently launched OutBüro as a vehicle to expand the group for LGBTQ professions and startups to connect, engage and collaborate to a degree beyond the features and scope of a LinkedIn group.

OutBüro provides the majority of its online growing resources and services for free to gay, lesbian, transgender, bisexual and queer business owners and professionals.  It also has a premium level membership for business owners and organizations seeking to present their industry knowledge and connect with the professional LGBTQ community through its platform.

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Join for Free

Join us on the main OutBüro site.  Sign up for free to enjoy the vast majority of services.

Join as Premium with 20% off – through end of March

During our celebration of reaching 10 years on LinkedIn we invite you to join OutBüro at the Premium level to unlock the sites full current features (and expanding) from now through the end of March 2018 at 20% off standard Premium level annual membership with the coupon code of “10YEARS-20”.  This does not apply to the Premium monthly membership plan.

OutBüro filling a need in the LGBTQ business community

LinkedIn has been a great platform and OutBüro will continue to nurture the group as a service of the now dedicated OutBüro platform.  Building the group on LinkedIn has been a wonderful learning process and I value what it has and can continue to provide.

The LGBTQ community is ready for a dedicated platform that allows us being fully out professionally alongside our sexual identities.  We are ready to leverage our community to create relationships that support our professional careers, our current businesses, and start-up endeavors.

Too many LGBTQ people are still professionally in the closet, especially on sites such as LinkedIn.  For most, even joining an LGBTQ group on LinkedIn is not considered an option so they are missing out on the networking potential that our LinkedIn group offers – even with LinkedIn’s limited group features.

We are striving to be a safe accepting open place on OutBüro while fostering and nurturing the strengths on the profession and business sides of our lives.  I believe OutBüro will not only strengthen the individual and LGBTQ community but the communities where we live, our employers and the community at large.

OutBüro Job Portal – For Recruiters, Diversity/Inclusion Professionals, and Jobseekers

As we grow we will be placing emphasis on expanding our Job Portal as a premier location for LGBTQ job seekers to locate employment opportunities with companies that are specifically seeking LGBTQ candidates.  We will be actively seeking companies ready to post their jobs on OutBüro and partnering with organizations who facilitate companies in moving toward an open and inclusive environment.

For companies seeking diversity and inclusion candidate applications, OutBüro currently offers the ability to network with the community members and post open jobs.  We are planning exciting new features in our job portal as our online community grows with robust applicant searching, applicant management and open job push notification to active job seekers to name a few.  Future features will also include robust job seeker abilities much as you find on major job portals.

OutBüro Provides a Focused Niche Audience to Target Your Message

As a premium site member whether you are LGBTQ or seeking to participate with the LGBTQ community, you have the option to post press releases, news and information about your company and industry.  See the following for more information:

LGBT Entrepreneurs Lead with Content – Contribute Articles to OutBüro

Build Your Business and Personal Brand in the LGBTQ Business and Professional Community

Journalist – Freelance writers

We are seeking journalists/freelance writers who would like to participate in the OutBüro community.  Any journalist/freelance writer should use the Contact form to request a conversation and potential free premium level membership so that you may post articles at no cost to you while gaining the ability to earn revenue through our affiliate program.  See the following for more information:

Build Your Business and Personal Brand in the LGBTQ Business and Professional Community

Affiliate Program Overview

We welcome and appreciate every member

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