LGBTQ Corporate Equality Focused Employers Want to Hire YOU [Video] - OutBuro LGBT Employer Branding Workplace Company Ratings Reviews Monitoring

LGBTQ Corporate Equality Focused Employers Want to Hire You

Many corporations and other employers who focus on LGBTQ Corporate Equality are actively seeking you to join their organization. They are working hard to develop and maintain an LGBTQ friendly workplace that celebrates diversity, inclusion. Many studies have proven that doing so helps the company thrive by increasing productivity, creative problem solving and its financial bottom line.

Add your LGBTQ professional profile on OutBüro (OutBuro.com) and complete it as much as possible to unlock all the online community features. Indicate your if you are passively or actively seeking a new job opportunity, your willingness to trave and your willingness to relocate. It makes it easy for recruiters to find just the candidate they are looking for – YOU.

When logged into your OutBüro account you will see your community navigation area in the right column.

Current Employment Status

1. Choose About to view your professional profile.

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2. Scroll down to find the Current Employment Status area and then Click the Edit button.

Current Employement Status Edit - OutBuro - LGBTQ Corporate Equality Employer Branding Company Ratings Reviews Monitoring gay lesbian Professional Profile

3. Make the appropriate choices.

Current Employement Status Select - OutBuro - LGBTQ Corporate Equality Employer Branding Company Ratings Reviews Monitoring gay lesbian Professional Profile

4. Click the blue Save button.

5. As with nearly every profile field, you have control over the level of visibility of each. The button label will display the current setting and by clicking it you may make a change if you desire. The choices are:

  • Public (non-logged-in site visitor may be able to see it although we require persons to be registered and logged in to view all areas of the community features)
  • Site Members
  • Friends Only
  • Only Me
Current Employement Status Visiblity - OutBuro - LGBTQ Corporate Equality Employer Branding Company Ratings Reviews Monitoring gay lesbian Professional Profile

Willingness to Relocate

Once on your profile About page via the steps above, scroll to find the Willingness to Relocate section, choose Edit, make your selection and click Save.

Willingness to Relocate - OutBuro - LGBTQ Corporate Equality Employer Branding Company Ratings Reviews Monitoring gay lesbian Professional Profile

Willingness to Travel

Once on your profile About page via the steps above, scroll to find the Willingness to Travel section, choose Edit, make your selection and click Save.

Willingness to Travel - OutBuro - LGBTQ Corporate Equality Employer Branding Company Ratings Reviews Monitoring gay lesbian Professional Profile

Complete at least 50% of your profile fields to unlock all the site’s community features.

5 Ways You Should Be Using OutBüro as an Employer - LGBT Employees Rate Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

5 Ways You Should Be Using OutBüro as an Employer

You likely already know that being an LGBTQ friendly employer is great for your business work culture and financial bottom line. OutBüro can be a tremendous resource to help you attract and grab top-tier gay, lesbian, bisexual, transgender, and queer (LGBTQ) talent. OutBüro was launched in mid-2018 by Dennis Velco leveraging the over 10 years of founding, growing, and moderating LinkedIn’s largest LGBT professional networking group with 45,000 global members. A large focus of OutBüro is to be growing resource for candidates to use the site to research employers, write and read reviews, network with other professionals, and find new job opportunities with LGBTQ inclusive and friendly employers. As an employer, effectively managing your organization’s presence on OutBüro can help you put your best foot forward with these candidates and support your HRC Corporate Equality Index scoring if on or seeking to be on that listing.

Check out a recent article about OutBüro on Forbes.com titled, “How OutBuro.com is Leading the Way for Career-Minded Employees”.

1. Showcase your company brand

Join Now - OutBuro LGBT Employer Reviews Rating Gay Professional Network Lesbian Business Networking Diversity Recruiting Jobs Company Queer Bisexual TransgenderIf you haven’t done so already, sign up for a free user account and complete your personal professional profile. Afterward, you may either add the company for free with limited features or for a small fee add the company with full features and control of the company content. The full-featured listing allows you to indicate the LGBTQ inclusive benefits and policies you provide no matter your company size. For companies already on the HRC Corporate Equality Index (CEI) this is another opportunity for you to demonstrate you diverse, inclusive and welcoming work environment. For companies out of HRC’s scope, this is your opportunity to publicly show your support for your LGBTQ employees no matter your company size or location worldwide.

Full company listings provide the ability for a robust company description, photos, videos, social media links, and opportunity to showcase your LGBTQ inclusive policies, your employees and more.

2. Invite LGBTQ Employees to Rate Your Company

Get the accolades you deserve for making your company an awesome place to work. After your company listing is established, invite all your employees to come to OutBüro and rate your company from their unique LGBTQ perspective. This will demonstrate that in addition to having policies, your company is an outstanding place to work as an LGBTQ employee. This will be a great insight for future potential candidates and entice them to apply for your jobs. You are free to be creative and leverage postings on our site. Or contact us for employee marketing collateral about OutBüro.

The site is self-governing meaning inappropriate postings may be flagged for review. We also have company review guidelines and community standards.

Monitor and respond to reviews and interview feedback

OutBüro is the go-to and only site for employer reviews by LGBTQ employee. Launched in mid-2018 the site is growing. As members discover and read reviews at the start of their job search prior to speaking with a company recruiter or hiring manager you have the opportunity in influence their decision to work for your company knowing it is a welcoming and safe workplace that promotes diversity and inclusion.

Make it a point to monitor and respond to reviews and feedback on reviews as they are posted. Thank people for their time spent submitting a review, whether it is positive or negative overall, and address any complaints mentioned. While some complaints may be valid opportunities for improvement, others may be a matter of culture fit—so do your best to be transparent. Most job seekers find the employer perspective useful when learning about a company, and the majority say their perception of a company improves after seeing the company respond to a review.

3. Post Jobs

To achieve and maintain a 100% score on the HRC Corporate Equality Index the 2019 scoring requirements companies must now demonstrate they are actively recruiting within the LGBTQ community (requirement 3.C.1). OutBüro can be an active part when LGBTQ candidates are researching your employer brand, make it easy for them to find relevant job opportunities right on OutBüro. Users are either promote themselves professionally through connection and blogging on OutBüro, actively looking for jobs or would consider better opportunities. Since candidates have often researched organizations before submitting an application on general sites provide them the opportunity to learn more about you LGBTQ friendly work environment on OutBüro. They tend to be higher quality than those from other job boards who “spray and pray.”

Contact us to learn about our ability to capture your job posting directly from your current company job portal or provide a data feed.

4. Launch a Company Group

Start a group on OutBüro for current, past, and prospective employees no matter the company size. For large dispersed organizations, it is a great way for employees to connect while choosing their level of being public or anonymous off the company own network. Be the first to start another group about your industry to guide and shape the dialog as a leader.

5. Post Content

Increase your brand awareness with LGBTQ professionals. With a free OutBüro user account you may post content directly to our blog from your profile. Consider posting content such as press releases, industry news, LGBTQ employee profile features, LGBTQ employee resource group news, and events.

Conclusion

OutBüro is a growing valuable tool for gay, lesbian, bisexual, transgender, queer professionals for networking and as passive or active job seekers. It is also a quite valuable tool for employers. Candidates use the site to determine where they are interested in working, and your presence there can be the difference between attracting a top-tier candidate or losing them to a competitor.

 


Are you aware of an LGBT owned business or community non-profit we should inform our readers about?  Contact us with an LGBT owned business lead or news tip.

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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