3 Diversity Recruiting Strategies from Lyft
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Today, diversity and inclusion efforts at companies big and small are more important than ever. Across industries, businesses are prioritizing efforts to create an inclusive work culture that attracts and retains a diverse cadre of top-talent. Lyft is at the forefront of these efforts, embedding diversity and inclusion in their recruiting and HR initiatives. Join Adrianna De Battista, Technical Recruiter and Tariq Meyers, Diversity and Inclusion Leader at Lyft to learn 3 diversity recruitment strategies that are driving Lyft’s D&I efforts to: 1. Source for diversity 2. Lower interview bias (structural and unconscious) 3. Partner with allies internally and in the community
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3 Diversity Recruiting Strategies from Lyft
- 2. AGENDA Introductions 3 Diversity Recruiting Strategies from Lyft Teamable and Lever Q&A
- 3. Inclusion & Diversity Building a Path to Belonging
- 4. Our Speakers Adrianna De Battista Senior Technical Recruiter Tariq Meyers Diversity and Inclusion Manager
- 5. What does Inclusion & Diversity mean? DIVERSITY Get Invited to the Party INCLUSION Get Asked to Dance
- 6. Our Belonging Strategy Four Key Elements INCLUSION DIVERSITY PRACTICES ACCOUNTABILITY
- 7. Inclusion Create an Experience from Day -1 Transform
- 8. Diversity See people as people... 28% In Low Income Areas 99% of Rides are Safe Spaces 66% Identify as a Minority 27% Identify as Women 10% Are Vets
- 9. Rethink your pipeline strategy Lower bias in the interviews Everyone is a diversity champion Practices
- 10. Rethink your pipeline strategy Sourced Associations Education Events Anything unique Senior Leaders
- 11. Rethink your pipeline strategy Sourced Associations Education Events Anything unique Senior Leaders Referred Referral-a-thon 1:1 referral sessions Small referral groups sessions
- 12. Rethink your pipeline strategy
- 13. Rethink your pipeline strategy Sourced Associations Education Events Anything unique Senior Leaders Referred Referral-a-thon 1:1 referral sessions Small referral groups sessions Applied Filter in Unique experience Post JD’s on platforms dedicated to diverse communities
- 14. Rethink your pipeline strategy Sourced Associations Education Events Anything unique Senior Leaders Referred Referral-a-thon 1:1 referral sessions Small referral groups sessions Applied Filter in Unique experience Post JD’s on platforms dedicated to diverse communities Diverse recruiting pipeline
- 15. Rethink your pipeline strategy Lower bias in the interviews Everyone is a diversity champion Practices
- 16. Lower bias in the interview process Interviews Select each interviewers. Diverse interview panels make better decisions.
- 17. Lower bias in the interview process Interviews Select each interviewers. Diverse interview panels make better decisions. Communication Set expectations Highlight candidate’s experience Potential team fits
- 18. Lower bias in the interview process Interviews Select each interviewers. Diverse interview panels make better decisions. Communication Set expectations Highlight candidate’s experience Potential team fits Process Interviews should allow for unbiased feedback Programming test Blind grader
- 19. Rethink your pipeline strategy Lower bias in the interviews Everyone is a diversity champion...use them Practices
- 20. Everyone is a diversity champion...use them ERGs Join ERGs Learn about community Support each other Events
- 21. Everyone is a diversity champion...use them ERGs Join ERGs Learn about community Support each other Events Leadership Leaders build culture Drive direction of teams Support & sell candidates
- 22. Everyone is a diversity champion...use them ERGs Join ERGs Learn about community Support each other Events Leadership Leaders build culture Drive direction of teams Support & sell candidates Client Group Tell their stories Engagement and events They are the best Recruiters
- 23. Rethink your pipeline strategy Lower bias in the interviews Everyone is a diversity champion...use them 3 Diversity Recruiting Strategies
- 24. HOW LYFT GETS IT DONE Joe Totten Maya Humes
- 25. Hire Top Talent Faster
- 26. DIVERSITY & REFERRAL CULTURE 1. Reach underrepresented communities through existing connections within your organization. 2. Support a diversity culture by enabling all employees to become inclusion ambassadors. 3. Important channel for sourcing candidates.
- 27. A BETTER WAY TO DRIVE REFERRALS 70% average company-wide adoption rate Seamlessly integrates with your ATS System of record for referrals Employee Side
- 28. Source candidates across the major social networks 1,000 connections added per employee advanced search functionality A POWERFUL SOURCING TOOL Recruiter Side
- 29. HOW TEAMABLE PARTNERS WITH LYFT 1. Engage Lyft employees to proactively refer candidates in their networks. 2. Empower Lyft recruiters to identify passive candidates connected to current employees. 3. Optimize and track employee referral flows.
- 31. Building a diverse and inclusive culture at Lever • “Some of the most successful diversity efforts don’t start with hiring at all – they start with inclusive cultures.” • Creating a Diversity and Inclusion Taskforce • Lever’s Soundtrack to a Life
- 32. Everyone is a diversity champion
- 33. Building a diverse and inclusive culture with Lever • Rethink your pipeline strategy • Easily pull candidate profiles into one, centralized system • Automate candidate follow- ups • Lower interview bias • Customize your interview kits to ensure diverse feedback • Hide other interviewer feedback from panelists Chrome Extension Interview Kits Lever Nurture
- 34. Sign up for a demo at: www.lever.co And join these amazing companies on Lever!
- 35. Q&A Share this webinar Check out the attachments
Editor's Notes
- Good morning, good afternoon and good evening depending on where you’re joining us from today. I’d like to thank you all for joining us for an exciting and important conversation about diversity and inclusion and the role recruiting and recruiters can play in this important work. My name is Daniil Karp and I’m the Director of Marketing here at Teamable. Teamable is a referral hiring and diversity recruiting tool and we are excited to have our partners from Lever a powerful applicant tracking system, with us today.
- To start off, I’d like to thank Adrianna and Tariq from Lyft, who you’ll meet in just a second, for the work they’re doing at Lyft and for putting together this presentation. As a topic, diversity and inclusion in the workplace and to be honest in our society is entering the mainstream discourse like never before. It’s an exciting moment, but it’s also a vital moment for action. Which is why I’m looking forward to the very tactical insights Adrianna and Tariq will share with us today. After Tariq and Adrianna complete their presentation, Joe Totten from Teamable and Maya Humes from Lever will take 5 minutes to walk us through how our two organizations partner with Lyft to help operationalize their recruiting, referral hiring and D&I efforts. We’ll then set aside 15 minutes to host what I’m sure will be a lively Q&A with Adrianna and Tariq so please do stick around for that! With that I’d like to pass the baton to Adrianna and Tariq from Lyft.
- Quick speaker introductions and bios.
- Unlocked oppurtunity in the front seat that’s the core to our product
- -We know belonging is in our DNA -We know candidate experience is important -We know that the industry focuses so much on the numbers, we forget about the imprt. of retaining talent -unconscious bias training, how to take conscious action -not a culture fit, values fit What have we done to build an inclusive environment? Why is inclusive culture important? How do you partner with Rec. to build, fortify, and champion this culture? -Ready Your Environment -Create a Transformative Experience Exactly Where We’re Supposed to Be, Becoming Exactly Who We’re Meant to Be
- Who are we serving? EIR Stats How do we serve them? We build better products We have to mirrior the communties we serve z200 of the Most Diverse Cities, Nation-wide Intersectional identities Provide training for recruiters
- In order for us to unlock opportunity in the front seat, we have to reduce structural barriers at home I’m really excited so many recruiters are here and are taking time out of their day to join this webinar. We may not solve the tech crisis, but we can serve as a model community and learn from each other for long term growth and change our industry together. We will touch on all parts of the funnel and how we can affect those structural Barriers, from top of funnel (pipeline), middle of funnel (interview process), Offers and selling candidates on community with your colleagues across all orgs.
- When we think about pipeline as Recruiters we tend to think about 3 different areas, now we’ll start with sourced. Sourced: Recruiters often think only of their Soured pipeline when thinking of adding diversity to their pipelines, I agree this is important but really Recruiting pipeline is also made up of Referrals and Applicants and I believe Recruiters can infuse diversity into all three areas, with a little creativity. Let’s start with the most widely used approach, Sourcing. Research. This can be done with a quick internet search. Let’s say you're hiring for a Lawyer, what key words can you search for cultural diversity to find qualified candidates? Do your research on these communities and associations like you would for a new job description. Many great colleges also can indicate if a candidate has a background or is culturally or ethnically diverse. Schools that are not located in the United states, like Instituto Tecnológico y de Estudios Superiores de Monterrey (ITESM), Howard, Spelman, etc. Events (internal and external)- (internal events) host your own sourcing events with all recruiters. Try a Source-a-thon event where you Educate your recruiters and peers on on how to search for diverse talent, and sit down and source together. Generate and reach out to as many diverse leads as possible. We have done this in the past and have used products like Teamable and Lever for reporting and tracking on how effective these events are. (external events) in order to hire diverse candidate you have to Engage the community. Many communities host monthly events and are looking for companies to partner with to help host the event, provide venues, food, drinks, or speakers. This is an amazing way to support the community around you and potentially meet leads and candidates that would be interested in your company. Anything unique - Get outside of the normal Schools and companies you’re used to sourcing from. Try checking out engineers ( if you’re recruiting engineers) from startups, built their own apps, self taught. Someone who is willing to take a different route to be, let’s say an engineer, shows scrappiness, ambition, and ability to breakdown barriers. Source Senior leaders. This is part of being welcome to the party, not only should your new grad class be diverse but so should your senior leadership. Having senior leaders with a diverse background only helps build more culture and inclusion around communities. Retention and happiness.
- Referred: How do i get more diverse referrals? If you have done what Tariq spoke earlier about effectively, building a culture around diversity, this should be fairly easy. At Lyft, we have used Teamable to run multiple diversity referral-a-thons and source-a-thons. Often times, employees refer only their friends who reach out to them and tell them they are looking for a new role. At a referral-a-thon you can ask engineers for “passive leads” and to ask them to help introduce us to their diverse networks. You can do this at Large scale with an entire Organization and recruiting team, smaller 1:1 sessions with an employee to dive into their networks, or working groups sessions with smaller teams. The smaller team sessions are pretty fun and dynamic, creates a great conversations around the subject. Get creative, invite senior leaders to come and speak at larger referral events to continue that culture support. Go to teamable slide as example of helpful tool
- At Lyft we partner with Teamable to scale our employee referral programs and to allow our recruiters to proactively source passive candidates from our employees’ social networks.
- Applied: some of the best advice I ever received in my career: filter ‘in’ when going through applicants. What does this mean?? If you don’t really know much about the school or company the applicant works at but you see they are working on solving tough problems, give them the technical phone screen, always. Find third party platforms that post job descriptions and share with a diverse community, some you may have heard of ar Jopwell and Powertofly. There are a ton out there and with a quick internet search you can find over 20 different platforms to use. Look at job descriptions and work on making them more gender neutral. Look up lever post.
- in order to diversify pipeline you need to look at all areas that are available to you and diversify each. Canned Question:
- *****Chances are your interview process, caters to a potential type of candidate, and it’s not anyone’s fault it may have been around a small group of people DK: Chances are your interview process caters to a particular type of candidate. Mostly, this doesn't happen intentionally it’s just that we normally build our interview process to work for the type of candidates we normally get rather than to be candidate agnostic. So we have to be proactive in ensuring that our interview process is not benefiting some candidates over others.
- If you find yourself thinking, Yes i know how to find great candidates with diverse backgrounds but they don’t tend to make it through the interviews, your candidates might need some help from their recruiter to diffuse any unconscious bias. Interviews: Hand select a diverse group of interviewers. Tariq talked about the diversity dividend earlier. That diverse teams build better products, serve the community, and create more profit for their companies. If diverse teams make better product decisions don’t you think they’d also make better hire decisions? Have interviewers on your panel with different backgrounds, small schools & Top schools, (have someone who went to Cal State San Luis Obispo and Harvard on the loop), small companies and large corporations represented on the interview panel. Build as dynamic of an interview loop as possible so there is in depth discussion about the qualifications of the candidate in relation to their background and experience. Example someone from Stanford may think a candidate “should know a certain skill” but an engineer from Cal State, can represent the candidate that they themselves learned this skill on the job, not as school. I’ve heard this a lot during interview debriefs, and it’s been very helpful in hiring engineers who have had different experiences than others.
- Communication Set expectations with interviewers so they are best prepared for the interview. Don’t just hand them a resume, but let them know everything you know about the candidate, Their experience, andy time off they have taken, if we are aiming for them to be more Junior or Senior, potential team fit. This helps the engineers assess their skills with a broader picture, and it allows them to sell for you since they know the candidate so well.
- Process Read through all feedback, and see if there are any biased or assumptions being made about the candidate. Don’t allow for phrases like “culture fit” to be used. Ask for concrete examples of what this phrase actually means. Build out an interview process that allows for unbiased feedback. At Lyft we have created a interview programming test on a laptop. Our candidate meets with an engineering candidate and walk through the problem with the candidate, they give feedback, but the code is then given to a blind grader to asses if it should be a hire or not. We are looking for feedback to match.
- ERGs for folks who may not have heard of ERGs.. What is an ERG? Employee Resource Group… Join ERGs, Often times they are interested and invested in recruiting events relevant to the growth of a company. Support each other but collaborating. ERGs teach you about the community you are trying to serve. They often know about networking events, and community events that you haven’t heard of. They can help you understand the community you are working to support and serve.
- Leadership Build culture and help serve the community. Help support and sell candidates Set priority of the company and can make building diverse teams a priority of the company.
- Client group Successful culture building results in a client groups who is excited to help. They attend events, help engage and recruit, and are very happy to help source and refer talent Client groups can share their stories of their unique backgrounds, sell the teams, sell the culture, and the people You’re client groups wants to work with people who are smart, scrappy, and different than themselves.
- (And now I’d like to introduce my colleague Joe Tottent to give a quick overview of how Teamable partners with Lyft.) Thank you, Daniil and thanks everyone for joining! We at Teamable are humbled and excited to work with Lyft on their referral hiring and diversity recruiting efforts. Like Adrianna mentioned recruiters need to build out a varied pipeline strategy to begin tackling the challenge of diversity in the work place and we work with Lyft to help them with the referrals piece of the puzzle. Here is why:
- As we heard from Tariq and Adrianna today, a big part of embedding diversity in your recruiting efforts is reaching out to and engaging with the communities you want to see more represented within your organization. There are many channels through which to pursue these efforts and we believe that your employees existing social connections is a vital one. Referrals are also important because this process engages and empowers every employee in your organization to support diversity. By driving up the number of referral hires you are simultaneously increasing the number of people who are now bought into the success of new employees and become ambassadors for your brand internally and externally. Finally, we normally think of referrals as a passive channel but we believe and Lyft has proven that it can be a powerful way to proactively source candidates. SO HOW DOES TEAMABLE WORK WITH LYFT? [NEXT SLIDE]
- First, Teamable works with Lyft to makes it easy and seamless for their employees to make referrals by suggesting candidates for open requisitions. Unlike referral programs of the past where employees were prompted to refer anyone in their network, Teamable allows recruiters to focus referrals on areas of greatest need for the organization and also drives employees to refer the mythical and elusive passive candidate. When Lyft’s employees make a referral, their message goes to the direct email of the prospective candidate automatically cc-ing the relevant hiring manger or recruiter. And since we have a lot of recruiters from big companies on the line, I will say that Teamable allows you to add a control that let’s you screen and approve employee referral emails before they go out. Once they enter your pipeline these candidates can be easily passed into your ATS, like our partners at Lever. [NEXT SLIDE]
- Secondly, and this is the part we’re most excited about, Teamable empowers recruiters like Adrianna at Lyft to proactively source passive candidates in their employees networks and request warm introductions. This is probably the most powerful part of our partnership as it allows Adrianna to be proactive in identifying top-quality candidates in her client groups’ networks AND it saves engineering hours.
- So just to recap: Lyft’s employees use Teamable to find and proactively refer candidates in their social networks. Lyft’s recruiters use Teamalbe to idenitify and connect with passive candidates in their employees’ networks. And both use the tool to track the progress of referred candidates in their referral pipeline.
- If you’d like to learn more, check out our case studies with Lyft and Medallia in the attachments section and please request a Demo at teamable.com if you’d like to connect. And now I’ll pass things over to Maya from Lever
- We launched a series on how to cultivate diversity and inclusion in the workplace, and the first piece was about how to fix your culture first. In fact our CEO said that. To fix your culture, she says to ask yourself questions like: who is being promoted at your company? Who is being recognized? Something she mentions is that: Gender-diverse companies were 15% more likely to outperform their national industry median, and ethnically diverse companies were 35% more likely. So diverse and inclusive cultures literally help you perform better. How do you do that? Here at Lever ,we built a Diversity and Inclusion Taskforce, a group of emploeyes who plan events like women in sales tech events, bringing in speakers to talk about racial identity, and Even carving out space for employees to share other interests like music, which was what we did with Soundtrack to a Life
- Something we do at Lever that we do to get everyone involved in the interview process in some way – we make GIFs to welcome new hires. We recommend that you do them yourself!
- In order to source more diverse candidates, its crucial to use a tool that helps you source easily. Our chrome extension helps you.. Also, with our new product, Lever Nurture you can automate follow-ups Once you’ve trained your interviewers, as Adrianna mentioned, you can customize your interview kits so that they evaluate different criteria. You can make it so that interviewers on the same panel can’t see eachothers feedback until they submit their own.