What it’s like to work on a Now Platform release
In our quest to make the world work better for everyone, LIKE.TG updates the Now Platform every six months. To pull that off, we’re constantly working on many innovations.Our latest Tokyo release introduced scores of new solutions and modules to boost productivity, accelerate value, and ramp up organizational trust. Bringing those innovations together and ensuring they’re aligned with customer needs is a mindful and purpose-driven undertaking.[We’re hiring. Explore LIKE.TG careers.]It starts with a clear processAlmost all of the Now Platform Tokyo release innovations rely on significant contributions from LIKE.TG India’s development center in Hyderabad, which operates as a Center of Excellence for many of LIKE.TG’s security capabilities on the platform.In the development center, teams of software developers, designers, product managers, and other specialists assemble to create and iterate the many features that make up every new release. The teams operate with the outcome in mind, according to well-defined processes that ensure product quality while supporting flexible and collegial collaboration.“There’s a very streamlined process in LIKE.TG compared to previous firms I’ve worked at,” says Sushma C., a staff technical writer who joined the India team last year and works almost exclusively remotely.“The entire development process is clear, from guidelines and checklists to other workflows, so that even working on your first release, you can get clarity on what needs to be done,” she explains. “At the same time, the team structure makes it easy to tap others when you need to get help.”“The process turned out to be intensely rewarding, as we kept helping one another to find, and deliver, what was best for our customers,” adds Priyanka V., a senior technical writer who works out of the Hyderabad office. Going beyond RPAPriyanka contributed much of the technical writing for Automation Center, a solution introduced in the Tokyo release. It goes beyond LIKE.TG’s previous robotic process automation (RPA) capabilities to offer complete, vendor-agnostic visibility into all automations within the customer organization.The solution radically simplifies how customers manage and scale up automation across their businesses. Its development required the project team to wrestle with huge amounts of complexity and change.“We were developing Automation Center and its material from scratch,” Priyanka says, “so we already expected to face big challenges along the way.”Simplifying for customer successSushma works with the development team behind the LIKE.TG RPA solution. Her willingness to contribute to the added capability on the platform made her a powerful asset in aligning the features of Automation Center with customer requirements.“Whatever I’d heard from customers and partners about RPA, I was able to action while informing this new layer of automation capability,” Sushma explains. In one instance, her experience with RPA settings helped inform more intuitive documentation for similar aspects in Automation Center.The knowledge sharing didn’t only go one way. “The team responsible for RPA would also call me to find out what we were learning from Automation Center development so that they could factor that into their own product,” Sushma notes. “It’s quite common in the India development center. Teams are in this constant friendly contest for simplification.”Standardizing to improve the customer experienceThat same ethos has underpinned the broader team’s approach to all aspects of development, including documentation. Sushma and Priyanka worked closely to standardize their writing style on Automation Center material while tapping into enterprisewide tools to draw on existing documentation that could be reused or adapted for the new solution.Such strategies complement wider efforts to update documentation for all solutions to a single, consistent style and format, reusing the best material to make future releases even more user-friendly.“In the Tokyo release, we’ve changed existing content, as well as aligned new content to a series of universal guidelines, which should result in a better reading experience for customers,” Priyanka says. “The more consistent your language and content structure, the easier it is to understand how the solution works and make the most of it.”Incorporating multiple skill sets that work in fast feedback loops, project teams are organized in a way that streamlines complex, multifaceted processes.“Since there’s a designer on every team, we’re able to plan out documentation based on wireframes and prototypes — even before the features are ready, which gives us further margin to iterate and adapt,” Priyanka explains. “The team composition works in such a way that you’re really on this journey together.” The role of automationThe same workflows and processes drive development across all LIKE.TG solutions, resulting in the breadth and speed of innovation that customers expect and encounter in each semiannual release. Much of that drive happens within automation.“Automation has become the hero from the inside out at LIKE.TG,” Sushma says. “We’ve scaled the pace of our development by automating the work we don’t need to be hands-on with. And this translates to the product too.”She adds, “With Automation Center, we’re bringing all these automations together for customers. And the pace of development is only going to speed up. What didn’t even exist last year is being leveraged by customers today.”That speed comes in large part from the purpose-built teams, flexible working conditions, and passion to help customers that extends throughout the India Development Center.“I’ve worked in this industry for eight years,” Priyanka says, “but the [LIKE.TG] development team has been the most cooperative and most proactive I’ve experienced, from reviewing materials to helping us understand the product. Everyone just wants to help each other and make things work.”Join a helpful, collaborative team. 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What leading experts will share at Knowledge 2020
Part of the excitement around Knowledge 2020 is gleaning new insights about the future of work from business leaders. This year, experts from LIKE.TG, EY, Accenture, Deloitte and elsewhere offer their perspectives on everything from applying AI in customer service to putting corporate sustainability principles into practice. Here’s a look at what’s coming up during K20’s thought leadership series.To access the Knowledge 2020 keynotes and sessions mentioned below, make sure to register or sign in first.How women can lead and succeedChief strategy officer Lara Caimi discusses the “potholes” women encounter in their careers, and explains how the right pathways can help them thrive. Check out the session: Potholes & pathways: How working women can achieve success and inspire others.Boosting a culture of belongingChief talent officer Pat Wadors offers her take on how human connection—made possible by technology—can increase our culture of belonging, even during a crisis. Check out the session: How technology increased our culture of belonging during crisis. How AI can reinvent governmentBob Osborn, CTO of global governments at LIKE.TG, understands the biggest technology opportunities for the public sector. He’ll explain why risk, urgency, and confidence are all it takes to help government agencies embrace AI. Check out the session: How AI can reinvent government.Building a digital cultureHow does process automation affect workers and employee cultures? How can leaders implement digital strategies in a way that maximizes both employee satisfaction and business impact? In this talk, LIKE.TG editor in chief Richard Murphy presents learnings from the Ethnography of Work study. LIKE.TG researchers conducted a comparative study of two very different organizations: a healthcare system in Australasia and a state government agency in the U.S. Our goal was to understand how employee experiences change when humans and machines collaborate. Watch the session: Building a digital culture.Be amazing—or go homeLongtime customer experience expert Shep Hyken will show how you can deliver amazement to your customers and colleagues. You’ll learn specific tactics and tools to help you build stronger relationships and create lasting confidence. Check out the session: Be amazing or go home.Unleashing the value of 5GIn this session, Accenture communications industry lead Peters Suh explains how 5G will transform established business models, networks, and infrastructure value chains. You’ll gain insights into unlocking the revenue and growth potential of 5G through the concept of “Network DNA”.Human capital and productivity trendsDeloitte’s Human Capital Trends Report for 2020 has recently been released. Hear from Deloitte’s Global Human Capital leader, Erica Volini, about the trends that are shaping our current environment and what shifts are required to address a diverse digital workforce, improve productivity, and increase employee satisfaction.Sustainability as differentiatorLong-term competitive advantage will belong to businesses that can turn corporate responsibility into business opportunity. EY COO Scott Mason explains how companies can finally put principles into strategic practice. Check out the session: Sustainability as a differentiator.The ‘digital butterfly effect’In this eye-opening talk, LIKE.TG chief innovation officer Dave Wright highlights the unexpected changes that innovation can cause. Check out the session: The ‘digital butterfly effect’.Don’t forget to register today (it’s free!) for Knowledge 2020.
What makes CX hard to measure and what you can do to improve it
The discussion about the best way to evaluate and improve CX values has gained momentum, yet many businesses are still not sure if it is all just a well crafted spiel. This is not to say they don’t believe that customer experiences matter or have value. It just means they’re not sure how to measure it, or which team should be given the responsibility to evaluate and improve it.This blog aims to examine the complexities in determining CX values and explores the various steps businesses can take to improve them.What makes evaluating CX so complex? The very essence of CX makes it difficult to measure using data from one single point or metric. CX is the sum of all of a customer’s experiences with a business, and cannot be whittled down to the value of any one interaction that your customers have with your business. CX scores reflect the overarching value of your customers’ relationship with your business and all businesses are aware of how important customer relationships are. This is why every business, even within the SaaS fold, spends a good deal of time and money developing and shoring up their CRM applications. It’s no secret that effectively managing your customers’ relationship with your business translates to revenue and growth. So while businesses everywhere understand that CRM is critical for business, not all of them believe that CX is crucial for success.Assigning a value to CX is mystifying because it involves attributing values to subjective qualities, like how a customer feels about a business or their perceptions about the business’s advertising and marketing. It also has to do with their comfort levels in accessing or navigating through your website, the purchase process, and after-sales service, which is all relative. People are unique, and as such every customer feels differently about things. So what is excellent in one customer’s opinion could be a total disappointment for another. Then comes the fact that CX is susceptible to moods, current events, locations, peers, and pure need—not to mention wants and expectations. In a phrase, CX is more about the whole composition of the business, while CRM is the element that measures business operations and growth.Fixing responsibility for CX is difficult when marketing, sales, and support teams all take credit and responsibility forthe customer. Ideally this should make for a more united front. But when people and teams work in dedicated silos and share data sparingly, every request and interaction can lead to a debate or worse, a critique of function, operations, and the business process. Though technology has made it possible to integrate relevant data from all teams with affordable data management tools, few businesses actually use the opportunity it presents. So how exactly can businesses improve their CX values? Understand the role of customer service Customer service is ideally positioned to make customers happy. After all, they are the team that customers call when they are not happy with your product or service. Therefore, the savvy business will focus on listening to understand their customer service teams. This move will give your business a better understanding of your customers and what they need. It will also help you find out what your customer service team needs in terms of data to deliver better service to your customers and make their day. This means more happy customers and better CX in the same smile. As more and more customers leave delighted with your customer service, you will begin to see an increase in sales and better interactions that can help with valuable product development. It also means that endorsements become more forthcoming and marketing efforts gain better traction. Not to mention that customer service teams can forge ahead with better customer satisfaction scores.Invest in customers for brand loyalty. All business—despite the advancements in technology—is about people. Whether it’s B2B or B2C, it’s about people, or what some in the marketing world are beginning to call the fifth P. (Funnily enough, early day marketers always had people in their sights and knew people were the quintessential P in the marketing mix. But even as you read this piece, the marketing world is busy creating new Ps. There is payment, personalization, positioning and packaging, to name just a few that are being touted. This list will quite likely keep growing until the marketing mix is a long list of Ps. But back to P for people.) On any given day, people have feelings that can be hurt or assuaged, and the effective communicator knows how important it is to reach out, respond, and address people so they feel acknowledged and appreciated.Once again, the savvy business follows a simple communication strategy of constant and cogent communication across all channels: social media, mass media, internal and external correspondence, advertising, and marketing collateral. Though the approach to communication via each channel may be different, the message needs to be consistent. It must also echo the culture of the business, be relevant, and be believable. There is also the benefit of being prompt with responses to discrepancies in service. Even the best business can have a bad day, and people, even more so. Address these adversities promptly and honestly, and it will pay back in brand loyalty that is more enduring than any campaign.Make all your teams responsible for growth.Rather than relegating your teams to work in their silos, create opportunities for them to work with each other and grow to be your agents or partners. Provide them with the time to learn more about your products and services so they can market and sell your brand whenever they can. Some business processes mandate service agents must up-sell or cross-sell to every customer that reaches out. Most customers calling for support would prefer to be helped than be marketed to. However, if your agents are made fully aware of what your business offers, and are equipped with the right skills and training, they could be effective at doing some relevant marketing or sales to customers who call in. If you can extend the opportunity for teams to interact and understand more about what they each do, soon every employee will be a sales and marketing agent who can generate viable leads.Welcome the complaint as a learning opportunity Many businesses prefer to forget about bad customer reviews or misunderstandings by leads and customers, and put it down to it either being the customer’s fault, the vendor’s mistake, or even the competition’s smear campaign. The savvy business, on the other hand, knows that every complaint is a likely source of information about how to get better at our jobs. It could be as simple as the language we use, the process we follow, a fail-safe we could introduce, and yes, sometimes remembering to follow up. With new technology and service automation, we rely on the data to inform us every step of the way. Yet data needs analysts to read and measure it so managers can understand these metrics. The prudent manager needs to go through the data each quarter to get to know their customers, seek out the highs and lows of every data point in the metrics, and match it to customer requests and calls. Analysts can interpret the data and identify trends about where business is falling short or doing well. But it is managers that decide what direction marketing, sales, and support needs to take to either correct or optimize CX based on this understanding. To improve your CX values, let customer service take the lead, but not before you set up a core group with representation from all teams, including office administration and facilities management. Be patient and practice empathy with teams and customers. Integrate customer data and make it accessible to teams via managers where necessary, especially at service where customers call in to you. Make sure your C-suite recognizes that it is your customer service team that can be the much-needed bridge between your product development, sales, and marketing teams. After all, when all is said and done, it is customer service that your customers are calling for help. If your customer service team is good enough to help your customer, they’re certainly good enough to help you improve your customers’ experience.
What makes LIKE.TG employees stay?
It’s one thing to enjoy your job and stay there for a year or two. It’s another thing, and a rarity at most tech companies, to stay for a decade. LIKE.TG employees often stick around for five, 10, or 15 years. That’s one of the many reasons we're on the Fortune 100 Best Companies to Work For list.We wanted to know why people choose to remain, so we asked some of our long-term employees: What keeps you at LIKE.TG?
What makes LIKE.TG one of the Best Workplaces for Parents
Juggling infant feedings, school and activities drop-offs and pickups, work Zoom calls, and other everyday tasks can be challenging. That’s why parents value certain benefits when it comes to the workplace. Among them are work-life balance and paid parental leave. LIKE.TG offers generous family leave, flexible personal time off, parenting support resources, and more.Our employees agree, having earned us recognition as one of the Best Workplaces for Parents by Great Place To Work. The organization confidentially surveys and compares the responses of millions of employees at companies large and small. Our top-notch benefits, inclusive company culture, and focus on employee well-being led to this acknowledgment.Watch the video to hear in their own words what parents like about working at LIKE.TG:
What Solutions are offered by I-9 Compliance Software?
Form I-9 is a federal form that is required by law. It contains information regarding the identity and eligibility of the employee who wants to work in the United States. The I-9 compliance software helps maintain an audit trail of all employees and ensures they have proper authorization to work in this country. The process of implementing a high-quality I-9 compliance program is complex. However, with the help of third-party software, it can automate the process. So, if you are wondering what such software will do for your company, consider reading this article till the end. Form I-9 Compliance - Why is it crucial for Businesses? Form I-9 is a federal government form used to verify employees' identity and employment authorization. New employees must complete this form within three days of their start date. It helps businesses ensure that they are hiring only authorized workers. When an employer hires a new employee, they must complete Form I-9 within three days or face severe consequences for noncompliance. Here are some of the key reasons, explained briefly - 1: It Prepares Your Employees The first and most important feature of any I-9 compliance software program is that it prepares your employees ahead of time about what is required of them to complete Form I-9. This helps employers remember which items still need to be completed in order to stay compliant. A thorough checklist is another crucial benefit offered by digital I-9 compliance software programs, as this makes it possible for you to keep track of all tasks needed for completion. 2: Provides Assistance with the Onboarding Process The I-9 compliance software is designed to help employees understand the I-9 process, and it does so by providing reminders and notifying employers when they need to complete each section of the form in an appropriate time frame. The software also helps minimize human error by alerting employers when changes are needed. 3: Always Tracks and Monitors Expiring Documents The primary purpose of having a Form I-9 on file is to verify that every new hire has been properly authorized to work in the States. If you don't have all your forms up to date, you can be fined or even sued for not complying with federal law. With this in mind, digital I-9 compliance software reminds companies to update Form I-9 documents before they expire so they can be aware when their employees' status changes because of an expired document. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now 4: Assists Businesses in the Document Archiving Process Another benefit of digital I-9 compliance software is that it can assist businesses in archiving. This feature allows employers to automatically notify employees when they need to provide new documents, helping them stay on top of their responsibilities as they undergo an audit. The software also provides a convenient paperless solution for companies looking to digitize their records and keep them in one place, making it easy for employees and company officials. 5: The Software Centralizes Reporting Digital I-9 compliance software offers comprehensive reporting features that help you comply with government audits. The report is generated in a standardized format, so it's easy to understand and follow. You can use the digital I-9 compliance software to manage your documents and keep them organized. With this tool, you will have all your documents in one place, making it convenient for employees or employers who need to review their documents and other forms related to employment history before completing an application form for new hires or existing employees. 6: Completes the e-Verification Process E-Verification is an optional feature in I-9 compliance software that allows employers to complete their verification of employment eligibility. It's designed to give employers an extra resource to verify employment eligibility for their employees and reduce errors with manual submission. E-Verification auto-populates the system with accurate information, reducing the time it takes to submit an initial list of documents, as well as increasing accuracy through - Minimizing data entry errors by allowing users to enter all required fields at once; Automatically populating dependent information like birth dates or last names when they're entered into one field; Providing a search function helps locate records more quickly Top Automated Solutions offered by an I-9 Compliance Software Completion of Form I-9 (along with the Correct Version) Organizations must complete Form I-9 for all newly hired employees. Employers are responsible for ensuring that each newly hired employee submits Form I-9 in its entirety and with the correct version. It includes completing the - Section 1 - which requires information about the identity Section 2 - which requires proof of work eligibility in the US through a valid government-issued document or document number Section 3 - requires completing a form called Employment Eligibility Verification (I-9) Supplement. Employee Verification Remotely Form I-9 can be challenging for organizations, especially those with multiple employees to manage and oversee. To help ease this hassle, USCIS allows assigning an authorized representative to complete the task on the organization's behalf if they cannot do so themselves. However, that doesn't ease the administrative burden. An I-9 compliance software helps organizations complete the process remotely by allowing them to store their employee data in one place securely. You can share the data easily with whoever needs access without losing control over sensitive information. Retention of the Form I-9s for 3 Years The Form I-9s should be kept on file by the employer for at least three years after the hiring date or one year after employment ends. If an employer doesn't keep the forms on file, they can face a fine of up to $1,000 per form (or $2,000 if done knowingly). However, this task can be easy when organizations have the I-9 compliance software. Updating the Form I-9 The Form I-9 needs to be updated over time to reflect changes in employment status, job duties, and employer names. The I-9 compliance software can make changes accordingly and instantly. Employers can also use the software to make other updates unrelated to work authorization documents. Final Words Implementing a high-quality I-9 compliance program becomes more manageable when organizations have dedicated software designed for the same. Apart from the mentioned points above, the software also maintains an audit trail. It is something essential for I-9 compliance. The ICE agent may request the I-9 audit trail during an inspection. Therefore, ensure getting I-9 compliance software from a trustworthy service provider.
What the “next normal” workplace will look like
Work will never be the same after COVID-19, according to LIKE.TG CIO Chris Bedi and Chief Talent Officer Pat Wadors who recently discussed the future of work in a joint appearance at our Knowledge 2020 digital event.In this three-part blog series, “Mapping the future of work,” we present their thinking on what a new paradigm for work might look like.Part Two: The “Next Normal”In Bedi’s estimation, we’re about to enter chapter two of the journey, in which it’s no longer “work from home,” but “work from anywhere.” This opens the door to opportunities for more collaboration and innovation, as well as access to new talent pipelines.Said Wadors, “The pre-COVID workplace no longer exists. I know for many of my peers and for us, we will undergo dramatic shifts to make sure we are safe, healthy, productive and adaptable in our new workplaces.”C-suite leaders across industries are facing significant challenges. A CFO might be concerned about cash-flow forecasting, while a CHRO focuses on keeping people engaged and happy, and a COO worries about the supply chain.“The CIO is interacting with every C-suite member to figure out how to navigate the‘next normal’ using technology and workflows,” said Bedi. CIOs are insisting that digitization efforts accelerate, Bedi added. Around the world, customers who are furthest along on their digital transformation journey are better equipped to manage and emerge from this crisis. Bedi sees three focus areas for digitization:· Protecting revenue,· Pursuing productivity· Prioritizing business continuityBedi and Wadors agreed on the importance of monitoring employee sentiment about coming back into the traditional workplace, which could be impacted by geography, type of job, and in some cases, age.In the “next normal,” the “office” will become a more fluid destination and there will be new policies in place to protect the health and safety of workers, including where and when to work in shared spaces.There’s a great debate happening now around whether to shrink the physical size of the office or maintain existing footprints to allow for social distancing. Leaders are also thinking about everything from office sanitization to ensuring a safe commute.In the “next normal,” we’ll see a wave of technological innovation. Biometric tech will become more commonplace in the office. Translation tools will also become ubiquitous, enabling diversity in how people learn and speak.Similarly, technology will facilitate collaboration, regardless of location. Teams will be able to hire without worrying about geographic location, as they can do everything – onboard, train, manage – in a remote setting. This will open the door to a more diverse and distributed workforce.As companies plan their eventual return to the workplace, Wadors offered some advice to HR organizations. “Employees love choice,” she said. “It helps reduce anxiety. And if you don’t know exactly what your return to the office will be like, make sure that employees know they are at the center of your universe.”Learn more about how work will change in part three of our “Mapping the future of work” series: Long-term changes in the workplace.Series: Mapping the future of workPart 1 - Mapping the future of workPart 2 - What the “next normal” workplace will look likePart 3 - Long-term changes in the workplace
What To Expect From Recruitment Trends In 2022
Recruitment trends are necessary for the recruiter to hire the candidates. The expectations of the candidates and companies are changing with time. Hiring a star candidate is a challenge, and the recruiter has to act more than other recruiters. The recruiters who are still following the trends from the previous year might not work in 2022. The recruiters using the traditional methods for hiring need to have strategies. They have to leverage upcoming recruitment trends to get the most benefit. The recruitment trends for 2022 look promising. This article will focus on the recruitment trends in 2022. Let us begin. #1. Rise of Generation-Z workforce Gen-Z employees are tech-savvy. They look for companies that provide them with the latest technology while working. Gen-Z is a multitasker and can handle plenty of tasks at once. So, hiring a Gen-Z requires a lot of effort. So, recruiting Gen-Z means you need to adapt to a group. The same old applications won’t interest them anymore. It will not help the recruiters onboard them for their company. You need to adopt the latest technology during the hiring process with chatbots. 2022 is the right time to update your company’s website and make it more Gen-Z friendly. The recruitment process has to be seamless, and they must be able to apply via their smartphones. #2. Use of artificial intelligence more in the recruitment process AI has been around for a long time. The recruiters are incorporating it into their recruitment process. The AI technology helps to streamline or automate the part of the recruiting flow. It consists of high-volume tasks and more. It allows the recruiters with blind screening for reduced bias and visibility. Here are some more benefits of AI for the recruitment process: Save recruiters time by automating tasks. Hiring volume for a company increases every year. The recruitment team has to be ready to fulfill the requirements. The recruiters need to be efficient with their process. Screening resumes is an outdated practice, and the recruiters need something better. The screening takes plenty of time for a single hire. So, it is better to move on to AI to automate the tasks. Using AI won’t disrupt the workflow of the hiring process seamlessly. It improved the quality of hires. Quality of hire is the top KPI for the recruiters. AI promises the quality of hire. It offers to standardize the matching between the candidate’s experience, skills. The improvement in job matching leads to happier and more productive employees. They will be less likely to turnover. #3. Predictive analytics will be key The use of analytics is in the upward direction in the coming years. So the recruiters don’t want to miss out on this trend and are looking to apply it in their talent acquisition strategy as quickly as possible. Predictive analytics uses the data to find the relevant patterns. It uses the model to predict the future trend. It helps to understand the past trends to make the right decision for the future. Here are the reasons that make predictive analytics ideal trends to use: Attract relevant candidates via sourcing For most recruiters, sourcing the candidates takes plenty of time. It is the reason they need a strategy that works wonders. A recruiter leverages predictive analytics by including it in the talent acquisition strategy. Thus, predictive analytics increases the effectiveness of the hiring process. Predictive analytics helps in talent pipelining. Predictive analytics optimize the talent pipeline by leveraging the talent data. It leads to better resource allocation. A recruiter knows where to invest in the recruitment campaigns for a specific skill. #4. Candidate driven market The significant change in the 2022 recruitment trend is a lot of jobs available in the market. It is the reason the candidates hold power more than ever before. Candidates have more options than they had in a long time and can negotiate salaries. The recruiters need to work harder to hire a suitable candidate than ever before. The same recruitment trends might not work to please the star candidates. So, in 2022 we can see better recruitment strategies, data-driven recruitment marketing. #5. Virtual recruitment Virtual recruitment has grown in immense popularity since last year. But the trend will continue to grow in the upcoming years. It is the primary recruitment method for many companies. Virtual recruitment offers plenty of benefits to the employer as: Seamless hiring of the candidates. Increase in candidates' reach. Proper engagement with Gen-Z. Time-saving. The recruiter will schedule virtual interviews that are in the candidate’s comfort. 2022 will see a boom in the virtual recruitment process. It helps to reach a wider audience pool that is not limited to geographical areas. It increases the possibilities of the recruiter to get a large number of candidates for hire. Virtual recruitment is a win-win for both employees and employers. The employees are ready for remote work. Thus virtual recruitment is the workable option to hire them. #6. Reaching passive candidates Last year, we saw many companies competing for the same candidate. It means limited opportunities for the companies. Because of this, companies are willing to come in contact with passive candidates. Passive candidates make better hiring. These candidates are not looking for a job change but can consider if the opportunity is right. They might get enticed by the employer brand. It is an upcoming trend, and reaching passive candidates helps to expand the talent pool. #7. Remote recruitment process Remote hiring is a trend that is growing and will continue to stay. The recruiters know this quite well and will plan their recruitment process accordingly. The candidates favor remote working and are more inclined toward jobs that have ‘remote work’ in them. It will change the recruitment process making the recruiters rely on video and audio interviews to finalize the candidate. Virtual recruitment is a time-saving and effective way of hiring candidates. In 2022, the recruiter has to find ways to embrace the recruitment process. This way, the recruiters will reach a wider candidate pool not limited to a specific area. It benefits the workforce diversity and streamlines the hiring process of the team. When compared to in-person interviews, virtual interviews cut down this significantly. #8. Recruiters hiring for soft skills There is a lot of skill gaps present in the recruitment industry. And having soft skills in a candidate is beneficial. Upcoming jobs are focused on soft skills like communication and problem-solving skills. So, the recruiters are more inclined to hire soft skills to reduce the gap present in the recruitment industry. Here are some of the benefits to hire for soft skills: It broadens and diversifies the hiring pipeline. Increase workplace productivity and retention. Ease of upskilling. It improves customer satisfaction and experience. Some tips for soft skills focused recruitment process: You have to focus on your job descriptions. They must focus on soft skills such as communication and teamwork. Refocusing on the job requirements with soft skills helps find the best candidates. Use pre-hire assessment tools that allow you to pinpoint the soft skills. By leveraging the tools, recruiters can hire up to 10 times more accurately. It saves time, money and provides a better candidate experience. Try to source talent from places known for cultivating soft skills. Explore the places where you can find the relevant candidates having soft skills. Author Bio: Ginni Agarwal is a Talent Acquisition Expert at Upright Human Capital with extensive experience in Tech and Non-tech hiring. The company aims to provide a healthy workplace for the right set of talent to the company without any fear of losing our human capital. She loves blogging, writing articles about Talent Acquisition, and the recruitment industry. She has been associated with the Talent Industry for a while. She enjoys sharing her experience with others.
What's it like? Black employees at LIKE.TG
“I am the 1%, but I'm not the 1% that you might be thinking. I am part of the 1% of the Black professionals in tech.” Pascale, the daughter of Haitian immigrants, had a history of hiding, masking, and code switching throughout her career. At LIKE.TG, she feels like she can be who she is and because of her sense of peace after having many uncomfortable conversations with colleagues and leaders, she’s able to flourish in her career.Reggie, whose mother is Haitian, served in the U.S. military and for a time during his service, was regularly subjected to a higher officer consistently telling racist jokes in his presence. One day, as colleagues stood with him, he started to crack jokes himself and it turned out, “I was funnier than the officer” and the jokes stopped. Reggie is well-traveled and thrives on being in groups where people are different, everyone is heard and respected and collectively want to innovate and push to make things better. Cathy, who served ten and a half years with the U.S. Navy, used her role as a leader in the military to make sure everyone was heard, and she was making the best decisions for the sailors. After leaving the military, she got her degree in Database Administration, started with LIKE.TG eight years ago, and is co-chair for the Black at Now Belonging Group. Just like how she treated her sailors, for members of Black at Now, her heart is in Diversity, Inclusion and Belonging (DIBs) and shows it by making sure employees have a voice because it impacts how people show up at work. Cathy says, “and if employees feel that our leadership is showing allyship and that empathy, it makes all of the difference when you know you have that voice to be heard.” Pascale, Reggie, and Cathy are each courageous people and it takes courageous work in the corporate environment to make sure everyone feels like they belong, where people can personally and professionally develop and live their best lives.Watch the video to hear more of the story and what it’s like in tech for leaders.
What's it like? Women at LIKE.TG
A year ago, Hosna Sedghi met a LIKE.TG employee at the Grace Hopper conference in Florida. Their chance meeting was a turning point for Hosna. They stayed in touch, with the employee promising to keep an eye out for Engineering program manager positions. In February, Hosna received an offer.“[She] pushed for me to get a job at ServiceNow. I really liked how she made me feel that I belong here and how she was an advocate for other women.”Sr. Staff Software Engineer Meg Sharkey, an engineer for 25 years, appreciates the opportunity that Grace Hopper offers to recruit women early in their technology careers. “It’s always exciting to see so many more young women coming out of Computer Science programs. When I graduated that wasn’t the case, but it is changing, and I’m excited to be part of the Diversity, Inclusion, and Belonging (DIBs) work with recruiting.”Cathy Isaacs, a Technical Support Manager, Integration, believes a commitment to DIBs across the company is key. “DIBs is so near to my heart for the fact that everyone should feel like they belong and that they're included. I think we have to work hard to make sure that all of our employees are doing that on a daily basis, whether you're listening and learning, you're growing, or just giving employees a voice to be heard.”LIKE.TG is focused on increasing diversity and ensuring equity of opportunity. The company is building a fair system of opportunity and treatment for everyone in the company. The 2020 LIKE.TG Diversity Report shows that women make up 29 percent of the company’s workforce, and the percentage of women in leadership has grown from 20.5 percent in 2017 to 28.2 percent in 2019.In the US, where LIKE.TG has pay data by gender, race, and ethnicity, the company has achieved pay parity for women and under-represented groups. Globally, where pay data is available by gender, LIKE.TG is within one penny of pay equity for women around the world.In her role as co-chair of Women at Now, Kristen Knepper Bahbahani, who leads LIKE.TG’s NextGen program, draws on a lifetime of experience including starting her own diversity and inclusion firm focused on women. She wants to co-create a belonging group that provides career and leadership development."When I was growing up, we had the Barbie doll with a tag that said, ‘math is hard.’ It is so encouraging that women are moving forward with their dreams in fields where we've traditionally been marginalized and left out altogether.”Asha Allen, a data analyst in IT transparency who has been with LIKE.TG for just over a year, was unsure about joining Women at Now because at her previous company, she “never felt welcome” and didn’t take part. “When I joined [Women at Now], it was just amazing. In our sessions and discussions, we share all the best things in the world. They help women grow, understand, learn, and explore.”For Hosna, the reason to be part of Women at Now is simple: “To be inspired and inspire others.”In her previous companies, Hosna experienced discrimination that has encouraged her to speak out.“Being a woman -- and an immigrant woman -- in the tech industry comes with its own challenges. Every time I am assigned to a new project, I feel I need to work much harder to prove that I am ‘good enough’ and ‘fully capable’ of doing my job. Not having a commonly heard name and accent is part of my identity and sometimes I feel like being who I am creates prejudice against me.”Meg has seen that “Engineering culture can be less welcoming for women sometimes.” At LIKE.TG, for the first time, she was hired by a woman, and is on a diverse team with “no ego involved” and a commitment to a common goal.“What I really love about working here is you’re human first,” Kristen says. “And then comes your work and your employment in that order. It's very focused on Maslow's hierarchy of needs. If I can't meet the basic needs of showing up authentically, being supported emotionally, being engaged in an intellectual manner, and utilizing my skill set to the best of their abilities then I'm not going to be the best at my job and I feel like my boss and my team really understand that.”
Whatsapp协议6段如何自动注册?
Whatsapp只要是做跨境业务的应该都知道，它跟我们国内的微信、QQ类似，都是一个社交聊天工具，但是相比较而言，whatsapp的用户量更大，它使用范围遍布全球180多个国家，很多国家都把whatsapp作为主要的聊天软件之一，它的月活跃用户数在23亿+。 在whatsapp上面做营销推广获取客户，是需要使用到whatsapp账号的，毕竟这是一个聊天平台，就算是用户量再大，也是需要账号的支持登录然后联系客户的。很多小伙伴抱怨在做whatsapp营销的时候，经常会封号，导致自己账号都注册不过来，再加上现在whatsapp官方对账号的审核更加的严格，很难注册账号，不知道该如何是好。 确实，我们在使用一些自动化的whatsapp营销工具的时候，不管是做筛选号码还是群发广告，都是需要我们扫码登录自己的whatsapp账号来进行的。 不知道大家有没有听说过whatsapp协议号? whatsapp协议号也是whatsapp账号的一种，它是通过注册软件注册的6段协议号，主要适用于whatsapp营销工具，跟我们正常注册的whatsapp账号是一样的，只不过类型不一样，不能扫码注册登录，只能在whatsapp营销工具中使用，通过whatsapp协议号我们可以进行筛选号码或者是群发广告，效果跟我们正常注册whatsapp账号的营销效果是一样的。 whatsapp协议号6段注册是需要使用whatsapp协议号注册软件或者是找号商直接购买的，正常是无法注册的。 对于whatsapp协议号注册，推荐大家可以使用LIKE.TGwhatsapp协议号注册软件，帮助您低成本、高效率的帮您注册6段协议号。该软件对接了主流接码平台、接码API通道，操作最低成本帮您注册大量WhatsApp协议号。 以上内容就是LIKE.TG小编为大家分享的关于“whatsapp协议6段如何自动注册?”方面的内容，希望对大家有帮助。想知道更多关于whatsapp协议号方面的知识，尽在LIKE.TG官网。
Whatsapp哈希号批量注册，简单实用，快速营销获客!
Whatsapp营销时，我们会准备大量的whatsapp账号来应对营销工作，因为whatsapp官方对账号的审核比较严格，营销很容易导致自己的账号被封，为了保证营销的效果，必须要准备大量的whatsapp账号，且做一些批量化的操作时候，批量账号可以降低封号率。 大家都知道，现在注册一个whatsapp账号的成本是非常高的，必须使用真实的手机号验证码注册，且一台设备只能登录一个账号，如果我们的whatsapp账号被封，那么必须要换设备重新注册，因为whatsapp官方对whatsapp账号的登录设备、环境等等是有标记的，你使用同样的设备登录新注册的whatsapp账号，很容易上线就会封号。 在做whatsapp营销时，基本上我们都会借助whatsapp营销工具来做一些批量化的操作，快速的开展营销活动，而whatsapp营销工具也是需要whatsapp账号做支持来启动程序的，但是除了可以扫码登录whatsapp账号外，还多了一项可以导入whatsapp哈希号启动程序。 whatsapp哈希号也是whatsapp账号的一种，它是指通过对用户手机号进行哈希处理后生成的一个字符串，用于在WhatsApp服务器上标识用户账号。哈希是一种算法，它将任意长度的数据映射为固定长度的输出。在WhatsApp中，哈希号通常是在用户登录时生成的。 相比较我们正常扫码注册的whatsapp账号而言，whatsapp哈希号的注册成本是比较低的，我们可以通过whatsapp哈希号注册软件注册或者是直接找号商批量购买账号。 whatsapp哈希号正常我们是无法注册的，它也不能扫码登录，只能在whatsapp营销工具或者是whatsapp云控系统中登录，对于whatsapp哈希号，如果大家不知道该如何注册，推荐大家可以使用LIKE.TGwhatsapp哈希号注册软件。 LIKE.TG官网上的WhatsApp哈希号注册软件，帮助您低成本、高效率的帮您注册6段协议号。该软件对接了主流接码平台、接码API通道，操作最低成本帮您注册大量WhatsApp协议号。
WhatsApp批量注册协议号，用来筛选号码或群发广告
WhatsApp作为全球用户量最大的社交聊天工具，深受用户的喜爱，跨境企业也经常通过WhatsApp来寻找客户。作为一个聊天工具，它主要的营销操作都是基于WhatsApp账号基础之上的，所以说我们不管是要在WhatsApp上面做什么营销推广，首先必须要有WhatsApp账号。 做过WhatsApp营销的用户应该都清楚，WhatsApp账号的注册难度是比较大的，尤其是现在WhatsApp官方对中国手机号做了限制，并不是所有的国内手机号都可以注册WhatsApp账号，且你做WhatsApp营销是很容易被封号的，这对跨境企业来讲是一个很大的难题，既要有批量的WhatsApp账号做营销，又要注册WhatsApp账号。 在这样的情况下，很多小伙伴通常都是会选择使用WhatsApp协议号来做营销推广的。 因为正常注册WhatsApp账号是需要真实的手机号来接受验证码注册，它的注册成本是比较高的，尤其是你做营销还容易被封号；而WhatsApp协议号就不一样了，它可以使用虚拟号来注册，且可以通过市面上的WhatsApp协议号注册软件来批量注册WhatsApp协议号。 WhatsApp协议号也是WhatsApp账号，它专门适用于WhatsApp营销软件，用来筛选WhatsApp数据或者群发广告等等，主要就是为WhatsApp营销而服务的。 LIKE.TGWhatsApp频道号注册软件，帮助您低成本、高效率的帮您注册6段协议号。该软件对接了主流接码平台、接码API通道，操作最低成本帮您注册大量WhatsApp协议号。
whatsapp营销中如何知道是否被客户拉黑？
做过跨境贸易的小伙伴都知道，whatsapp是海外非常火爆的一款即时通讯工具，截止目前的数据来看，whatsapp在海外的用户使用数已经突破了20亿的大关口。为什么说在国外比较火爆呢，我们国内提起whatsapp基本上都没有人知道，除了做跨境行业的人之外。 这是为什么呢？因为一些特殊的原因，我们的国内无法直接访问到国外的网络，所以国外很多的软件比如说我们大家都清楚的Facebook、油管等等，我们都是无法打开的，所以国外的一些聊天软件，很少有人知道。 但是对于跨境贸易人员来说，whatsapp还是非常有用的，可以帮助公司开拓自己的客户。但是大家也都知道，我们在刚开始做whatsapp营销的时候， 应该还是一个小透明，无人问津的状态，这个时候都是需要主动去做一些事情，比如说群发一些自己的产品或者是品牌，让更多的人知道我们到底是做什么的，我们的产品是什么等等。 刚开始做营销的时候，最常见的一种方式就是群发营销，这种方式虽然很快可以推广出去我们的品牌，但是对于某部分用户来说，接收到的都是一些营销的广告信息，对自己没有价值，可能把我们的whatsapp账号，禁止我们再次发送给他，这种情况下是对方主动拉黑我们，我们是不清楚的，仍然可能在群发的是带上他的账号发送，可能会被系统判定违规操作，影响到我们的账号权重。 那么我们怎么才能知道对方是否把我们的whatsapp拉黑了呢？下面由LIKE.TG为大家讲解。 1.查看是否有两个勾号。当你给客户发信息时，聊天消息气泡的右侧会出现一个蓝色勾号标志，意味着消息已被发送到对方的服务器；当客户读取消息后，就会出现第二个勾号标志，意味着消息被读取。如果最近你给客户发送的大多数信息后面都只有一个对号，并且从未出现第二个，那么你很可能已经被拉黑。但此种情况不是非常准确，也可能客户没有联网，需要再结合其他迹象来综合确认。 2.点击用户资料，查看客户个人信息的变动，如果屏蔽了你，你就永远看不到客户信息资料的变动了。 3.点击联系人，找到你觉得可能屏蔽了你的客户，查看客户的状态，如果客户名字下方没有出现“在线/有空”，那很可能已经屏蔽你了。 虽然说whatsapp营销对于跨境行业的帮助是非常重要的，但是我们也需要找对方式，不能傻瓜式地进行营销推广，这样我们的营销工作是很难开展的。
Whatsapp账号被判定异常？别慌，可能是你做了以下操作！
我们做外贸的时候，经常会遇到这样的问题：我刚注册了一个WhatsApp账号，前一天还可以用它和朋友聊天互动，但是第二天登录的时候却提示：账户异常。到底是怎么回事？下面跨境王小编就为大家分析分析。 当您的 Whatsapp 帐户遇到异常情况时，请不要惊慌。首先想想自己是否做了什么事情导致系统判定异常。例如，集中的可能性如下： 1、用户举报 作为一名外贸交易者，你注册whatsapp账户的目的绝对不可能只是单纯的想看看这个软件。它必须具有营销性质。我们最常见的营销方式可能就是whatsapp群发，把自己的产品发给陌生人或者一些营销元素来宣传自己的品牌。 但并非所有用户都能接受营销信息。如果在whatsapp上发送大量的群消息，肯定会受到用户的计划的影响。例如，如果您重复发送一些营销信息到一些与您所在行业无关的内容，那么可能会收到用户的举报。 Whatsapp官方非常重视用户举报。如果举报过多，您的账户可能会被whatsapp官方判定为异常账户。举报的风险是最高的。有时举报会导致禁令。屏蔽是指对方没有收到你的消息，举报是指用户向平台举报你发送的消息骚扰了他。 2、一注册就发布大量营销内容 当你刚刚注册了一个whatsapp账户不到一个小时，你已经给不在你通讯录里的人发送了大量的消息，或者给不同国家或地区的用户发送了大量的营销信息，而且是很有可能在短时间内发送大量的营销内容。Whatsapp系统会判断你的账号是营销账号，没有多大价值。这时，账户可能会出现异常。 不用太担心whatsapp账户异常。这是我们做WhatsApp营销和推广时不可避免会发生的事情。不要有太大的心理负担。最好在刚注册的时候就养好whatsapp账号一段时间。帐户，这样你的whatsapp权重就高，被封禁的可能性就会大大降低。
WhatsApp频道号如何注册?
在WhatsApp营销过程中，我们会使用到大量的WhatsApp账号，而由于WhatsApp官方对WhatsApp账号的管控，中国号码是很难注册WhatsApp账号的，再加上WhatsApp营销本身就会容易导致账号被封，所以基本上做WhatsApp营销的小伙伴都会使用到WhatsApp频道号。 WhatsApp频道号也是WhatsApp账号的一种，但是WhatsApp频道号是通过虚拟号注册的，基本上都是通过WhatsApp频道号注册软件批量注册的，不能扫码登录到WhatsApp软件，只能够通过市面上的WhatsApp营销软件来批量登录WhatsApp频道号。 WhatsApp频道号注册 使用WhatsApp频道号做WhatsApp营销，有如下好处： 1.节省号码成本 因为在WhatsApp营销中会使用到大量的WhatsApp账号，而正常注册WhatsApp账号的成本是非常高的，因为你需要大量的设备去接受验证码，一台设备只能登录一个WhatsApp账号。 通过WhatsApp频道号注册软件批量注册的WhatsApp频道号，自动化操作无需人工操作，且节省号码成本，只需要一个软件即可，无需购买大量的手机设备。 2.信息推送 频道号可以用于定期向受众发送最新的产品更新、行业资讯或特别优惠等信息，保持用户的兴趣并促使他们保持与品牌的联系。 如果大家要注册WhatsApp频道号，推荐可以试试GOWS自带的账号提取功能，一键购买商业号、个人号、频道号，全球营销无忧。
What’s it Like? Black leaders at LIKE.TG
“No matter what your title is, when you walk out of your home, it doesn't matter.” Darice is a Senior Director at LIKE.TG and as a leader, especially a Black leader during this time, it’s critical for her to see leaders be open to listening and learning from employees. “One of the things,” she says, “I love about LIKE.TG is that leaders want to dig in. People are ready to take action.”Craig felt that especially as a leader at ServiceNow. “When all that stuff was just coming down the pipe through the pandemic, my peers reached out to me and asked how I was doing. I will always remember that they cared enough to reach out.”Craig’s father is a descendant of slaves and his mother is of Polish descent. He’s experienced racism from an early age. It’s shaped how he moves in the world, “like a lot of people, I am being pulled over for no apparent reason. No violations. I go through the checklist in my mind about hands at ten and two and being very respectful and letting them know I'm reaching for my wallet. I've taught my two boys these lessons early in life as well.” Cheick, who is a senior leader and runs Diversity, Inclusion and Belonging (DIBs) programs in Product, took the time to write his experience in a blog. He shared it with his LIKE.TG colleagues to help them understand that his day-to-day life is different from many others. He shared his background as a teen coming to the U.S. from West Africa and what he’s experienced since then. He wrote the blog, “because I want corporate America to change. I want my kids' experience when they get into the corporate world to be very different than my experience.” The response was overwhelming. “LIKE.TG made me feel like I belong because they reached out and said, ‘Hey, your experience is not okay and we're going to do something about it.’" Darice’s advice to leaders who want to embark on Diversity, Inclusion and Belonging work is, “to do it in an organized manner. We have to take that passion, that commitment, and that innovation, and channel it, and release it in the right way. I challenge everyone to do your personal work. Nobody can teach it to you. It's not fun. Doesn't always feel great. But what you do when you do that work has a powerful impact on this world every day. You may not always see it. You may not always feel it. But I need you to understand that it happens.”Watch the video to hear more of the story and what it’s like in tech for leaders.
What’s it Like? Interfaith at LIKE.TG
Interfaith at Now is one of the seven LIKE.TG Employee Belonging Groups (EBGs) launched this year. Interfaith at Now co-chair and manager of content development management Katy C. says, “I seek to give members the tools they need to have courageous conversations about their faiths and to learn how we can come together and support each other. That’s what my co-chair Derek and I are working toward.”Katy recently partnered with fellow belonging group Black at Now and LIKE.TG’s Employee Communications team to develop a cultural holiday guide that provides employees with ways to celebrate Christmas, Hanukkah, and Kwanzaa. “It's definitely not an exhaustive list but it's a great resource to start. If you want to learn more or get some ideas to try celebrating something that you haven't before.”How does Interfaith at Now co-chair Katy spend the winter holidays with her family? “We start with Advent, which is the four weeks before Christmas. We focus on reflection, penance, and preparation. My daughter lights a new candle every week as we do special prayers. For Roman Catholics, Christmas starts on December 25th and goes to January 10th. We go to church on Christmas Eve, then put the kids to bed so Santa can work his magic.” intersectional.” “I love holidays and want to celebrate them all. Kwanzaa is a holiday I heard about, but I didn't know anyone who celebrated it,” she says.Black at Now contributed this information about Kwanzaa to our cultural holiday guide: Kwanzaa was created by Maulana Karenga in 1966. The purpose of Kwanzaa is not to replace any other holiday but to give African people in the diaspora an opportunity to celebrate their heritage, reaffirm their connection with Africa and focus on the task of strengthening and repairing themselves, their families, and their communities.Senior Director of Recruiting Darice B. has a deep love for Kwanzaa and “Observes and intentionally practices the principles year-round. I’m a proud Midwesterner, youngest daughter of two amazing parents that I lost entirely too soon, who grew up in the Baptist Church that my grandparents helped break ground on.” Ujamaa is important to Darice because “Cooperative economics is critical in the African Diaspora to address years of financial injustices that have led to disparities in health, education, job creation, and generational wealth building. When communities of color are strong, every other community can’t help but to be strong,” she says passionately.Global Impact Manager Marissa O. observes two holiday traditions. “My family has always celebrated both Hanukkah and Christmas. The holidays weren’t very religious for us, but rather a nice time to get together and carry-on family traditions. My dad’s side of the family is the ‘more’ Jewish side. My dad sees Hanukkah as a way to preserve the Jewish religion and our heritage,” says Marissa.Marissa says Hanukkah is a celebration of the right to exist. “A Syrian king outlawed the Jewish religion and violently tried to drive Judaism out of Jerusalem, so a group known as the Maccabees rebelled and won. The celebration is a re-dedication of the Second Temple back to the Jews. It’s a way to say we have a right to be here. As the story goes, there was only enough untainted oil left in the temple to last for a day, but it miraculously burned for eight nights. Growing up I would make latkes with my mom to bring to school every year and I’d read a pop-up book to tell the story of Hanukkah. Oftentimes I was one of a few, if not the only Jewish kid in my classes in grade school, so it just became our thing every year.”Marissa feels passionate about Employee Belonging groups. “With the belonging groups, it’s a similar way for people to say they have a right to show up and exist. When I think about why I celebrate Hanukkah - it’s for the same reasons we have belonging groups. It’s because it’s where I find peace and comfort in connecting with others who are ‘like me.’”Be part of the magic at ServiceNow. Visit Careers.
What’s it like? People with Disabilities at LIKE.TG
Hearing loss gives Gillian M. the drive to create belonging, Lucas V. says his team tested ways of accommodating his partial paraplegia condition, and experiencing blindness and albinism propels Jeff G. to reimagine the candidate experience at ServiceNow.Meet GillianGillian is a change manager on LIKE.TG’s Sales Enablement team and Co-Chair of People with Disabilities at Now–one of our seven Belonging Groups. The bias she experienced earlier in her career fuels her to lead the makings of an inclusive environment at ServiceNow. “I’ve encountered plenty of prior workplace experiences that were deeply negative—like leaders immediately raising voices when asked for a quick clarification, being disregarded when I made simple requests for better communication and being overlooked for a role I was highly suited for,” Gillian says.Gillian has worn hearing aids her whole life to help her hear in a normal frequency. “Growing up I would be asked a lot, ‘What are those things in your ears?’ There were many moments where I felt like an outcast or misunderstood because I had hearing differences and that wasn't as common as glasses,” she says.“People with Disabilities at Now is focused on our foundation by building more awareness and getting more engagement,” Gillian shares. The group aims to increase Self-ID participation rates, then it will focus on how to make LIKE.TG more outwardly accessible. The Self-ID survey helps us build more inclusivity by understanding our employees better.Gillian is looking forward to partnering with Belonging Groups to lead conversation about shared and intersectional experiences. “I definitely want to partner with the other groups and Black at Now is included because a disproportionate number of people of color are impacted by disabilities. Take ASL (American Sign Language). There’s Black American Sign Language and because of segregation in schools, deaf Black people created their own language variety,” Gillian continues, “There are moments in history that have a severe impact and are intersectional.” Meet LucasIn Amsterdam, Lucas is a staff technical editor in the Product organization. Three years into his tenure at LIKE.TG, Lucas suffered an acute disc hernia which caused cauda equina syndrome (partial paraplegia from the waist down) and left him in a wheelchair. “I had to stop working for six months to focus on my rehabilitation during which I felt nothing but support from my team and leadership,” Lucas shares.Lucas has always felt welcome on his team. He says, “My disability is very low-impact for those I interact with, so that may have been a factor. I do see that the DIBs movement has made people more aware of our differences and more open to ask and talk about things. I hope this continues to grow and make people better.”When Lucas returned to work after the injury, support from his team led him to a new professional opportunity. He says, “The extremely fast rhythm of the Tech Support Performance team turned out to be more than I could handle, draining the little energy I had. I mentioned this to my manager and his first reaction was to try and find different ways I could help the team while avoiding the high-stress situations. This brought me in contact with the Knowledge Management team and the role I have been fulfilling for the last years.”Lucas’ ideal workplace is one where “no one is judged by their country of origin, ethnicity, gender, and so on. Where we can have any conversation without the burden of having to tiptoe around certain words, concepts, or attitudes. Mutual acceptance is key for this to work, and this is something everyone realizes they have to work on, but I feel unconscious bias is the most difficult issue to eradicate.” Meet JeffJeff is a director of sales recruiting at ServiceNow. The bias and discrimination Jeff has faced in his career motivates him to create a more inclusive interview experience for all candidates.Jeff is legally blind and has overcome many barriers to reach where he is at now. “I’ve been asked illegal questions during interviews. I had over 15 in-person interviews in Portland after grad school where I got no offers. People asked me questions like, ‘Are you sure you can do this job? Are you sure with your vision that you'll be able to even get to work?’ The most illegal questions to ask a candidate.”What does Jeff envision as a better candidate experience? “I don't expect our recruiters to know what somebody's disability is but we want all candidates to feel a sense of inclusion and belonging while interviewing,” he says. Jeff discusses the importance of asking about accommodations, “If I'm talking to somebody on the phone or before an in-person interview, I’d ask, ‘Are there any special accommodations that you would require for us to help you?’ Bringing up that question in a very non-threatening way is just a small thing to say we care about everybody's individual needs.”“We need to have an environment and culture with radical candor to feel safe to have these discussions,” Jeff shares. “This is by far my most favorite company I've ever been at. Honestly, it starts with the culture here. Leaders and hiring managers are so motivated to want to do the right thing,” he continues, “I think people get the importance of diversity but are looking for guidance. They may fall off on the inclusion and belonging, but open discussions allow growth to happen.”Gillian, Lucas, and Jeff have unique journeys that lead to a shared goal of improving the experiences of people with disabilities and to make sure that everyone is included in feeling that they belong. Join us at ServiceNow.
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