Guest Author

Business organizations are constantly trying to keep up-to-date with current trends, and this includes adopting the latest technology to assist with learning and development. After all, a well-trained workforce is great for business.

L&D tools can be used to train employees, and support them as they learn and grow. It’s a key part of corporate talent management as it helps to keep employees performing to a high standard.

These days, businesses rely on technology to help them train their employees. So, why is L&D so important and why does it need heavy investment? Let’s find out more about software tools that are available and how they can be used.

What is learning & development?

Learning and development (L&D) refers to the process of enhancing employees’ skills, knowledge, and competencies through various educational methods. It involves structured programs and activities designed to improve performance and foster personal and professional growth. L&D is crucial for organizations to stay competitive, adapt to industry changes, and ensure employees are equipped with the latest skills. Effective L&D programs include training sessions, workshops, online courses, and mentorship opportunities, which help in increasing productivity, boosting morale, and promoting innovation within the workforce. Investing in L&D ultimately leads to better employee retention and overall organizational success.

How is technology used in training and development?

Technology is widely used in training and development to enhance the learning experience, both at a school education level and in the workplace. Here are some common ways it’s used:

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E-learning platforms

E-learning platforms have perhaps become one of the most frequently used ways to learn new information on the computer.

These platforms offer various courses, modules, and resources that learners can access remotely through computers or mobile devices. They can also provide flexibility in terms of time and location, allowing learners to study at their own pace. This can be beneficial for organizations who want employees to participate in some training courses from home.

Multimedia tools

Technology provides various multimedia tools:

• Videos and video games
• Simulations
• Interactive modules

These tools engage learners through visual and interactive elements, making the learning experience more dynamic and impactful. This can often be more engaging than staring at a book!

While videos can demonstrate practical skills, simulations allow learners to practice in a safe and controlled environment. That’s why, businesses should look at the game development pipeline to create something that employees can use to learn in a fun and effective way.

Mobile learning

Pretty much everyone owns a smartphone nowadays, and this technology facilitates learning on the go. Mobile learning allows learners to access training materials and resources anytime and anywhere, making learning more convenient and flexible.

Apps and mobile-responsive websites provide bite-sized learning modules, assessments, and interactive content optimized for mobile devices.

Virtual reality and augmented reality

You may have already heard of immersive technologies like virtual reality (VR) and augmented reality (AR). They offer unique training experiences that are still really new in terms of learning tools.

VR creates simulated environments where learners can practice skills or undergo simulations, such as virtual safety drills or medical procedures. AR overlays digital information onto the real world, providing interactive guidance and support during training activities.

This way of learning may be more expensive than e-learning online, because it requires an investment into headsets. Businesses would need to find more money in their L&D budget to use this software.

Also, read: Now in Tech: AI, Assessments, and The Great Over-Correction

Social learning and collaboration tools

Social learning means connecting learners with peers and instructors. This can be in the form of discussion forums, chat features, and video conferencing tools. It enables employees to interact, share knowledge, and collaborate on projects. Social learning fosters a sense of community, encourages peer support, and enhances knowledge exchange.

Data collection and personalization

Another way technology is used in learning and development is to collect and analyze data. It can create personalized learning experiences tailored to individual learner needs and preferences.

These adaptive technologies use learner data to dynamically adjust content, pacing, and assessments, optimizing learning.

What is the relationship between technology and learning?

As we know, technology has significantly transformed the way we acquire knowledge, access information, and engage in the learning process. So, let’s take a look at the relationship between technology and learning.

Accessibility and flexibility

Technology has made learning more accessible and flexible than ever before. Online platforms, e-learning modules, and digital resources enable employees to access business materials from anywhere at any time.

This accessibility breaks down barriers related to geographical location, time constraints, and physical limitations, providing opportunities for lifelong learning. There are also various platforms available to suit differing budgets, which makes it more accessible to even more small businesses.

Engagement and interactivity

Learner engagement and interactivity is enhanced with technology. Using multimedia tools, interactive simulations, videos, and gamification elements create immersive and dynamic learning experiences.

Whether it’s learning about new store policies or VoIP auto dialer software, interactive elements capture learners’ attention and promote active participation, resulting in improved knowledge retention and understanding.

Personalization and adaptive learning

Adaptive technologies make use of data analytics and algorithms to assess learners’ progress, preferences, and learning styles.

This data-driven approach enables the delivery of more customizable content, pacing, and assessments, tailoring the learning experience to the individual’s needs.

Information and knowledge acquisition

Technology provides instant access to vast amounts of information and knowledge resources. Search engines, online databases, digital libraries, and educational websites enable learners to explore various topics, conduct research, and expand their understanding.

It equips learners with the skills to navigate and evaluate information critically, promoting digital literacy.

Continuous learning and professional development

Advances in tech can assist with lifelong learning and continuous professional development. Online courses, webinars, podcasts, and microlearning modules offer opportunities for individuals to upskill, reskill, and stay updated with industry trends.

This enables professionals to acquire knowledge and skills at their own pace and according to their specific needs.

Also, read: Upskilling and Reskilling: Ready to Future-Proof Your Workforce?

How to use technology for teaching and learning?

Technology can be used for teaching and learning, but it does require heavy investment to get the best options available. Here are some key considerations for effective utilization of technology:

Aligned with teaching

Technology should be aligned with teaching principles and learning objectives. It should genuinely be helpful to the subject matter, such as teaching employees about ML solutions using computers. Businesses should carefully select technology tools and platforms that align with their methods and the desired outcomes.

Blended learning approach

Incorporating a blended learning approach combines traditional face-to-face instruction with online and technology-enabled activities. This approach allows for a balanced integration of technology and in-person interactions, leveraging the benefits of both. It may also be more cost-effective for businesses. You can use technology for delivering content to engage learners in interactive activities, and encourage collaboration.

Active and engaging learning

Technology can promote active and engaging learning experiences. Businesses should make the most of all tools that could capture people’s attention and make learning fun, not boring. Encouraging learners to actively participate, reflect, and apply their knowledge through technology-based activities promotes deeper understanding and knowledge retention.

Personalization and differentiation

You can create personalized learning experiences to cater to individual learner needs, interests, and abilities with software. Some technologies can analyze learner data and provide tailored content, pacing, and assessments.

Collaboration and communication

Technology tools and platforms encourage collaboration and communication among colleagues, instructors, and peers. Forums, online chat features, video conferencing, and collaborative document editing platforms are there to allow people to connect, share ideas, and engage in group projects. Businesses should offer a collaborative learning environment where learners can actively participate and exchange knowledge and perspectives.

Continuous professional development

Technology plays a crucial role in supporting an employee’s professional development. Once hired, they can continue to learn about their job by making use of e-learning software. Online resources, webinars, virtual conferences, and professional learning communities provide opportunities for companies to enhance their learning strategies.

Data-informed decision making

You can use valuable data and analytics on learner progress, engagement, and performance, to make data-informed decisions to enhance teaching and learning experiences and improve operational efficiency. Utilize data analytics to gain insights into learner needs, identify areas for improvement, and make data-informed decisions to enhance teaching and learning experiences.

Types of learning development tools

There are many types of learning development tools that businesses use to keep employees up to date with their job role. Here are some of the most used learning development tools:

1. Video training software

Using video software can be an easy and effective way to educate employees about the job. Managers can create and share videos with staff members to train them on a particular topic such as how to use the new computer system, or just for general annual training updates.

It helps L&D teams to educate employees in a cost-effective way.

2. Knowledge sharing tools

Knowledge sharing tools can allow businesses to distribute important company information. This can be assets such as the company manual or training guides.

By consolidating all manuals and guides in one place, it acts as a resource for employees to revisit any time they feel like they might need to brush up on their training. They have continued access to learning materials while at work.

3. Learning management systems (LMS)

Some business learning management systems utilize e-learning platforms. These are created to help businesses keep track of employee training progress and oversee development programs. Implementing such systems in corporate organizations can assist in compliance training and the employee onboarding process.

Additionally, LMS platforms often provide features for content creation, assessment management, reporting, and maintenance, ensuring that the learning materials and courses are up-to-date and easily accessible to learners.

Why should we invest more in learning and development technology?

Investing more in learning and development technology is crucial for unlocking the full potential of employee training and professional development.

As we’ve seen, L&D technology enhances engagement, improves knowledge retention, and creates proficiency, leading to improved learning outcomes and skill acquisition. Plus, it enables learning opportunities, which can be great for businesses who employ staff all across the world.

While there may be upfront costs, investing in technology leads to long-term cost savings through the elimination of physical materials and reduced travel expenses.

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This article was written with insights from James Deverick at Sage

The current state of workplace DE&I

When it comes to diversity, equity, and inclusion (DE&I), it’s crucial to understand that these are three different ideas. Of course, they are related, but developing an effective overall DEI strategy means understanding where they overlap and where they’re distinct.

• Diversity: This relates to the representation of people in the workplace according to gender, ethnicity, age, physical ability range, neurodiversity, sexuality, etc.
• Equity: This is about ensuring fair treatment for all. It involves arranging your policies and practices so they don’t inadvertently disadvantage anyone.
• Inclusion: Making sure everyone is included and given an equal opportunity to contribute. This means actively considering any biases weighing against this and trying to overcome them.

One challenge that often crops up when aiming to implement a DEI strategy is the asymmetry of information. That’s to say that when data silos develop in your organization, it causes problems. A lack of access to business-critical knowledge can quickly become a barrier to inclusion.

Centralizing your data with an ERP software solution is an excellent way to resolve this. This kind of tool allows you to store all your information in a secure database that links up your systems. Instead of your various teams having no clue what other departments are doing, everyone has access to company-wide data that’s updated in real-time.

This makes it much easier for staff from every area of your business to make contributions, as they all have access to the same information. ERP tools thus level the playing field, which is exactly what you need if you want to focus on DEI.

Of course, this is just one of the ways tech can help boost your DEI efforts. So, it’s now time to dig a little deeper into the broad array of benefits to be gained.

The role of empathetic technology in DE&I

Before we go any further, let’s first spend a moment exploring what exactly is meant by “empathetic technology”. This term covers the use of any tech-based tools or systems designed to understand and respond to human emotions.

The kinds of things that count as empathetic technology include:

• Wearables that use physical metrics to determine a person’s mood.
• Customer service chatbots.
• Platforms that use AI to make an easy-to-learn user interface.

When applied in the workplace, empathetic technology can play a significant role in achieving DE&I goals.

Some major benefits you can gain from implementing this kind of tech into your strategy include:

Fosters inclusion and accessibility

Key to promoting inclusion and accessibility is recognizing that individuals’ different perspectives on life have value in and of themselves. It’s crucial to find ways for all employees to participate equally, regardless of their background.

Examples of empathetic technology that can support this include:

• Voice recognition and natural language processing tools. These can make workplace communication more accessible for people who have disabilities.
• Multilingual language support for your key platform user interface. This can help staff whose first language isn’t the one used for general workplace communication.
• Personalized content and recommendations using machine learning techniques. Catering to individual needs and preferences using tailored content makes sure employees feel valued and included.

Mitigates bias and discrimination

No matter how hard you try to avoid it, the truth is that human beings are creatures of bias. Confirmation bias, logical fallacies, groupthink—we’ve all been there.

Let’s take recruitment. You’ve probably devoted a lot of time to developing an effective hiring process that acknowledges the importance of diversity in tech. After all, you know your business will thrive if it can attract top talent.

Maybe you already use cutting-edge techniques such as values-based recruitment (which you absolutely should, by the way). But could you be doing more to make the process more equitable?

Luckily, there’s help out. Empathetic tech can go a long way toward stripping out any remaining biases in your selection procedures. That’s because AI algorithms can be trained to detect and minimize biases in your process, helping you make fairer and more diverse hiring decisions.

Once your people have settled in, empathetic technology can help you in other ways too. For example, you can use it to develop training plans to reduce the risk of discrimination in the workplace.

One approach is to use augmented reality or virtual reality platforms. These can simulate real-life scenarios to raise awareness about unconscious biases and foster empathy among employees.

Enhances collaboration and cultural understanding

The right tech can also play a significant role in breaking down barriers and promoting effective communication among diverse teams.

Let’s use chatbots as an example. The standard of chatbot tech has undergone phenomenal improvements over the past few years. When most people hear the word “chatbot”, automated customer service agents probably spring to mind, but there are other ways you can use them in the workplace to promote DEI.

For instance, chatbots can be helpful as virtual trainers or guides to educate employees about different cultural norms and customs. They’re also a good option for delivering interactive modules or simulations to raise awareness about cultural diversity.

This kind of initiative helps your employees better grasp cultural differences. In the long run, this is one of the best employee retention strategies, since staff are much more likely to stay in a work environment where they feel valued and understood by their peers.

How to adopt empathetic technology in your DEI strategy

Whatever type of tech you plan to introduce into your organization, there are a few essential elements you first need to consider.

Set clear goals and objectives

Clarity is key. Define your DEI-related goals and objectives aligning with your organization’s overall strategy. Work out how empathetic technology can contribute to achieving these and develop a list of realistic KPIs.

Be specific about the metrics you want to hit, whether it’s fostering inclusion, mitigating bias, or enhancing cultural understanding. Make sure you set down in detail what the desired outcomes are and set deadlines for meeting these.

Secure support from organizational leaders to prioritize DEI

There’s no doubt that although many leaders talk about diversity in tech, they don’t all walk the walk. Unfortunately, without C-suite buy-in, any DEI strategy is doomed to fail.

So, how do you engage organizational leaders and secure their commitment to prioritizing DEI efforts? Answer: you show them evidence of its practical benefits.

Let’s consider something familiar to most businesses: the accounts team. In any organization, one of the most critical functions of this team is paying suppliers and other stakeholders accurately and on time.

DEI policies can address unconscious biases and ensure equity in accounts payable processes. These could include such day-to-day operations as invoice processing, payment approvals, and expense reimbursements.

You can use modern account payable software to keep track of transactions and automate your procedures. Doing this makes it easier to make sure that all employees and stakeholders receive fair treatment. This will bolster your company’s reputation and boost your DEI credentials.

Also, Read: D&I Lessons to Learn From Top D&I Global Organizations

Adopt a user-centered design approach

Involving employees and stakeholders in the design and development process is also a good idea. This means conducting user research to understand the needs, preferences, and pain points your tech will address.

Some people are reluctant to embrace wearable tech, for example. It’s vital to be aware that previous work experiences may have left some employees mistrustful of senior management’s motives for introducing biometric tech into the workplace.

So, it’s crucial to incorporate their feedback and perspectives. This way, the technology you invest in will be more likely to meet employee expectations and be inclusive by design.

Provide comprehensive employee training and education programs

You can never have too much in the way of upskilling and reskilling in the workplace. Offer comprehensive training programs to educate employees on the benefits and ethical considerations of using empathetic technology.

Specifically, teach them how to use this tech to enhance DEI efforts, address biases, and promote inclusive practices. Encourage open dialogue and create spaces where employees can share their honest insights.

Prioritize data privacy and security considerations

Data privacy and security are paramount when implementing empathetic technology. Ensure compliance with relevant regulations and establish watertight procedures for protecting sensitive information by taking into account the utilization of top proxies to enhance security.

Keep a two-way conversation going at all times surrounding data collection, storage, and usage. Always remember to obtain explicit consent from users, as well as regularly review and update privacy policies to nip any problems in the bud before they cause real headaches.

Ensure technology can accommodate future growth

Your empathetic technology solutions must also be scalable and adaptable to evolving DEI requirements. Regularly evaluate the effectiveness of your tech and make necessary adjustments as your organizational goals develop.

New possibilities with empathetic technology

We’ve certainly come a long way from where we started. Over the years, DE&I policies have adapted as businesses everywhere have begun to understand how crucial it is to achieve diversity in tech.

Although some challenges remain, there’s no doubt that the rise of empathetic technology is opening up new possibilities for solving them. If you’re looking to breathe new life into your current DEI strategy, it could be time to get some digital help.

This is a guest post by Harshala Chavan, founder of Merrative.

A stronghold of technical concepts is necessary to write about any specific technology. But writing and coding are distinct skill sets, and hence, few experienced developers indulge in professional writing.

At Merrative, it took us multiple paid trials, hours of recruitment work, and a loss of USD 1000+ with unsatisfactory work to find our first 15 technical writers. In response to this, we designed a system to hire technical writers for our marketplace.

Read more to know how we scaled our technical writer talent pool from 15 to 150 and tips for hiring a technical writer.

Who is a technical writer?

A technical writer understands the underlying technology of a product to write technical documentation, blogs, whitepapers, or other communication formats.

At Merrative, we believe that talented tech writers should have the necessary expertise in the technical subject to understand how a product or feature works and write about it in simple, clear, and concise language. A technical writer is usually employed across companies in industries such as Technology, Healthcare, Finance, etc.

Job description of a technical writer

What sets technical writers apart from other professional writers?

Deep knowledge and understanding of technology. These skills are crucial to delivering solid technical documentation. Technical writers usually write for CTOs, developers, and even non-technical customers. Having such a varied audience means technical writers have to constantly tune their tone, information depth, and jargon usage as per the audience.

Also read: 5-Step Guide To Gender-Fluid Tech Job Descriptions (+Free Checklist)

Key responsibilities of a technical writer

Ensure your technical writer candidate can do the following:

1. Research the product and grasp concepts of the underlying technology used to make the product
2. Understand and follow technical content guidelines defined by the brand to draft technical documentation
3. Work with team members across Product and Marketing to draft appropriate technical content
4. Work with the Design team to create relevant diagrams, charts, code snippets, etc.
5. Take feedback from team members, customers, and beta testers to align the content with their requirements.

Key performance indicators (KPIs) for a technical writer

Use the following KPIs in the job description:

1. Technical accuracy: How well does your technical writer know your product? Are they adding correct code snippets to the content when needed? Define KPIs to measure how accurately the writer is presenting your product – a useful way is to design a technology or product onboarding for new joiners. Managers can also conduct regular tests or workshops about the product to align technical accuracy.

2. Readability: Technical content tends to get higher grades in online editors like the Hemingway app. This can be very misleading. Define an acceptable readability score for the hired technical writer or check how their published content performs. A great way to check the usability of written content is by asking for feedback. For example, Google takes feedback on its product support content by asking the reader ‘Was this article helpful’ with Yes/No options. This helps the support team understand the usefulness of the content published.

3. Adherence to content guidelines: Define non-negotiable key content guidelines that the technical writers should follow

4. Collaboration: Define KPIs that include getting feedback from customers, other teams, and/or testers as part of the review process.

Average expected pay for technical writers:

According to Salary.com, the typical salary for a full-time technical writer ranges from USD 54,945 to USD 68,512 in the USA. For a freelance writer, the compensation for a technical blog post ranges between USD 350 to USD 1000+ depending on the content format and expertise.

When should a technology brand hire a technical writer?

A technology business requires a technical writer to cover the following content formats:

1. User manuals: Step-by-step instructions about using the product
2. Whitepapers: Authoritative reports to educate potential customers about your product use case or industry
3. Developer documentation: Create guides and help tutorials for developers to build using your product’s ecosystem
4. Newsletters: Email periodicals about your product, new features, and other information critical for engaging potential customers
5. Technical blogs: Search Engine Optimized technical blog posts as per the company’s content marketing strategy.

Hiring a freelance technical writer v/s an in-house technical writer

Choosing between freelance and in-house technical writers depends on the number of content projects and expertise required.

For example, if your company plans to publish only three to five whitepapers a year, it doesn’t make sense to hire a full-time employee. On the other hand, if your publishing strategy includes multiple technical content formats, a freelancer may prove to be expensive.

What makes a good technical writer?

Apart from the non-negotiable exceptional writing skills, check for these top 3 must-have hard skills in your technical writer:

1. Technical research skills: A good writer must thoroughly study your product, technology, and user experience to craft well-researched content.
2. Writing skills: Technical content can be very dry and hard to understand. A good writer, usingspeech to text technology, not only writes grammatically correct content but also knows how to make really hard concepts easy to grasp for laymen, without sounding condescending.
3. Visual communication: A technical writer may have to present instructions using diagrams, charts, or infographics. For this, they may have to work with a designer or need adequate visual communication skills to showcase technical diagrams. It is important to know how and when to use visual communication in your content to create impact, as well as resonate with the audience.

Check for these top 3 must-have soft skills in your technical writer:

1. Empathy: A technical writer simplifies technology for common users. Empathy is key to ensuring they write what the reader can easily understand and implement.
2. Attention to detail: Without attention to detail, a writer may publish wrong instructions or help instructions that hurt the brand’s credibility.
3. Adaptability: Technology is constantly changing and a technical writer should know how to adapt and learn to keep up.

How to hire a technical writer? – the 5-step hiring process

At Merrative, we are a publishing talent marketplace that helps brands and publishers with thought leadership content. Here’s how we designed a process to hire a technical writer to save recruitment costs:

Step 1: Set the right expectations

Paid trials are expensive in the technical writing field. Hence, setting budgets and processes is key to ensuring you do not waste money in doing paid trials with unqualified technical writers.

1. Write technical documentation and create content guidelines

Creating content guidelines specifically for your technical content acts like a checklist for gauging how well the writer fits your requirements.

2. Create content brief templates for various content formats and topic segments that need to be covered

Having templates handy for the required content formats helps quickly assign paid trial tasks to selected writers. Save topic clusters for paid trials to test writers based on their experience.

3. Prepare agreements and fix a budget

Ensure that you sign agreements to protect your company data, product designs, and other key internal information as writing assignments may require sharing them. Have a budget in place to test technical writers accordingly. In our experience at Merrative, it is better to hire experienced writers who may charge more but produce quality output.

Step 2: Set up a ‘Write For Us’ program

‘Write for Us’ is one of the key ways in which writers and agencies approach companies they would like to work with for at least guest posting opportunities. This is a great way to collaborate with writers who are genuinely interested in contributing to your content library. It also reduces your recruitment efforts. Epilogue’s (Merrative’s in-house publication) ‘Write for Us’ page generated 100+ applications within 3 weeks of its launch.

Step 3: Create a technical writer interview checklist

Create a checklist of questions to ask potential technical writer candidates. Questions about company culture fit, professional experience, and technical expertise is a great mix.

Also read: 8 Unconsciously Sexist Interview Questions You’re Asking Your Female Candidates

Step 4: Set up a technical writer paid assessment workflow

At Merrative, a writer is selected based on our internal selection guidelines of educational qualification, industry experience, and professional writing experience. Then, we gauge the writing style and technical depth of the relevant samples shared by the writer as per our content guidelines.

We approach writers who meet our qualification guidelines for a paid trial assessment post negotiating budgets. On submission of the writing sample, we check how much they have adhered to our content guidelines and then proceed with more projects.

Good execution of Step–1 is crucial to ensure smooth trials in Step–3.

Step–5: Onboard the hired technical writer into your content production system

Like any new recruit, the newly hired writer, too, has to adjust to your company’s workplace culture. Having a good onboarding process ensures they are trained in using the product and tools used in your organization. Set up a meet and greet with the existing team for smooth collaboration.

Hiring rubric used by Merrative to filter the top 5% of technical writers

Here’s a hiring rubric used by Merrative to hire technical writers:

If you would like to understand more about our technical writer hiring process, feel free to email hello@merrative.com to schedule a chat. You can also download this hiring rubric and more resources from our free writing resources section.

5 tips for hiring the best technical writer

Here are 5 best practices used at Merrative that might help you streamline your technical writing hiring process:

1. Stress on experience: At Merrative, we have experienced how writers who had graduated with a software degree, have worked in the software industry, or wrote about software as a hobby produced the best content compared to other candidates.
2. Don’t take unprofessional behavior lightly: One of our writers in the talent pool submitted content with 3% plagiarism and defended it by saying how ‘3% is alright’. Eventually, we observed how the writer indeed slacked off multiple times in terms of adhering to defined content quality standards. Seemingly small but unprofessional behavior can add up as you work together and eventually become a problem.
3. Review writing samples or portfolio: it is possible to understand a writer’s skill by gauging how they have structured their portfolio. For example, a diverse portfolio suggests a lack of subject matter expertise. Ask for relevant samples on topics your brand aims to cover and check the depth of writing. Carefully analyzing portfolios helps avoid unnecessary paid writing tests.
4. Do not use job templates: using job description templates may dilute your branding and may not be enough to attract the right applicants due to being ‘general’. Carefully research what you require in your candidate and state that in your job description, or consider leveraging a writing assistant for personalized and effective job postings.
5. Use screening tools: it is common to receive thousands of technical writer applications. There are many dedicated hiring tools like LinkedIn, Upwork, Workello, etc that help with test assignments and recruitment.

From nerve-wracking job interviews to the nail-biting waiting period, navigating the tech industry’s hiring process is often a roller coaster of emotions.

Add in the additional layer of being a member of the LGBTQIA+ community in tech and identifying as a queer or non-binary individual. The ride becomes even more complex.

To shed light on these experiences, we have collected authentic narratives from seven LGBTQIA+ tech professionals.

These candid conversations reveal a spectrum of encounters, both empowering and challenging, and propose crucial strategies for cultivating a more inclusive recruiting landscape.

Read on.

Here’s what the LGBTQIA+ community in tech had to say about their interview experience

1. Cecilia Righini (They/Them), Founder and Creative Director of Studio Lutalica

a. Was disappointed when the employer asked them to omit their pronouns from the company signature.

Cecilia: As I was looking for my first job within the Design and Tech fields (as a Project or Design Manager), I had been asked by a potential employer to omit my pronouns from the company email signature. They said they were ‘absolutely ok with it’, but their clients ‘may not be’.

Asking someone to hide their identity at work is discrimination, and (now I am an agency owner myself) I believe agencies should take a stand against any type of discrimination. Educate your clients when possible or even consider not working with them at all.

b. But on the other hand, they also had a delightful experience.

Cecilia: When I interviewed with Lattimore and Friends, a London-based (remote-first) web development agency, I was told they were actively trying to employ more women and non-binary people as the tech industry is overwhelmingly male-dominated.

Once I joined, my employer immediately changed his signature to include his pronouns and asked everyone else to do the same, so I would feel comfortable including my pronouns in my signature.

Also read: How To Build Safe And ‘PROUD’ Workplaces – A Personal Story

2. We interviewed Lizi Gigauri (She/Her), Marketing Coordinator, Alphamoon.

Here’s what she had to say:

a. Can you share what kind of experience you had during the tech interview/hiring process?

Lizi: I have gone through many stages of recruitment with numerous tech companies in my downtime and not once have I explicitly been asked about my sexual orientation. I do however provide my pronouns.

From my (and my friends) experience the tech industry is the least judgmental about queerness – your job speaks for you, not your sexuality. It’s refreshing to see that no one cares about anyone’s sexuality. It’s not theirs to care about.

b. Was it a positive or a negative experience? Please elaborate.

Lizi: Some of the highlights in the past three years have been the support from people and culture officers who go out of their way to make it a comfortable and inclusive space for the LGBTQIA+ community in tech. One of the last companies I worked for donated money to several LGBTQ+ charities operating in Poland. The company also encouraged us to attend the pride parade (a very scary event) during pride month which was awesome to see.

In another company, I could choose to add another person to my private health insurance (gender or relation not specified). I’m pretty open about my sexuality and highlight it whenever there’s a possibility to see how others react.

In this country, you really need to test the waters and I often raise conversations about the living conditions in this country along with the struggles we have to go through. So to see the willingness to ensure the safety of their employees in every regard is undoubtedly a plus.

c. What do you think needs to be changed to make tech hiring more inclusive of the queer community?

Lizi: I think one thing that could be changed is the linguistics. Due to the linguistics of the country which is gender-specific like most Slavic countries, the job offers are also gender-centered. For example, instead of saying writer (non-binary), it’s often writer (male).

Apart from this, I would also encourage more tech companies to ask and respect the pronouns of the applicant since here it’s seeped into the society to assume the gender based on the presentation.

Also read: 5-Step Guide To Gender-Fluid Tech Job Descriptions (+Free Checklist)

3. Swetha Harikrishnan(She/Her), Senior HR Director, HackerEarth

a. Can you share what kind of experience you had during the tech interview/hiring process?

Swetha: I’ve never really had much of an experience specifically being queer. However, there was this one time at this interview with HR folks with a global advertising/marketing Tech company. It had proclaimed to be really progressive when it comes to D&I and specifically had a target for reaching 50-50 composition on gender (men-women) in the company.

But I experienced behaviors that strongly demonstrated that I lost the final selection there because I said that I was queer and wanted to be a visible role model and work on LGBTQ+ inclusion under their D&I umbrella.

b. Was it a positive or a negative experience? Please elaborate.

While looking for new opportunities in terms of work, I was very clear that I wanted to be my whole self with the next company and brand I associate myself with. That means that I would transparently be letting the new employer know that I’m queer, I would like to visibly and vocally role model my personal journey as being queer and also talk about inclusion with that lens. Thus, carrying the brand/projecting the brand with me alongside my personal brand.

When I interviewed with HackerEarth, something that really stood out to me very naturally was that the group (leaders of the company) that I interviewed with was extremely diverse. And not talking in the sense of a typical ‘gender’ or LGBTQ+ diversity, but just naturally felt like they had a very diverse set of individuals with diverse personalities. Now this got me really excited. To feel ‘diversity’ in that sense. This was refreshing.

It’s riding on this feeling that I also decided to talk about my representation from the queer community to Sachin (the CEO) and my intent to visibly role model myself with the next brand/company that I associate myself with. When I asked him how he felt about it, he said that’s totally up to me and that he doesn’t see why I wouldn’t be able to do that with HackerEarth.

Now it’s one thing to talk the language, and it’s another to actually walk it. You need to be fiercely authentic and bold to walk it. The conversation with Sachin and his views here felt very honest and genuine and he did not appear as a trained ‘leader’ who’s blindly following a language without believing in it.

Fast forward to the date today, I stand here vouching for HackerEarth being the most inclusive company I’ve worked with, as a culture.

This is very difficult to establish. I’m not saying that we don’t make mistakes. I’m saying that with ‘inclusion and creating a safe space for everyone’ being at the heart of the company, we take every step to acknowledge our mistakes, correct them, and not make the same mistake again.

Also read: Embracing DE&I At The Workplace – #1 Back To The Basics

Swetha provided the following pointers on how the process can be improved to make it more comfortable for the LGBTQIA+ community in tech:

Educate your staff and give them the proper tools for hiring. We need to ensure that we walk the talk. A queer representation on the hiring panel/team would be awesome too.

• Train your employees on the overall inclusion definition, how to tackle unconscious bias, what personal definitions for inclusion look like for each individual (reflect internally, then externally), and what is psychological safety (respect for all & their views)
• Next, train them on what LGBTQ+ means under the larger umbrella of inclusion.
• Tools: Hide PII + make all elements gender-neutral.
• Organize a recruitment drive for hiring folks only from the queer community – be bold and transparent in the communication and intent here. It’s okay to positively have a selection to move towards ‘equity’.
• Use gender-neutral language: on the job descriptions that TA folks use to communicate with potential candidates, on our website, etc.
• Ensure that our policies & benefits have LGBTQ+ inclusion and talk proactively about:
  • Anti-harassment policy coverage
  • gender-neutral restrooms, if any.
  • insurance for same partner coverage + gender affirmation surgery coverage etc.
  • EAP (employee assistance partner) – covered for queer community-related mental well-being and language.
• Create & talk about the queer support groups/ERGs (employee resource groups) in the company.

5. Shakambari Jaiswal (She/Her), Customer Success Associate at Recruit CRM

a. Can you share what kind of experience you had during the tech interview/hiring process?

Shakambari: This one time when I was interviewed for a job at an IT company, they really didn’t seem queer-friendly and didn’t care much about pronouns. I also noticed their minimal knowledge of the LGBTQIA+ community in tech.

I identify as bisexual and I have never really felt safe to disclose my identity during interviews or even once I become an employee, often because people are too quick to judge.

b. Was it a positive or a negative experience? Please elaborate.

Shakambari: However, my experience with Recruit CRM was pleasant. I feel incredibly grateful for the recruitment process that introduced me to this remarkable team. Right from the start, they displayed a remarkable level of inclusivity, ensuring that my pronouns were consistently acknowledged and respected. Their open-mindedness and lack of bias toward my bisexuality were truly inspiring, making me feel valued and welcomed as an individual in their inclusive work environment.

Also read: 8 Unconsciously Sexist Interview Questions You’re Asking Your Female Candidates

6. Employees and the Founder of COMPT share their views on the tech hiring process

• Amy Spurling (She/Her), founder & CEO, identifies as lesbian:

Amy: There is so much that needs to change – too many to enumerate here. One place I’d point out is that too often, companies get into the space of “we are a family-oriented company,” but then all of their definitions of family are straight, cisgender parents with kids. Families come in all shapes, sizes, and designs.

As a member of the queer community, I often feel like I have to justify or further define my family (in prior companies). Normalize that everyone has a family, but every family looks different.

Normalize your “family” benefits to include things beyond fertility treatments and child care – things like adoption, surrogacy (where it’s legal), pet care, eldercare, or even just supporting mental and physical wellness (what family doesn’t need that!).”

• Anonymous (She/Her), Marketing Manager, identifies as gay

a. Can you share what kind of experience you had during the tech interview/hiring process?

“I had an awesome experience interviewing with Compt. For one, I didn’t have to create an account in one of those applicant tracking systems where it feels like your application just disappears into a black hole. I sent my application directly to the hiring manager via email, and he reached out personally to schedule an interview. Every step of the interview and hiring process that followed was equally thoughtful. Many companies claim to be people-first, but Compt truly walks the walk.

b. Was it a positive or a negative experience? Please elaborate.

Unfortunately, I have not felt comfortable disclosing details about my personal life in past job interviews out of fear of experiencing discrimination.

However, Compt publicly talks about its efforts to hire a diverse team, even going as far as sharing data on what percentage of the staff identifies as LGBTQ+.

The fact that our CEO personally tracks this information made me feel like there is a genuine commitment to creating an inclusive work environment, which put me at ease.”

c. What do you think needs to be changed to make tech hiring more inclusive of the queer community?

“I think companies need to take it a step further beyond just saying, “We don’t tolerate discrimination.” They should make it clear that they are actively searching for candidates from diverse backgrounds, including individuals from the queer community. This could be especially helpful for companies located in states where anti-LGBTQ+ legislation is prevalent.

Also, training people who are in positions to make hiring decisions is crucial. Sometimes a hiring manager simply wants to develop rapport with a candidate and may ask an innocent question like “Do you have kids?”, but it’s important to understand what questions should be avoided to promote fairness in the hiring process.”

• Tim Faherty (He/Him), Customer Success Manager

Tim: I had a seamless experience during the hiring process for Compt. The leadership team stayed transparent throughout and set expectations and next steps accordingly for the interview and follow-up process. All my questions were answered thoroughly, and expectations were set on when I could expect more information about the next steps in the hiring process.

Tim believes that transparency is the key to ensuring a smooth tech recruiting process:

Knowing you’re interviewing for a diverse company makes hiring so much easier from an applicant’s perspective. If a company doesn’t outwardly advertise its diversity, then it can add anxiety as a person never truly knows the work environment they might walk into.

A queer person is never finished coming out, as things like a new job put that person in a position where they will inevitably address their sexuality. Transparency is the key to eliminating potential anxiety.

As we unwrap these stories, we realize that the journey to an inclusive hiring process is a shared responsibility – demanding transparency, active inclusion, and constant learning.

Let’s champion diversity by remembering these narratives and embedding their lessons into our tech industry’s hiring tapestry.

As a recruiter, I want to send a message to all the busy hiring managers out there: some of us want to be your new best friend.

No, seriously! No one gets it quite like us. We understand the frustration that comes with sifting through hundreds of resumes, all with the added pressure of trying to find the perfect candidate for your team.

And let’s face it, you have a lot on your plate already. You’re running a team, managing projects, and making sure everything is running smoothly. To put it bluntly, you simply don’t have the time to dedicate to the hiring process that it deserves.

We are well aware that recruiters and hiring managers have a long-standing relationship with some mixed reviews. We might not see eye to eye but at the end of the day, we’re working towards similar goals—filling a position correctly and placing the perfect candidate.

Like any healthy relationship, for this bestie match to be successful, there has to be immense trust between both parties.

What’s with the disconnect between recruiters and hiring managers?

Recruiters and hiring managers share the same goal—to hire top-tier candidates for their company. But each of them goes about it in a different way, which is where the problem arises.

They tend to have a strained relationship due to a number of reasons, such as:

• Vague job descriptions are given by the hiring manager
• Hiring managers are unsatisfied with the quality of candidates the recruiter brings
• Recruiters are given unrealistic hiring expectations and timelines by hiring managers
• Recruiters and hiring managers have differing opinions on how they should hire or how long it should take to hire someone
• No proper communication between both parties

Let’s face it. There’s no way recruiters can source and hire candidates alone as they need a hiring manager’s approval. And there’s no way hiring managers can source, attract, and recruit candidates as they simply do not have that kind of time.

To foster better teamwork, both recruiters and hiring managers have to tackle the most common differences and start building stronger relationships. As Katrina Collier says in her newsletter,

Get behind the superficial to the REAL cause of why it’s difficult to work with hiring managers.

Also read: How Engineering Managers Can Help Recruiters Improve Developer Hiring

Recruiters and hiring managers need each other. Here’s why

It’s high time recruiters and hiring managers started getting along. To put it simply, it improves productivity and helps bring in better-qualified candidates. A few more benefits include –

1. Recruiters can fill the role with a candidate that will fit on every level

Recruiters understand that you’re not looking for just anyone to fill a role. You’re looking for the right person with the right set of skills, experience, and personality. When you bring us on during the hiring process, we become an extension of your hiring team.

We as recruiters research not only your company’s specific needs and requirements for the position, but also immerse ourselves in your company’s culture and see what types of personalities are already thriving.

You don’t have to waste time with the “wrong” people because we rigorously screen for and identify candidates that fit your ideal profile.

2. We promise to scale your organization quickly if needed

As tech recruiters, we get that the world of tech is constantly evolving. One minute you’re fully staffed, the next you need to fill a bunch of roles ASAP. That’s where we come in— invite us to your events, introduce us to your team, and let us soak up your company culture. Leverage us in a way that benefits your company. That way, when you need to bring on new talent, we’ll have a pool of candidates ready to go who is a perfect match for your organization.

I’ve seen this work wonders firsthand with a local company. They brought me in, we got to know each other, and when it was time to scale up, I successfully placed over twenty candidates. And the best part? Most of them have stuck around because I knew the company and knew they’d be a great fit.

Also read: Spend A Day With A Tech Recruiter

3. We help you cut down on the time and resources you spend on the hiring process

It’s called a process for a reason, right? Step one is looking at an inbox with 200 resumes, and it only gets more time-consuming from there. Imagine a world where you only have to review 5 perfectly curated resumes and show up for the interview calls.

As your hiring BFF, recruiters are there to walk you through the entire hiring process. This means we can take over screening candidates, sending out calendar invites, preparing for interviews, and all the other parts that tend to take up a little more time than you expect.

Not only that, but recruiters are there to follow up with you, assess how the interviews are going, and pivot accordingly. We know all your other tasks don’t stop when hiring starts, so use our services to your advantage. If you’re looking for a space to prove our value— utilization of time is a great space to start.

4. Allow us to keep you on track with market trends

If it’s been a while since you last had an open position or if you’re looking to fill a new type of role, tech recruiters can provide valuable insights into the current job market and how your company is perceived within it.

We keep a close eye on recruitment trends and can offer objective feedback on your hiring practices. Whether it’s identifying areas for improvement or simply providing a neutral sounding board, recruiters can help you get the most out of your hires.

We also have a deeper understanding of what top talent is looking for in their next job and what drives them.

Also read: Forecasting Tech Hiring Trends For 2023 With 6 Experts

5. We promise to not poach your employees

That may be sounding like one of those “unlikely friendship” videos of a snake and a hamster or an elephant and a sheep, but if you bring on a recruiter we can sign a contract to not pull from your company.

In the spirit of recruiting, the same can’t really be said otherwise. This also doesn’t mean that you need to bring on tons of recruiters to retain your people. What’s most important is that you find a recruiter that’s doing things differently in a way that you like. There are tons of recruiters out there, so it’s important to find someone that’s successful in going about things from a different angle. If they’re standing out to you as a recruiter, they’re most likely standing out to potential candidates as well.

Finally, we’re not just here to fill a role and then disappear. We want to build a lasting relationship with you, one that is built on trust, honesty, and mutual respect. We’re here to help you succeed, and we’ll work tirelessly to ensure that you get the results you’re looking for.

Ways Recruiters Can Improve Their Relationship with Hiring Managers

Building a strong, collaborative relationship between recruiters and hiring managers is crucial for the success of any organization’s hiring process. Here are several strategies recruiters can use to improve their relationship with hiring managers, ultimately leading to more efficient and effective recruitment outcomes.

1. Establish Clear Communication Channels

• Set Regular Meetings: Schedule periodic check-ins to discuss open positions, candidate profiles, and other recruitment-related updates.
• Use Collaborative Tools: Leverage technology like shared documents, project management software, and communication platforms to stay aligned and transparent.

2. Understand the Hiring Manager’s Needs

• Deep Dive into Job Descriptions: Work closely with hiring managers to understand not just the job requirements but the soft skills and team fit that would make a candidate successful.
• Tailor the Recruitment Process: Customize the recruitment strategy based on the specific needs of each position, taking into account the hiring manager’s preferences for candidate qualifications and experience.

3. Provide Constructive Feedback

• Feedback Loop: Encourage a two-way feedback loop where both parties can express their views on the recruitment process, candidate quality, and interview outcomes.
• Actionable Insights: Offer insights into market trends and candidate expectations to help hiring managers adjust their expectations or offers accordingly.

4. Educate on Best Practices

• Training Sessions: Organize workshops or training sessions on the latest hiring trends, effective interview techniques, and diversity hiring practices.
• Policy Updates: Keep hiring managers informed about changes in recruitment policies, labor laws, and compliance requirements to ensure a smooth hiring process.

5. Demonstrate the Value of Recruitment Analytics

• Share Metrics: Regularly share key recruitment metrics such as time-to-hire, quality of hire, and candidate sourcing channels to highlight successes and areas for improvement.
• Strategic Planning: Use data-driven insights to advise hiring managers on strategic decisions like optimal hiring periods, salary benchmarks, and skill set availability.

6. Foster Trust and Transparency

• Honest Communication: Be honest about the challenges and limitations in the recruitment process, and work together to find solutions.
• Celebrate Successes: Acknowledge and celebrate when a great hire is made, reinforcing the value of the partnership between recruiter and hiring manager.

7. Engage in Strategic Talent Planning

• Future Needs Analysis: Work with hiring managers to understand not just immediate but future staffing needs, helping to build a proactive talent pipeline.
• Succession Planning: Assist in identifying internal talent for succession planning, emphasizing the role of recruitment in long-term organizational growth.

Improving the relationship between recruiters and hiring managers requires commitment, open communication, and a shared goal of finding the best talent for the organization. By employing these strategies, recruiters can become invaluable partners in the hiring process, contributing significantly to the overall success of the organization.

At the end of the day, recruiters don’t have to be the bad guy

All we ask of you, hiring managers, is to think of us in a new light and try your best to not discount our potential value. Whether it’s filling a single role or scaling your entire organization, we’re here to be your trusted partner and friend.

So why not take a chance on us? Let’s be BFFs!

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