To attract diverse TPM talent, partner with community groups and minority-serving institutions, engage ERGs as ambassadors, run targeted social media and outreach, sponsor diversity events, craft inclusive job posts, encourage referrals, share authentic stories, and offer apprenticeships.
What Outreach Methods Most Effectively Connect with Underrepresented Communities for TPM Hiring?
AdminTo attract diverse TPM talent, partner with community groups and minority-serving institutions, engage ERGs as ambassadors, run targeted social media and outreach, sponsor diversity events, craft inclusive job posts, encourage referrals, share authentic stories, and offer apprenticeships.
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Community Partnership Events
Building relationships with local organizations, cultural associations, and advocacy groups that serve underrepresented communities allows companies to meet candidates where they are. Hosting workshops, information sessions, or career fairs in partnership with these groups can foster trust and increase awareness about TPM (Technical Program Manager) roles.
Employee Resource Groups ERGs as Ambassadors
Leverage the influence and networks of internal Employee Resource Groups to share TPM job opportunities and company culture within their own communities. These groups can participate in outreach events, share testimonials, and provide mentorship, making the company more relatable and accessible.
Targeted Social Media Campaigns
Use tailored social media ads and content that reflect the company’s commitment to diversity and inclusion. Highlight stories of current TPMs from underrepresented backgrounds and share culturally relevant messaging to connect authentically with diverse audiences.
Involvement in Diversity-Focused Conferences
Sponsor or attend conferences and meetups aimed at diverse technologists, such as Grace Hopper Celebration (for women in tech) or AfroTech. Sending representatives or speakers from your organization helps build credibility and creates networking opportunities with potential TPM candidates.
Partnerships with Minority-Serving Institutions
Collaborate with universities such as HBCUs (Historically Black Colleges and Universities), HSIs (Hispanic-Serving Institutions), and tribal colleges. Offer tailored tech career workshops, internships, and TPM-specific informational sessions to engage students and graduates early.
Inclusive Job Descriptions and Application Processes
Rewrite TPM job postings to remove jargon and unnecessary requirements, focusing instead on skills and potential. Clearly state the company’s commitment to DEI (Diversity, Equity, and Inclusion) and ensure that the application process is accessible and bias-reduced, encouraging more applicants from underrepresented backgrounds.
Referrals and Incentives from Current Diverse Employees
Launch referral programs specifically encouraging employees from underrepresented backgrounds to refer TPM candidates in their networks, offering incentives and support throughout the process to maximize engagement and reach.
Proactive Outreach on Professional Networks
Connect directly with potential candidates on LinkedIn and similar platforms, looking for profiles from diverse backgrounds. Personalized outreach messages about TPM roles that mention a commitment to inclusion have been shown to increase response rates.
Storytelling through Video and Blogs
Share video interviews, podcasts, and blog posts showcasing TPMs from underrepresented communities discussing their career journeys, challenges, and growth at the organization. Authentic stories help potential candidates envision themselves in similar roles.
Apprenticeship and Returnship Programs
Offer paid apprenticeship or return-to-work programs tailored for those transitioning into tech or returning after a break. These programs can help remove barriers to entry into TPM roles, especially for candidates from nontraditional backgrounds or those who’ve faced career interruptions.
What else to take into account
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