Episode 6

Harnessing the Power of External Partnerships to Increase Talent Pools

About this Episode

On the note of increasing diversity in your recruiting pipelines, Murray encourages companies to look to curate external partnerships with those who are already in touch with communities they want to engage in. Of importance, however, is helping your organization understand that budget can be a necessary and expected resource for these partnerships. A small budget is ok, but no budget may hinder your progress.

Investing in people is at the heart of Murray's strategy. He emphasizes that growth is a two-way street. Both the employee and the employer benefit from this investment. Tune in to hear more about Murray's insights on recruitment and the importance of diversity in tech.


Recruiting Ops

This Episode's Guest

Jermaine Murray

Founder @ Jupiter HR

Known as “the Jobfather,” Jermaine Murray is on a mission to increase the representation of black talent in tech. Outside of helping jobseekers, Jermaine is Founder of Jupiter HR, offering consultative services to companies on how to scale and build their startup.

Key Learnings

Murray advocates for increasing diversity in recruitment by fostering external partnerships with community-connected organizations. He emphasizes the importance of allocating a budget for these partnerships, as lacking one can impede progress. Murray's strategy revolves around investing in people, acknowledging that growth benefits both employees and employers.

Major takeaways:

1. The First Step to a Strong Community Presence is Trust Jermaine Murray offers tactical advice to companies looking to build trust within communities. He suggests that companies should first look within their organization and identify individuals representative of the community they wish to engage with. However, participation in diversity, equity, and inclusion measures should be voluntary. Companies should then reach out to external organizations or individuals whose values align with theirs and who are addressing issues relevant to the company. Engaging with multiple sources helps form an informed opinion that can be incorporated into the company's strategy.

2. Hiring Excellence is a Two-Way Street Hiring excellence , as defined by Murray, comes from from both the candidate and employer perspectives. For candidates, hiring excellence means looking beyond the resume and recognizing the potential impact an individual can make. It involves future-casting what a candidate could be and facilitating their growth. From the employer's perspective, hiring excellence means knowing what you want and not wasting people's time. It's about being secure in investing in people, understanding that growth benefits both the individual and the organization.

3. AI in Hiring is Tool, Not a Replacement While AI can be efficient in certain contexts, it struggles with unpredictability and the nuances of human behavior. Hiring involves balancing personality ticks with talent and competency, which often requires a human touch. AI can be a valuable tool, but it's not likely to revolutionize or replace the human element in hiring.

Hosted By

Shannon Ogborn

RecOps Consultant & Community Lead @ Ashby

Shannon Ogborn is a Recruiting Ops expert with nearly ten years of experience at companies from Google to Hired Inc and more. She’s shining a spotlight onto what makes a recruiting strategy one of a kind.

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