The Daily - August 12,2021 - 16

The Pulse
B A S E C A M P O U T D O O R
Over 450 people
networked with
Basecamp Outdoor
at GATHER
on Tuesday.
Basecamp
Outdoor's Tips
for Employers
Follow these best practices when it comes
to looking beyond a résumé to hire a winning
team. Curated by Ali Carr and Jenna Celmer
YOUR TEAM IS THE SINGLE BIGgest
factor in your organization's
success and long-term health. But
making good hiring decisions can
seem confusing, stressful, and
incredibly time consuming. Basecamp
can help.
After speaking with hundreds of
leaders and hiring managers from
brands like Cotopaxi, Patagonia,
and Protect Our Winters, we've
learned smart approaches to go
beyond résumés and scripted answers
to hire creative and talented
folks who enrich your team.
DO YOUR HOMEWORK
Know what you need. Good
companies seek candidates who fit
the culture. Great companies seek
candidates who add to the culture-who
will help you grow and
offer novel perspectives. Assess
your company's values, missions,
and goals, and determine gaps in
alignment. Then hire folks that
can help you bridge them.
Get your role in front of top
talent. If folks don't know you're
hiring, they can't apply. Make sure
your opportunity attracts a diverse
applicant pool by going where job
seekers already look. Try historically
Black colleges and universities,
military transition programs,
16
and state workforce centers (or let
Basecamp Weekly broaden your
audience).
Understand that hiring is
branding. Job seekers want to
work for companies that do good
things. Make sure your careers
page or job descriptions help applicants
and customers understand
how you show up for your community,
how you make/source your
product, and how you support your
workforce-especially folks from
historically marginalized demographics.
WRITE
INCLUSIVE JOB
DESCRIPTIONS
To ensure that folks of all genders,
races, backgrounds, ages, and
abilities apply, pay special attention
to the language in your job
description. Academic research
shows some terms alienate entire
demographics, which lowers their
likelihood of applying.
AVOID:
* Gender-charged and coded
words, such as " superior, " " competitive, "
and " boasted, " which
could result in women feeling
like they won't fit into a company's
culture. (Yep, it's subtle!
textio.com can help.)
/ OUTDOOR RETAILER SUMMER 2021
* Terms that insinuate applicants
could be overworked, such as
rockstar, guru, or ninja.
* Phrases that may indicate a toxic
workplace, such as " we are a
family " or " no drama. "
Instead, make sure you're including
information on compensation,
mental-health resources,
how diverse your leadership team
is, precise day-to-day responsibilities
of the position, and your
commitment to diversity and
inclusion.
ASK GOOD QUESTIONS
Which activities make you
lose track of time? This question
helps you understand if a candidate
is purpose-driven and which
tasks give them energy.
What's the biggest misperception
people have about you?
This question not only provides
some intel into how self-aware a
candidate is, but also helps you
understand how they are perceived
by others.
If I hire you, how would I know
you're doing a good job? This
will illuminate if the candidate is
a top performer who understands
how to use metrics to analyze and
impact their growth.
What does community mean
to you, and how are you serving
yours? This is a goldmine
to understand value alignment,
passions, storytelling ability, and
likely additional soft and hard
skills not found on a résumé.
We frequently poll our 35,000-strong community for insights.
Here's what top talent wants hiring managers to know.
Top 5 things candidates
scan a job
description for:
* Compensation
details (ranges are
fine)
* Flexibility on remote
work
* Generous PTO
* Paid healthcare
premiums
* Matching 401K
Top 5 things
that will turn
candidates sour
on a role:
* Unpaid work as
part of the application
process
* Full-time positions
with no benefits
* Not sharing
salary in the job
description
* Ghosting candidates
you've
interviewed
* Not allowing
remote work
Photograph by Carlo Nasisse
http://www.textio.com
The Daily - August 12,2021

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