Have you felt overwhelmed by getting into a job, industry, or career because you assume the employer won’t value what you offer?
How do you create strategic bridges that combine skills and passion when (especially when) you don’t have anyone to champion your efforts in the space?
Building networking relationships in the tech industry is especially vital if you are part of an underrepresented group, are first-generation, or experience less exposure to the field. We face structural barriers leading us to market ourselves to compete with privilege and power creatively. Diversity is necessary given that the tech space employs 60% white employees, rising to 80% when focusing on executive representation.
Furthermore, tech startups are limited in recruiting resources and rely on applicant tracking systems to identify ideal talent. As applicants, we worry about lacking professional connections; we fear being missed by sourcing algorithms. It’s beneficial to start familiarizing yourself with people at various companies to identify where you’d like to make your mark!
1. Networking creates “you fans.”
Recruiters are looking at your skills from a matching job description perspective. They aren’t evaluating your long-term career growth, nor should they hold that responsibility. As you network, stay true to your personal and professional values. Networking invites the opportunity to create sponsors — “you fans.” Rally people that believe in your ability to succeed and use networking as the foundational building block in identifying who truly believes in you.
2. Identify parallels in your personal & professional values
This part might feel selfish. As a first-generation Latina, my parents often remind me I should be happy being employed. Period. However, times are changing — we are a force growing in education, finding our voices, and carving the way for future generations. Identifying your personal values is not ideal; it’s necessary. Especially if you are someone who wants to advocate and support your community!
You’ll find that in technology and many businesses alike, the businesses they service may directly or indirectly hurt our community. You need to pinpoint your must-haves and non-negotiables, not let that weigh heavy. If I work for this company, what professional contributions will this have to my long-term goal? Reflect on what you needed to succeed — from management and coaching expectations to a company’s action on diversity and inclusion.
Think about your previous and current job. What did you like and dislike (e.g., micromanaging, too many microaggressions, lack of coaching, peer collaboration, etc.)? Lastly, evaluate the company’s mission, vision, and purpose. Can you draw parallels that spark your interest? This will require research, a necessary step to take ownership in deciding if the organization is a good fit for your needs!
3. Track networking research to remain true to your values
From what I’ve experienced, the technology space compensates highly compared to other industries. This can make it easy to lose track of your values. Given that underrepresentation already exists, you may experience a form of discrimination causing you to re-identify your employer choice or team. Due to the amount of privilege and power encountered in the tech space, you may need to regain clarity of your values, making it important to track your search efforts. For example, I refer to an Excel file listing my top priorities: 1) To work for a company with a woman CEO, 2) within the Human Resources space, and 3) to advertise organizational values around self-development and self-expression. This might look different for you and may even change as you learn more about yourself.
4. Creating meaningful connections
Identify people that align with your career aspirations. As people, we enjoy discussing our success and have stories of rejection, fear, challenges, and resilience. Regardless of who and what we do, talking about our success serves mental health benefits. Learning about people’s journeys and perspectives will reduce your anxiety about reaching career goals.
Utilize Linkedin’s search and filter capabilities to identify similarities such as education, personal and professional groups, current and former companies, etc. For example, as a Spanish speaker, I identified profiles mentioning speaking Spanish. Due to LinkedIn’s license limitations, you can purchase their premium package to request an informational interview and conduct your introduction. Or, through the standard license, request to connect by mentioning you’d like to follow their career — then follow up with a formal message. Below is an example of how I introduce myself to a new connection using LinkedIn messaging capabilities.
Sample Message:
Note: Personalize COMPANY NAME and JOBNAME.
5. Informational Interview Meeting Tips
Suggesting 15 minutes is respectful of a person’s time. It’s also rare to have 15-minute back-to-back meetings that allow you to speak longer. When in the call, I inform them we are reaching 15 minutes and usually find they offer to extend the full 30 minutes. Prepare to speak for 15 minutes; if you stay longer, utilize the time strategically.
6. Preparing for a winning Informational Interview
Familiarize yourself with the person you speak to and create interview questions exploring their growth journey. For example, I asked why they decided to study a subject. What role has their education played in their career? What do they like and don’t like about a particular role? What challenges did they face early on in their career? The questions are designed to bring clarity and familiarity into a space previously unknown. Follow up by sharing what you found particularly interesting and why. Speaking to your why is entry into speaking about yourself.
Walk out of the informational interview as if you’ve gifted someone the opportunity to sponsor your talent.
7. Name Drop!
Early in my career, I felt prisoner to my job description — meaning that if I gave myself a title or skill not otherwise stated in my description, I felt like a fraud! Don’t forget those job descriptions mention other duties as assigned. As a previous recruiter, I observed not everyone possessed all the listed skills in a job description. This allowed me to explore and reevaluate my transferable skills and make necessary changes to show my value. Indeed’s Editorial Team eloquently defines transferable skills as, “Transferable skills can be used to position your experience when applying for a new job — especially if it’s in a different industry.”
Additionally, name-dropping in a cover letter helped me obtain an interview for a job I applied for twice. The first time, I applied without not knowing anyone — no name-dropping. I nurtured and strengthened relationships with various people at the company the second time. Asking to use their name in a cover letter was earned. In other scenarios, I made a lasting impression and was grateful to have a connection reach out with an open position. The bottom line is that people want to work with like-minded thinkers, and as first-gen job seekers, we need to advocate for ourselves in a space we inherently lack privilege. If you find a cover letter unnecessary, mention people’s names as part of the application.
The power of sharing your career plans with others will lead you to manifest your passion. Networking is even more crucial given the remote environment we find ourselves in. As first-gen job seekers, we must create opportunities by practicing courage. Good luck!