Lesbian, gay, bisexual, and transgender (LGBT) candidates can succeed in interviews, according to Bryan Durkan, Principal Consultant at HRM Recruitment. Bryan is a recruiter with years of experience conducting headhunts for top talent, so he is knowledgeable about interviews and what to anticipate.
- Where do you live in **STATE**? …
- Can you describe for me what you do for work? …
- What are some of your favorite things about your community?
- Are you close with any lesbian, gay, bisexual or transgender people in **STATE**?
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This can start the conversation about gender, identity, and orientation – and keep in mind that so many businesses are led by a vision that someone at the top has put into place. Does the LGBTQ community have any representation in the executive suite or even on the board of directors?
If the response sounds like it is only focused on one-time training exercises, it may be a sign that you need to dig a little deeper into your ongoing commitment to cultural competency. Organizations should make promises to their staff at all LGBTQ intersections, including those involving race and cultural background. What kind of training is necessary for HR, managers, the executive team, and the entire staff? How long has this practice been in place? are additional questions in this area.
Even though you took the time to research the company and the position they are hiring for, an interview is a good opportunity to talk about everything that might not always be covered in the job description. Knowing what inquiries are acceptable will enable you to initiate a lively discussion and gain insight into how inclusive their workspace is for you. Here are a few ways to get the convo started!.
While it’s probably going to require reading more about each individual plan, this is where you can start requesting information to learn how their support for everyone LGBTQ is demonstrated through their benefits. Even if you aren’t trans or in a same-sex relationship, it’s still a good idea to ask this question because it informs the organization that they need to take this into account and gives you information about how they’ve prioritized our community.
We firmly believe that your decision to be absent from work is an indication of your ability to succeed at this job, so please tell us about any available ERGs. Knowing the organization’s support systems, how long they have existed, and how they provide support throughout the year This is a great place to start a rich conversation with the organization to tell them what’s important to you! Also, is there public documentation about their diversity, LGBTQ inclusion, accessibility, and racial equity commitments? Do they support Pride or other LGBTQ events throughout the year?
Bryan, can you set the scene for us?
The candidate and the employer are both making sales during the interview. The employer wants to hire the best applicant, and they want every applicant to want to work for them when they leave the interview. Additionally, the applicant wants to leave the interview with the hiring committee’s desire to work with them. The candidate must then decide if they want to work there or not.
Interviews give you an opportunity to gather critical information. Essentially, you want to determine whether or not the opportunity is good for you by learning more about the role, the work, the upward career development opportunities, the learning and mentoring programs available, and where you can expect to be in five years if you join the company.
A key piece to consider is the cultural element. We spend an extraordinary amount of time with our coworkers—likely more time than we do with anyone else. You have to want to work with them. In an interview, you want to ascertain whether the interviewers and your potential coworkers share your values and whether you get along with them.
Do LGBT grads have any particular issues they need to consider?
No matter their level of experience, all applicants will probably feel anxious before an interview. This is a good thing. Itâs a sign that you really want the job. LGBT candidates themselves might be concerned that coming out during the interview process will hurt their chances. However, graduates who identify as LGBT should go into the interview with confidence and not let any reservations about being LGBT affect how you perform.
FAQ
What are the challenges faced by LGBTQ?
- Finding or building a supportive community.
- The coming out process.
- Understanding your identity.
- fearing how others will respond to your coming out or any changes to your relationship situation
- Tension in family relationships.
- Finding and engaging with romantic and sexual partners.
What is the questioning part of LGBTQ?
Individuals who are unsure of their sexual orientation and/or gender identity are said to be questioning; in the U.S., this is known as challenging the heterosexuality assumption. S. society. Pansexuality, genderqueerness, and asexuality are just a few examples of the many identities that the term “queer” can encompass.
Why do companies ask if you are LGBT?
Similar to how race and sex are protected under federal law, sexual orientation and gender identity are as well. It follows that businesses should be aware of their status.
How do you ask for gender in an interview?
Avoid talking about gender at all costs because it can come across as incredibly, incredibly, incredibly rude. Instead, you should focus on the applicant’s capacity for the position; do not bring up how being a man or woman might impact it. Alternatively, ask, “What do you have to offer our company?”.
