Most tech companies don&rsquo;t have a history of prioritizing diversity, equity, and inclusion (DE&amp;I) in their hiring and workforce development strategies. In fact, <a href="https://www.wiley.com/edge/site/assets/files/2689/diversity_in_tech_2021_us_report_by_mthree.pdf">a 2021 survey</a> found that 68% of business leaders still saw a lack of diversity in their tech workforce.&nbsp;
Fortunately, DE&amp;I has become a core focus of many <a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech" target="_blank" rel="noopener">tech companies&rsquo; hiring efforts</a> in recent years.&nbsp;
Rather than simply adding DE&amp;I statements to their culture codes or establishing committees within their existing workforce, these technology organizations want to grow in an equitable, inclusive way.&nbsp;
Today&rsquo;s tech employers are looking for creative ways to source candidates from diverse backgrounds who may not fit the cookie-cutter mold of what tech employees looked like in the past.&nbsp;
So, how can tech companies connect with diverse candidates and integrate DE&amp;I into their hiring efforts?&nbsp;
If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process. This process starts at the top of your talent funnels.&nbsp;
<h2>Diversifying Your Top-of-Funnel Talent Sourcing Efforts&nbsp;</h2>
No matter your size or specific hiring goals, expanding your top-of-funnel targets can help you identify and connect with candidates from non-traditional talent pools.&nbsp;
You may already work with a staffing agency to source candidates with a tech background or relevant work experience. These sources can be valuable, but they typically don&rsquo;t <a href="https://www.careercircle.com/blog-feed#:~:text=Home%3EBlog-,Advocacy%20in%20Action%3A%20What%20is%20the%20Opportunity%20Divide%20in%20the%20Workforce%3F,-02/15/2022" target="_blank" rel="noopener">support underrepresented groups</a>, like veterans, racial or ethnic minorities, and moms returning to the workforce. Instead, employment recruiters&nbsp;rely heavily on resumes and other traditional measures to match them to open roles.&nbsp;
To reach candidates with diverse backgrounds, your organization must connect with resources that work directly with underrepresented communities.&nbsp;
Working through nonprofits or community outreach organizations is one of the best ways to connect with diverse talent groups that aren't in your typical circles. For example, you might seek out a talent sourcing partner that provides career development resources to the BIPOC community or one that helps veterans or parents <a href="https://www.careercircle.com/blog/post/your-return-to-work-three-ways-to-address-a-gap-in-employment" target="_blank" rel="noopener">re-enter the workforce</a> by connecting them with employers.&nbsp;
However, establishing and developing relationships with these external partners can take significant time and effort. And when your hiring team is up against time-sensitive hiring initiatives, they&rsquo;ll likely default back to familiar sourcing strategies rather than reaching out to form new connections.&nbsp;
You can&rsquo;t solely rely on your HR or hiring teams to establish nonprofit partnerships and add diverse candidates to your workforce. Instead, you should <a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener">take a proactive approach to talent sourcing</a> and provide job seekers with multiple unique opportunities to get their foot in the door at your organization.&nbsp;
<h2>Creative Ways to Source Candidates From Diverse Backgrounds</h2>
<h3>1. Create Returnship or Apprenticeship Programs&nbsp;</h3>
So many job seekers are overlooked by potential employers due to a lack of relevant work experience &mdash; even if they possess the required technical skills or certifications for a role. These individuals are stuck in a frustrating cycle; they can&rsquo;t get a job without experience, but can&rsquo;t gain experience because employers won&rsquo;t hire them.&nbsp;
<a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener">Returnship</a> and apprenticeship programs can offer these candidates the unique opportunity to learn and train at your organization, gaining valuable skills and experience while learning the ropes of your internal operations.&nbsp; Returnship programs are great for diverse candidates who have taken some time off from the workforce or those with limited experience in their desired job field.&nbsp;
Consider developing returnship programs for the most in-demand positions in your organization. Use them to help candidates upskill, learn from experienced mentors, and train for the position they want to move into. Your returnships should compensate participants for their time, making them a feasible option for job seekers who don't have the means to work for free at an <a href="https://instituteforpr.org/unpaid-internships-and-inequality-in-public-relations/">unpaid internship or apprenticeship</a>.
Program participants will gain valuable knowledge and real-world experience, and you&rsquo;ll gain new, highly qualified candidates ready to move into a full-time position as soon as they complete the program.&nbsp;
<h3>2. Enable Remote Work&nbsp;</h3>
Depending on the location of your office or headquarters, you may not have access to diverse talent resources in your local community. What&rsquo;s more, requiring applicants to live in a specific geographic region and commute to an office daily can prevent many eager, well-qualified candidates from applying to your open role.&nbsp;
Sometimes, diversifying your sourcing strategies means more than working with a new set of recruiting partners in your area. Opening your organization up to remote work will allow you to access a much larger pool of candidates from all backgrounds and walks of life without the limitations of physical location.&nbsp;
Enabling remote work gives you access to a lot of talent you wouldn&rsquo;t have if you stayed local. It also equips you to <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience" target="_blank" rel="noopener">better support working parents and other employees</a> who need a bit of extra flexibility in their workdays compared to what they would find at a traditional office job.&nbsp;
<h3>3. Prioritize Internal DE&amp;I Education</h3>
The true impact of your DE&amp;I efforts goes far beyond who and how you hire new employees. To retain diverse hires and initiate positive change across your organization, you need to foster a welcoming, inclusive atmosphere and ensure every employee feels safe and comfortable.&nbsp;
Beyond refining your hiring practices and updating your company culture code, look for opportunities to infuse inclusivity into the many activities that occur at your organization every day. Educate your entire workforce on <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">the value of DE&amp;I </a>and encourage them to live out your values in their day-to-day interactions with colleagues.&nbsp;
Equip managers and other leaders with the tools and resources they need to openly and respectfully discuss workplace inclusivity with their employees. On the flip side, be sure every employee feels empowered to advocate for themselves and has access to a reliable, trustworthy support system in case they ever encounter discrimination or any other concerns in the workplace.&nbsp;
<h3>4. Find a Trusted Talent Acquisition Partner</h3>
It takes patience, diligence, and a lot of work to enact measurable, lasting change in your workforce development efforts. Maybe your hiring team simply doesn&rsquo;t have the resources to reach out to nonprofit groups, or perhaps they&rsquo;re too overwhelmed with time-sensitive hiring needs to focus on a long-term workforce development strategy.&nbsp;
No matter your goals or challenges, the right talent partner can help you <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">turn your DE&amp;I promises into real-life progress</a>. They can connect you with diverse candidates, help you map out short- and long-term hiring goals, design custom returnship programs, and more, all to help your organization develop a more diverse workforce and a more inclusive work environment.&nbsp;
Look for a partner that specializes in working with underrepresented groups, like CareerCircle.&nbsp;
Our unique approach to talent development is rooted in candidate advocacy and workforce equity. We specifically focus on helping BIPOC candidates, veterans, and workforce returners <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce" target="_blank" rel="noopener">upskill</a> to find jobs in tech and related industries.&nbsp;
<h2>Integrate DE&amp;I Into Your Hiring Efforts With CareerCircle&nbsp;</h2>
At CareerCircle, we help employers rethink their approach to hiring and connect them with diverse, recently upskilled candidates through our long-time community partnerships. We help employers grow their workforces and champion DE&amp;I by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Maintaining partnerships with nonprofits and organizations that work closely with underserved communities</li>
<li style="font-weight: 400;" aria-level="1">Partnering with tech brands to upskill job seekers with relevant, in-demand career certifications&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting employers with diverse, recently upskilled candidates on our free online platform</li>
<li style="font-weight: 400;" aria-level="1">Give employers a 360&deg; view of each CareerCircle candidate through detailed profiles, video intros, and more!&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Working closely with employers to develop custom sourcing and workforce development strategies&nbsp;</li>
<li>Helping employers establish custom returnship, apprenticeship, and internship programs</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and help you source diverse, highly qualified candidates?<a href="https://www.careercircle.com/employers/signup"> Create a free account today</a> to get started.

Want to attract and retain diverse, highly qualified talent? Rethink how you source and evaluate candidates across the entire hiring process.

Creative Ways To Source Underrepresented Talent

If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process.

Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&amp;I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond. As these organizations made new commitments to DE&amp;I and expanded their social responsibility initiatives, current employees and job seekers alike began to take notice.&nbsp;
Today&rsquo;s candidates want to join diverse, equitable workforces. At the same time, employers want to better support underrepresented communities in fields with significant disparities, including technology, IT, software, and more.
So how are employers turning their DE&amp;I commitments into real-world changes? And how are these changes reshaping the job market?&nbsp;
In this blog, we&rsquo;ll explore how employers that prioritize advocacy, inclusion, and a diverse workforce are improving the tech industry for the better &mdash; and which job seekers are taking notice of recent shifts in representation.&nbsp;
<h2>1. Employers Have Renewed Their Focus on Diversity and Inclusion</h2>
Prior to the coronavirus pandemic, many technology employers left DE&amp;I initiatives on the back burner. They likely had company-wide DE&amp;I commitments or taglines in their mission statements, but their workforce was primarily comprised of white men, and most hiring teams weren&rsquo;t sure how to source a diverse workforce.&nbsp;&nbsp;
Most of these organizations knew they needed to better support underrepresented groups and champion DE&amp;I, but didn&rsquo;t have an actionable plan to initiate change or <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting">begin reshaping their workforce</a>.&nbsp;
The COVID-19 pandemic and concurrent social justice-related events of 2020 acutely highlighted the racial, gender, and socioeconomic disparities in the U.S. workforce &mdash; and motivated many employers to refocus on DE&amp;I.&nbsp;
Now, employers want to develop diverse workforces that mirror their local communities and their customer bases. They&rsquo;re implementing actionable DE&amp;I strategies to pave the way for underrepresented groups to break into the tech space and ensure those individuals feel welcomed and included once they move into a new role.&nbsp;
Organizations with a diverse workforce are <a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/why-diversity-matters">35% more likely</a> to outperform their respective national industry medians&rsquo; financial returns. By focusing on equity and inclusion, employers can reshape their workforce into one that equally values each member&rsquo;s unique perspective and delivers a higher ROI than their competitors.&nbsp;
<h2>2. Candidates Want to Work for Inclusive Employers</h2>
DE&amp;I doesn&rsquo;t just impact hiring and workforce development for employers; it also <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience">shapes job seekers&rsquo; impression of potential employers</a> and likelihood to stay in a new role. According to Glassdoor, <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/">76% of job seekers</a> said a diverse workforce was an important factor for them when evaluating job opportunities and companies.
In the past, DE&amp;I was a somewhat taboo subject for job seekers. They typically wouldn&rsquo;t bring it up themselves during an interview. Instead, they would simply research the company offline or &ldquo;wait and see&rdquo; how inclusive their new workplace would be on day one of their new jobs.&nbsp;
Today, candidates want to evaluate their potential employers ahead of time and use their findings to identify employers whose values align with their own. Gone are the days of one-sided interviews and evaluations. Job seekers now feel empowered to ask how their potential employer puts DE&amp;I commitments into practice, and what they do to support underrepresented groups in tech and other white male-dominated fields.&nbsp;
It&rsquo;s highly acceptable to ask an employer, &ldquo;What&rsquo;s your diversity makeup?&rdquo; Most companies are happy to discuss their DE&amp;I strategies and current diversity statistics. Employers who still steer clear of these conversations will miss out on <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow">bringing top-performing talent into their workforce </a>and will damage their brand reputation over time.&nbsp;
When candidates find a company with a diverse culture, they gain the freedom to be their authentic selves and embrace who they are in an inclusive environment. This feeling of belonging increases morale and retention while also encouraging every employee to share their ideas and perspectives freely.&nbsp;
<h2>3. Employers Are Turning Social Responsibility Commitments Into Impactful Change</h2>
By embracing DE&amp;I, employers can support their employees, job seekers, and the U.S. workforce as a whole. But to effectively increase social responsibility initiatives and create truly inclusive work environments, they must do more than outline and discuss impressive strategies.&nbsp;
Talent platforms like CareerCircle are integral in helping employers connect with nonprofit organizations and institutions across the country. Through these partnerships, employers can diversify their external recruiting efforts and bring organization-wide awareness to DE&amp;I.&nbsp;
The tactical recruiting piece of DE&amp;I is relatively straightforward, but many employers lose momentum when it comes time to re-educate their workforce. To create a diverse workplace, you need team members who understand the inherent value of diversity and their role in fostering a safe, inclusive workplace. On the flip side, an uneducated workforce can hinder how included and supported diverse new hires feel and inevitably push them toward a career change.&nbsp;
As employers <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">rethink their talent sourcing strategies</a>, they&rsquo;re also implementing education and training programs to bring everyone in their organization up to speed. These courses focus on helping employees develop awareness, change their mindsets about DE&amp;I, and integrate inclusivity into their day-to-day interactions; not just high-level statements and occasional recognitions.&nbsp;
Employers are also taking strides to provide employees with reliable, trusted resources once they join a workforce. These resources include counseling and mental health access, along with an HR team that values inclusivity and has the tools to appropriately assess and respond to discrimination or other similar concerns.&nbsp;
By creating a workplace culture that mirrors social responsibility statements, employers can better attract, retain, and support new hires from underrepresented groups, further reducing gender and racial disparities in the tech space.&nbsp;
<h2>Champion Diverse Workforce Development With CareerCircle</h2>
At CareerCircle, we&rsquo;re committed to helping employers #rethinkqualified and helping underrepresented candidates reach their full career potential. How do we do it?&nbsp;
We support candidates by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Removing financial barriers to upskilling through scholarships and sponsorships&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Advocating for them and giving them a voice in the talent marketplace&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with employers through our online platform&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Helping them <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory">present the 360&deg; view of themselves</a> to hiring managers</li>
</ul>
We support employers by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Help them reach nonprofits and other partners that work with underrepresented groups&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Creating opportunities for them to sponsor and advocate for candidates looking to upskill</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce">diverse, upskilled tech candidates</a> through our online platform</li>
<li style="font-weight: 400;" aria-level="1">Guiding them through new DE&amp;I initiatives and associated change management tasks&nbsp;</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and start developing the workforce of the future? <a href="https://www.careercircle.com/employers/signup">Create an account for free today</a> to get started.

Advocacy, inclusion, and a diverse workforce are improving the tech industry for the better — and job seekers are taking notice.

Top Trends: Diverse Workforce Development in Tech

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond.

The Future of Work: Top Trends Contributing to Diverse Workforce Development in Tech

Breaking into a new professional industry can be daunting, especially when it comes time to revise your resume or attend your first job interview in the industry.&nbsp;
You might be unsure about how much of your past experience to share, especially since it doesn&rsquo;t perfectly align with your desired career. Maybe your resume looks completely different than the skills listed on open roles, so you've been hesitant to start applying for jobs.&nbsp;
Upskilling can help you ramp up in a new field, but it&rsquo;s not the only way to make your resume shine and your application stand out to hiring managers.&nbsp;
The term &ldquo;transferable skills&rdquo; refers to skills and proficiencies candidates can bring from their past experiences into a future role &mdash; even if that role is in a totally new industry. Transferable skills help job seekers navigate career changes and showcase their hard and soft skills to potential employers.&nbsp;
As employers combat <a href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" target="_blank" rel="noopener">staffing shortages</a> and skill deficiencies, they&rsquo;re beginning to take more notice of candidates&rsquo; transferable skills. Many are taking a more inclusive approach to the questions they&rsquo;re asking in interviews and going beyond resume-based assessments to get a complete picture of each candidate. 
In this blog, you&rsquo;ll learn all the need-to-know details about transferable skills, like what they are, how to identify yours, and when to highlight them during your job search.
<h2>What Are Transferable Skills?&nbsp;</h2>
Transferable skills are <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory" target="_blank" rel="noopener">skills you can apply to a variety of jobs</a> across industries. They&rsquo;re extremely useful to bring up during the hiring process, and will also help you succeed in your new role or career field.&nbsp;
Most of us carry transferable skills between jobs, whether we realize it or not. For example, the communication skills you learned working in a fast-paced restaurant environment can help you collaborate with colleagues in an office, on a job site, or in virtually any workplace.
Transferable skills &mdash; and professional skills in general &mdash; can be divided into two high-level categories: hard skills and soft skills.&nbsp;
<h3>Hard Skills&nbsp;</h3>
Hard skills encompass the technical, software-related skills a candidate needs to complete role-based tasks. Depending on your desired career field, this may include knowledge of a specific programming language, familiarity with popular development and testing tools, or experience with a certain type of data. <a href="https://www.careercircle.com/blog/post/acing-the-modern-workplace-how-upskilling-promotes-personal-career-development" target="_blank" rel="noopener">Upskilling</a> is a great way to master the hard skills you need for a future role, but you might also be able to carry over a few from previous positions.&nbsp;
These skills might not sound very transferable at first, but there are certain ones that can bring value to your new role. For example, if you&rsquo;ve ever worked with any type of customer relationship management (CRM) software &mdash; like Zendesk &mdash; you&rsquo;ll likely be able to master your future employer&rsquo;s preferred CRM (i.e., Salesforce) with minimal training and ramp time.&nbsp;
<h3>Soft Skills&nbsp;</h3>
Soft skills refer to proficiencies that don&rsquo;t tie back to any one program or process. Examples include communication, organization, and problem-solving &mdash; all of which are highly transferable and adaptable across positions.
You might think that soft skills pale in comparison to their more technical counterparts, but many employers state that <a href="https://www.careercircle.com/blog/post/how-to-uncover-the-hidden-soft-skills-you-already-own" target="_blank" rel="noopener">soft skills are just as important</a>, if not more important, than tech-related proficiencies. It&rsquo;s easier to train a new hire on how to use a certain software than it is to teach them how to effectively communicate with others or manage their time.&nbsp;
<h2>How to Identify Your Most Valuable Transferable Skills&nbsp;</h2>
No matter what your past experiences look like, there are likely transferable skills you can and should consider when contemplating a career change or applying for open roles. Even so, it can be challenging to parse them out of your existing resume, portfolio, or LinkedIn profile.&nbsp;
As you start thinking about your transferable skills, keep these tips in mind:&nbsp;
Assess the functions under each of your previous roles; not the job titles themselves.&nbsp;
Don&rsquo;t get caught up in the designated titles you held or industries you worked in. Instead, look at the specific functions under each job, like managing a client portfolio, leading team meetings, or monitoring project finances. For example, someone with a background in sales likely possesses strong communication and presentation skills that could apply to many roles.&nbsp;
Contextualize your existing skills within your desired role or industry.&nbsp;
When researching job opportunities, try matching up your skills with those listed in each job description. Even if nothing matches one-to-one, you&rsquo;ll still find adjacent skills you can pick up with a minimal learning curve. Remember, each role has its own nuances, and most employers are more than willing to help you build upon foundational skills or adjust them to fit your new role.&nbsp;
Prioritize quality over quantity.
It can be tempting to bulk up your resume with as many skills as possible, but this approach only creates extra clutter for recruiters to wade through. Instead, use the skills listed under the role you want to go after as a guide to determine which of your transferable skills to showcase. Then, use your findings to inform what you share online, in your resume, and in conversations with potential employers.&nbsp;
Remember, you don&rsquo;t have to strictly rely on your work experience to bring up transferable skills. You can include experiences in extracurricular activities, personal projects, and schoolwork too.&nbsp;
<h2>Showcasing Transferable Skills During Your Career Change</h2>
Once you have a good idea of which skills you can bring along with you to a new role, it&rsquo;s time to think about how, when, and where to highlight them during <a href="https://www.careercircle.com/blog/post/your-career-transition-how-to-conquer-change-with-confidence" target="_blank" rel="noopener">your career transition</a>.&nbsp;
<h3>On Your Resume&nbsp;</h3>
Your resume will often be the first thing a potential employer sees from you, so it&rsquo;s essential to make a positive first impression. Your resume should include relevant experiences, upskilling achievements, and of course, any transferable skills you bring to the table.&nbsp;
As you <a href="https://www.careercircle.com/resume-builder" target="_blank" rel="noopener">build or refine your resume</a>, don&rsquo;t hide your most relevant skills down in the experience section. Instead, break them out into a designated &ldquo;Skills&rdquo; section as a few brief bullet points, like:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="2">Project Management&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">Asynchronous Communication&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">User Research&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">UX Strategy</li>
<li style="font-weight: 400;" aria-level="2">Programming Language Experience&nbsp;</li>
</ul>
You can also integrate your skills into your cover letter or outreach messages to employers. Rather than focusing solely on why you want to work for that specific organization, include a brief paragraph about yourself and what unique value you could bring to their workforce.&nbsp;
<h3>Through Your Online Presence</h3>
Your profiles on LinkedIn and other online talent marketplaces, like CareerCircle, are also highly valuable job search tools &mdash; and great places to show off your transferable skills. Be sure to add a headline and brief &ldquo;About&rdquo; section to all of your online accounts that include mention of your holistic experiences and transferable skills.&nbsp;
Not sure which skills or tendencies to include? A <a href="https://www.careercircle.com/traitify" target="_blank" rel="noopener">skills assessment</a> can help you identify your intangible strengths and career preferences so you can mention them on your profiles. These insights help you stand out from the crowd and give employers more insight into who you are as a person, not just what you do during your current nine to five.&nbsp;
<h3>During a Job Interview&nbsp;</h3>
It can be intimidating to bring up your transferable skills<a href="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" target="_blank" rel="noopener"> during a job interview</a> or phone call with a recruiter. You might think, &ldquo;What if they don&rsquo;t find this relevant?&rdquo; or, &ldquo;Is this the right time to bring these things up?&rdquo;
Live interactions are great opportunities for you to bring up transferable skills since they give recruiters and hiring managers the chance to ask follow-up questions. However, that doesn&rsquo;t mean you should spout off a vague list of talents. Wait for your past experience to come up naturally in the conversation, then provide real-world examples of how you used your skills in a previous role.&nbsp;
For example, just saying, &ldquo;I have experience managing large projects&rdquo; isn&rsquo;t nearly as insightful as, &ldquo;I once led a ten-person team through a multi-phased marketing campaign, while managing budget, timeline, and team schedules.&rdquo;
<h2>Unlock Transferable Skills and Fuel Your Career Change With CareerCircle&nbsp;</h2>
At CareerCircle, we believe candidates are much more than their resumes. We support job seekers with personalized online profiles and give them the tools they need to succeed in today's job market. On the flip side, we <a href="https://www.careercircle.com/blog/post/rethink-qualified-how-careercircle-champions-workforce-equity-equality" target="_blank" rel="noopener">challenge employers to #rethinkqualified</a> by changing the way they source and evaluate talent.&nbsp;
As a CareerCircle member, you'll gain access to guidance and resources to power every step of your career change. We'll help you identify your most valuable transferable skills, present them to hiring managers, and expand on them with tech-focused upskilling and training programs.&nbsp;
Ready to get started? 
<a href="https://www.careercircle.com/candidates/signup" data-gc-link="https://www.careercircle.com/candidates/signup">Become a CareerCircle member today!</a>

In this blog, you’ll learn all the need-to-know details about transferable skills, how to identify yours, and when to highlight them.

How Transferable Skills Help Your Career Change

In this blog, you’ll learn all the need-to-know details about transferable skills, like what they are, how to identify yours, and when to highlight them during your job search.

The 360° View of You: How Transferable Skills Can Help You Make a Career Change

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Staff Writer

147 Articles

Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

The Future of Work: Top Trends Contributing to Diverse Workforce Development in Tech

The 360° View of You: How Transferable Skills Can Help You Make a Career Change

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