Job Seekers
Phoenixx Systems
Diversity, Equity & Inclusion
Phoenixx Systems has implored techniques to reach a broad range of candidates by speaking languages geared toward a specific demographic. We target sources where they tend to congregate. Instead of waiting for candidates to find us through job boards, we take initiative to fill our diverse talent pool of candidates by joining many online and offline groups.
We have candidate referral program that encourages our network to connect us with active or passive job seekers. Our approach to attracting and gaining trust of prospective talent is to reach out to schools and community groups to make connections and give back. We’ve found that once you touch the young people, they typically introduce you to family and friends who are connected in the business community. We can tap into the diversity which exists at BOA. We can get them involved. We can ask for referrals. Get them to share job postings on their social media.
Multiplicity.
People. Faith
Over the years we have branded our company as a minority company that values diversity, people and faith. We never shy away from our desire to not only to serve others but realize this as a ministry. Our appeal to churches and faith-based groups has opened many doors for us to access untapped talent. For instance, we understand the importance of religious holidays, community events, and have influenced corporations to change policies that will appeal to diverse candidates.
Why Hire Certified
Junior Candidates?
Assured to get the best in diverse engineers.
Cost savings.
Our employees have been mentors for 3-4 months on the latest in technology trends as well as how to work in a large enterprise.
We insure and manage all of our employees while in the field at the customer site or remotely.
Develop high level engineers in a short period of time that are committed to the company.
Certified employees armed with the latest training in the top info sec products.
Why Hire Certified
Junior Candidates?
Assured to get the best in diverse engineers.
Cost savings.
Our employees have been mentors for 3-4 months on the latest in technology trends as well as how to work in a large enterprise.
We insure and manage all of our employees while in the field at the customer site or remotely.
Develop high level engineers in a short period of time that are committed to the company.
Certified employees armed with the latest training in the top info sec products.
The Mechanics of Hiring a
Certified
Junior Candidate
The Mechanics of Hiring a Certified Junior Candidate
Phoenixx Systems and NC A&T partnership
Candidates are evaluated based engineering test scores through Hackerrank as well as EQ assessment to qualify for the program.
Phoenixx Systems access the customers need for highly talented diverse engineers. In some cases, customers request up to 100+ engineers a year or as little as 25.
Phoenixx Systems training classes are 8 weeks long to accommodate for current workloads and are offered to rising seniors.
Phoenixx Systems hires certified and trained candidates at the end of the score year (either December or May)
Upon graduation and hire date Phoenixx Systems continues to develop talent for the next 2 years.
The first step is informing your entire team that you want people of different genders, ethnicities, cultural backgrounds, sexual orientations, etc. Get the word out!
Corporations often forget that diverse candidates are taking a leap into a new culture, and they need a need peace of mind that they will be met where they are. Our suggestion is that BOA leverage professional associations that cater to diverse candidates. For example, networking groups, alumni associations and other networks that function as a hub. (Phoenixx Systems will spearhead many of the events and use marketing collateral and technologies to build pipeline of diverse talent).
The first step is informing your entire team that you want people of different genders, ethnicities, cultural backgrounds, sexual orientations, etc. Get the word out!
Corporations often forget that diverse candidates are taking a leap into a new culture, and they need a need peace of mind that they will be met where they are. Our suggestion is that BOA leverage professional associations that cater to diverse candidates. For example, networking groups, alumni associations and other networks that function as a hub. (Phoenixx Systems will spearhead many of the events and use marketing collateral and technologies to build pipeline of diverse talent).
What we will be screening for?
What we will be
screening for?
Diversity recruiting is the tip of the iceberg. We need to not only know the skill set but equally important are the traits, culture and openness to ignore personal opinions about candidates and focus on job description relevancy.
Phoenixx Systems
Information Security
Phoenixx Systems is seeking to become a partner with Bank of America, specifically to support diversity recruitment efforts within the Information Security teams. We believe we are
strategically positioned to bring expertise in technology recruiting and diversity recruiting together to form a strong alliance to meet the needs of Bank of America now and in the future.
It is important for BOA to identify the overall goal for seeking diversity. If there is a lack of certain diverse talent (InfoSec), then we need to use a targeted approach to build a pipeline using something equivalent to Hire Train Deploy (HTD) which is sustainable.
We can establish internships and partner with HBCUs to build interest and opportunity paths to BOA.
Connect with the Chief Diversity Officer to have a clear understanding on how to sell BOA culture and openness to hire candidates whose background does not fit into a cookie-cutter mold. It is important to send a clear message how BOA is doing this in line with its mission and values.
Phoenixx Systems can seek diverse candidates and present to BOA. However, the company must do its part to ensure the makeup of the management team reflects the environment. The first impression is the lasting impression!