Diversity Recruiting
At Talent Mindset Resources
LLC, we provide exceptional
Diversity Recruiting for all organizations. In addition to utilizing
our services, we recommend that you also
consider some of the steps listed below, that you can consider implementing
internally to support your Diversity Recruiting efforts.
Strengthening
Your Diversity Recruiting Effectiveness
We've included below, a few
key elements to consider, to help strengthen your diversity recruiting
objectives.
Develop and Communicate
Clear Goals
• General guidelines should
be explicit for Hiring Managers and Recruiters
Build and Communicate
the Business Case
• Make sure all members understand
the "right" reasons and the positive values for a diversity recruiting
program
• Make the economic case
for having a diverse workforce
Create Specific Incentives,
Recognition and Awards
• Reward for achieving successful
diversity recruiting results
• Reward Managers for successful
diversity recruiting (Rewards should be linked to diversity recruiting
AND diversity retention)
Implement Innovative
Recruiting Tools
• Focus on building the brand
with the right market segment (this can be most effective if you look
at recruiting as you would any form of consumer marketing)
• Culturally Brand your Company
and your job opportunities – how many diverse employees have taken
advantage of company sponsored training, what are the established career
paths, what are some of the successes diverse candidates have achieved
and how many have been have been successfully promoted over the last
5 years?
• Differentiate yourself
and your company
• Evaluate Sourcing Tools
• Recruitment Research
• Blogs/Chat Rooms
Perform Market Research
• Identify current diverse
employees and find out how you can find them again
• Identify common demographic
characteristics of the diverse group you are targeting – drawn from
current diverse top performers (what they read, watch, where they go,
including conferences they attend, organizations they join, web sites
and chat sites they visit)
• Identify their decision
criteria when selecting a new job – from current top performers
Stay Involved
• Make your diverse marketing
a process, not an event
• Don't just show up for
a diversity recruiting event – sponsor, promote, be involved and be
committed (every month, every year, and not just a few days a year)
Create Specific Program
Measurements
• Which sources produce the
best candidates
• Look at why offers are
rejected
• Why diverse employees quit
• What your Diversity retention
rates are
• Diversity recruiting /
retention rates by manager or business unit
Focus more on Currently
Employed Passive Candidates
• Focusing primarily on
active candidates limits candidate pool (only 20% of the total population
– smaller diversity population as a percentage versus 80% of the population
considered passive)
• Passive candidate population
more likely to be diverse because diverse professionals and top performers
are in such high demand
Get Hiring Manager Involved
Early
• Recruiting department can't
do it alone
• Managers must be committed
to the process and lead by example for being involved
Focus on Recruiting AND
Retention
• Orientation is important
• Explain the corporate culture
when new employees walk in the door
• Help diverse individuals
find a mentor
• Retention is key
• Evaluate and reward managers
for diverse employee retention
• Continually educate recruiters
and managers about diversity issues
