A Diversity Recruiting Strategy
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Here are some ideas to consider for creating more Diverse candidate flow--some are immediate and tactical while others are strategic and long range.
Have all Recruiters trained by “AIRS” to become Certified Diversity Trainers. This is critical to establishing Diversity recruitment as a full team approach and effort. This training leverages and maximizes the Diversity effect across all Recruiters and aids in building a recruitment culture permeated with a Diversity approach. In addition, these learned skills ensure that Diversity is not an “add-on” but rather an important and integral part of your overall recruiting strategy.
For example, some of the things Recruiters will learn will be: steps to source Diverse candidate, etc.;
Recruiters create a database of Diverse candidates at every opportunity (for example, Diverse candidates who Recruiters: meet at conferences; meet at networking events, or read about in the Industry press; or hear about via word-of-mouth, etc.)
Create a Professional Recruiting Event:
(e.g., a 1/2 day Conference --panel presentations, breakout sessions, seminars, etc. --activity on a Saturday morning for Minority Professionals interested in your Industry). Invite Senior Executives to “kick-off” the Event. Have Recruiters present to conduct interviews.
Create a Web page with the unique title of “Minorities in Your Industry”, with a unique url. When this phrase is typed in to Google for a search (by a Minority job seeker), up pops a page with this title and information about Career Opportunities at your firm. It would then have an embedded link back to your main Career page.
Leverage the In-house Employee Affinity/Network Groups for Minority/Women Professional and College recruiting purposes:
Conduct a Summit with the Leaders of the Groups
Develop (shared) recruitment goals/targets for Minority Hires.
Conduct a Training session for members of the Network on “How to sell to Minority/Women candidates”.
If there are no Employee internal networks, create a Minority/Women “Recruiting Council” of volunteers. This Council could be composed of Minority/Women employees who have at least 5 years service.
Council would recommend recruiting tactics for targeting diverse groups of people as well as act as a “clearing house for resume dissemination” and “the selling of your Company”, once an offer was made. This resume dissemination & “selling” would have to be completely coordinated with the Staffing organization.
Conduct feedback sessions/focus group with Minority and Women Employees in order to learn more about: “How to Attract more Minority/Women Employees”. Focus groups to be held periodically to generate new ideas for contests and promotions and to gather feedback on our current process.
Develop a special referral program for Minority/Women candidates who are hired (this would be an increased amount more than the normal employee referral award).
Consider “revising” how your job offer is “sold” to Diverse candidates.
Namely, research from the Recruiting Roundtable suggests that minorities placed more importance on the company’s brand, work-life balance, and commitment to diversity when mulling over a job offer. These highlighted items must be stressed by all Recruiters to successfully close the Minority candidate