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Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates
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Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates

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A Diversity Recruiting Strategy …

A Diversity Recruiting Strategy
Follow my Diversity updates on my Twitter page
https://twitter.com/JohnnyTorrNesbi
http://recruitmentbuzz.co.uk/dramatically-increasing-diverse-applicant-flow-and-hiring-results/

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  • 1. Recommending a Strategy Ideas for Today and Tomorrow Increasing Minority Applicant Flow and impacting Candidates Slates in the US Author: John Torrance-Nesbitt, MBA
  • 2.
    • 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.;
  • 3.
    • Run specific commercial spots on Minority radio stations with high ethnic demographics (African-American, Hispanic and Asian).
    • More use of Diverse images on the Career Page website.
    • Post Testimonials on the Career website from Minority & Women Employees, Interns, etc., from all levels.
    • Seek volunteers from line areas to serve as “Diversity Recruiting Champions”
    • Use New Employee orientation as a recruiting mechanism:
      • Ask all new hires (Minority and non-Minority) for referrals of top performers at their former companies.
    • Conduct an Open House and target specific Minority Organizations for attendees.
  • 4.
    • Build a talent database for Diverse candidates:
      • 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.
  • 5.
    • 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.
  • 6.
        • 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.
  • 7.
    • 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
  • 8.
    • Build an Alumni page on the your website.
      • For tracking high performers (in general) who left and
      • For tracking high performing Minority/Women alumni as well
        • Reach out to these individuals and try to recruit them back
      • Placement of the Award logo (if won) on the main Company Career website page.
    • Making the Great Place to Work Institute®/Fortune Magazine 100 Best Companies to Work for Award®.
    • Making the “Diversity Inc‘s Top 50 Companies for Diversity”.
      • Placement of the Award logo (if won) on the main Career website page.
  • 9.
    • Making Black Enterprise’s list of: “40 Best Companies for Diversity”
      • Placement of the Award logo (if won) on the main Career website page.
    • Making Diversity Inc’s Top Ten Companies for Asian Americans to Work for list.
      • Placement of the Award logo (if won) on the main Career website page.
    • Making the Professional Woman's magazine Award as one of the "Top Diversity Employers for Women".
      • Placement of the Award logo (if won) on the main Career website page.
    • Making some of the Top Employer Awards for Female and Minority College Students, for example: the Black Collegian Magazine’s Top 100 Employers for College Students.
    • Placement of the Award logo (if won) on the main Career website page

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