Our next challenge is to raise Monsanto's profile with the pool of diverse candidates (who could potentially end-up on our candidate slates). We absolutely need to begin to build a reputation for being diversity-friendly . This effort will take a long-term sustained approach , rather than a quick fix. This approach will require some new targeted initiatives over time in order to create sustained momentum around our diversity recruiting efforts My recommendations for (both) enhancing Monsanto image to a diverse candidate pool and attracting more diversity on to the candidates' slates are (1) skills training for the recruiting staff; (2) establishing deeper relationships with the internal networks; and (3) enhancing Monsanto image and visibility with the diverse candidate pool. Medium - Long Term Aim / Purpose For Monsanto to be recognised as an employer of choice for people of colour - reaping the benefits of a diverse workforce.
John Torrance-Nesbitt Director, Employment Branding & Marketing & UR Global Staffing & Diversity Department - HR – Monsanto April 22, 2004 Presentation to HRLT “Improving Diversity Recruiting Results”Objectives:Raise Monsanto’s Diversity Recruiting ProfileBuild a Diversity-Friendly market reputationBroaden our potential diverse employment pool
Background: A Great Employment Brand Our Employment Brand is now firmly established in the marketplace • New recruiting brochures: “Monsanto Careers”; “Seed”; & “Technology”. • Upgrades to our Career Section webpage. • A new Recruiting Video. • Won several top employer awards programs. We won the Fortune Top 100 Employers and St. Louis Business Journal Employer Awards.
Creating Diversity Recruiting Momentum2004 & Beyond Challenges • Raise Monsanto’s Diversity Recruiting Profile • Build a Diversity-Friendly market reputation • Broaden our potential diverse employment pool(3) Key Recommendations: Training, Networks & Image 1. Training: Build more Diversity Recruiting Skills amongst the recruiting staff 2. Networks: Leverage Monsanto internal Employee networks 3. Image: Expand Monsanto’s image and visibility with the Diverse candidate poolMedium –Long Term • For Monsanto to be recognized in the market place as an employer ofAim choice for people of color - reaping the associated business benefits of having a diverse workforce
Training: Building more Training for all recruitment staff Diversity A full-day AIRS Seminar (St. Louis) “Certified Diversity Recruiter” Recruiting Skills This full-day workshop delivers research, case studies, and cutting amongst the edge diversity sourcing tactics which recruiters need to attract and hire the best diversity talent. The course will cover: Monsanto’s Recruiting Staff • Closing Great Diversity Candidates • What Does a Diversity Job Seeker look for in an organization? • Reverse Selection & Resume Screening • Sourcing Great Diversity CandidatesAll Recruiters • Best Practices in Internet AdvertisingTrained • Active Internet Sourcing, etc.. • How to find diversity candidates Web resumes and homeAs: pages, etc..Certified Each Recruiter will be encouraged to sit for the CertificationDiversity examination at the end of this course in order to become aRecruiters “Certified Diversity Recruiter “. Each Recruiter will have access to AIRS’ multi-purpose Diversity Portal
Training:Building moreDiversityRecruiting Skillsamongst theMonsanto’sRecruiting Staff(Continued) This training’s purpose: • Diversity recruitment is a full team approach & effort • Training leverages and maximizes the diversity effect across all recruiters • Skills aid in building a recruitment culture permeated with a diversity approach • Skills ensure that Diversity is not an “add-on” but rather an important and integral part of Monsanto’s overall recruiting strategy
NetworksUtilize Monsanto’s In-house Diversity Networks A Networks’ Committee in Staffing has been formed to leverage Monsanto’s Internal Networks. We Will: Conduct a Summit with the Networks Train the “Employee Network Ambassadors” (in selling Monsanto as the preferred place to work) Gather Organizational Information from all of the Networks: (e.g., what organizations do they know about; what organizations can they (and Staffing) work with in order to expand Monsanto outreach efforts, etc.)Benefits of • Potential reduction in cost of hiringleveraging • Represents a large resource to utilize for Diverse Recruitingthe • Aids in attracting excellent potential source of candidates &Internal employeesNetworks • Aids building integral Diverse Culture • Aids external image and corporate Diversity reputation
ImageEnhance Monsanto’s image and visibility withDiverse candidatesThe conveyed images of Monsanto to the public will affectrecruitment results • Create a specific brochure profiling people of color at Monsanto We need to: • Increase use of Diverse media (print & radio advertising) • Increase use of more Diverse web sites for Monsanto Job Listings • Increase attendance to Diverse Career Fairs (General & Industry Specific) • Begin some Organizational Corporate Sponsorship e.g. BDPA, HACE, MANRRSBenefits: • Wider distribution & circulation of Monsanto opportunities • An enhanced image amongst diverse candidate pool • Access to increased pipeline of potential diverse candidates at all levels • A positive and progressive reputation in the market place • More Diverse candidates on the candidates’ slates
More Diverse Candidates SlatesUS Diversity Marketing RecruitingRecruitment Managers Strategy Recruitment Strategy
2004 Diversity Strategy US-Wide Diversity Marketing/Recruiting Strategy 1) Training: Diversity Recruiting Skills amongst the recruiting staff 2) Networks: Leverage Monsanto internal networks 3) Image: Expand Monsanto’s image and visibility with the Diverse candidate poolStaffing Manager Staffing Manager Staffing Manager Staffing Manager Strategy Strategy Strategy StrategyLines of Business: Lines of Business: Lines of Business: Lines of Business: Foundations Biotechnology Commercial & Mfg Commercial & Mfg (Pilot Effort) Diversity Sourcing Researcher Co-op
Expected Results Increased Diversity on candidate slates Increased image and ability to attract POC & Women Increased momentum and market reputation Building a greater recruiting network both internal & external (e.g. MANRRS, HACE, etc.)
What We Need From You: HRLT Your support, encouragement and influence (in working with the Hiring Managers)---in conveying the consistent message about the continued important of inclusive hiring practices, which will lead to broad and deep diversity across the board; Your participation to let us know where the issues are;