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    Diversity Diversity Presentation Transcript

    • How Find Talent Pools
      • Diversity represents many dimensions such as
      • experiences, work experiences, education, talents,
      • viewpoints, cultures of characteristics
      • The Quality of being made of many different elements, kinds
      • and individuals
      • Variety of life
    • An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. Benefits, Challenges, and Solutions
    • Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.
    • A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis. COLLECTIVE
    • A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively. VIEWPOINTS
    • Appealing to and recruiting for many diverse demographic groups by relating with and getting to know your audience DIVERSITY RECRUITING
    • 3 COMMON CANDIDATE TRAITS
      • Don’t want to be hired because they fit a cultural group
      • Want to be hired because of their talents, skills, and quals
      • Looking for the same things as other non-diverse
      • candidates
      • Career Advancement
      • Competitive Pay
      • Work Life Balance
    • STRINGS TO USE
      • intitle:resume | inurl:resume women| technology -jobs -careers
      • intitle:resume | inurl:resume african american C++ -jobs -careers
      • intitle:groups | inurl:groups resume african american C++ -jobs -careers
      • intitle:groups | inurl:groups resume women C++ -jobs -careers
      • intitle:resume | inurl:resume women | Engineer -jobs -careers
    • 6 TYPES OF DIVERSITY
      • RACE
      • GENDER
      • AGE
      • VETERAN STATUS
      • DISABILITIES
      • SEXUAL ORIENTATION
    • IDENTIFING DIVERSITY CANDIDATE WITHOUT ASKING
      • VISUAL IDENTIFICATION
        • NAME
      • COLLEGE
      • AFFINITY GROUP
      • FRATERNITY / SOROITY
      • JOB BOARD
    • DIVERSITY RECRUITING
      • If you rely on the above 6 ways to identify diversity candidates as your method of diversity recruiting, you will FAIL!
      • We MUST TALK about ways of finding diversity candidates if we want to succeed with our GOALS
      • CANVAS recruiting is how you build successful diversity recruiting stats
    • SOURCING RESOURCES
      • INTERNAL REFERRALS
      • AFFINITY GROUPS
      • COMMUNITY OUTREACH
      • UNIVERSITIES
      • JOB BOARDS
      • CAREER FAIRS
      7 . SOCIAL NETWORKS 8. PROFESSIONAL INDUSTRY 9. PORTALS / DIRECTORIES 10. CAUCUS GROUPS 11. DIRECT MARKETING 12. MEDIA PUBLICATIONS
    • INTERNAL REFERRALS
      • Utilize your company’s current diversity talent to assist you
      • with finding more
      • Tap into your company’s Employee Resource Network (ERN’s)
      • and promote your referral program
      • You MUST do this within your ERN’s and not just company wide
      • Like candidates refer like candidates
    • AFFINITY GROUPS CAUCUS GROUPS
      • Special Interest Groups that share same interest, goals etc
      • Formed with friends, within community, workplace, org
      • Typically formed in local markets, most may not have national
      • presence, but resourceful
      • intitle:resume | inurl:resume african american | OBAMA Engineer -jobs -careers
      • intitle:resume | inurl:resume latin american | RICHARDSON Engineer -jobs -careers
    • UNIVERSITIES The first and easiest thought find diversity candidates is Historically Black Colleges & Universities http://www.smart.net/~pope/hbcu/hbculist.htm A. James Clark: School of Engineering http://www.wie.umd.edu/ Hispanic Association of Colleges and Universities (HACU) http://www.hacu.net/hacu/Default_EN.asp Hispanic/Latino – LANIC http://www.edexcelencia.org/pdf/publications/fact_sheets/Top25CollegesUniv-2008.pdf
    • SOCIAL NETWORKS
      • Social networks has become a common word with Web 2.0 and
      • everyone is using this platform to network with one another
      • Diversity social networks existed long before the networks that we
      • know of today
      • These are excellent platforms where you can promote and connect
      • with minorities
      http://www.facebook.com/apps/application.php?id=2370484070 http://search.twitter.com http://search.twitter.com/search?q=women+technology + Sample: Sample: Women in Technology http://apps.facebook.com/advancedsearch/?engine=2 African-American Researchers
    • PROFESSIONAL INDUSTRY ASSOCIATIONS
      • This is a great resource that enables you to narrow down your talent
      • by skills first and then diversity
      • Almost every professional industry has affiliations that are broken
      • down by diversity
      • To find diversity organizations try :
      site:org (“african american” | black) “technology” site:org (“women”) “technology” site:org (“latin american” | hispanic) “technology”
    • NICHE JOB BOARDS & CAREER FAIRS
      • There is nothing new about sourcing specific niche job boards for
      • finding diversity talent
      • Many companies have reported less than favorable results with niche
      • job boards
      • CareerBuilder has been reported to have an excellent data base of
      • niche candidates in ethnic group categories
      • Most diversity candidates do not want to stick out and will use the
      • same traditional tools
    • MEDIA PUBLICATIONS
      • If you want to get the attention of a diversity group you MUST direct
      • market to that group
      • There are hundreds of magazines, newspapers, and other
      • publications where you can market your message
      • Getting to know where your desired audience gets their news and
      • entertainment will help you in attracting the demographic of
      • candidates desired
      • “ The Diversity Recruitment Advertising Toolkit”
      http://www.multiculturaladvantage.com/store/diversity-recruitment-advertising-toolkit/default.asp
    • COMMUNITY OUTREACH
      • This is by far one of the least tapped sourcing channels that has the
      • most effective diversity outreach potential
      • Who are the COMMUNITY leaders?
        • City Council Member
        • Clergy
        • Teachers / Professors
        • Business Owners
        • Civic Action Leaders
        • Barbers / Beauticians
    • COMMUNITY AWARENESS
      • Hold Leadership/Product Presentations
      • Job Hunting Workshops
        • How to Write a Resume
        • How to Interview
        • Career Development Skills Training
      • Host Private Networking Events
      • Invite Community Leaders to Luncheons
      • Roundtable Discussions with Community Leaders
    • BRAND YOUR MESSAGE
      • Develop a special package showing your company’s commitment to
      • Diversity
        • Company’s Diversity Mission Statement
        • Accolades & Awards from Affinity Groups
        • Community involvement/activities
        • Profile of diverse employees in middle & upper management
      • Make this package a part of your branding message when bringing
      • candidates in for interviews