Webinar Slides: How to Tailor Diversity Initiatives in Your Recruitment Strategy Using Online Surveys

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Webinar Slides: How to Tailor Diversity Initiatives in Your Recruitment Strategy Using Online Surveys

  1. 1. Using Online Surveys to Tailor Diversity Initiatives in your Recruitment Strategy<br />09/2010<br />
  2. 2. Introductions<br />Andrea Briggs, Project Manager, Talent Intelligence and Consulting<br />ABD in Industrial/Organizational Psychology from DePaul University<br />Professional and personal commitment to diversity<br />Brian Di Bartolomeo, Director, Talent Intelligence and Consulting<br />Masters in Industrial/Organizational Psychology from Elmhurst College<br />Expertise in survey design, team leadership, project management, contract negotiation and client retention<br />
  3. 3. Agenda<br />Introductions<br />About Personified<br />Why is diversity important?<br />Findings<br />Diversity factors<br />Diversity search strategies <br />What does it all mean?<br />Wrap-up and questions<br />
  4. 4. Who is Personified?<br />Consulting division of CareerBuilder.com specializing in:<br />Job seeker and employer research<br />Human capital consulting<br />Talent sourcing and screening<br />Access to over 40 billion data points <br />Real-time access to 25 percent of the workforce, the largest candidate pool of any consulting company<br />
  5. 5. Why we are here?<br />Diversity is all around us:<br />Diverse populations are the majority in America’s 10 largest cities<br />The U.S. Census reports minorities, which are roughly one-third of the U.S. population, are expected to become the majority in 2042, with the nation projected to be 54 percent minority in 2050<br />Bureau of Labor Statistics (BLS) – Worker demographics (approx.):<br />
  6. 6. Why is diversity important to organizations?<br /><ul><li>Employees are much more loyal to companies that they rate highly on their diversity efforts. (Gallup Poll, Dec 8, 2005)
  7. 7. Companies do not feel they are successful at achieving their diversity goals:
  8. 8. More than 25% of hiring managers feel that their organizations are not successful at achieving their diversity initiatives *
  9. 9. Over 10% of hiring managers say their organization does not measure their success with diversity goals*</li></ul>*(Personified Diversity Survey, 2010)<br />
  10. 10. Diversity Defined<br />What is workplace diversity?<br />Workplace diversity is the variety of differences among people in an organization, encompassing race, gender, ethnic group, age, personality, sexual orientation, tenure, organizational function, education, background and more<br />
  11. 11. Personified Research<br />Applicant Experience<br />Standard Demographic employment survey<br />What were the top 3 reasons you applied for the position? <br />How important are the following factors when you consider a job or an employer (Rating)<br />Please rank the following factors based on how important they are when you consider a job or an employer (Ranking) <br />Examples of options:<br />Advancement, Balance, Benefits, Culture, Diversity, Financials, Location, Outreach, Salary, Training, etc. <br />When looking for a job, how likely are you to use the following search strategies?<br />Demographic Site, Employer Site, Newspaper Advertisement, Professional Organization Site, Social Networking Site, Online Job Board, etc. <br />Diversity study<br />515 hiring managers<br />2,047 job seekers<br />
  12. 12. What have we learned?<br />Overall, very few notable differences between males and females.<br />Gen Y(18-30) has the most differences when compared to both the Gen Xers (31-45) and the Baby Boomers (46-64).<br />Advancement opportunity is a bigger factor in employment for minorities than it is for Caucasians.<br />Asians and Caucasians find personal fit with boss a bigger factor in employment than Hispanics or African-Americans.<br />Different search strategies are used by all job seekers without one strategy being utilized more than another. <br />
  13. 13. Diversity—Factors <br />What employment factors really matter to talent?<br />Salary, location and benefits are consistently found to be in the top three for employment factors considered.<br />Do you know what employment factors really matter to your talent?<br />
  14. 14. Top Three Reasons<br />AES and Demographic Study<br />Age<br />18-30<br />More frequently ranked personal fit with boss as a top three reason when compared to all other age groups. *<br />46-64<br />More frequently ranked company reputation as a top three reason when compared to 31-45 year olds.<br />More frequently ranked work-life balance as a top three reason when compared to 31-45 year olds. <br /> *This question only asked in the demographic study<br />
  15. 15. Top Three Reasons, continued…<br />Ethnicity<br />African Americans<br />More frequently ranked advancement opportunities as a top three reason as compared to Caucasians. <br />More frequently ranked salary as a top three reason as compared to Caucasians. <br />Caucasians<br />More frequently ranked industry as a top three reason as compared to Asians, African Americans and Hispanics. <br />More frequently ranked location as a top three reason as compared to Asians, African Americans and Hispanics.<br />More frequently ranked personal fit with boss as a top three reason as compared to African Americans and Hispanics.*<br />*This question only asked in the demographic study<br />1, 2, 3…<br />
  16. 16. Top Three Reasons, continued…<br />Asians <br />More frequently ranked advancement opportunities as a top three reason as compared to Caucasians. <br />More frequently ranked personal fit with boss as a top three reason as compared to African Americans and Hispanics.*<br />Hispanics<br />More frequently ranked advancement opportunities as a top three reason as compared to Caucasians. <br />*This question only asked in the demographic study<br />1, 2, 3…<br />
  17. 17. Diversity – Search Strategies<br />How does your organization search and find qualified talent?<br />The top three strategies used by hiring managers in organizations are their own company website (40%), major online job boards (36%), and informal networking (30%).<br />
  18. 18. Search Strategies<br />Gender<br />Females are more likely to use demographic-specific sites as a search strategy as compared to males.<br />Age<br />18- to 30-year-olds are more likely to use social networking sites as a search strategy as compared to all other age groups.<br />
  19. 19. Search Strategies, continued…<br />Asians <br />More likely to use professional networking sites as a search strategy as compared to African Americans.<br />More likely to use social networking sites as a search strategy as compared to African Americans, Caucasians and Hispanics.<br />More likely to use demographic-specific sites as a search strategy as compared to Caucasians.<br />Hispanics<br />More likely to use social networking sites as a search strategy as compared to African Americans. <br />More likely to use demographic-specific sites as a search strategy as compared to Caucasians.<br />
  20. 20. Search Strategies, continued…<br />African Americans<br />More likely use demographic-specific sites as a search strategy as compared to Hispanics, Asians and Caucasians.<br />More likely to use career fairs as a search strategy as compared to Caucasians.<br />Caucasians<br />More likely to use social networking sites as a search strategy as compared to African Americans. <br />
  21. 21. Top Three Reasons<br />
  22. 22. Search Strategies<br />
  23. 23. What does this all mean?<br /><ul><li>Diverse groups of people find different things important when thinking about employment.
  24. 24. Recruitment strategies can and should differ:
  25. 25. Consider the population you are interested in and target the strategy accordingly.
  26. 26. Find out more information about:
  27. 27. What is important to them.
  28. 28. What they want out of an employer.</li></li></ul><li>Q&A<br />

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