Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates

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A Diversity Recruiting Strategy
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Dramatically Increasing Minority Applicant Flow and Impacting Candidates Slates

  1. 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. 2. <ul><li>Here are some ideas to consider for creating more Diverse candidate flow--some are immediate and tactical while others are strategic and long range. </li></ul><ul><li>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. </li></ul><ul><ul><li>For example, some of the things Recruiters will learn will be: steps to source Diverse candidate, etc.; </li></ul></ul>
  3. 3. <ul><li>Run specific commercial spots on Minority radio stations with high ethnic demographics (African-American, Hispanic and Asian). </li></ul><ul><li>More use of Diverse images on the Career Page website. </li></ul><ul><li>Post Testimonials on the Career website from Minority & Women Employees, Interns, etc., from all levels. </li></ul><ul><li>Seek volunteers from line areas to serve as “Diversity Recruiting Champions” </li></ul><ul><li>Use New Employee orientation as a recruiting mechanism: </li></ul><ul><ul><li>Ask all new hires (Minority and non-Minority) for referrals of top performers at their former companies. </li></ul></ul><ul><li>Conduct an Open House and target specific Minority Organizations for attendees. </li></ul>
  4. 4. <ul><li>Build a talent database for Diverse candidates: </li></ul><ul><ul><li>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.) </li></ul></ul><ul><li>Create a Professional Recruiting Event: </li></ul><ul><ul><li>(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. </li></ul></ul>
  5. 5. <ul><li>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. </li></ul><ul><li>Leverage the In-house Employee Affinity/Network Groups for Minority/Women Professional and College recruiting purposes: </li></ul><ul><ul><li>Conduct a Summit with the Leaders of the Groups </li></ul></ul><ul><ul><ul><li>Develop (shared) recruitment goals/targets for Minority Hires. </li></ul></ul></ul>
  6. 6. <ul><ul><ul><li>Conduct a Training session for members of the Network on “How to sell to Minority/Women candidates”. </li></ul></ul></ul><ul><li>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. </li></ul><ul><ul><li>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. </li></ul></ul>
  7. 7. <ul><li>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. </li></ul><ul><li>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). </li></ul><ul><li>Consider “revising” how your job offer is “sold” to Diverse candidates. </li></ul><ul><ul><li>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 </li></ul></ul>
  8. 8. <ul><li>Build an Alumni page on the your website. </li></ul><ul><ul><li>For tracking high performers (in general) who left and </li></ul></ul><ul><ul><li>For tracking high performing Minority/Women alumni as well </li></ul></ul><ul><ul><ul><li>Reach out to these individuals and try to recruit them back </li></ul></ul></ul><ul><ul><li>Placement of the Award logo (if won) on the main Company Career website page. </li></ul></ul><ul><li>Making the Great Place to Work Institute®/Fortune Magazine 100 Best Companies to Work for Award®. </li></ul><ul><li>Making the “Diversity Inc‘s Top 50 Companies for Diversity”. </li></ul><ul><ul><li>Placement of the Award logo (if won) on the main Career website page. </li></ul></ul>
  9. 9. <ul><li>Making Black Enterprise’s list of: “40 Best Companies for Diversity” </li></ul><ul><ul><li>Placement of the Award logo (if won) on the main Career website page. </li></ul></ul><ul><li>Making Diversity Inc’s Top Ten Companies for Asian Americans to Work for list. </li></ul><ul><ul><li>Placement of the Award logo (if won) on the main Career website page. </li></ul></ul><ul><li>Making the Professional Woman's magazine Award as one of the &quot;Top Diversity Employers for Women&quot;. </li></ul><ul><ul><li>Placement of the Award logo (if won) on the main Career website page. </li></ul></ul><ul><li>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. </li></ul><ul><li>Placement of the Award logo (if won) on the main Career website page </li></ul>

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