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Best Practices in Recruiting Diverse Talent

Despite the improved hiring environments, all companies continue to face challenges with sourcing diverse candidates. This presentation looks at the diversity challenge that many employers face when trying to find, recruit and hire diverse candidates. The workshop focuses on common recruiting practices that actually inhibit diverse hiring and best recruiting practices/solutions to overcome those obstacles to significantly improve your stream of diverse talent.

Follow the Talent

In an environment where Internet job boards, and recruiting process systems dominated the marketplace don’t forget about your basics for sourcing: Follow the Talent.

Works Practices

What works in theory often does not work in the real world. Works Practices highlights real diversity recruiting practices used by companies to recruit the candidates that will lead them in the future.

Diversity Sourcing Channels

Diversity Focused Event-Based Recruiting		Event-based recruiting targets events with demographics of the talent that an employer is interested in attracting to their organization. These events expose employers to a 100% passive audience. These events are none recruiting/none resume events that require a customized recruiting strategy.
Professional Industry/Trade Association		Today, more than 140,000 associations exist in the United States, representing nearly every industry and profession. Seeking community and validation many groups have developed associations related to their professional industry and trade based the diversity dimension. These organizations exist to identify the critical issues facing their own populations and to address issues that might only be a small blip on the radar screen of larger associations, while others formed because at the time their members were excluded from joining the white association that represented their profession as a result of racism. Diversity focused professional industry and trade associations gives recruiters direct access to a demographic to develop an O2O (Organization 2 Organization) recruiting strategy.
The Divine Nine (Diverse Fraternities & Sororities)		The Divine Nine represents the 80,000 estimated active members of the nine major black fraternities and sororities, with chapters around the world. They are members of the historical fraternities and sororities commonly referred to as the National Pan-Hellenic Council (NPHC) and also known as the Greek-letter societies. These organizations have been a part of higher education since 1904 and include undergraduate and graduate chapters. There are other black and other diverse fraternities and sororities that are not associated with the National Pan-Hellenic Council (NPHC), but these nine are the largest and most popular.
Job Board Recruiting Sites		These are recruiting sites that have recruiting as a core part of their business model or a recruitment product line. These sites may include community content related or none related to careers to attract their targeted demographic.
Ethnic/Urban Community Portals		Forming and maintaining communities have been basic human endeavors since the dawn of civilization. The Web is just a new mechanism that communities can use. Web-based community portals have relevant content to their demographic and offer readers a sense of belonging. Traditionally these sites do not have recruiting products or have recruiting as a core part of their business, but may outsource or develop partnerships with other vendors for recruiting products and career content.
Educational Channels		Educational channels aren’t just exclusive to Colleges and Universities but also include those organizations that help students of diverse backgrounds get in school and ensure their success. Educational channels include the HBCU and HSIs, but its also includes diversity focused Student Unions at all Universities & Colleges, and support organizations like the MBA, Upward Bound, and Inroads who have extensive national, local and alumni programs.
Affinity Groups		Affinity groups are none professional industry or trade groups formed around special interest, charity, hobby, and causes. Affinity groups are not skill set specific like many of the professional industry and trade associations. Examples of diversity focused affinity groups include the Snow Gophers and 100 Black Men. These types of diversity focused affinity groups allow an employer to reach a diversity focused demographic that may encompass the same values and professional experience sought by the organization.
Caucus Groups/Employer Networks		Caucus Groups/Employer Networks are informal organizations within a company whose members share the same race, sex or goals. These groups are sanctioned by the company and act as valuable conduits to ensure that the company hears and addresses the concerns of the caucus members. The caucuses include groups for African-Americans, Hispanics, Asians and Women.
Diversity Focused Media		Diversity focused newspapers are an inseparable part of the local community. They deliver what no mass medium can: news that is specifically geared to the needs and concerns of the communities, local editorial comment, news of local organizations, special events, local sports, church announcements and more. Additionally, Radio is a proven, effective medium in targeting African-Americans and Hispanics. Radio is an excellent recruitment vehicle to target passive candidates. Radio reaches the 18-34 audience, a prime market for recruiters, allows a greater use of creativity and is a way to distinguish your organization's recruitment campaign from others. Zines are print magazines that also have content on the internet. Like newspapers and radio, Zines allows a recruiter to deliver their recruitment message to a very targeted diversity demographic.