The Future of Recruiting Lies in Diversity

As the global population continues to change, organizations know their focus must transition to recruiting and retaining a multicultural pool of trained and qualified employees. Designing and implementing a successful diversity recruitment strategy requires quality planning and commitment. How can talent acquisition departments, Human Resources, and executive management accomplish this task in the most efficient and effective manner? What are the keys to clarifying the process of identifying, recruiting, hiring, and on-boarding multicultural candidates? Let's examine five areas to consider, when attempting to deliver a high quality diversity recruiting program.

1. Eliminate perceived roadblocks before program implementation.

Create a clear path to successfully hiring diversity candidates. Have established policies and procedures on important issues such as sign-on bonuses, relocation, job level, etc. Avoid any problematic situation that would cause your company to lose a quality diversity candidate.

2. Develop an advantageous plan to attract and sell diversity candidates to your company.

Take the time to find and utilize the best resources for locating and connecting with these candidates. Leverage the tools to their fullest extent, and revise your plan based on achieving desired results. Oversee that all team members are actively using all resources, and tracking activity.

3. Obtain management buy-in for the program, and sustain that level of commitment.

In order to create and maintain a diverse culture within your company, all leaders must communicate a clear mandate that diversity recruitment is an organizational requirement, with a transparent set of objectives and measurements. Keep this as topic of discussion in meetings, newsletters, and other forms of internal communication.

4. Attach diversity recruiting to direct business goals.

Start with your corporate website and all marketing materials, and make certain the diversity culture emmanates to all who review the literature. Utilize a diverse blend of people across all marketing channels. Train and encourage department managers and recruiting staff to interview multicultural candidates in a comfortable atmosphere where individuals can express their cultural norms.

5. Drill-down on retention, and share your diversity achievement narratives.

To manage an effective diversity recruiting program, the company must also identify why multicultural employees leave. Empower your business to serve as a benchmark by comprehensively analyzing this aspect. Knowing what “not to do” can be just as important as the opposite. Keep your diversity hiring successes 'front and center' at all levels and within every area of the organization.

RecruitAlliance can assist your organization in its efforts to work with Certified Diversity Recruiting Agencies. Our robust platform facilitates quality relationships between hiring companies and quality talent acquisition firms/independent recruiters who drive results. To learn more, visit our website at www.RecruitAlliance.com for details.



What has been the most important factor in your company's diversity recruitment strategy? Please comment below.



Resources:
Digh, Patricia. "Getting People in The Pool: Diversity Recruitment That Works. - Whitepapers - Resources - ASAE." Getting People in The Pool: Diversity Recruitment That Works. - Whitepapers - Resources - ASAE. ASAE, n.d. Web. 18 June 2014. "Recruitment for Diversity." American Library Association. ALA, n.d. Web. 18 June 2014. "Tips for Boosting Your Diversity Recruiting Efforts." Tips for Boosting Your Diversity Recruiting Efforts. National Association of Colleges and Employers, n.d. Web. 18 June 2014.

Tags: , , , , , ,