Now, more than ever, companies must embrace staffing solutions that include diversity recruiting.
The Center for American Progress reports that people of color made up 36 percent of the diversity recruiting workforce in 2012, including Hispanics, African Americans and Asians, and women make up 47 percent of the workforce. The Williams Institute reports that gay and transgender workers make up 6.28 percent of today’s workforce. People with disabilities have a 15 percent unemployment rate and are underemployed. The U.S. Census Bureau reports that people of color own 22.1 percent of all businesses in the U.S., women own 28.8 percent of businesses and the National Gay and Lesbian Chamber of Commerce reports that five percent of all businesses in the U.S. have gay or transgender owners. You only need to look at the numbers if you don’t think diversity recruiting is an issue.
Diversity Inc reports that the diversity in the workforce is not reflected in the boardroom, where 95.8 percent of CEO’s are white. And this diversity is lacking in key sectors as well, including nonprofits and the federal government. Census data predicts that there will be no racial or ethnic majority in the U.S. by 2050 due to immigration, retiring baby boomers and the growing numbers of women in the workforce. With economic data showing increasing population and workforce diversity, diversity recruiting will only become more important for business success and economic growth. Even if you don’t have a formal diversity program in your company, there are many avenues for staffing solutions that focus on diversity recruiting
Develop Relationships with Minority Organizations
Recruiters spend the majority of their days communicating, verbally on the phone and face to face, in writing and electronically. A big part of recruiting is relationship development, and this can be extended to your efforts with diversity recruiting. Your diversity recruiting efforts should include establishing networks with minority colleges by talking to placement offices about your company and its openings and discussing top students in the fields relevant to your business. Similar diversity recruiting methods include developing partnerships with minority student professional organizations for accountants, business majors and others related to the industry that your company is in.
Also, connect with national minority organizations such as the National Association for the Advancement of Colored People and the Urban League. The nurturing of networks and relationships that support diversity recruiting is key to your success.
Actively Source Diverse Candidates
Evaluate your workforce for gaps in minority employees to figure out where to focus diversity recruiting efforts and consistently visit websites with resumes of diverse individuals. Sites such as the Diversity Employment Exchange at www.diversityee.com, HireDeaf.com, LGBT CareerLink, the National Business & Disability Council and LatPro.com are sources of resumes from diversity candidates. Make it a habit and a goal to always source diverse candidates for every recruiting campaign and soon you will find your diversity recruiting efforts paying big dividends.
Sponsor Minority Job Fairs and Career Events
Follow Dun & Bradstreet’s lead and sponsor minority job fairs. Dun & Bradstreet has developed a valuable relationship with the National Black MBA Association (NBMBA), and is a corporate sponsor of the NBMBA’s national conference and career fair. It also supports the NBMBA scholarship fund and outreach program. D&B will also participate in the National Society of Hispanic MBA’s National Conference and Career Expo in 2013. If the national level is too much for you to participate in, consider holding smaller job fairs in minority communities in and around where your company does business. Community colleges, community centers and local workforce development centers are sources of minority candidates, and can play a major role in your diversity recruiting campaign.
Target Recruitment Advertising to Minority Publications
Instead of focusing exclusively on traditional job posting and job advertisement staffing solutions, start advertising your opening in minority publications such as Emerge Magazine, The Advocate and Hispanic Times. Consider asking current minority employees where you can reach minorities through employment advertising for other sources. Don’t overlook local sources for employment such as church employment groups, community centers, and local minority clubs and organizations.
The world’s top companies know the value of diversity recruiting. Sodexo, PricewaterhouseCoopers, Kaiser Permanente, Ernst & Young, MasterCard Worldwide, Novartis Pharmaceuticals Corporation and Procter & Gamble made it to the top of the Diversity Inc Top 50 List for 2013. Sodexo tops the list at number one and has had a Diversity & Inclusion program for 11 years, has a woman Global Chief Diversity Officer and a commitment and accountability to diversity recruiting objectives. Even if you aren’t recruiting for companies like these, there are plenty of ways to add diversity recruiting to your current slate of staffing solutions.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.