Recruiting for Diversity AND Inclusion

1
Recruiting for Diversity AND Inclusion

• Donna L. Flynt
• February 11, 2010

2
Overview

• Why Diversity Recruiting
• Recruit with Retention in Mind
• Current Recruiting Efforts
• Strategic Recruiting Efforts
• Targeted Marketing and Advertising
• Recruiting Results
• Measures of Effectiveness

3
Diversity Evolution

• Female
• Minority
• Youth
• Generational Differences

4
Why Diversity Recruiting?

• The Business Cases
• Talent Business Case
• Business Business Case
• Operations Business Case

5
What is your Business Case?

• Its the Right Thing to Do
• The War for Talent
• Compliance
• Think below the Iceberg!

6
Diversity Recruiting

• Always recruit with RETENTION in mind!

7
Why Is Retention Important

• Recruit with retention in mind because of the
  costs associated with re-filling a vacant
  position are very expensive.
• Costs associated with replacing an employee that
  leaves your organization?
• 2x salary
• 4x salary
• 7x salary
• 10x salary

8
What is Retention Tied To?

• The Culture
• The Development Opportunities
• The Challenging Assignments
• The Advancement Opportunities

9
UK Relaxed
THAILAND Rude
10
(No Transcript)
11
Pest
Pet
Appetizer
12
Current Recruiting Efforts

• What is your current bench strength in strategic
  positions?
• Do you have clear goals?
• Annual
• 3 year plan
• 5 year plan

13
Strategic Planning

• Are you innovative in your strategies?
• Benchmarking most companies benchmark off of
  similar companies so their strategies may have
  little variance.
• How does your company benchmark?

14
Strategic Planning

• What professional organizations do your current
  employees belong to?
• What mentoring opportunities are available at
  your company?
• Employee Affinity/ Networking Groups

15
Review Recruiting Criteria

• Are you seeking
• Seeking active candidates
• Seeking passive candidates
• Have you examined your recruiting criteria?
• Look at your conscious and unconscious hiring
  criteria which may exclude diverse talent

16
Sources of Recruiting

• Do you use external sources?
• Are they providing you with the diverse slate of
  candidates that you need?
• Do you evaluate your relationships with external
  sources?
• How long?
• What results?

17
Targeted Marketing and Advertising

• Demonstrate the diversity in your organization by
  including employee profiles in your ads
• Use a variety of recruitment venues
• Gain attention of passive candidates by placing
  ads in professional journals
• Dont avoid identifying yourself in an ad

18
Measurements of Effectiveness

• Do you measure your annual results?
• Do you communicate metrics with your managers and
  staff
• Annually?
• Quarterly?

19
Measures of Effectiveness

• Accountability
• Do you hold managers accountable for achieving
  diversity results?
• How?
• Be aware of pitfalls of manager accountability

20
Measures of Effectiveness

1. You are not only achieving your recruiting goals,
   you are retaining your employees.
2. Your managers are not simply hiring diverse
   candidates, they are including them in the
   decisions that affect the way you conduct
   business
3. Managers have developed AND executed development
   plans for their new hires.

21
Measures of Effectiveness

• Expansion of management accountability to include
  a rewards system.
• Increased bench strength over measured time
  period
• Increased ability to execute in all business
  areas.
• Creation of a proactive and supportive
  environment.
• Candidates seek you out!