The Staffing Strategy
Connection
Competitive Recruiting in a Networked World
Gerry Crispin & Mark MehlerCareerXroads
732-821-6652
HR
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Diversity Staffing Tactics: What Colloquium Members Have Been Telling CXR
February 2007 Brown Bag Lunch Seminar
The Staffing Strategy
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58%56%
76%
64%
73%
78%
59%
86%
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71% Our corporate website has a diversity section.
54% We have Affinity groups (i.e. clubs where like employees can network, etc.)
53% Our website diversity section is on the Careers navigation bar. 22%
46% Our senior managers are involved in recruiting diverse candidates via formal staffing programs.
The Staffing Strategy
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34% Our website diversity section is on the main corporate navigation bar.
33% If a highly qualified diverse candidate is identified we may bring them in and hire without an approved requisition.
29% Our Affinity group members or leaders contact information is accessible on the website.
27% Recruiter SLAs include the % for diversity on every position "slate". 25%
25% Our Affinity groups formally assist our recruiting efforts. 40%
25% Our senior and middle managers bonuses are tied to hiring diverse candidates.
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14% We have dedicated diversity recruiters.
13% Recruiter bonuses are at least partially determined by meeting diversity hiring goals.
12% Recruiter bonuses are at least partially determined by providing a diverse slate of candidates.
9% Our website shows diversity statistics on the board of directors of our company.
9% We offer a higher base salary to some diverse applicants in some positions than to non-diverse candidates.
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7% Our diversity website section offers specific information for diverse candidates who relocate to our area- i.e. local
organizations, churches, networks etc. 31%
7% We have dedicated diversity sourcers.
5% We offer larger incentives to Employee's for referring diverse candidates in some situations.
4% Our diversity website section allows job seekers to communicate with our affinity groups. 24%
4% We offer a higher Sign on Bonus for some positions to diverse candidates than to non-diverse candidates.
2% Our diversity website section allows job seekers to register to receive an online diversity newsletter. 22%
("Other" mentions: relationships with Historic Black Colleges and Spanish serving institutions, diversity career fairs. and offering strong diversity candidate (silver medalists) more interviews for existing and potential positions.)
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National Black MBA Association (NBMBAA) 72.4%National Society of Hispanic MBAs (NSHMBA) 62.1%National Society of Black Engineers (NSBE) 51.7%Society of Women Engineers (SWE) 51.7%National Association of Black Accountants (NABA) 34.5%National Urban League 31%Society of Hispanic Professional Engineers (SHPE) 27.6%National Association of Women MBAs (NAWMBA) 1 7.2%National Association of Asian American Professionals (NAAAP) 13.8%Association of Women in Science (AWIS) 13.8%Black Data Processing Association (BDPA) 13.8%Gay, Lesbian, Bisexual & Transexual(GLBT) 13.8%National Org. for the Advancement of Black Chemists
and Chemical Engineers (NOBCCHE) 10.3%U.S. Black Engineer (USBE) 10.3% Reaching Out MBA 10.3% Association of Latino Professionals in Finance & Accounting (ALPFA) 6.9% Hispanic Alliance for Career Enhancement (HACE) 6.9% Minority Training Research Forum 0%Careers and the disABLED 0% National Hispanic Medical Association (NHMA) 0% Sino-American Pharmaceutical Professional Association(SAPA) 0%
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Did You: Maintain a Booth, Send Recruiters to Network, Send Employees to Network, Send Execs to Network, Sponsor Events, Present/Panelist as Speaker at Conference, Purchase Ads for Conference Program, Purchase Ads for Organization's Main Publication.??????????
How many did/do you send? At what cost? What was/is the value? How did/do you prepare/debrief after the conference? What works the best?
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We Wish YouGood HUNTING!
To reach Mark or [email protected]
732-821-6652
