The Top Ten Diversity Recruitment Suggestions & Tips

Letter from Billy Vaughn:

Hi. Happy New Year! I am really excited about 2014. I had the pleasure of training a lot of people who were vying to become certified diversity professionals. They encouraged me with your success stories even the recent graduates. I also had opportunities to support clients who courageously challenged their organizations to promote inclusion.

We have introduced the DTUI Diversity Leadership Academy to start off 2014 with more solutions to support diversity executive empowerment and results.

In This Newsletter

• Calendar of Events

• Mastermind Group Start Reminder

• The Top Ten Diversity Recruitment Suggestions & Tips

Events

• Diversity Executive Leadership Academy Calendar

• Inclusion & Belonging Conference

Mastermind Group

My work with the small groups led to offering a membership group that provides the individualized support and resources needed to succeed. Testimonials of those who continued working with me after receiving the CDP credentials attest to the benefits of the post-graduate program. Some enjoyed enviable job promotions, while most others have been recognized for their outstanding success in implementing programs that make a real difference in their organizations.

Check out the video https://dtui.com/about-dtui-com/what-we-do/mastermind-group/

The Top Ten Diversity Recruitment Suggestions & Tips

1. Emphasize competence-based credentials rather than past experience.
2. Encourage the placement of interns and co-op students who are members of diverse groups.
3. Establish formal relationships with schools that have great diversity in their student body. This measure will ensure that you are always cultivating talent for your future talent pool.
4. Make sure that all levels of management have received diversity training or they might not be in a position to give a fair evaluation during the hiring process.
5. Cultivate organization partnerships with groups catering to the needs and interests of people of color, women and the disabled.
6. When using an interview panel, make sure that it is culturally diverse to minimize potential bias.
7. Be sure that the qualifications established for a given position are really ones needed to do the job, and are not ones based on historical assumptions.
8. Understand your own beliefs and attitudes about the positions that you are filling and the populations that you are targeting. Be aware of how this could affect both the way you write job descriptions, as well as how you screen and interview.
9. Incorporate nontraditional networking channels to produce a diverse applicant pool. A strong diverse, informal network is a critical part of any successful diversity recruitment effort.
10. Encourage senior people of color, women and people with disabilities in your organization to assist in providing names of possible recruits.

If you like this article, you will get super benefits from the Engagement & Recruitment course offered at the Diversity Executive Academy in San Diego in March. Check it out. https://dtui.com/engagement-inclusion-seminar/)

Also checkout:

The Top Ten Ways to Recruit the Native  American Job Candidate

http://diversityofficermagazine.com/diversity-inclusion/top-ten-ways-to-recruit-the-native-american-job-candidate/

The Top Ten Culturally Competent Interviewing Strategies

http://diversityofficermagazine.com/cultural-competence/the-top-ten-culturally-competent-interviewing-strategies/