Energize your Recruitment Efforts

by with No Comment Human ResourcesRecruitment Advertising

As a woman of a certain age, I’m actively working to slow aging and stay physically fit, looking forward to an active retirement.

A good friend convinced me to join Orangetheory Fitness (OTF). OTF works for me because I get bored easily and no two workouts are quite the same. Our coaches push us through a mix of treadmill, rower and weight floor activities that build strength and endurance.  I often sing, dance and joke through a workout. Today wasn’t one of those days. We ran hills (treadmill elevation) and I was doing okay. No speed records but getting it done. Then the weight floor did me in. As coaches swung by to offer advice and adjust my form, I struggled with arm work using light weights and was left frustrated and discouraged.

A lot of my talent acquisition friends are feeling the same way about Recruiting. They do the work, modify their form and if they are lucky enough to get applications, the candidates ghost the process or don’t make it through, all while employees are leaving out the back door.

There are NOW HIRING signs everywhere you look. So why is recruiting so difficult?

High Intensity Interval Training (HIIT) allows you to get results faster than working out at a steady moderate pace. We all need to work smarter rather than harder. Progress comes when you push yourself.

  • Are you posting and praying that candidates will see the ad and apply, or actively sourcing?
  • Are you crafting your message and strategy from the perspective of the target audience? You have to understand your target and speak their language.
  • Are you giving them a reason that they should consider working for you? I passed several billboards recently that said JOIN OUR TEAM! and WE’RE HIRING. That’s it. No reason why I should work for that employer? What do you have to offer that another employer doesn’t?
  • Are you creating brand ambassadors within your current employee population by using testimonial videos, social media sharing, and a culture that they want to brag about?
  • Are you taking your message to the candidates in their day-to-day life with Mobile Display Ads, Streaming TV, branded coffee sleeves, text messaging, Pizza Box ads, and more….
  • Are you actively retaining your current employees?

If you didn’t answer yes to every question, you have some work to do. I’d love to help you fill in the gaps and I’d be happy to share an OTF class pass so you can build the strength to continue pushing through. I will be back at it, starting fresh, next week and will running the annual Atlanta Mission 5k tomorrow.

the great resignation

“I Quit!” Are we in the period of The Great Resignation?

by with No Comment Human ResourcesRecruitment Advertising

the great resignation

It’s spreading through companies faster than the omicron variant. In fact, according to the Bureau of Labor Statistics, there were a record 4.5 million workers who quit their jobs in November 2021. This represents a whopping 3% of the total workforce and a remarkable 37% increase over November 2020. This number (the BLS calls it “quits”) gives credence to those who now say we are in the period of The Great Resignation.

 

As dangerous as that seems to the health of businesses everywhere, we cannot lose sight of the fact that the number of hires outpaces the number of quits. There were 10.6 million job openings at the end of November and 6.9 million unemployed people. My calculator shows 1.5 jobs per unemployment person.

 

So, the nation is flush with jobs but short on candidates willing to fill them.  This gives the American worker great confidence to quit their current job to seek better pay, move to more desirable jobs, or even make a step up the corporate ladder. Nirvana!

 

Calling this The Great Resignation may be a bit misleading. So many envision a mass exodus with those quitting and leaving the workforce to live out their lives on a beautiful tropical island.  The truth is that most are quitting only to stay in the job market but with another employer and – most likely – higher wages and greater opportunity.

 

We can see this in the BLS Participation Rate report which reflects the percentage of the population that is either working or actively looking for work. The rate was dropping precipitously from the pre-pandemic level of 62.6% in March 2020. However, now it is “working” its way back up (pun intended) as it reached 61.8% in November 2021.

 

Industries Most Affected

Leisure and Hospitality                                6.4% quits

Retail Trade                                                    4.4% quits

Professional and Business Services           3.7% quits

Trade, Transportation and Utilities            3.6% quits

Healthcare and Social Assistance               3.0% quits

Click here for a more comprehensive list.

 

To be sure, there is plenty of bad news out there as cash from the government begins to dry up, inflation is proving not to be as transitory as economists first thought as it continues to eat into the sizable wage increases that so many individuals were thrilled to receive. And Covid is still not defeated. But the workforce is still feeling emboldened to say “adios” to their employer for the opportunity to enjoy greener pastures.

SCG Survey

Poll: Employees consider company’s reputation, alignment with their own views more important than higher salary

by AdvertisingHuman ResourcesPublic RelationsRecruitment AdvertisingSCG News

SCG Survey

Views on vaccine also impactful, says nationwide, online survey of 1,500 adults

WHIPPANY, NJ (Oct. 20, 2021) – A nationwide survey of 1,500 adults indicates that 84.03% of respondents are willing to accept lower financial compensation to work for a company with a stellar reputation. A similar number – 79.59% – say it’s important to have an employer who shares their views. These results – from an SCG Advertising + Public Relations survey – seem to indicate that businesses and other employers ignore employees’ values and perspectives at their own peril.

 

Completed on October 12, 2021, the online poll also looks at vaccine policies, finding that 74.19% of respondents favor a position with a fair salary and vaccine policies they agree with, versus a higher salary and a vaccine policy in contrast to their own beliefs.

 

Full, sortable data from the survey is available here. Also included is a free, interactive white paper that features a downloadable infographic, as well as a “LISTEN” acrostic that can serve as a strong, visual reminder of the value of listening.

 

“It’s crucial that employers consider whether their organization’s beliefs align with those of current and prospective employees,” says Michael Cherenson, executive vice president for SCG Advertising + Public Relations. “The results of our poll are intriguing, and should be particularly resonant at a time when so many companies are struggling to attract and retain talent.”

 

Indicative of how serious workers are about being content with and comfortable in their employment is the most recent JOLTS (Job Opening and Labor Turnover Survey) report, which shows that a record 4.3 million Americans quit their jobs during August. It’s a striking figure – which is equivalent to 2.9% of the entire U.S. workforce – and is made even more so by separate, recent research indicating that the actual cost to an organization related to an employee resigning may be as much as 50% of that individual’s annual salary.

 

Click Here For Your Copy Of Our Interactive White Paper

Another example of how important it can be to embrace positions valued by employees is United Airline’s recent decision to require all workers to be vaccinated. The move was extremely popular with candidates for employment, as evidenced by the airline having received 20,000 applications for 2,000 open flight attendant positions. For United, this represents a decidedly accelerated application rate, versus its typical, pre-pandemic ratio.

 

This said, Cherenson also notes that along with employees, business leaders must also assess the perspectives and values of other key stakeholders.

 

“While the survey data indicates the value of aligning policies with employees, organizations also need to be in sync with where their customers, clients, and society at-large stand on core issues,” Cherenson explains. “When there’s any sort of misalignment, an organization needs to work harder and smarter. To be clear, this survey’s results don’t suggest an organization should shrink from its larger obligation related to vaccines and the public health infrastructure, which a majority of Americans support. Rather, it indicates the advisability of organizations communicating as strategically and proactively as possible with their various publics.”

 

Viewing the poll results from a somewhat different perspective, only 7% of those surveyed said they would consistently choose the higher salary in response to all three questions. In other words, more than six in 10 would consistently follow their gut, versus unquestionably choosing the higher salary.

 

Of further note, in August 2001, SCG Advertising + Public Relations conducted a similar survey. It asked whether those polled would accept a lower level of compensation to work for a company with an excellent reputation. Fully 78% of respondents indicated they would.

 

“That initial survey’s results are in line with this latest poll, but it’s intriguing to see what’s changed in 20 years,” says Cherenson. “Back in 2001, 78% of those surveyed indicated a willingness to forgo a higher salary to be connected with a well-regarded organization. Today, in response to the same question, six percent more people express a preference for the company with a stellar reputation. View side-by-side, the 2001 and 2021 results appear to indicate an ongoing, societal shift – one that should substantially impact how businesses and other organizations present and define themselves.”

 

 About SCG Advertising + Public Relations

Headquartered in Whippany, NJ, SCG Advertising + Public Relations has organizational roots dating to 1958. The agency provides comprehensive communication services for a broad range of clients. Its satellite offices are located in the metropolitan areas of Philadelphia, Atlanta, San Diego, and Tampa.

 

# # #

Education Hiring Bonuses

by with No Comment EducationHuman ResourcesRecruitment AdvertisingUncategorized

As the 2021-2022 school year approaches, there is a noticeable teacher shortage across the country. In a survey by Frontline Education, two-thirds of 1,200 school and district leaders have reported a teacher shortage, especially among certified and special education teachers. According to another survey, taken at the end of July, of 2,690 members of the NEA (National Education Association), 32% said the pandemic is making them leave their profession earlier than expected.

Schools are combatting this shortage by offering signing bonuses to attract staff and to give veteran teachers and staff incentive bonuses to stay on. Below is a list compiled of bonuses throughout the country in the education space and how they are paid out to employees. Also listed are the local schools in New Jersey who are using hiring bonuses to attract staff.

Snapshot of Hiring Bonuses Around the Country

July marked the peak hiring season for Shelby County schools in Memphis, Tennessee, and they are enticing full or part-time teachers and staff with $7,500 sign-on bonus. All bonuses have a one-year obligation. With the first half being paid after the first semester and second half being paid after completing the last semester of the year.

Durham Public Schools in North Carolina are offering $3,500 for new hires. Additional bonuses are offered by grade level and field of study and could top out as high as $8,000 for a total bonus. However, these bonuses will be distributed over a three-year period. The first installment will be given in September of 2021.

Wake County schools are offering a $3,500 bonus to the 100 special education teachers they plan to hire. The first half will be paid after the first three months of employment, starting in September. The other half will be paid in November of 2022 if the teacher is still employed by the county school.

The certified teacher shortage is so impactful in Waco, Texas, that the Waco Independent School District is planning to give $8.6 million in bonuses. Giving their teachers up to $10,000 in bonuses and custodians and cafeteria workers up to $1,000 in bonuses. All the bonuses will be paid in three installments, starting in December 2022 and end in September 2024.

New Jersey Schools Offering Sign On Bonuses

Lead Charter School, in Newark, NJ, is offering, potentially, a $4,000 bonus to a special education teacher with the appropriate certifications.

The Guidepost Montessori at Mahwah is offering a $1,000 sign-on bonus to Montessori-trained infant and toddler Lead Teachers.

Even the South Mountain YMCA is offering teacher assistants $500 bonuses. The Learning Experience in Ledgewood, NJ, is offering a $500 sign-on bonus as well, for their toddler teachers.

Locally, sign-on bonuses vary depending on the position available. A lot of the generous hiring bonuses from school districts in other states are coming from stimulus funds they have received and need to be spent by 2024. This has led to complaints from parents and others who claim such payments violate the intent of the federal funding. The schools and school districts say that these type of bonuses are a one-time incentive to attract new hires and also serve as a “thank you” to veteran teachers, in hopes to stave off resignations.

SCG Advertising + PR helps over 300 schools in New Jersey with their recruitment advertising. Please email mmangan@successcomgroup.com if you would like to place an ad or visit our website at www.scgadv.com.

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SCG Trendwatch: Recruitment Industry News – May 2021

by with No Comment Human ResourcesRecruitment Advertising

TrendwatchWelcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

High-Volume Hiring When Talent Supply Is Low

You take the good, you take the bad, you take them both, and what you have are some big high-volume hiring challenges.

The good, of course, is that as the pandemic continues to subside and the economy improves, the outlook for many organizations will be positive. The bad? Companies will face increased challenges as high-volume hiring needs outweigh the supply of workers. Read more…

Employers Should Be Cautious When Asking About Vaccination Status

Employers may want to ask workers for proof of their COVID-19 vaccination status now that many federal and state officials have relaxed COVID-19 safety rules for people who are fully vaccinated. But employers should be careful not to ask for more information than is necessary.

Fully vaccinated people no longer need to wear masks or stay 6 feet apart in many indoor and outdoor settings, unless required by federal, state or local rules, according to recent guidelines from the U.S. Centers for Disease Control and Prevention (CDC). Read more…

10 Tips for Giving Recognition Consistently

Consistency with recognition requires a bit of focus and adherence to following the same principles and practices in expressing recognition, not to mention utilizing tools like online programs to help recognize others. But how on earth does one get more consistent?

Take a look at these things to think about when you want to build greater consistency in recognition giving.

Set some recognition goals. The key to consistency is setting specific, actionable goals and then working every day on achieving them. You can do this by following a simple process that you will follow weekly, monthly or quarterly. Read more…

Metrics That Matter Now

When Deloitte released its 2020 Global Human Capital Trends report, the world looked much different. We were just entering into life under pandemic conditions, and most companies were chugging along, unaware of what was to come.

From its research, Deloitte shared that the majority of companies were collecting workforce information around three areas – headcount, hiring, and turnover; salary costs; and workforce composition.

The issue with that, Deloitte said, was that employer brand, new workforce initiatives, and the status of reskilling would be the areas considered “critical to an organization’s success in the future of work.” Then that future showed up, and many companies simply didn’t know what to do. Read more…

D&I and the Pressure to Deliver

The world is finally – finally – starting to appreciate the value of diversity and inclusion in the workplace, and we’ll all be better for it in the long run.

But we’re not there yet. Not even close.

Mark Feffer broke down the progress (or lack thereof) in a recent piece based on new research from the Workforce Disclosure Initiative. To put it nicely, the numbers were bleak, with only 19 percent of companies even disclosing data about their workforce – an increase from the year before.

Dig a little deeper, and things started looking worse, with 75 percent sharing a gender breakdown but only 36 percent reporting on ethnicity.

So, let’s take a moment to acknowledge that while we might be on the road to D&I, we’re early on, we have a long way to go – and that last part is keeping recruiters up at night. Read more…

Answers to the Most Common Coronavirus Questions

The paid-leave requirements of the FFCRA expired on December 31, 2020. Employers no longer have an obligation to provide paid sick or emergency Family and Medical Leave Act (FMLA) leave to employees for absences related to the coronavirus. Under the Consolidated Appropriations Act (CAA), employers could choose to continue providing FFCRA-like leave voluntarily through March 31, 2021 and receive an employer tax credit.

The American Rescue Plan Act (ARPA) further extended this tax credit for voluntarily provided FFCRA-like paid leave by employers through September 30, 2021.  See How does the American Rescue Plan Act affect employers?  Read more…

Managing Your Employer Brand During The Pandemic

by with No Comment BrandingHuman ResourcesPublic RelationsRecruitment Advertising

 

As we approach one year of the COVID-19 pandemic, it’s time for companies to do some self-reflection.

  • Did you do everything you could to help your employees and customers during the time of crisis?
  • How will your employer brand reputation be remembered once all of this has passed?

 

Employer branding has always been an integral part of recruitment marketing but the current pandemic has shone a light even further on the role branding plays in candidates’ choice of workplace. Typically, SCG’s process of employer brand development starts with helping our clients define their Employer Value Proposition (EVP) which forms the foundation of their employer brand. In today’s landscape, managing an employer brand looks a little different and requires organizations to be ready to pivot to meet the current climate, plan for contingencies and adapt to employee needs including remote working.

 

During the peak of the pandemic, when uncertainty was rampant and budgets were tight, employer branding often took a back seat but it was actually the most crucial time for organizations to consider how they were treating their employees, customers and community. This would be a key factor not just in attracting talent but also how their reputation would be remembered in the future. Job seekers were paying attention to which employers stepped up during the crisis – how they took care of their employees and customers, and how leadership reacted and led during this time. Did they put people over business?

 

Most organizations did not know how to respond in this unprecedented time. Many were paralyzed and shut down any communications. Others ignored the crisis. Some came off inauthentic or exploitative. According to Linkedin data from April 2020, only 1 in 4 company posts during that time mentioned coronavirus. The posts that resonated most with audiences were those focused on community and support, on stepping up to help relief efforts and putting people first, as well as posts about working from home. SCG’s team, early on, reached out to their clients and encouraged them to address the crisis immediately, directly and authentically. Transparency and community became more valued than maintaining a pristine employer reputation.

 

While there is a light at the end of this tunnel, organizations must continue to maintain and adapt their employer branding and communications to attract and retain quality talent now and in the future.

 

 

 

Trendwatch-R-16x9

SCG Trendwatch: Recruitment Industry News – January 2021

by with No Comment Human ResourcesMarketingOnline StrategyRecruitment Advertising

TrendwatchWelcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Want to Improve the Candidate Experience? Start with Communication

Employers have a lot on their plates, to say the least, as companies continue to deal with the fallout from COVID-19. From addressing employee health and safety concerns to navigating remote work, and ensuring business survival. Nevertheless, hiring goes on.

Amidst the chaos, however, it’s easy to let recruiting best practices slip.

Maybe you downsized your HR staff earlier this year, and you don’t have the resources to devote to strategic hiring. Or maybe you desperately need to get people in the door to keep your business afloat after reopening. Regardless of whether candidates check all the boxes.

In these cases, you might be able to get away with writing a shorter job ad, skipping the second round of interviews, or calling every reference an applicant provides. But there is no excuse to overlook delivering a positive candidate experience.  Read more…

Strategy: Who’s Behind the Curtain of Your Recruiting Process?

Whenever organizations look to improve the candidate experience, they tend to focus on process. After all, inefficiencies in the recruiting process can lead to frustrations for everyone — recruiters, hiring managers, and applicants alike. I’ve even written about ways to improve the process at the functional level.

Focusing on the steps in the process is all well and good, but if you fail to consider the people shepherding this process, you’re missing out on some serious improvement potential. The people I’m referring to are, of course, the recruiters.  Read more…

Must-Have Characteristics of a Good Recruiting Video

The world has evolved so much over the past years and modernized so swiftly that it is hard to believe the progress. The internet boom, the advent of social media, the use of Artificial intelligence, and significant technological advancements have made life so much easier.

In between the changes, the corporate world and organizations have also progressed in recruiting top candidates. Out of the many tactics present for recruitment, the use of recruiting videos has gained popularity. Videos are a great way to deliver the message you want in the ways you want.

But what does it take to make a good video that will attract talented candidates for the organization? Let us delve in and make the perfect video that will be both engaging and appealing.  Read more…

Why Remote Work is the Best Opportunity for Diversity & Inclusion Yet

As someone who loves the comradery of office life, I almost hate to admit that I’ve learned a lot by working remotely. No doubt my employees would say the same. Together, we’ve learned that productivity doesn’t have to suffer with distance. We’ve learned to be accepting of interruptions during calls. We’ve learned that turning your camera on for team meetings boosts morale.

But, even beyond such obvious and practical considerations, I’ve learned something bigger: remote work opens the door to new and transformative opportunities.  In fact, more specifically, it creates new opportunities for achieving diversity & inclusion goals—a top priority for nearly all companies today.  Read more…

Creative And Innovative Appreciation Ideas For 2021

According to 2020 statistics from smallbiztrends, a full third of employees say they are  minimally committed to their jobs. Several factors can explain this decline in productivity,  including the global Covid-19 crisis.

However, 2021 brings new opportunities to rekindle employee engagement and get businesses  back on track. Appreciation is a powerful tool in this regard, as it can reward employees for  their hard work and motivate others to do the same.

But traditional recognition means won’t work — they are dated, old fashioned, and too  predictable. Instead, try out these 15 innovative ideas for recognizing hard workers in your  organization. Read more…

HR statistics and trends: Demystifying 2020

This year was a weird one. There’s no need to explain the reason — you already know why. However, apart from weird, it was also an interesting one. Let’s take a closer look at what actually happened and be mindful of what’s coming up. We present to you a selection of HR statistics and trends we gathered for 2020. Read more…

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SCG Trendwatch: Recruitment Industry Insights – December 2020

by with No Comment Human ResourcesRecruitment Advertising

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check-in each month for the latest updates from all over the web.

Onboarding New Employees in the COVID-19 Era Takes Extra Planning, Effort

​You only get one chance to make a first impression on a new employee. Despite the fact that initial interactions are often now remote instead of in person, welcoming a new employee to your company is vitally important. Consider how you can make new workers feel like part of the team.

“Someone left another company to come work for you,” said Adam R. Calli, SHRM-SCP, principal consultant at Arc Human Capital Consulting LLC in Woodbridge, Va. “Don’t make them regret their decision.”  Read more…

3 Technologies that Enhance Talent Connection

Artificial Intelligence is transforming the recruitment landscape at breakneck speed. With the majority of talent acquisition taking place online, technology that enhances digital connections with candidates has become a must-have in today’s competitive talent market. The pandemic, and the growing demand for online interaction, has merely accelerated this trend.

Here are three exciting technologies which we at AGS believe are key to staying ahead in the recruitment game.  Read more…

Workplace Trends We’ll See in the New Year

As we close out what will undoubtedly be an unconventional year, it leads me to wonder what 2021 will bring. What industry trends will come to light based on the experience of an almost year-long pandemic which has impacted our daily business and personal lives? What movements and shifts will remain as remote work settles in as the new norm?

While 2020 brought us a year that no one could have predicted, we have a chance to chart our course and plan accordingly as we move into 2021. Read more…

Best Practices for Successful Diversity Hiring

What’s the secret to great hiring? Over the years, I’ve seen some great and some not so great hiring practices and processes. If you want to build a strong, high-performing, and diverse team (making the best hires), here are some ideas you should consider including in your hiring process.

Please keep these high-level principles in mind as you continue reading:  Read more…

Use Texting to Remind People to Give Recognition

Is recognition top of mind for your leaders and managers? What if you could remind your leaders and managers to recognize more often, using everyday technology to help?

There is a way to nudge your leaders and managers into giving more frequent and better day-to-day recognition to employees. You can create reminders for your leaders and managers to provide more meaningful and consistent recognition to people. The effect of consistent recognition will improve overall employee experience and performance.

So, how do you do this?   Read more…

Managing Cost Per Living Pay for Remote Workers

Remote working has been steadily rising over recent years. Due to the pandemic, more people than ever are now working from home. This has shown, to all those who previously had differing opinions, that remote working is viable and can have benefits for companies.

It is a trend that will continue to rise, but from that comes a conundrum – should remote workers be paid different salaries based on their location and cost of living?Read more…

Can a Company Be Apolitical?

In the hyper-tense and increasingly political world we live in, it’s no secret that many organizations are taking strong stances on a number of different social issues. From companies like Patagonia to Nike to Ben & Jerry’s, businesses and their leaders have been fearless in actively promoting and pursuing a higher purpose in society that extends far beyond making a profit. Read more…

SCG 5 Step Diversity Plan

Eliminate Your Greatest Barrier To Successful Diversity Recruiting

by with No Comment Human ResourcesRecruitment AdvertisingUncategorized

A survey of 250 full-time talent acquisition or recruitment professionals by Yello.co found that the top reason for not meeting the challenges of diversity recruiting was a “lack of time and resources to devise and execute a diversity recruitment strategy.” That said, recent protests have necessitated a renewed focus on social justice and an immediate and serious review of diversity in the workplace.

Talent acquisition professionals are undoubtedly feeling the pressure. More than anyone they know the many benefits of a robust plan that results in greater diversity in the workplace.  Just a few of those benefits include building a team that reflects the changing make-up of our population, wider variety of thought, stronger decision-making, inspiration resulting in more creativity, improvement in retention, enhancement of productivity, and a lift in the company’s reputation.

The reality is that talent acquisition has little influence over meeting the most common challenges that keep diversity recruiting plans on the shelf rather than into action.  So, how do you move ahead when you hit the “no more excuses” stage in diversity?SCG 5-step-Diversity-Plan

Fortunately, there is a solution. Partner with the recruitment marketing experts at SCG Advertising & Public Relations. We will guide you through our 5-step Diversity Plan to:

  • Build a diversity team
  • Share a thorough situation analysis
  • Develop a multi-pronged strategy
  • Implement the plan
  • Monitor program progress

Let’s talk now about a plan that will put you ahead of the curve in creating a diverse workforce in your company. Our SCG recruitment professionals have extensive experience in this area.  Contact Mike Gatta, VP, National Development at 856-795-7391 x149.

 

 

 

 

diversity

Diversity has taken on a whole new urgency. Are you ready?

by with No Comment Human ResourcesRecruitment Advertising

diversity

 

 

A remote workforce. Mass layoffs. Thousands of furloughs. The Covid-19 Pandemic created unforeseen challenges for Human Resources professionals. Then, the George Floyd tragedy changed everything. Protests brought renewed focus on social justice and an immediate and serious review of diversity in the workplace.

 

Employee reviews on Glassdoor from the week of May 25 to the week of June 1st highlight related topics spiked by 63%. That huge jump is proof that even with the extreme pressures talent acquisition professionals are under, they need to move diversity to the top of their priority list.

 

Unfortunately, more times than not clients ask for a proposal on diversity, then shelve it for another day. Turns out talent acquisition professionals should take their inspiration from Walt Disney. Known as a creative genius, he could also be very practical – like when he said, “The way to get started is to quit talking and begin doing.”

 

Great advice because talking alone does not solve the issue. It takes commitment to a strong mission supported all the way to the top of an organization, a healthy budget, and good strategic planning.

 

So, what would a comprehensive diversity plan include? Below is a starting point for developing your campaign.

  1. Review and update your company career page and social media. Make certain that all things diversity are being shared.
  2. Develop a campus recruiting program. Start with researching schools in your recruiting area that have a high percentage of minority students and offer majors that feed your core positions.
  3. Advertising your brand across a strong diversity network that will continuously distribute your jobs to the appropriate sites will help in building a pipeline of candidates.
  4. Develop active relationships with appropriate associations. Remember: many of these organizations will have state chapters.
  5. Attend your area’s diversity career fairs to show your support.  In today’s covid-19 world this will most likely be virtual.
  6. Organize ERGs (Employee Resource Groups) for diversity groups which will provide support, enhance career development, offer professional networking opportunities, and personal development in the workplace.

Let’s have a serious conversation about diversity and how we can help you design and implement a plan that will put you at the forefront of diversity recruitment.