Top Recruiting Strategies

Recruitment strategies help you locate talented employees who go on to succeed once the hiring process is done. An organized approach to the hiring process begins with the planning stage. Review your open position to update areas of responsibility and desired background qualifications. Prepare a job summary, and share this information with colleagues and upper management to keep them informed during the process. Once the outline is ready, it is time to incorporate top hiring practices into the next phase of candidate identification. The time you spend on the initial organization sets the stage for the rest of the steps that follow.

Gather information about your company to provide candidates with a picture of specific opportunities that are available. Compose a welcoming advertisement for posting in trade magazines and local media, on the Internet and through any other source that is a good fit for your business. Do not forget to post the position internally to alert talented and qualified candidates within the company. Other employees may also know of associates who are just right for the position. If the vacancy is part of a very tight professional niche, do not hesitate to contact a placement specialist to conduct a search and pre-interview of distinguished candidates. Covering all of these avenues to publicize your job opening helps ensure the largest number of interviews with suitable applicants from diverse sources.

Review candidate resumes and identify a small pool of interviewees who range from slightly under-qualified applicants to more highly experienced professionals. This guarantees the widest possible selection for the next stage of interviewing. Individual meetings with candidates should occur at the location where the job is situated. Arrive prepared with behavioral interview questions that draw out an applicant’s work style, communication ability and motivation. Subjects may range from recollections that highlight demonstrated work values to a candidate’s vision of his or her future with your company. Include a battery of tests to measure specific skills required in the position and assess behavioral attitudes.

Study notes taken during the interview stage to gauge the potential of a candidate to perform on the job in a way that best propels your company. Consider which applicants best fit your business environment and are most likely to change the environment in beneficial ways. Sort out whether the position demands someone with a long work record in the field, or whether it is one that can suffice with a less experienced candidate. Evaluate core competencies demonstrated during the interview, and analyze the written assessments. These activities prepare you to make informed rankings between closely qualified applicants. Once you have the short list in hand, finalize the details of your offer, and then follow up with those top candidates.

As soon as your recruit is ready to come on board, follow through with groundwork that best positions everyone for the transitions to follow. Arrangements for relocation, hiring documents, office equipment, training and orientation are key components to managing a smooth changeover. The time you invest pays dividends by ensuring that your top candidate is on firm ground as soon as he or she arrives.

Diversity in the Workplace – How Can New Managers Improve the Culture?

So, you’re a new manager at a new organization and you know that diversity in the work place is important, but you notice that your organization could do much better in this area. You know it’s important because, according to research, diverse workplaces perform better,. You need a way to quickly start implementing new changes in your workplace.

Here are some things that you can do at any level of management to improve the diversity in the workplace:

1. Long-term positive change has to come from a commitment from the top management to diversity. Without the support of top management diversity efforts will fail. This means top managers must communicate in speech, in writing and most importantly through their behavior that diversity matters.

2. Make sure that your personnel hiring qualification criteria are unambiguous, explicit, and focused. This will remove all doubt that minority hires were selected simply for a quota. They will have demonstrated they have not a rigorous entry criteria for hiring. This will remove future arguments about quotas and the resentment that this can cause.

Here are a few more strategies to help you recruit a diverse workforce:

1. Be more aggressive in establishing diversity recruiting goals based on companies need and the local population.

2. Make sure your hiring process is aligned with your reward system for recruiters.

3. Look for partnership opportunities with local recruiters. Consider long-term partnership arrangements.

4. Make sure that your final consideration pool reflects true diversity.

5. Incorporate previous success stories in the recruiting process narrative.

6. Make sure that you have a good mentor ship and sponsorship program so that new hires and get off to a good start.

7. Look for feedback to see how the current hiring practices are working out and learn from that feedback.

8. Be prepared to weather the storm of initial setbacks when implementing new hiring processes.

If you keep these issues and techniques in mind, as a new manager you should be able to start making an immediate positive difference in the diversity and culture of your workforce. You can expect to see better performance, improved morale and future growth based on your enlightened management procedures. Good luck!

Diversity Recruitment – How to Recruit, Engage and Retain a Diverse Workforce

The United States population is undoubtedly diverse. In the last 20 years, there were huge increases in the percentage of women, immigrants, and people from various ethnic groups and different cultural backgrounds. Fifty percent of America’s workforce is now of another ethnicity or culture! In some areas of California, multicultural workers comprise 70 percent of the workforce. In Oxnard, or Santa Ana, California, Laredo, Texas, El Paso, Texas, and other U.S. Cities, multicultural workers account for 90 percent of the workforce. There are staggering increases-700- 900%-of multicultural populations in Tennessee, Georgia, Iowa, and other places.

For government and corporations to be competitive, innovative, and to secure and keep a market share, it is imperative to recruit, engage and retain a diverse workforce. Building a diverse workforce brings the energy and the creativity to the workforce. An environment of inclusion, where people feel valued and integrated into a company’s mission and vision regardless of their cultural backgrounds will lead to greater productivity. The dimensions of diversity are used as resources for success and growth by government and corporations.

To be able to create a diverse pool of candidates, a company has to go to where the candidates are.

Colleges historically have large numbers of women and people from different cultural, ethnic and racial backgrounds.

Career days at middle and high schools in racially diverse areas is another outlet to discuss the benefits of working for your organization and your industry-get people interested in the field before they go to college.

Suppliers and vendors that champion diversity should be encouraged and are likely to help funnel a steady number of high-qualified and diverse candidates.

An internal system that informs employees of available positions would help spread the word and attract new candidates. The hiring process would need to be simplified to encourage new prospective employees.

It goes without saying that hiring should be based on qualifications and not on comfort level. But it is easier said than done. Humans tend to empathize with those they feel close to, those that resemble themselves. This notion needs to be understood intellectually, but also be practiced daily in the field.

The definition of effective leadership qualities needs to be reviewed. One has to be mindful of biases about other cultures, communication styles, and decision-making processes to not interfere with a recruiting and the hiring decision.

One way for an organization to develop an in-house diversified pool of talent is to continually mentor people who are from different cultural or ethnic backgrounds and to incorporate ideas from other cultures to solve problems and be more innovative.

The recruiting process is the gateway to the company. Conducting interviews with a diverse panel will encourage other perspectives, and lend for better interaction with candidates. The recruiting teams who have been trained in diversity and inclusion awareness are willing to go beyond their comfort zone to attract the best candidates.  Diversity training will mitigate and reduce the impact that biases and stereotypes have on the work environment. Cross-cultural communication training helps staff work well together and be more effective. Outside recruiters hired by any company should not only have a positive track record, but also have a diverse workforce themselves.

A carefully designed media, public relations and advertising strategy is imperative for an organization to attain diversity and sustain a diverse work force.

Diversity should be part of the mission statement and should be prominently displayed. New diversity initiatives, internal changes made regarding diversity and diversity goals that have been met by an organization should be widely communicated to identify the company as a good place to work. Recruits will look for alternative employers when companies do not state and show a high value for diversity.

Relationships with ethnic community leaders and community organizations will generate good will and demonstrate that the company values the community as a source for hiring future employees. Also, potential qualified candidates will not shy away or be intimidated, but will be motivated to apply and pursue careers in companies and organizations perceived to be a “friend of the community.”

Advertising in ethnic media not only allows an organization to communicate directly (and at a reduced cost)with a targeted demographic, but it also brands the company as a friend of the community. It makes it tangible, attainable and encourages candidates and their influencers to be more receptive towards it as a potential employer.

Relationships with diversity-related organizations like African American student unions, Hispanic and Latino student organizations, and Asian-American university scholars, as well as with ethnically diverse professional associations and organizations, such as Asian MBA and Hispanic Chamber of Commerce can be invaluable tools to communicate with a professional and diverse population. Ultimately it will lead to an increase flow of qualified and diverse candidates walking through the company’s front door. Don’t let your biases exclude excellent candidates.