Are You Prepared to Attract a Diverse Workforce?
By Kathy Bornheimer
When you are recruiting, you are dealing with people; not purchasing equipment or supplies. Dealing with people has many more factors leading to the actual outcome. As a hiring manager you also have 3 levels of people to be accountable to: your manager, your peers and those who report to you.
Oddly enough you have more control with the staff who you have hired than the staff that you "inherited". Having a good diverse group reporting to you can make your job and ultimately your life easier. You need good people who can help you achieve your budget and department or group performance standards. Start by evaluating your hiring process:
- Does your recruiting and hiring process help or hinder your abilities to find a diverse workforce at all levels?
- Are you applying the concept of diversity to its fullest extent (gender, ethnicity, generational, cultural, lifestyle, etc.)? The components of ethnical background and culture are not the same thing.
- Are you using diversity to reflect your community, your customer base or both?
- What is your diversity scorecard now?
The Hiring Process from Start to Finish
When evaluating your company's process look, at the basics. First, do you have a system in place to recruit and hire a quality workforce or do you just "fly by the seat of your pants"?
- Do you have clear objectives as to the diversity issues to be achieved including career progression?
- Do you where this diverse workforce is and how to attract them?
- How much of your current workforce (if any) reflects the recruits you're trying to attract?
- What are your current practices in regards to using educational systems/institutions?
- What's your level of involvement in civic, community or professional associations where your targeted recruits can be found?
Develop Your Team of "Alpha" Employees
Look at your existing workforce and see who your "alpha" people are. Your best employees will attract people just like them.
An "Alpha" employee is described as someone who:
- Is good at what they do
- Likes what they do
- Likes who they work for
- Has good interpersonal communication skills
These people can do much of your "leg work". However, make sure that they want to do it, plus the managers must still make and deal with the final decisions.
Finding a good workforce is no longer a personnel issue; it's a business issue. It affects your budget and group performance. Strong networking abilities must be encouraged and rewarded.
Does your organization utilize gatekeepers or qualifiers? There is a difference; gatekeepers keep people out; qualifiers help you find and select talented professionals within their networks.
What are your "Want Ads" telling candidates?
Want ads or job postings are not always the best way to find good people; after all many of the best ones are currently employed. However, if you are using them make sure they accomplish their intent. Take a hard look at the "want ads" or job postings your company runs. Actually read the ads that are being used to fill your openings. Focus on: layout, size, accuracy, and tone.
- Are they user friendly?
- Do they accurately describe the job?
- Would you respond to those ads/postings?!
Become knowledgeable of "niche" web sites and "zone" publications for advertisements. Again, talk to your "alpha" staff, they already know the answers or can get them.
Read your competitions ads; are they better then yours? Again the accuracy and tone of the information can serve as qualifiers or gate keepers. Does it contain reasons for people to come and work for you?
Finally, make sure the description accurately reflects your company culture. By emphasizing diversity and inclusion efforts, community involvement, employee-friendly benefits, etc. you have a better chance of attracting those harder to convince passive candidates.
In some markets or fields highly sought after candidates have a "shelf life" of
fresh fruit in July. They are also currently employed and/or have other companies making them offers. If your organization doesn't act efficiently, smoothly, and correctly you'll have to start the process all over again. In the mean time you've spent time and money plus you still have those positions unfilled. You and your existing staff can become overtaxed if this shortage continues on a prolonged basis.
