diversity recruiting your excuses stop here presentation handout

DIVERSITY RECRUITING

YOUR EXCUSES STOP HERE !

Glenn Powell, Executive DirectorHuman Resources & Diversity

Lone Star College System

• “I tried, I tried really , really hard, but I just couldn’t find any diverse candidates”

• Our Search Firm/Recruiter/HR Rep did not bring us a diverse slate of candidates”

• We run ads, job fairs, but nothing happens.• “They won’t apply for our positions or

relocate here”“• “Diversity candidates don’t make it through

our hiring process”

EXCUSES, EXCUSES, EXCUSES !!!

ESSENTIAL FACTORS

ALLOCATE RESOURCES Fund research Allocate Manpower to create business plan Assign most talented people to project Pay for result / Recognize efforts Monitor program – short/long term Hold team accountable

ESSENTIAL FACTORS

FOSTER ACCOUNTABILITIES

– Push down through every level– Make it condition of employment– Tied to performance goals, objectives, pay, etc.– Create “scorecard”

SCORECARD

• Meetings conducted, Plans devised, objectives met

• # of diversity hires• Time to fill• % of diverse candidates• % of diverse candidates vs % of majority

candidates• Interview to offer ratio• Offer acceptance rate

SO WHAT IS THE BUSINESS CASE

FOR DIVERSITY RECRUITING???

SIGNIFICANT DEMOGRAPHIC TRENDS

BETWEEN 1980 and 2000:

• Latino and Asian College Enrollment Tripled. • African American College Enrollment - Increased by

Increased by 56%.

• In 2000 - 01, 4.3 Million People of Color Were Attending College, Compared with 2 Million in 1980 - 81

Minorities ?????

Minorities are now the Majority in 6 out of 8 of the largest metropolitan areas in the U.S.

By the Bernard Hodes Group:

• 96% of Undergraduate and Graduate Students of Color Indicate: Professors of Color Have Positively Impacted Their Education.

• 83 % of White Undergraduate and Graduate Students Indicate: Professors of Color Have Positively Impacted Their Education.

Recent Survey

KEY ADVANTAGES OF DIVERSITY

1. Attracts top talent2. Improves creativity3. Improves

productivity4. Improves flexibility

5. Improves R.O.I.6. Improves reputation7. Improves risk

management

THE LEGAL CASE FOR DIVERSIFYING FACULTY

ISN’T THIS DIVERSITY RECRUITING STUFF JUST

ANOTHER NAME FOR GIVING LESS QUALIFIED

MINORITIES / FEMALES PREFERENCE IN HIRING?

Variables Affecting Diversity Hiring

•Availability

•Selection

Ten (10) Points of

Decisions (PODs)

Points of Decisions (P.O.D.’s)

1. Managing the Employer’s Brand

(Everything Matters !!!)

2 Primary Goals of Employer Brand

1. Provoke the right talent to leave whatever they are doing and accept employment with your organization– Employee Value Proposition

2. Induce them to resist offers from other organizations and continue their employment with yours– Retention

If you don’t get the 2nd goal, the first will be a waste of time and money

Performance Retention Index

TALENT LEAK

Employee Race

RACE ALL WHITE AFRICAN AMERICAN HISPANIC ASIAN

A. INDIAN/ ALASKA NATIVE

# OF EE’S 4000 1600 800 700 500 400

TOTAL TURNOVER 1000 288 440 140 75 57

TURNOVER % 25% 18% 55% 20% 15% 14%

RETENTION RATIO 7% 30% 5% 10% 11%

Formula: Ave Turnover % – Ave Turnover % in Demographic = Retention Index

Talent Leak


2. Identifying the Actual Position Requirements

CREATE A PERFORMANCE PROFILE


3. U-FUSvs.

We-FUS

Traditional Recruiting

• Skills-based boring ads crafted to eliminate the unqualified, rather than attract the best

• Job postings that are hard to find, especially if candidates need to use pull-down menus to find your jobs on your career site

• A ponderous application process that prevents candidates from “just looking”

• The use of a short-sighted sales model emphasizing compensation and jobs rather than careers and opportunities

Creative Ads

“Help wanted: TELEPATH.

(You know where to

apply.)”

Employment Ads -- WIIFM

Effective Ads tell Applicants:

• What you will get to do,• What you will have a chance to learn,• What you will be able to accomplish, and• With whom you will get to work.


4. Forming Effective “Job Squads”


5. Defining Screening Process


6. Formulating “Interview Plan”

CAMPUS VISIT

Maximize the Campus Visit• PREPARE a Welcome Packet (include institution’s commitment to

diversity, cultural information, minority organizations and business information, etc. as applicable).

• SELL the job/the department/the opportunities/ LSCS, The Woodlands/Greater Houston area.

• PROVIDE opportunities for all candidates to interact with diverse faculty and students. Offer to introduce candidates to those in other departments with similar interests or situations and to potential colleagues/research partners.

• IF A CANDIDATE VOLUNTEERS INFORMATION ABOUT A SPOUSE/PARTNER, offer information about regional employment.


7. Choosing Semi-finalist Candidate(s)

SELECT CANDIDATES WHO ARE BETTER THAN YOU!

• This is the hardest part, but if we want to improve (and keep up with the competition) we must continue to INCREASE the quality of faculty and not just stay the same.

• Avoid selecting candidates because they are “comfortable” and will not challenge the status quo.


8. Utilizing Reference Checks & Making Contingent Offer

Closing the Deal1. Take all reasonable measures to speed up the search process, so offers

can be made in a timely fashion.

2. Ensure that the proposed pay level for a female, ethnically diverse, international, or other diverse candidate is comparable to that of a majority candidate.

3. Be ready to describe and promote LSCS’s benefits package.

4. Members of the committee may want to call (or solicit others to make calls) to demonstrate enthusiasm for the candidate.


9. Confirming Employment Offer


ON-BOARDING

Everything Matters

• Orientation should support the system's culture of excellence

• Don’t forget the impact of the employee’s family• Ensure your orientation communicates 3

“truths”:

• "We're happy you're here.“• "You're part of a great organization.“• "This is why your job is so important.“

• Tell Them how They'll Make a Difference• Solicit Feedback

AHA RECRUITING THOUGHT

• “Light travels faster than sound. This is why some applicants appear bright until you hear them speak.”

SUCCESS !!!!

diversity recruiting your excuses stop here presentation handout

Documents