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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly
Tip:
Colorful
Approaches Toward Colorful Workforces
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - Recruiters
Directory.com
Final Note
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Newsletter Sponsors
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A Note From The Editor
9.11.2001 Remembered.
It is hard to believe
that today is the one year anniversary of the tragic
events of 9-11. No
need for a long eulogy here as the traditional media
outlets are well documenting the day. But it is hard to
edit a newsletter without mentioning something about
today. I will keep it simple....Words that come to my
mind today are...
Patriotism...Healing...Resolve...United...Honor...Heroism...Remembrance.
May God continue to bless
the United States and it allies/friends.
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Today's Recruiting News Headlines
Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.
Help-Wanted
Index Dips Three Points -
Conference Board
U.S.
Employees Feel a Sense Of Mission
- Washington Post
Jobs
After 9/11 - About.com Human
Resources
UK
jobless figures in surprise fall
- BBC
________________________
Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
a
career agent visit www.jobsinrecruiting.com.
1. Independent
Recruiter - TempReady Staffing, Inc.
2. Sr.
Technical Candidate Generation Recruiter - Microsoft
Looking to recruit
recruiting professionals? Post your jobs on JobsinRecruiting.com.
________________________
Polls and Trends
View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.
Of
the top 500 European companies, 22% state a privacy
policy on the Careers Web site.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
Colorful
Approaches Toward Colorful Workforces
By
By H. Martin de'Campo
Warning: When I talk
about diversity, culture, and business, I tend to get a
bit passionate. You see, culture and diversity are at
the very core of who I am.
Let me explain. I am not only a person of
"color" based on my skin tone. I am also a
person of "color" based on my creative mind,
my resourceful approaches to staffing problems, and my
attitude toward work and leisure. I am a person of
"color" even in the foods I eat — I love
variety! If this sounds like you, then you've understood
my point, and that is that anyone can be a person of
"color." If "color" means
creativity, outside-the-box thinking, and social
innovation, then all of us have the potential of being
people of "color."
This is important, because being a person of
"color" in your approach to a diversity
staffing strategy is tantamount to the successful design
and deployment of such an imperative. But what gets me
most excited about "color," and a corporate
staff that reflects the business world's diversity, is
the fact that I have seen it work, and work effectively
— even profitably! I know first hand the almost
"electric" synergies and wonderful investment
returns that diverse human capital can render.
Electric synergy? Wonderful investment? Where? How?
In this article, I'll discuss four steps that I have
found are critical and necessary if a recruiter is to be
a successful catalyst for diversity in their company.
Obviously, architecting and deploying an effective
diversity staffing initiative is a deep, complex social
program that is better detailed beyond the limited
confines of one article. Thus, in the spirit of brevity,
this article will summarize the four major elements that
are so crucial to a successful diversity staffing
campaigns — elements that every recruiter should use
when planning or deploying a comprehensive diversity
initiative — and, much like Kevin Wheeler did
yesterday, pose some key questions about each. In future
articles, I'll do my best to answer these questions and
dig even deeper into each of these elements to show you
how to really put them to use.
The Four Ingredients of a Successful Diversity
Staffing Strategy
The four steps that recruiters and HR professionals
need to take to successfully deploy a diversity staffing
strategy are as follows:
- Secure your company's leadership commitment.
- Be prepared to educate and train all those
employees and hiring managers who will participate
in the diversity initiative.
- Design and solidify the diversity processes and
protocols that will be necessary in your diversity
initiative.
- Make sure to spend the necessary time to plan out
an appropriate diverse candidate sourcing strategy.
Securing Leadership Commitment: The Recruiter As
Change Agent
Before a recruiter can set out to deploy a diversity
staffing strategy, the most important backend work that
has to be done will be to obtain "buy-in" from
your company's leadership.
Obviously, it will be important to have the human
resources director or vice president in your camp as
well. In fact, the lead HR professional in your company
should serve as the project manager of such an effort.
However, outside of the human resources lead, it is
absolutely mandatory for you to convince the majority of
the core executive leadership of your company of the
benefits of an effective diversity strategy. If you're a
recruiter who is not involved with very many
enterprise-wide and far-reaching policy matters, it's
time that you got yourself in that mix.
When I speak of securing leadership commitment, I am
also saying that the leadership should not just serve as
diversity cheerleaders, as often happens, but also as
the financial resource supporting and facilitating the
actual initiative. One way or another, for the diversity
initiative to succeed, the core executive team will need
to put their money where their mouth is.
So, the difficult situation of persuading your
leadership team into the diversity plan remains: How can
recruiters obtain complete buy-in from the executive
leadership (financial support, policy support,
autonomous authority, proactive assistance)?
Among the most effective tools that I have used to
obtain and secure enterprise-wide support is the use of
business resource groups (BRGs), also known as affinity
groups. The beauty of these groups is that they achieve
many of the necessary requirements to assure the
deployment of a successful diversity campaign. BRGs are
strong catalysts in assuring enterprise-wide
participation, team building, diversity structuring,
campaign planning and commitment sharing.
How can business resource groups or affinity groups
be used to drive enterprise-wide buy in for a successful
diversity staffing campaign? Moreover, how can such a
tool, as affinity groups even go beyond achieving
corporate-wide buy-in and become
"springboards" of organizational pride?
Possible? Recruiters are easily among the highest
profile people in any organization. That high profile
reality can easily translate into recruiters and BRGs
potentially becoming the most effective and consistent
diversity catalysts in an organization.
Preparation Training and Education
The reality is that training and education in a
successful diversity staffing campaign starts from its
very inception and never stops — ever! Once an
organization has decided to embark on a diversity
initiative, one of the most effective tools towards
reaching a diverse workforce is via educational
information programs that underscore the benefits and
gains a diverse workforce will produce.
How can the recruiter and the human resources
department disseminate this knowledge and vision of the
future? How can HR and staffing facilitate a diversity
campaign utilizing employee training and education
programs in a practical fashion? There are examples of
recruiters that have become effective catalysts and
corporate advocates of the virtues of a flourishing
corporate diversity, and we'll look closer at some of
these to answer these questions.
Solidifying Newly Established Diversity Strategies
Once you have overcome the hurdles of enterprise-wide
commitment as well as training and education, it becomes
important to solidify newly established strategies and
corporate practices for the diversity plans. By this
point, when your hiring managers are finally sold on the
plan, they must also be well prepared to execute the
newly devised strategy. How can a recruiter make the
newly converted diversity-faithful effective deployment
partners in the diversity strategies and new protocols
for their company?
Much time will have to be invested in the interview
process. If the interviewing process is not expedited
appropriately and effectively within the diversity plan,
then the diversity strategy will fail. Is there an
effective methodology to redefine the interview process?
How will HR and staffing be assured that hiring managers
and participants are perfectly versed and capable of
executing all the diversity mandates?
New definitions and procedures in the hiring process
will, as a requisite, necessitate the reconfiguration of
many hiring documents. My experience has been that job
descriptions will have to be completely rewritten to
reflect your company's new diversity effort. What should
go in a job description that reflects a companies desire
to diversify? Are there legal risks in the compliance
question, when reconfiguring corporate hiring
documentation? Can other participants in the diversity
strategy (BRGs, affinity groups) help facilitate this
process without getting the company in trouble?
Effective Diversity Candidate Sourcing
Once you're confident that your diversity strategy's
infrastructure is effectively in place, the next logical
move is to commence the sourcing efforts for your
targeted diversity candidates.
Your sourcing campaign should be a dual pronged
effort both online and offline. I won't bore you with
the many diversity-oriented resume database sites that
are out in cyberspace. If you're reading this article,
you're probably sophisticated enough to know of the many
diversity-focused resume sites already in existence. But
what will surprise you is that many of these sites are
NOT that effective in helping you source the diversity
candidates you may be seeking.
A study by Wetfeet.com produced indicated that the
vast majority of diversity candidates preferred posting
their resumes on the general sites everyone else uses,
such as Monster.com, HotJobs, Dice, etc. To be frank, I
have not found the various diversity sites as useful as
one might think.
The online sourcing tools that have really been
effective in the most successful diversity staffing
strategies would have to be the corporate websites,
email campaigns and the "surgical" online and
offline marketing techniques. An effectively planned
diversity staffing strategy will always include the
shrewd utilization of the corporate website towards the
diversity recruitment branding. But which corporate
website practices have been tried and proven for
recruiters and HR professionals alike to use towards
their diversity plans?
Among perhaps the most misused and misunderstood
diversity sourcing resources are marketing and publicity
ad campaigns. Still, many of the most successful
diversity staffing campaigns have received their best
responses for diversity candidates from such marketing
strategies and resources. Is there a limit to the
marketing venues and publicity tactics that recruiters
should use during their diversity campaign's deployment?
What are some of the most effective benchmark uses of
newspapers, magazines, and electronic media in an
effectively marketed diversity campaign? Magical results
have been achieved with these resources, but how can HR
and staffing make them work for their diversity
imperatives?
Conclusion
I've left you with a lot of questions to think about,
and I'll do my best to provide answers to them and many
others in coming articles. However, do remember that
these four diversity deployment resources or tools are
the most rudimentary elements to a successful diversity
staffing strategy. Above all else, the most important
thing I'd like you to take from this article is that all
of these tools and elements can be, in fact must be,
cultivated and led by the staffing and HR function of
any given organization.
In the next article, I'll show you how your resources
can be effectively deployed toward diversity and provide
some examples. Until then, I'm Martin de'Campo, and I'd
be happy to field any questions you may have in the
meantime.
About the Author
H. Martin de'Campo
(martin@humanatek.com) is the managing principal and
founder of the professional human capital firm:
www.Humanatek.com, Inc.. He is also a popular speaker,
author, commentator, and veteran human capitalist.
Humanatek designs, deploys, and manages advanced human
capital and staffing solutions Humanatek empowers
companies to attract, develop, and retain talent
rapidly, strategically, and comprehensively.
________________________
Recruiting Bookmarks
Looking for sites to
rank career sites.
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
ER
Expo 2002 East will be held at the Sheraton
Gateway Hotel Atlanta Airport in Atlanta, Georgia, on
October 9-11, 2002.
Join hundreds of recruiters, staffing directors, and HR
managers and VPs for the conference that will help your
organization prepare for and meet the recruiting
challenges it will face in 2002 and beyond. More info at
http://www.erexpo.com
A comprehensive list of
the upcoming HR and recruiting related conferences is
listed here!
________________________ Site
Of The Week - Recruiters
Directory.com
Need a search firm or
want to market your agency? Check out this new site RecruitersDirectory.com.
________________________
Final Note
Tomorrow is September 12,
hopefully we can put the past behind us and continue to
grow and heal!
________________________
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