Defeating Diversity Recruitment Roadblocks
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Posted By: Jon C. on November 13, 2008 If your organization is having difficulty attracting and retaining talent, don't despair. It often seems that unless you're a part of a large company with a generous recruitment & PR budget, diversity is a constantly moving target. The top three diversity hurdles for small to midrange organizations are: 1. Location & Regional Demographics 2. Low Brand Awareness 3. Competitive Salary / Total Rewards How do we level the playing field, and attract diverse, qualified talent to our organizations? Let's examine some common recruitment roadblocks and some strategies to overcome them. Problem: Our organization is located in a rural area, and although we have an inclusive work environment, great benefits, and opportunities for growth, many candidates won't give us a chance. Solution: Emphasize quality of life. For young urban professionals, it's difficult to envision a slower pace of life. What are some of the great things your city has to offer? Less congestion and traffic jams? A lower cost of living? Great schools? A family-friendly environment? Don't sell your town short! Think about the things you'd miss if you were to move to a crowded metropolitan area... and make sure they're described in your recruitment advertising. Take the time to give your candidates a tour of your community, including entertainment, local culture, and recreation. If your candidate has young children, this can also be motivation for a change of atmosphere. Problem: I'm responsible for recruitment for a small organization. We're a great company, but our name isn't as well known as some of our competitors. How can we position ourselves to generate more interest from jobseekers? Solution: Focus on advancement. Small organizations have a huge advantage when recruiting young professionals, who are looking for opportunities to grow. Remind your prospects that working with your organization can be a huge boost to their career. One-on-one relationships with supervisors, mentoring opportunities, more responsibility and autonomy, less bureaucracy... these benefits can really sway prospects in your favor. Will your prospect have the opportunity to interact with your company's leaders? Will he/she be able to directly influence policy or strategy? Show your candidates that your organization can offer a fast track to career success. Problem: Our organization doesn't have a huge budget for comp & benefits, and as a result we lose many promising candidates. How do we compete with companies that offer higher salaries and more perks? Solution: Develop talent internally . Ensure that your organization is consistently "grooming" promising employees, and positioning them for growth. Emphasize succession planning, talent development, and mentoring as a part of your organization's OD strategy. Reduce the "brain drain" caused by employees leaving for better opportunities... by creating those opportunities within your organization. Can a vacancy be filled by training or promoting an existing employee? Let your workforce know that you're willing to invest in their potential, and you'll have less turnover... and experienced leaders within your organization. Jonathan Carter is a Sales & Business Development Specialist with HBCU Connect LLC, a leading organization specializing in diversity recruitment and cross-cultural marketing. HBCUConnect is the largest African-American owned web network, reaching over 1.2M ethnic-market consumers and jobseekers monthly. More info at www.hbcuconnect.com If you enjoyed this article, Join HBCU CONNECT today for similar content and opportunities via email! |
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Jon C.
Benefits Management Analyst, State of Ohio Hampton University class of 2004 Member Since July 2003 |
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