Diversity recruiting is changing. There was a time when good
faith, somewhat passive efforts were enough, but we’re in a time when diversity
recruiting requires strategy and relationship building. The realm of diversity
recruiting has also moved from strictly a compliance issue to leaders realizing
it’s incredibly beneficial for organizations to be diverse. It’s no longer what
a company must do – it’s what companies want to do. However, compliance is
still an essential piece because it holds companies accountable and ensures
that even companies whose leaders have less than favorable opinions about
diversity in the workplace are giving everyone an opportunity.
Last
year, the Office of Federal Contract Compliance Programs, or OFCCP,
announced some changes to its regulations, including the Vietnam Veterans
Readjustment Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of
1973. VEVRAA and 503 are just two of the many regulation changes enforced as of
March 2014 by the OFCCP. The changes are complex and more than a year later,
many of us are still left scratching our heads. Here I’ll share strategies for
reaching and engaging diverse candidates, but if you are interested in
diversity reporting and compliance, there are many experts in the field you can
consult, including Candee
Chambers with Direct
Employers, an employer-owned association.
No matter what your focus, whether compliance or desiring a
diverse workforce, it takes action. Building an affirmative action plan,
maintaining compliance with the OFCCP and reaching diverse candidates calls for
engagement, and relating to and establishing a connection with potential
candidates within different diversity groups, both externally and internally. All
companies should be considering using diversity recruiting programs to move
beyond group-think, expand horizons and bring forth new ideas between
employees, customers and the company as a whole. Here are five ways you can
start doing just that:
Build
Candidate Networks
Step outside the run-of-the-mill e-newsletter communications
and build networks that engage candidates. Focus on technology platforms that
give you autonomy, like TalentCircles,
to help you engage targeted communities.
Focus
on Diversity Verticals
Build specific content, conversations and resources for the
communities you wish to reach. For instance, if you’re aiming to recruit
veterans, hone in on the questions and conversations that veterans have.
Provide
Resources
Help candidates understand why you not only accept diversity
but desire it. Provide materials online for candidates and their families, as
well as current employees.
Get
Engaged
No matter who you’re recruiting, there’s nothing more
valuable than engagement. Find diversity-focused events that give you the
opportunity to engage and foster relationships, such as an online diversity
recruiting event or a women-who-code conference.
Ask
questions
Ask your employees and candidates for feedback and recommendations
on how to be better. They provide a unique perspective, so listen and make
changes.
TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today.
Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.
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