Session 9 - Positive ROI on Recruiting & Utilizing Diverse Businesses - Daryl Hodnett (3)
A Diverse Workforce Begins with a Diverse Recruiting Strategy
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Transcript of A Diverse Workforce Begins with a Diverse Recruiting Strategy
Diverse Recruiting Strategy│1© 2013 PeoplefluentAug. 22, 2013
A Diverse Workforce Begins with a Diverse Recruiting Strategy
Rathin SinhaPresidentAmerica’s Job Exchange
Julia Mendez, CAAP, PHR, CELSPrincipal Business ConsultantPeoplefluent
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Submit Questions Anytime
Type question here
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Successor to America’s Job Bank
Launched on the heels of termination of the AJB program of DOL
Destination for Job Seekers/Employers to Connect
Specializes in the recruitment of diversity candidates and non-executive jobs
Specialists in online Diversity Recruitment and OFCCP Compliance
Specializes in veterans and disability recruitment outreach and mandatory job listing online
AJE is a leading provider of recruitment advertising and compliance solutions
America’s Job Exchange
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Agenda
1. EEO vs. Affirmative Action vs. Diversity vs. Inclusion
2. How diversity & inclusion improves the bottom line
3. Recruiting tips to meet diversity needs
4. The road to a successful recruiting strategy
Rathin SinhaPresidentAmerica’s Job Exchange
Julia Mendez, CAAP, PHR, CELSPrincipal Business ConsultantPeoplefluent
© 2013 Peoplefluent Diverse Recruiting Strategy│5
EEO/Affirmative Action/Diversity/Inclusion
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What is Equal Employment Opportunity (EEO)?
• Race/color• Religion • National origin • Sex/Gender identity • Age • Disability• Genetic information
Protects individuals from discrimination
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What is Affirmative Action?
Proactive Action-Oriented
Programs
Minorities
Person’s with disabilities
Veterans
Women
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What is Diversity?Race
Religion
Sexual Orient.
Political Status
NationalityAge
Marital Status
Income
Gender
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What is Inclusion?
Value RespectSupport
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Costs of Not Valuing Diversity
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Costs of Not Valuing Diversity
Poor CommunicationResistance to Change
Increased AbsenteeismEmployee Turnover
Low Morale/Self-Esteem
Legal IssuesDiscrimination
Prejudices
Not Valuing Diversity
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Cost of Not Valuing DiversityMay 1997Executive #1--"This diversity thing, you
know how all the black jelly beans agree."
Executive #2--"That's funny. All the black jelly beans seem to be glued to the bottom of the bag.“
Executive #3--"I'm still having trouble with, Hanukkah. Now we have Kwanzaa."
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Cost of Not Valuing Diversity• Stocks fell $5 per share in 2 days of the report• Clergy & business leaders called for a national
boycott• 180 civil rights organizations asked the government
to join an employee suit against the company• Company committed to:• Refocus efforts to root out intolerance• Expand diversity training to include all
employees rather than just managers
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Benefits of Valuing Diversity
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Benefits of Valuing Diversity
Increased Adaptability
Business image
Increased employee
morale
Client satisfaction
Competitive edge
Increased creativity
Loyalty Marketing Recruitment
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Business Case for DiversityMulticultural
Sales/Marketing Objectives
Financial/Business
Performance Objectives
Enhance Company Culture
Product/Service
Objectives
Enhance Brand Image
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Measurements of Diversity Success
CostsSurveys
Tenure
TurnoverTime Off
Bad Publicity
Grievances
Claims
Lawsuits
Employees
Customers Years of Service
Turnover Rates of Groups
Increase in Sick Leave/Time Off
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Compare Against Industry
Female
Hispan
icAsia
n
Pacific I
slander
Africa
n American
Cauca
sian
0%
10%
20%
30%
40%
50%
60%
ABC CompanyIndustry
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Affirmative Action Placement Goals
Senior Management: Female Placement Goal = 40%
Chemical Engineers: Minority Placement Goal = 55%
Laborers: Female Placement Goal = 20%
Minority Placement Goal = 70%
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Recruitment/Outreach
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• Proactively reach and attract candidates from these diverse communities for your job openings
• Hire and retain these employees in an environment that free of discrimination by backgrounds
• Ensure career growth and pursuit of excellence in an environment that provides equal opportunities
Diversity at the Workplace
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Proactively leverage diversity and equal employment principles to make diversity a competitive advantage for your business
Step 2:Proactive Diversity
Develop and manage programs to ensure that both the letters and spirits of affirmative action and related laws are complied to
Step 1:Regulatory Compliance
The road to diversity excellence can be broken in two steps
Leveraging Diversity
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Job listing is imported via an automatic feed for FTP, XML or direct scraping, or using online interactive posting
Job Posting as Outreach Media
Your Job
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The imported job is posted on the AJE national and state specific websites
Job Posting Outreach : Step 1
Your JobYour Job
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The job listing is then automatically posted on the AJE Mobile App.
Job Posting Outreach : Step 2
Your JobYour Job
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And then posted on the AJE Facebook App as part of Social Job Initiative
Job Posting Outreach : Step 3
Your JobYour Job
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The job opening is posted in the AJE network of Diversity Job Exchanges e.g. Veterans, Disability and much more.
Job Posting Outreach: Step 4
Your JobYour Job
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The job is included in relevant job alert emails sent to subscribed job seekers
Job Posting Outreach : Step 5
Your JobYour Job
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The job opening is sent to one or more aggregator sites to reach a broader audience
• Indeed• Simply Hired• Beyond • Glassdoor• Juju• Careerjet• TopUSAjobs• Oodle
Job Posting Outreach : Step 6
Your JobYour Job
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It is then sent for distribution and posting to our partner sites e.g.• Veteran Job Boards
–www.VeteranJobs.Net–www.Jofdav.com–www.allveteranjobs.com
• Disability Job Boards–www.disabilityjobs.net–www.disabledperson.com
• Diversity Job Boards–www.asianhires.com–www.africanamericanhires.com–www.alllgbtjobs.com–www.allhispanicjobs.com–www.diversityjobs.com
Job Posting Outreach : Step 7
Your JobYour Job
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The job posting is now sent to community based organizations (CBO) via emails• Goodwill
– Local chapters
• Easter Seals– Local chapters
• The Arc– Local chapters serving persons with intellectual
disabilities
• Department of Rehabilitation– Local state offices
• U.S. Department of Veterans Affairs– www.va.gov
Job Posting Outreach : Step 8
Your JobYour Job
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State employment delivery systems e.g. 1-Stops, DVOPs, LVERs via emails.
Job Posting Outreach : Step 9
Your JobYour Job
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Finally the job posting is sent to the state job bank by direct feed or online posting
Job Posting Outreach : Step 10
Your JobYour Job
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Comprehensive 10 Step Outreach Program
Job OpeningYour
Job
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Making it Easy : Job Seeker User ExperienceOutreach is step one – but making it easy for the job seekers to apply and get hired is key for a successful online diversity recruitment program
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Conclusion
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Establish Set Objectives.
Road to Diverse Recruiting Strategy
Accessible
recruitment
strategy.
DIVERSE RECRUITING STRATEGY NO DIVERSE RECRUITING STRATEGY
Define Target Audience.
Track the
effectiveness
of the
strategy.
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Q&A
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Thank You!• Upcoming webcasts: www.peoplefluent.com/events
• Sept. 19, 2013 – Webcast to help in understanding the right recruiting data and records
to maintain
• Don’t miss early pricing for WISDOM 2013!
• September 22-25, 2013
• Stay up to date with anything HR with our
Social Pages:
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Thank You!
For more information about American Job Exchange:
Rathin [email protected]
For more information about Peoplefluent:Julia Mendez