Fewer Needles, More Hay
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The document discusses strategies for sourcing diverse talent. It notes that referrals are the top way companies hire external talent, with employee referrals accounting for 27.5% of hires. It suggests using tools like applicant tracking systems, CRM systems, groups, associations, alumni networks, referrals, advertising, job boards, search engines, blogs, social media, SEO, and LinkedIn to increase the number of diverse candidates. It also recommends rewarding top performers, holding an internal job fair, setting up office hours, and including diverse candidates in projects.
Fewer Needles, More Hay
- 1. FEWER NEEDLES MORE HAY SOURCING DIVERSE TALENT
- 2. Candidate generation, recruiting social media, research, resume review, headhunting, networking,
- 3. What would you do to increase the number of diverse candidates?
- 8. ATS CRM GROUPS ASSOCIATIONS ALUMN REFERRALS ADVERTIS JOB BOARDS SEARCH ENGINES BLOGS SOCI MEDIA SEO LINKEDIN UNIVERSITY EVENTS NETWORKING
- 10. Reward top performers, hold an internal job fair, set up office hours, include in project
- 11. GET PERSONAL
- 12. Referrals are the top way companies hire external talent
- 13. Source of Hire 2 2% 1.8 0.7 2.3 2% 1% 4.7 5% Referrals 2.4 2% 2% Job Boards 2.8 3% 27.5 27% Career Site 5 5% College 7.2 7% Direct Sourcing Rehires 18.8 19% Temp Conversion 24.9 25% Agencies Print Career Fairs Walk-ins Other Source: CareerXroads Source of Hire Report 2011
- 14. Employee Referrals Source: CareerXroads Source of Hire Report 2011
- 19. TUNE IN
Editor's Notes
- #5: PrioritizeUnderstand the goal, the business need, the real-life possibility
- #6: You needYour hiring goalsYour prior recruiting metrics for the position100 positions, you want 10% diverse hires=10 hiresYou know that, in the past, you invite 1 in 10 applicants/sourced candidates to phone screen stage1 in 2 phone screens get invited back for interviews1 in 4 interviewed candidates get hired.To get your 10 diverse hires800 applicants =80 phone screens = 40 interviews =10 hires17 weeks of work! Not taking diversity into accountIs 800 diverse applicants realistic? Maybe. Probably not.
- #7: Analyze the talent market placeBureau of Labor StatisticsCollege graduation statisticsWanted Analytics, OrcaTalent Management SystemsCompensation surveys
- #8: What are the schools?The companies?OrganizationsWebsitesWho is already in your network?
- #11: Internal hiresYou don’t have a diversity problem; you have a PROMOTION problemFigure out bridge rolesSet up an internal career fair (assess skills, build resumes, offer guidance)Evangelize internallySet expectationsGet to know the third floor
- #13: Internal hiresYou don’t have a diversity problem; you have a PROMOTION problemFigure out bridge rolesSet up an internal career fair (assess skills, build resumes, offer guidance)Evangelize internallySet expectationsGet to know the third floor
- #16: Callibrate with managerUnderstand and discuss bias
- #17: Internal referrals – 27% of hiresDon’t waste your shot – you get one chance
- #19: Target CompaniesTitlesLocation
- #21: There is evidence of greater diversityIt’s certainly more visibleThe biggest reason: INFORMATION