Strategies to Hire Diverse Candidates Go Beyond OFCCP Compliance - Workology

Strategies to Hire Diverse Candidates Go Beyond OFCCP Compliance - Workology What You Need To Do To Attract Diverse Job Candidates As of late the topic of diversity is weighing on my mind. Diversity is a mix of compliance, responsibility and good business sense. According  to a recent article by McKensey, ethnically diverse companies are 35% more likely to outperform industry medians and yet so many companies struggle with this. Why is that?   Innovation is hard and bringing in different people who have varying experiences, backgrounds, and are outside of a set expectation or familiarity is uncomfortable. But being uncomfortable is a good thing. Thats what I tell myself when I try new things, meet new people and do something different. Its that being comfortable that causes problems which are why Im constantly pushing myself to think, do and be open to different including diversity. The truth of the matter is that weve gotten soft. Weve relied on compliance with the OFCCP and corporate policy for far too long. Ethnically diverse companies are 35% more likely to outperform industry medians #diversity #hiring Click To Tweet You need to hire diverse candidates to stay competitive just as you need to push your people to learn and think differently. And that starts with surrounding those people with a community of individuals and professionals who arent carbon copies of the rest of the team. Otherwise, you will never have any new ideas, innovations or outside of the box ideas, plans or strategies. What You Need To Do To Attract Diverse Job Candidates Im here to tell you an automated job posting isnt enough. Diverse candidates want to be engaged, approached and challenged because they are challenging you. Build Candidate Networks Step outside the run-of-the-mill e-newsletter communications and build networks that engage candidates. Using your CRM or a simple Slack, LinkedIn or Facebook group can be used to build a candidate network that you can use to build a relationship with a specific candidate audience. For example, you can easily set up a Women at Work Facebook Group powered by your company name. Tap into your female employees to serve as admins in the group and ask their friends to join. Within the group, you can promote your events, programs and even offer exclusive question and answer sessions either virtually or at offices in person to talk about your female friendly perks, benefits and career programs with the goal of building out a community of engaged and interested passive candidates to fill future roles within the organization. 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. These diversity vertical can exist either inside a social network group like I described above as well as within your career site. Be sure to have landing pages that include resources, information and media to showcase how you engage your targeted protected groups. For example, this month is Autism Awareness Month and if have an autism hiring program like these companies do, you can create conversations, media materials, and resources for the autism community. By focusing on the diversity verticals you can effectively measure your impact, results and the engagement levels to direct candidates to very specific and targeted positions your company is focused on hiring a more diverse workforce for. 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. Whether its a podcast series, an ebook or a video series, its important to provide resources for your candidate community. Im not just simply talking about an employment branding video discussing your workplace but real resources that candidates who are in the market for a new job can use. One example for veterans is an MOS translator tool. Id like to see more companies focus on creating digital media properties that empowered protected job seeker communities. 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. In terms of engagement, your audience is two-fold. The first is your diverse candidate community and the second is working with non-profit and diversity groups, conferences and communities. Its no longer enough to just simply  send an email alerting non-profit diversity groups with your openings. The OFCCP is looking for more candidate engagement and effort by employers in what they call good faith efforts. A simple outreach letter for your good faith efforts to a non-profit or community organization that targets a protected class is no longer enough. Employers need to get active, engaged and focus on going above and beyond to remain in compliance and avoid fines with the OFCCP. 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. Asking questions and establishing a forum and community for conversation builds trust, drives awareness and establishes a relationship. All candidates regardless of their age, race, gender, disability, veteran status and sex want the hiring process to be a dialogue and not one-way conversations. You need to ask questions. It helps employers learn just as it does for candidates. Most employers arent up for the challenge of asking questions or at least putting yourself out there available to be engaged because its perceived that it results in more working for the recruiting and talent acquisition teams. However, Ive found thats not always the case. It might also lead you to communities and conversations that you hadnt considered or been available to connect with. Im asking you to go beyond your corporate requirements and established OFCCP guidelines and directives. Build plans to exceed expected hiring benchmarks. While yearly reporting and good faith efforts are important, Im challenging you to approach diversity differently taking a more holistic approach instead of one that just checks the boxes and allows you to feel better about that quarterly update you sent.

Overcoming the Age Issue in Your Job Search

Beating the Age Issue in Your Job Search Conquering the Age Issue in Your Job Search In the news as of late: JK Scheinberg, a specialist who went through 21 years at Apple and is known for convincing Steve Jobs to move the Mac to Intel processors in 2005, was dismissed for a vocation at an Apple Store's Genius Bar. With age separation still common today, here are 5 articles Baby Boomers need to read.A quest for new employment in your 50s or 60s probably won't sound perfect, however actually numerous individuals will end up in this circumstance as the retirement age keeps on rising. Gallup's Economy and Personal Finance review found that the retirement age is at present 61 â€" up a long time since 1991 â€" and the greater part of the present laborers matured 58-64 hope to resign after the period of 65.Job looking is once in a while a simple or energizing occasion, and its trouble is exacerbated with age. While age segregation in the work place is in fact unlawful, the training is in no way, shape or form wiped out. Employment searchers should know that pursuit of empl oyment counsel isn't one size fits all, and more established people need to tailor their resumes, meetings and general perspectives in like manner to abstain from being ignored for more youthful candidates.With that as a primary concern, Ladders has assembled the accompanying articles to help children of post war America play out an age-suitable quest for new employment: Job Search in Your 20s, 30s, 40s, 50s and 60s As you age, you will need to change the sorts of occupations you look for, the individual brand you present, even the manner in which you present your resume. 5 Magic Words for Older Candidates If you're beyond 40 five years old, these five words on your resume and during interviews. Acing a Job Interview After Age 50 You're surely qualified, however becoming complacent won't cut it in a meeting. Follow these rules to get that activity at any age. Is It Your Age or Your Attitude? You can't travel back in time, yet you can show recruiting directors your enthusiasm and rec ord of results. Occupation Seekers of a Certain Age Job searchers in their 50s might be generalized as checking the days to retirement or running up medical coverage costs. More seasoned experts depict how they've battled those discernments hands on search.

7 Top Models You Should Be Following on Snapchat

7 Top Models You Should Be Following on Snapchat 7 Top Models You Should Be Following on Snapchat Who wouldn't need an inside gander at the life of a supermodel? Because of web based life and the applications that join it, fans get the opportunity to stay aware of models during all pieces of their lives. More often than not, we see models when they're working, and it's invigorating to get a brief look into their lives when they're not before the camera or on the runway. From their vacation to their dinners and their exercises, to behind the stage before a major show, Snapchat is an incredible method to get an insider's gander at the everyday existence of a model. Here are seven models who are Snapchat hotshots! 01 Chrissy Teigen (@chrissyteigen) Christian Vierig/Getty Images Irene Kim is becoming well known on the American demonstrating scene in the wake of being one of the most famous South Korean models for some time now. She has worked for Calvin Klein, Estee Lauder, and was in a few runway appears at this past New York Fashion Week. The 27-year-old experiences sensational changes for demonstrating employments and regularly has rainbow-shaded hair, and she's certain to impart them to her Snapchat devotees.

How Do Top Resume Writing Services Help You?

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