• Diversity Recruiting Benchmarks, Tips, and Resources

    Spotlight for Recruiting Professionals
    April 2, 2014

    The incorporation of a diversity recruiting effort as part of an overall college recruitment program continues to be a major focus among respondents to NACE’s 2013 Recruiting Benchmarks Survey, with a relatively stable percentage of respondents reporting having a program each year since 2008. (See Figure 1.)

    Among employers with diversity recruitment efforts, women, African-Americans, and Hispanic-Americans were consistent hiring targets, while the recruitment of Native Americans and Asian-Americans remained a lesser—albeit a stable—priority.

    The recruitment of physically challenged persons increased by 5.7 percent since 2011, while 67.4 percent of employers with diversity programs recruit military veterans, a category new to the 2013 survey. (See Figure 2.)

    There are several steps organizations that are successful in diversity recruiting take. Among them are:

    • Securing management support for the diversity recruiting program—Diversity recruiting should be incorporated into your organization’s overall goals with solid support from upper management. Be sincere about diversity efforts. To demonstrate support for your organization’s diversity recruiting efforts coming from the top, your organization might, for example, send a senior-level person to campus to meet with students or participate in an information session.
    • Building relationships with and through the campus career center—Seek out the designated person at the career center who is responsible for working with diversity efforts, then determine how you can be a part of a program and increase awareness of your organization. This might include presenting during classes, holding workshops outside of class, participating in mock interviews, and more.
    • Getting involved in relevant campus groups and organizations—Doing so is an excellent way to help you build your candidate pool. You can use your career services and/or faculty network to leverage these relationships with campus groups.
    • Sending diverse recruiters to campus—Students want to interact with others like them who have experience in the organizations for which they’re considering working. Send a diverse group of employees to campus to tell their story.
    • Being strategic—Review the events or programs you’re sponsoring to understand the benefit of that sponsorship. The type of event you sponsor depends on the outcome you hope to achieve.

    For directories of minority institutions and minority associations, see www.naceweb.org/knowledge/diversity-resources.aspx.

    The 2013 Recruiting Benchmarks Survey was conducted May 22, 2013, through July 31, 2013, among NACE employer-member organizations, 275 of which—28 percent—participated. Details about the 2013 Recruiting Benchmarks Survey report are available at www.naceweb.org/surveys/college-recruiting.aspx.