• Tips for Boosting Your Diversity Recruiting Efforts

    Spotlight for Recruiting Professionals
    August 7, 2013

    Even though current efforts appear to be fairly successful in landing diverse populations in the starting work forces of organizations with defined diversity programs, respondents to NACE’s 2012 Recruiting Benchmarks Survey report that their efforts to recruit underrepresented minorities will only become more intense this fall.

    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 campus career centers—Seek out the designated person at the career center who is responsible for working with diversity efforts, then determine how you can work to be a part of a program and increase awareness of your company. This might include presenting during classes, holding workshops outside of class, participating in mock interviews, working with targeted student organizations, and more.
    • Offering internship and cooperative education programs—Provide experiential education opportunities through which students, including minority students, can gain experience, and leadership and communications skills. In addition, make sure to let students know the program is available, for example, by marketing it during career fairs, information sessions, your work with student organizations, and other interactions with your target students.
    • 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 to tell their stories.
    • Incorporating your diversity in your branding efforts—Let students and others see the diversity of your organization and its inclusive culture in your marketing and branding efforts by including employees who are minorities in your print materials, on your website, in your videos, on social media, and more.
    • Being strategic—Review the events or programs you’re sponsoring to understand the benefit of that sponsorship and ensure they align with your organization’s diversity recruiting goals. 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.

    NACE’s 2012 Recruiting Benchmarks Survey was conducted June 15 through August 15, 2012; 242 employer-member organizations took part. Read the executive summary here.