every recruiter should be a diversity recruiter

Janine N. TruittTalent Think Innovations, LLC

Chief Innovations Officer

*Every Recruiter Should Be a Diversity Recruiter

*The State of Recruitment and

Diversity

Recruitment

Diversity

ManagingRequisitions

Sourcing/Screening Candidates

Interviews

Offers

Recruitment

Diversity

C-Suite

Hiring Manag

er

Diversity Strategy

*“Who’s Responsible For Your Diversity Efforts?”

*Hiring a Diversity Recruiter is not a

strategy.

Reactive

Proactive

Quota Hiring Posting to

Diversity Websites. Recruiting from

referral sources that have underrepresentation for diverse professionals.

Building “real” relationships/partnerships with associations and groups that serve diverse populations.

Regular evaluation of referral sources .

How Does Your Diversity Strategy Stack-up?

When Diversity presents as a business concern, the reaction is often to treat the process as if there are implied quotas.

*Quality +Quantity matter in Diversity Recruitment

*The Many Flavors of Diversity

LGBT

Veterans

Women

Millennials

Gen Z

African America

ns

Hispanics

Differently

Abled

Asians

A Word on OFCCP

• You will never get ahead of underrepresentation if you stop your efforts once you reach that “magical” number.• Tie diversity goals to performance for both your

recruiters and leadership.• Your good faith efforts start with genuine

intentions.

What Does Success Look Like?

• Make sure you have quality lead funnels from qualified diversity organizations.• Train every recruiter on performing a fair and proper

interviews. • Develop training to ensure they can conduct demographic

specific interviews.• Have a portion of your career website visible and available

to give a glimpse of what diversity looks like at your company.• Ensure that each member of your recruitment team is

assigned at least one diversity initiative or organization to build a relationship with.

Attraction

What Does Success Look Like?

Development

• Follow diverse hires to ensure there are no barriers

to entry for promotions, transfers, or learning and development opportunities.• Do regular compensation checks to ensure

that you are staying abreast of any equity issues.

• If you have employee resource groups, be sure to have your Recruiters regularly attend meetings to get ideas on where to focus their recruitment efforts.

CEO

Director of Talent

AcquisitionDirector of Diversity

Director of Total

Rewards

Chief Human

Resources Officer

A direct reporting structure for

Diversity Groups allows for diversity

initiatives to be top of mind for

the CEO

Diversity Going Straight to the Top

*The truth shall set you free…

Diversity Transparency: A Step in the Right

Direction

*The More You Know…

*Diversity will live or die depending on the level of commitment leadership has to it.* Everyone in the organization must be

held accountable for contributing to diversity efforts.*It could take some time to see an ROI. *Partnering with diverse organizations and

associations to build programs and initiatives that support your diversity goals.

Diversity is not a one man show. It

requires partnership.

Thank you for joining me.Website:

talentthinkinnovations.comBlog: thearistocracyofhr.com

Twitter: @CzarinaofHR