webinar slides: how to tailor diversity initiatives in your recruitment strategy using online...
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09/2010
Using Online Surveys to Tailor Diversity Initiatives in your Recruitment Strategy
Introductions
• Andrea Briggs, Project Manager, Talent Intelligence and Consulting• ABD in Industrial/Organizational Psychology from DePaul
University• Professional and personal commitment to diversity
• Brian Di Bartolomeo, Director, Talent Intelligence and Consulting• Masters in Industrial/Organizational Psychology from Elmhurst
College• Expertise in survey design, team leadership, project
management, contract negotiation and client retention
Agenda
• Introductions• About Personified• Why is diversity important?
• Findings• Diversity factors• Diversity search strategies
• What does it all mean?• Wrap-up and questions
Who is Personified?
• Consulting division of CareerBuilder.com specializing in:• Job seeker and employer research• Human capital consulting• Talent sourcing and screening
• Access to over 40 billion data points • Real-time access to 25 percent of the workforce, the
largest candidate pool of any consulting company
Why we are here?
• Diversity is all around us:• Diverse populations are the majority in America’s 10 largest cities• The U.S. Census reports minorities, which are roughly one-third of
the U.S. population, are expected to become the majority in 2042, with the nation projected to be 54 percent minority in 2050
• Bureau of Labor Statistics (BLS) – Worker demographics (approx.):
70%
14%
11% 5%Caucasian
Hispanic
African-American
Asian
Why is diversity important to organizations?
54%
46%
Diversity has a positive impact on day-to-day work.
51%
49%
Diversity has a positive im-pact on the whole organiza-tion.
65%
35%
Would leave an organiza-tion due to lack of diversity.
• Employees are much more loyal to companies that they rate highly on their diversity efforts. (Gallup Poll, Dec 8, 2005)
• Companies do not feel they are successful at achieving their diversity goals:• More than 25% of hiring managers feel that their organizations are not
successful at achieving their diversity initiatives *• Over 10% of hiring managers say their organization does not measure
their success with diversity goals**(Personified Diversity Survey, 2010)
Diversity Defined
• What is workplace diversity?• Workplace diversity is the variety of differences among
people in an organization, encompassing race, gender, ethnic group, age, personality, sexual orientation, tenure, organizational function, education, background and more
Personified Research• Applicant Experience• Standard Demographic employment survey
• What were the top 3 reasons you applied for the position? • How important are the following factors when you consider a job or an
employer (Rating)• Please rank the following factors based on how important they are when you
consider a job or an employer (Ranking) • Examples of options:
• Advancement, Balance, Benefits, Culture, Diversity, Financials, Location, Outreach, Salary, Training, etc.
• When looking for a job, how likely are you to use the following search strategies?• Demographic Site, Employer Site, Newspaper Advertisement, Professional
Organization Site, Social Networking Site, Online Job Board, etc. • Diversity study
• 515 hiring managers• 2,047 job seekers
What have we learned?
• Overall, very few notable differences between males and females.
• Gen Y(18-30) has the most differences when compared to both the Gen Xers (31-45) and the Baby Boomers (46-64).
• Advancement opportunity is a bigger factor in employment for minorities than it is for Caucasians.
• Asians and Caucasians find personal fit with boss a bigger factor in employment than Hispanics or African-Americans.
• Different search strategies are used by all job seekers without one strategy being utilized more than another.
Diversity—Factors
• What employment factors really matter to talent?• Salary, location and benefits are consistently found to be in the
top three for employment factors considered.• Do you know what employment factors really matter to your talent?
Salary
Benef
its
Loca
tion
Advan
cem
ent o
ppor
tunit
ies
Wor
k-life
bala
nce
Perso
nal f
it with
bos
s
Reput
able
com
pany
Traini
ng
Inte
rest
ing a
ssign
men
ts
Compa
ny c
ultur
e
Bonus
and
rewar
ds
Compa
ny fi
nanc
ials
Indu
stry
rank
Amou
nt o
f tra
vel
Divers
e em
ploye
e ba
se
Enviro
nmen
tally
con
sciou
s
Comm
unity
out
reac
h0%
10%20%30%40%50%60%70%80%90%
100%
Top Three Reasons
AES and Demographic Study
Age• 18-30
• More frequently ranked personal fit with boss as a top three reason when compared to all other age groups. *
• 46-64• More frequently ranked company reputation as a top three reason when
compared to 31-45 year olds.• More frequently ranked work-life balance as a top three reason when
compared to 31-45 year olds. *This question only asked in the
demographic study
Top Three Reasons, continued…
Ethnicity• African Americans
• More frequently ranked advancement opportunities as a top three reason as compared to Caucasians.
• More frequently ranked salary as a top three reason as compared to Caucasians.
• Caucasians• More frequently ranked industry as a top three reason as compared to Asians,
African Americans and Hispanics. • More frequently ranked location as a top three reason as compared to Asians,
African Americans and Hispanics.• More frequently ranked personal fit with boss as a top three reason as
compared to African Americans and Hispanics.**This question only asked in the demographic study
1, 2, 3…
Top Three Reasons, continued…
• Asians • More frequently ranked advancement opportunities as a top three reason as
compared to Caucasians. • More frequently ranked personal fit with boss as a top three reason as
compared to African Americans and Hispanics.*
• Hispanics• More frequently ranked advancement opportunities as a top three reason as
compared to Caucasians. *This question only asked in the demographic study
1, 2, 3…
Diversity – Search Strategies
• How does your organization search and find qualified talent?• The top three strategies used by hiring managers in organizations are their own
company website (40%), major online job boards (36%), and informal networking (30%).
Own company's websiteMajor online job boards
Informal networking Professional networking sites
Career fairsClassified advertisements in the newspaper
Recruiting companiesMy current (or most recent) organization is not at-
tracting diverse candidates at this timeProfessional organizations sites
Industry specific sites Social networking sites
Networking eventsDemographically specific sites
OtherNo active pursuit using diversity strategies
0% 10% 20% 30% 40% 50%
Search Strategies
Gender• Females are more likely to use demographic-specific sites as a search
strategy as compared to males.
Age• 18- to 30-year-olds are more likely to use social networking sites as a search
strategy as compared to all other age groups.
Search Strategies, continued…
• Asians • More likely to use professional networking sites as a search strategy as
compared to African Americans.• More likely to use social networking sites as a search strategy as compared to
African Americans, Caucasians and Hispanics.• More likely to use demographic-specific sites as a search strategy as
compared to Caucasians.
• Hispanics• More likely to use social networking sites as a search strategy as compared to
African Americans. • More likely to use demographic-specific sites as a search strategy as
compared to Caucasians.
Search Strategies, continued…
• African Americans• More likely use demographic-specific sites as a search strategy as compared
to Hispanics, Asians and Caucasians.• More likely to use career fairs as a search strategy as compared to Caucasians.
• Caucasians• More likely to use social networking sites as a search strategy as compared to
African Americans.
Top Three Reasons
Reasons: Personal fit with boss
Salary Company reputation
Work-life
balance
Industry Location Advancement opportunities
18-30 X
31-45
46-64 X X
Caucasian X X X
African-American
X X
Hispanic X
Asian X X
Search Strategies
Search Strategies: Demographic- specific sites
Social networking
sites
Professional networking sites
Career Fairs
Male
Female X
18-30 X
31-45
46-64
Caucasian X
African-American X X
Hispanic X X
Asian X X X
What does this all mean?
• Diverse groups of people find different things important when thinking about employment.
• Recruitment strategies can and should differ:• Consider the population you are interested in
and target the strategy accordingly.• Find out more information about:
• What is important to them.• What they want out of an employer.
Q&A
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