I am a black woman. In recruiting.
Over the years, I’ve had opportunities to work on diversity teams. I have been invited to interview for roles in Diversity & Inclusion. I have been called upon to weigh in on issues of diversity. I have been the guest of honor at meetings that start and end with the assertion that more diverse candidates should be added to every slate.
Here is my typical response:
Workforce diversity is a touchy subject, and it can be all the more difficult to tackle with an ad hoc approach. With the increasing diversity of the population and the workforce, it’s more important than ever to have an effective diversity and inclusion strategy in place at your organization.
Jennifer McClure, president of Unbridled Talent, hosted a webinar this week to help HR managers understand their role in addressing workforce diversity and how to effectively implement a diversity and inclusion strategy.
Here are a few highlights from the webinar:
While the U.S. workforce may be gradually shifting toward office-based jobs, hundreds of non-desk occupations are still thriving, according to a new CareerBuilder/Economic Specialists Intl. study.
A variety of industries boast non-desk jobs that are experiencing growth, yet when it comes to the highest-paying occupations, health care is the clear leader. Ninety percent of the 20 highest-paying non-desk jobs are in health care, according to the analysis.
As an HR professional, you’re familiar with your organization’s strategies and goals. As a talent advisor, you understand the advantages of a diverse workforce. This puts you in a unique position to help your organization set and achieve diversity and inclusion goals that align with and advance existing business goals.
I believe that we are at an inflection point with organizational diversity and inclusion efforts.
What got us to this point is not likely enough to take us forward. It's time to hit the reset button on some of the mindsets and practices we apply to this work. Whether you are just getting started, trying to breathe new life into a stalled out effort or chasing greater impact, here are some potential “next practices” for your team, department or organization.
Nobody has to explain the importance of the Internet to staffing firms, or how technology has influenced the way we organize and make our workforce more efficient—the effects of job boards, big data, hiring platforms and other Internet and software services has transformed the staffing industry.
Greater levels of movement in the workforce—people leaving old jobs and taking new jobs, or churn—are a good indicator of how confidently an economy is acting. The 2015 economy is still working to recover, but more growth in high-paying jobs (especially non-desk occupations) is good news for the workforce and gives workers more options and opportunities.
The high demand for STEM jobs is making it tough on recruiters to find skilled workers who can fill these roles—and a new generation of talent is the answer.
An interview with Andrea Edwards, vice president of marketing and communication at Staffmark
Will a candidate accept your job offer? Compensation is obviously an important element that makes your job offer attractive. What is perhaps less obvious is that candidates tend to compare the compensation you offer to other reference points. In particular, they may compare it to other people’s compensation or to their own compensation in similar jobs.