Sponsor Info

Diversity Staffing Part 1
By H. Martin de'Campo

What if I told you that there was a way for you to help in multiple “mission critical” areas of your company during your recruiting efforts? What if I said that as a recruiter, you could also effectively and positively impact the depth and wellness levels of all your co-workers in company wide? And finally, what if I said that recruitment strategy would also increase the productivity and profit margins of your company as well … would you try this powerful staffing resource and strategy?

GROW DEPTH & QUALITY … NOT JUST QUANTITY!

As recruiters, we know its one thing to bring in the necessary quantity of people possessing the talent we seek, however it’s altogether different to consciously staff up your organization with depth, character and other qualitative people attributes. Yet, as recruiters building a “deeper” more qualitative organization with value-adding character and professionalism is and should be seen as one of our paramount priorities and responsibilities … I dare say, right up there with our need to staff up particular levels of headcount.

Attracting and developing the best talent in organizations is priority one. This is why diversity staffing is being integrated into the business imperative of the most competitive and successful organizations. Yet, this is really funny, particularly when you consider all of today’s critics calling for “the end of affirmative action,” even so, diversity is flourishing. The fact is, today’s most successful companies are still teeming with talk of diversity ­ diversity roundtables, diversity initiatives, diversity task forces, diversity seminars, marketing, etc, etc. Today’s economic truth is that all those who fall under the diversity umbrella ­ minorities, women, those with disabilities, and others ­ are more in demand and visible than ever before.

WHY IS DIVERSITY SO NEEDED?

Four reasons why: 1) the world is simply becoming more globalized via the Internet and world markets that intersect daily, 2) the US labor market is tighter than it’s ever been before, 3) the marketing of products and services has become culturally and demographically segmented, 4) finally, economic consolidation. All one needs to do is turn on the TV to witness one company buying or “merging” with other companies half way around the world. As such, corporations more than ever before, need diverse peoples and their intellect in order to ease and facilitate such strategic consolidations and mergers. These is where recruiters must take the lead and broaden their talent search for people that possess such diversities -- diversities of mind, culture, experience, education, background, orientation? disabilities?, the broadness and wealth of your approach in the recruitment function (or limitations) are really up to you. Start off by defining diversity according to your organization. Top corporate managers throughout the U.S. realize that diversity must be defined in far broader and more inclusive terms, including age, ethnic origin, gender, personal styles, culture, orientation, and beliefs.

OBSTACLES TO DIVERSITY

Diversity staffing is a tough strategy to architect and deploy. Yet anything worthwhile is never easy. In part 2 of this article we’ll be talking about the many successful solutions that other corporations have effectively utilized when deploying diversity staffing efforts.

For now though, I’d like to address what perhaps is the most common obstacle to organizations applying diversity staffing efforts. Aside from the obvious deterrents such as, too difficult to deploy, inexperienced and ineffective diversity knowledge base and the “what for?” syndrome, the most pervasive misunderstanding that prevents effective diversity staffing from ever taking off is the lack of knowledge about diversities’ intrinsic and positive effect on a companies profit margins. Diversity staffing initiative and profit is almost never linked! Unfortunately, rather than being seen as a measurable economic, management and profit based business tool, diversity staffing is often misunderstood and plagued with jaded politics and philosophies. We’ve all heard them, “Isn’t diversity staffing the same as affirmative action?” “Won’t we be accused of reverse discrimination?” “It’s never been proven to work…has it?”

3 MAJOR BENEFITS THAT WILL SURPRISE YOU!

Now don’t get me wrong, I’m not advocating that modern diversity programs are an all encompassing “cure-all” for globalized organizations; these programs are indeed difficult to deploy and their quantitative impact not always easy to measure (consider that a majority of these programs are new). However, with the advent of this new and more globalized economy, corporations intuitively comprehend that when managed correctly, diversity creates a more entrepreneurial, socially charged, cohesive company ­ ultimately it simply gives greater competitive advantage.

Thus, the most competitive organizations, with global perspectives have successfully deployed diversity and LINKED it to bottom line results. “There has definitely been a shift,” explains Sandra Salinas, manager of worldwide staffing with Redherring Communications (a leading Internet economy and culture magazine). “Corporations, particularly those with emerging technology products recruit minorities as a global business imperative, rather than out of some sort of EEOC or state compliance requirement.” Furthermore, she adds that, “Having a representation of talent and cultures from all walks of life is critical for anyone that intends to grow and retain an entrepreneurial spirit and productivity … besides it makes for awesome office interaction, not to mention parties!”

1 ­ EMPLOYEE WELLNESS & DEVELOPMENT

Indeed, an increase in employee wellness and development are typically the most noticeable positive impacts reported when diversity is being successfully deployed. Which is very critical when considering that the desired trend in today’s modern, technology oriented economy is to “gray” the lines between work and play. These organizations see wonderful developments occur naturally within diverse workforces. Intrinsically the social fabric of the company becomes more tightly knit. Some of the positive signs that reveal effectively deployed diversity can be company clubs springing up quickly, altruistic benevolent campaigns and events becoming more common and finally light-hearted humor becoming a more common response to office problems that typically will result in deeper employee “wounds” for non-diverse workforces. Heck, who says you can’t have fun at work? Yet, no matter how fun loving the social-buzz is in the air, this is not the sole result that motivates most corporations. The motivating factor about the “social-buzz” is that it also brings with it increased productivity, time at work, creativity, lower absenteeism (vacations and sick leave), and as has been said… better partying! In a nutshell: More money!

2 ­ MEASURABLE PRODUCTIVITY & QUALITY GAINS

Still not convinced? Consider the logic these corporations are using: employees who are more happy at work, are simply at work more… more time at work, produces more work, which translates to more products or services generated, more products or services generated inevitably leads to increased profit margins. However, having a “happy-camper” as an employee doesn’t just lead to more time at work or more work produced. In many cases, diverse heterogeneous talent has also produced the benchmark levels of quality work that many companies have sought for so long. William C. Steere, CEO of Pfizer Pharmaceuticals adds, “Some people believe that seeking diversity automatically leads to excellence, but I think that focusing on excellence inevitably leads to diversity.” This statement is indicative of what most goods and services companies have been motivated by during their diversity campaigns.

As a principal consultant of Humanatek Consulting Group, we have directly assisted in or designed the rapid growth of over 18 emerging technology start-ups. During these projects, we consistently noticed positive quality impacts on the goods and services of client companies when the workforce developed to a more heterogeneous composition. Today’s companies have clients all over the world. Diversified companies mean that diversified clients will now obtain excellent customer services and products that represent the client culturally, economically and socially. Diversity is all about client sensitivity and compatibility and about buying those goods and services when and how you want them.

3 ­ HUMAN CAPITAL RETENTION

Quite noticeable in today’s economy is the fluidity of talented people moving between one company and another. This fluidity has made the effort to retain top talent for an extended period of time in one organization very, very difficult. It used to be the case that to stay in one company for many years was a virtue to be imitated and admired. However, today’s market boom opens much opportunity and demand for top professional talent in all industries. This makes the temptation to “jump ship” after only one or two years of employment, almost too hard to resist.

There is no question that replacing employees that have left after a short period of time is extremely costly to companies. Today’s companies are taking major financial blows, by the costly ramifications that ensue due to rapid and incessant “brain-drain:” production delays, employee replacement expenses, diminished corporate knowledge base, loss of intellectual property, diminished corporate morale, re-training expenses, etc.

The good news is that not only has diversity been leveraged to attract the best most heterogeneous talent, it’s also been harnessed to retain talent and corporate compositional integrity. Although employee retention could be a separate article onto itself, it’s worth mentioning that diverse work environments encourage appreciation for all people and their differences (not just tolerance), diverse customer focus, entrepreneurial innovation, community, quality performance, progressive and inclusive human interaction and communication, and an overall work environment where all can thrive.

Obviously, a successful diversity program cannot be rolled out strictly by the staffing arm of the organization, it must be comprehensively designed, supported and deployed. However, my advice to recruiters is that they take the initial action and become the instigators of an effective shift towards diversity staffing. Who knows, ultimately, you may succeed in making your company more competitive than ever before by diversifying its workforce and by positively impacting and resolving a whole host of other profit sensitive matters.

In part 2 of this series we’ll discuss the many successful practical solutions that corporations have already effectively utilized and benchmarked when deploying diversity staffing efforts

About the Author

Humanatek's services have successfully converged total quality management, benchmark staffing methodologies, and computer/Internet technologies to render a new,novel and now patented approach to staffing, executive search and HR consulting.

________________________ ________________________

IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly Tip: Diversity Staffing Part 1
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - HireAbility.com
Final Note
_______________________

Newsletter Sponsors

1. RecruitersAlliance.com

Work for a recruiting agency and need more job orders? Join Recruiters Alliance's split network to network and do splits with other agency recruiters. Join for only $50, normally $100 a year. Recruiters alliance does not take a percentage of the split. Visit www.recruitersalliance.com.

2. NicheBoards.com- Get focused, go niche!

NicheBoards.com - an alliance of the leading niche boards.
Gateway to a Million Quality Targeted Candidates

Click Here for profiles.

________________________

A Note From The Editor

Kennedy's Recruiting & HR Solutions Conference and Expo 
Reserve your spot now for the industry networking event of the year! Join them on November 6th & 7th, 2002 at the Jacob Javits Center in NYC. With an exciting new line-up of speakers, programs and events, they deliver on the strategies, tactics, and results you can take to the bank! You'll find this year's program organized into a series of three topic tracks designed for today's Corporate Recruiters, 3rd Party Recruiters, and progressive HR Executives. Mention Recruiter's Network and save $50 from the registration price. Visit www.recruitinghr2002.com  for details. See you there!

________________________

Special Trials And Discounts For Members

Below is a list of trials and discounts that companies have extended to our members. If you are interested in offering a promotion/discount to our members, please contact us.

1. ORAsearch.com - 20% off all job postings. Mention Recruiters Network when registering.

2. Career Sites Discounts

View a list of career sites who have offered our members discounts/promotions at www.recruitersnetwork.com/careersites/discounts.cfm.

3. Elance.com - Need contractors or freelancers? Post your project free. Click here for more details.

4. EmployOn - SPECIAL OFFER - Are you in need of more job orders?  If so, ClientMatch from EmployOn, the leader in advanced recruiting technology, will help you find them and we'll give you a free 2 week trial to prove it.  ClientMatch is the first and only way to automatically match a candidate's qualifications to our database of  over 4 million job listings. Try ClientMatch for 2 weeks for free and you'll have the best tool available to find and secure new job orders. Click here to sign up. (live link to registration page)

5. RecruitersAlliance.com

Work for a recruiting agency and need more job orders? Join Recruiters Alliance's split network to network and do splits with other agency recruiters. Join for only $50, normally $100 a year. Recruiters alliance does not take a percentage of the split. Visit www.recruitersalliance.com.

________________________

Today's Recruiting News Headlines

Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.

Job-hunters flock to the Web - Globe and Mail
Why Job Descriptions Are Good Business - About.com
Worker loyalty has lost its rewards  -  Boston Globe

________________________

Featured Recruiting Jobs

This section highlights several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register a career agent visit www.jobsinrecruiting.com.

1. Compensation Analyst - GEICO Direct

2. Recruiting Professional - The VanAllen Group

Looking to recruit recruiting professionals? Post your jobs on JobsinRecruiting.com.

________________________

Polls and Trends

View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.

Recruitment sites popular with Canadians - A new study from Ipsos-Reid indicates that 50 percent of Canadian Internet users have looked at online job postings.

Trend Watch is sponsored and provided by iLogos, a division of Recruitsoft. Click here for a complete archive.

Recruiting Bookmarks

Resume importing tools.

• Resume Import Tools
• ResumeGrabber - Free trial.

________________________

Upcoming Seminars & Conferences

Click here for schedules for upcoming conferences and seminars.

A comprehensive list of the upcoming HR and recruiting related conferences is listed here!

________________________

Site Of The Week - HireAbility.com

HireAbility.com, an IT recruitment site and integrated solutions provider, recently launched their Independent Agent Program, whereby recruiters and salespeople running their own businesses, receive front office tools, resources, and back office services in a "pay for performance" model. The program makes it easier and more lucrative for recruitment professionals to strike out on their own, booking contract and permanent business.

HireAbility's Independent Agent Program enables recruitment professionals to fly solo by eliminating the barriers to entry, and supporting the growth of their businesses with no upfront cost. HireAbility's program eliminates the need for financial investments in contractor payroll, job board fees, and recruitment software. In addition, HireAbility's network of relationships provides salespeople and recruiters the support necessary for booking business. 

By registering on www.hireability.com, all Independent Agents receive a 12-month subscription to SARAH™, HireAbility's hosted applicant tracking software, without charge. Through it they can post jobs, search more than 250,000 active IT candidate profiles on HireAbility.com, and network with each other to exchange jobs and candidates. Independent Agents also receive back office support for payroll, invoicing, collections, credit checks and contract review.

HireAbility.com ->>

________________________

Final Note

Treat your boss to lunch...he/she will appreciate it.

________________________

All rights reserved. "Recruiting on the Web" is a free electronic newsletter for the HR and Staffing Industry with a circulation of over 36,000. To be featured or sponsor the newsletter please visit our media kit. If you have a Quick Tip you would like to share email us.

If you have a co-worker or friend who might be interested in our newsletter, have them register at www.recruitersnetwork.com.

Copyright © All Rights Reserved
RecruitersNetwork.com