A strong business case, decisions based on measurable data, targeting recruitment to specific segments of the labor market and the ability to effectively manage referrals from existing employees, are all prerequisites for successful diversity recruitment in companies according to John Sullivan. In the second part of his article, published also on ERE.net, the renowned HR expert discusses further issues that cause companies to fail to meet their diversity goals. He summarizes the mistakes in the following 12 points.
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Inadequate sharing of best practices and a lack of diversity recruitment integration within a company,
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too slow recruitment process,
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lacking awareness of in which recruitment phases the most common problems occur,
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excessive focus of recruiting graduates from prestigious schools,
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insufficient measurement of success at levels of individual managers, teams and business units,
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searching for talent only when a company needs someone,
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lacking analysis of successful and unsuccessful practices,
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inability to enhance diversity by allowing employees to work remotely,
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inability to show results that document that diversity recruitment really works,
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assuming that diversity recruitment can be managed only by people who themselves are members of "diverse" minorities,
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not offering a competitive advantage to new employees who represent diversity,
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lacking measurement of retention.
The mistakes in diversity recruitment are not too different from recruitment mistakes generally. We can, however, see a much greater reluctance to change, a significant lack of data and a stronger emotional involvement. Johan Sullivan's recommendation to Google, which has recently published a not entirely satisfactory numbers of the diversity of its employees, is: "If you want to solve your problem diversity, take a step back and forget for a moment That you're dealing with diversity. Instead Consider it say market segmentation problem and then attack it much in the same data-driven That way you do When you encounter diversity issues in advertising or Internet search."
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