Five Keys to Effective Minority Recruitment and Retention

Targeted RecruitmentHere are five easy tips to remember when recruiting from within a minority talent pool, these insights will help you maintain both a good reputation within the community and an A+ with regards to your minority recruitment GFE’s.

One: Use specifically targeted resources that allow you to reach into a specific minority talent pool

Result: The community becomes aware of your presence and your desire to employ from the targeted talent pool. You can find an example of this at http://www.veteransenterprise.com/

Two: Contribute commentary and advice to a targeted minority talent pool through direct communication and information contribution

Result: A bond of trust will develop between your company and the community. You can find an example of this at http://www.blackperspective.com/index.php/blog/latest-entries/360-kristie-kennedy

Three: Make a commitment to support community based recruitment opportunities through local job fairs

Result: People will realize your company’s commitment to the community is real and this will validate an employee’s desire to stay where he/she is wanted. You can find an example of this at http://www.hispanic-today.com/index.php/resources/find-job-fairs/job-fair-calendar#year=2014&month=7&day=29&view=month  

Four: Utilize existing and well established resources to convey your corporate message, remember the OFCCP is going to be more focused on community outreach when it comes to diversity and GFE’s

Result: By using a resource that has built in recognition your company can effectively create a bond or trusted connection within the targeted minority community. An example of this can be found at http://www.wib-i.com/index.php/news/categories/society-a-politics/353-new-grants-for-nontraditional-occupations

Five: Take advantage of the existing opportunities that have been previously created by experts already working throughout the various available minority talent pools. There are avenues available to your company that can provide local minority talent interaction while at the same time being well established on a wider or national level

Result: This gives your company instant recognition both within the specific  minority community and with the OFCCP when it comes to GFE’s, community outreach and possible audit scenarios. An example of this can be found at http://www.equalitymagazines.com

About the Author

Mark Cohen has been working since 1995 to promote diversity and equality in the workplace through minority recruitment and community outreach. While in his position as Executive VP and Director of New Business Development at Equality Magazines.com Mark has become a recognized authority on minority recruitment and OFCCP compliance.

A Diversity partner of Direct Employers Association, Talent Guard, Job Target and others Equality Magazines and its Targeted Diversity and Minority Recruitment and Compliance are OFCCP recognized vehicles specializing in Diversity & Inclusion and expression of corporate “Good Faith Efforts”.