Why Diversity Recruitment? Read on how it can help you!

WHY IS DIVERSITY OUTREACH ADVERTISING SO IMPORTANT?The business rationale for diversity recruitment advertising is fairly straightforward. Having a diverse workforce that mirrors the communities and markets served increases the chances that your Company will be the one chosen from the pool of competing businesses clients have the option to work with. But there is more to diversity recruitment than acquiring new business.

Effective recruitment advertising needs to go beyond merely seeking out diverse candidates for open positions within your company. Representing your Company or organization as a supporter of diversity, inclusion and equal employment opportunity should be a primary goal. Studies show that those Companies that are perceived as having a culture of inclusion and that are actively embracing diversity are the same companies that do an excellent job of attracting top talent. While it sounds simple enough, the challenge lies in communicating your commitment to diversity and inclusion to targeted markets – under-represented minorities, women and veterans.

A prominent presence in targeted markets is perhaps the most effective way of letting people know about your commitment. Newspapers, magazines and trade publications are effective in disseminating your message to the masses, but a focused approach where a substantial portion of your recruitment advertising budget is spent targeting specific groups is much more effective. Communicating your need for and want of more African American candidates in a publication that is predominantly read by Caucasians is likely to be a waste of money. A recruitment ad placed in the Wall Street Journal, while likely to be seen by many, may not reach the female executive looking for a Company that understands the challenge of climbing the corporate ladder and is willing to provide a culture and environment that will give her the best chance to do so. However, place those same recruitment ads in target-specific media and you’ve significantly increased the effectiveness of your recruitment campaign.

EqualityMagazines.com can help you in reaching these demographics. Our four diversity and inclusion recruitment websites give you the focused opportunity to reach African American, Hispanic/Latino, Women and Veteran communities whenever you need to fill open positions. They also offer you the opportunity to communicate your commitment to those communities even when you’re not hiring. Branding your Company or organization as a supporter of diversity and inclusion leaves a lasting impression that leads to an active awareness that your Company is interested and involved in promoting the wellbeing and advancement of under-represented communities.

Most Companies make a hefty investment in developing their own websites and most include a jobs, career and diversity sections. EqualityMagazines.com's websites and digital magazines will help promote visits to those sections of your site by targeted minorities, women and veterans. Candidates use search engines to find jobs, but will they find your jobs? Contact us to find out how we can help you maximize your diversity recruitment investment.

TIPS FOR EFFECTIVE DIVERSITY OUTREACH

Utilize a wide variety of media. Supplement print, radio and television advertising with online advertising to ethno-specific communities. Studies show that the internet is much more effective than traditional print media in attracting diverse job candidates.
Consider including links to your diversity section of your website as part of your ads as opposed to only including your jobs or careers section.
Give potential applicants more than one way to apply for your open positions. Online applications are fine, but including a fax line and mailing address for application submissions will generate greater response rates.
Include a job-code to assist in tracking response rates. Know where your applicants are coming from and adjust your campaigns accordingly.
Avoid giving too much information in your ads. Studies have proven that response rates are higher when an advertisement (whether in print or online) is not too cluttered but does a good job of referring the reader to the Company’s website for specifics.
Cast a wider net. Run ads that communicate your need for candidates across a broad spectrum of specialties or hiring areas. Running an ad that asks for engineers, accountants, marketing professionals and others will return greater results. You don’t want jobseekers to think you are only hiring engineers if you also need other fields of expertise.
If you have openings nationwide, let people know. The internet is well positioned for national and international recruitment campaigns at a fraction of the cost of attempting such reach via print media.
Do include your Company name in your ads. Minorities are less likely to apply to a “phantom” Company as most want to know who they are applying to giving them the chance to look into it’s culture and take on diversity and inclusion before making a decision to submit an application.
Include diversity and inclusion in your product or service marketing advertisements. By doing so, you may find that your diverse candidate pool increases as marketing ads can serve as recruitment outreach if crafted correctly.

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