Need to Find A Way To Maximize Your Hiring Efforts?
How many times have you been given the directive mid-month to start placing your company’s job postings after the quarterly or annual budget has already been allocated?
This is the perfect time to utilize either a specifically targeted resource to accomplish your company’s recruitment goals.
In order to justify the use of your very limited budget or what you now need to ask for, it is important to be able to show more than just a number of new resumes. Actually this gives you the opportunity to really shine as the HR recruiter or coordinator.
Widen the Net
One of the things you can do is to not limit yourself to just looking for an applicant. This is easily accomplished by combining the recruitment process with your diversity & inclusion policies and/or your compliance requirements. Not only does this satisfy your initial directive, but you’ll be aiding your company’s diversity and inclusion efforts, too. That saves you the cost of yet another job listing that otherwise would have only existed solely for compliance purposes.
Use Multi-Functional Vendors
The latest compliance regulations and those on the imminent horizon demand not only job postings in order to satisfy good faith efforts, but also direct partnership’s with specific diversity communities.
If you have government contracts you need to show proof of targeted recruiting or minority community outreach for compliance purposes. Find a source that doesn’t just have job postings, but also appeals to the targeted minority community as a whole. These include information, resources, aid groups, and other general content. In other words, “good faith efforts” doesn’t just mean recruiting off a giant job site aggregate, it means creating a partnership with an entity that’s part of the community.
Don’t Be Mistaken
Many companies make the crucial mistake of believing that if websites host jobs simply pulled from a giant job site aggregate that will count towards good faith efforts. Unfortunately such “compliance by association” does not! Compliant outreach only counts if you’ve made a partnership arrangement directly with the community site; your company’s advertising and recruitment efforts cannot simply “appear” there by grace and luck.
About the Author
Mark Cohen has been working since 1995 to promote diversity and equality in the workplace through minority recruitment and community outreach. In his position as VP and Director of New Business Development at Equality Magazines.com Mark has become a recognized authority on minority recruitment and compliance.
Equality Magazines.com and its family of Diversity Recruitment Vehicles have been at the forefront of minority recruitment and compliance. Since 1997 they have been advocates of promoting diversity in America’s workforce; bringing the vast and talented pools of African-American, Hispanic, Veteran, and Female workers to the companies that need them.
