Diversity in Recruitment

From a consumer and recruiting perspective, diversity did not become important; it always has and will continue to be important to the structure of any long-term success of any business. 

According to HR Digest, a McKinsey study acknowledges. That “Ethnically diverse companies are 35% more likely to have financial returns. In addition, above national industry medians and gender diverse companies are 15% more likely to do the same. Trillions of dollars and hundreds of millions of potential. Customers support a variety of industries with their cash.

But another currency that has become more and more valuable is engagement. Inclusivity in talent leads to new perspectives, accountability in better decision-making, and endless ideas for content. So, I pose the question, why shouldn’t the talent supporting the internal structure of a business reflect their customers?

Recruitment is a bittersweet necessity for all Poland WhatsApp Number List companies, big or small. The recruiting teams keep the wheels of stellar talent turning as businesses expand, roles change, and new opportunities emerge, giving the recruiter extraordinary power to shift the narrative of their respective company’s diversity agenda. Therefore, a good recruiter is to hire the best candidate for the role, regardless of what one’s name looks or sounds like on their resume, any assumptions of personal preferences, or skin color.

Hiring changemakers

My take on talent is a little different as my role as a Talent Marketer has incorporated, if not focused, on diversity quite a bit. This job title has gained traction in recent years as more workplaces realize recruitment is more than just cold calls and looking over hundreds of resumes. A lot of the time, we are assigned unicorns that we must attract, entertain, and persuade to join our clients’ organizations or our own companies.

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Hence the marketing aspect of recruitment is strategic in achieving the goal of encouraging the increase in engagement from a diverse and capable talent pool. And to top it off, I primarily focused on hiring marketing talent.

I should also mention that my role in Talent Marketing was even more. Unique as I am also a Black woman in Corporate America. In addition, where there are only a few others who look like me in most companies. Supporting recruiting efforts often puts me on a team that has only 1 or 2 black recruiters out of 30+ recruiters.

Leaning on my experience hiring project managers, copywriters, consultants, contractors, and even executives. You hear and see a lot on the backend of the hiring recruitment process. In addition, that makes me hopeful about workplace diversity for our future. Some rhetoric makes me proud of the progress made in Corporate America. With a genuine demand for great talent that will change the outlook of the office. In addition, while other times I find myself cringing at displaced and disgraceful commentary. Surrounding the conversation around diversity or inclusivity.

It’s general knowledge that after President Truman’s Executive Order 9981 in 1948 diversity in the armed forces would bring about change, but the corporate initiative has been painfully slow until recent years since the 1960s.

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