DIVERSITY RECRUITING
SURVEY RESULTS
2008
AIRS Diversity Recruiting Survey 2008 Results Copyright © 2007. AIRS, All Rights Reserved. No part of this book may be used or reproduced in any form or by any means, or stored in a database or retrieval system, or transmitted in any form by any means including photocopy and facsimile, without written permission of the publisher. Reproduction without written permission is strictly prohibited. For permissions contact: AIRS, 58 Fogg Farm Road, White River Junction, VT 05001. All trademarks and registered trademarks of products mentioned in this book are held by the companies producing them. Use of a term in this book should not be regarded as affecting the validity of a ny trademark or service mark. Copyright of any screen captures in this book are the property of the software’s manufacturer. Mention of any products in this book in no way constitutes an endorsement by AIRS. Although every precaution has been taken in the preparation of this book, the publisher assumes no responsibility for errors or omissions. Neither is any liability assumed for damages resulting from the use of information herein. (DiversitySurvey08Results_0308)
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AIRS Diversity Recruiting Survey 2008 Results
AIRS Diversity Recruiting Survey 2008
W
elcome to the 2008 AIRS Diversity Recruiting Survey Results! As part of the research
for the Certified Diversity Recruiter 2008 course, a survey was sent to AIRS alumni. We would like to share the results of the survey with you and have included
information about the survey respondents and their feedback about diversity trends. We hope this will provide you with insight into the Diversity Recruiting efforts of colleagues in your industry and help provide you with ideas that you can implement to assist in your Diversity Recruiting efforts.
AIRS Diversity Recruiting Survey 2008 Results
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About the 2008 Diversity Survey Respondents The 2008 AIRS Diversity Survey was completed by 467 recruiters in over 36 different industries.
Company Size (Number of Employees)
Number of responses for each category
Less than 50 ..................... 11%
1,001-5,000....................... 20%
51-100................................. 4%
5,001-25,000..................... 21%
101-500............................. 10%
More than 25,000 .............. 27%
501-1,000............................ 7%
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AIRS Diversity Recruiting Survey 2008 Results
About the 2008 Diversity Survey Respondents
Number of Recruiters in Your Organization
Number of responses for each category
Less than 5 ....................... 37%
26-50................................. 10%
6-10................................... 18%
More than 50 ..................... 19%
11-25................................. 16%
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About the 2008 Diversity Survey Respondents
Primary Geographic Location of Your Candidate Pool
Number of responses for each category
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United States ..........................30%
Western Region US ................18%
Midwest Region US ...............15%
Canada ......................................4%
Northeast Region US .............13%
Outside of US ...........................2%
South Region US ....................14%
Global ........................................4%
AIRS Diversity Recruiting Survey 2008 Results
Overall Diversity Recruiting Trends
Does your organization have diversity recruiting initiatives?
Additional Respondent Comments “YES. But it is hard to motivate individuals to focus on them.”
“NO. We have metrics to meet and use diversity recruiting boards to find diverse candidates.”
“NO. Diversity is considered part of every recruiter’s challenge.”
“YES. We regularly participate in diversity career fairs, etc.”
“YES. Through your training, I’m learning how to take on these initiatives.”
“YES. We target our underutilized areas for engineering: Women, Hispanic, and African Americans.”
“YES. We attend diversity college fairs and are specifically targeting to diversity candidates for upper level management and executive positions.” “NO. We have access to diversity recruiting job sites and attend diversity job fairs but do not have specific, ongoing diversity recruiting programs/initiatives.” “YES. We have Employment Equity “targets” based on provincial external labour market statistics.”
“YES. We work with diversity groups, associations, rehab and disabled groups and hospitals and post on diversity sites and attend diversity job fairs.” “NO. We enjoy tremendous diversity amongst our line staff, but are continuing to work on diversity amongst our management team.” “NO. Besides the recruiters doing it on their own, the organization does not have initiatives set in place around diversity recruiting.”
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Overall Diversity Recruiting Trends
Does your organization have designated staff for your diversity recruiting initiatives?
Additional Respondent Comments “NO. All of us are asked to participate and we take an active approach.” “YES. Bilingual recruiters are on hand.” “NO. All recruiters are trained, but we do not have dedicated personnel for this job.” “YES. Equal Employment is delegated to individual departments.” “YES. One person to help support our corporate and other U.S. sites to meet these goals.” “NO. Each recruiter is responsible for diversity during the recruiting process and is held accountable.” “YES. Every recruiter is involved and focuses on bringing a diverse pool of candidates to each search.” “YES. Newly created Diversity Pipeline Management position.”
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AIRS Diversity Recruiting Survey 2008 Results
“NO. Informally. Diverse demographics are represented in many of our recruiting trips and job fairs.” “YES. Team of Diversity Recruiting Strategists dedicated to the Line of Businesses.” “YES. We employ an HRG model and they are responsible for assisting the departments with their recruiting efforts.” “NO. Diversity recruiting is integrated with our processes, and is not considered a separate entity.” “YES. We have champions throughout the U.S. who assist in attracting diverse candidates.” “YES. While we have a Diversity Business Unit who manages corporate diversity initiatives including talent acquisition, the company makes every recruiter responsible for diversity goals as part of performance metrics.”
Overall Diversity Recruiting Trends
If yes, how many?
Number of responses for each category
1 to 5 ................................. 65%
20 to 50 ............................... 5%
5 to 10 ............................... 18%
More than 50 ....................... 4%
10 to 20 ............................... 8%
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Overall Diversity Recruiting Trends
What is your annual budget for diversity recruiting?
Number of responses for each category
No Budget......................... 56%
$5,001-$10,000................... 8%
Less than $1,000 ................ 3%
$10,001-$25,000................. 4%
$1,001-$2,500..................... 7%
More than $25,000 ............. 15%
$2,501-$5,000..................... 7%
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AIRS Diversity Recruiting Survey 2008 Results
Overall Diversity Recruiting Trends
Has your company’s definition of diversity changed in the past 12 to 18 months? If so, please explain.
Additional Respondent Comments “YES. We’ve changed wording on postings, tried new sites, set up co-op programs and attended job fairs.” “YES. It has evolved to acknowledge and include the strength of diversity of ideas, different viewpoints, and perspectives, in addition to the more traditional definition of a variety of ethnic backgrounds.”
“YES. Just the use of the term ‘diversity’ instead of ‘minorities’.” “YES. Our company’s definition of diversity expands beyond race and gender. It is about different backgrounds and perspectives.”
“YES. It now includes generational and women.”
“YES. It includes diversity in educational level, economic standing, home-life style such as ages, genders, familial makeup, employment history.”
“YES. We’ve become more cognizant of the changing work place and are trying to increase our awareness within these markets.”
“YES. We have been geared towards inclusion and diversity going beyond race and gender – differences in thinking, learning, etc.”
“YES. We have included gender identity in our Equal Employment Opportunity language.”
“YES. It has become more far reaching, consistent and one of the priorities in our recruiting.”
“YES. It’s expanded to include a broader definition beyond race and sex in recruiting and hiring initiatives.”
“YES. We now have increased awareness and focus on applicants with disabilities and gay/ lesbian/transgender candidates.”
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Overall Diversity Recruiting Trends
How does your company recruit for diversity?
Number of responses for each category
Diverse Niche Job Boards ....................... 71%
Professional Associations...................... 75%
Conferences...................... 49%
News Sites ........................ 26%
Colleges ............................ 69%
Other ................................. 26%
Other Reported Recruitment Sources • Diversity Job Fairs
• Cold Calling
• Employee Referrals
• Targeted Internet Campaigns on Lifestyle Sites
• Personal Contacts & Referrals
• Minority Search Firms
• Networking Events & Groups
• Grass Roots & Community Outreach
• Networking in the Community & with Other Recruiters
• Free Associations
• Community Organizations • Association, Company, State and Specialty Professional Websites
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AIRS Diversity Recruiting Survey 2008 Results
• Diversity Advisory Councils • Chambers of Commerce • Targeted Email Campaigns
Overall Diversity Recruiting Trends
What is the biggest challenge you face today in your diversity recruiting initiatives?
Number of responses for each category
Finding Qualified Candidates........................ 20%
Budget/Dedicated Resources ........................... 9%
Lack of Support or Training at Senior Level .................. 17%
Ability to Attract Candidates.......................... 4%
Sourcing for Specific Skills/Talent Pools ............. 16%
No Challenges .................... 4%
Identifying or Reaching Candidates ....... 10%
Language Skills ................... 1%
Location/Relocation .......... 10%
Competition ........................ 2% Citizen/Visa/Security Clearance Issues ................ 1% Other ................................... 5%
Other Reported Diversity Recruiting Challenges • Employee Retention • Conversion of Foreign to U.S. Credentials • Building Rapport with the Candidates
• Candidates’ Willingness to Disclose That They Are a “Diversity” Candidate • Tracking & Measuring Success/ Return on Investment
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Overall Diversity Recruiting Trends
What has been your most effective resource for recruiting diverse talent?
Number of responses for each category
Diverse Niche Job Boards ....................... 36%
Professional Associations...................... 43%
Conferences...................... 22%
News Sites .......................... 6%
Colleges ............................ 35%
Other ................................. 29%
Other Reported Effective Sources • Employee Referrals
• Community Organizations
• Personal Contacts & Referrals
• Company Website
• Diversity Job Fairs
• Cold Calling
• Networking Events & Groups
• Targeted Email Campaigns
• Networking in the Community & with Other Recruiters
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AIRS Diversity Recruiting Survey 2008 Results
