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Published by: WetFeet
Published: Dec. 1, 2002 - 110 Pages
Table of Contents
- Executive Summary
- Candidates: Sourcing
- Candidates: Retention
- Case Studies Part 1: Candidate Reactions and Advice to Company Recruiters
- Case Studies Part 2: Candidate Reactions to Company Messages
- Corporate Participants: Sourcing and Retention
- Research Findings and Implications for Employers
- Research Findings and Implications for Employers
- Candidate Viewpoints
- Corporate Viewpoints
- Overview and Methodology
- Overview
- Study Objectives
- How to Use this Study
Methodology
- Participants
- Confidentiality
- Preface
- Candidates: Sourcing
- How Candidates Find a Job
- How Candidates Locate Opportunities
- Company Characteristics Sought by Candidates
- Job Characteristics Sought by Candidates
How Candidates Evaluate and Prioritize Diversity
- The Importance of Diversity
- How Candidates Assess a Company’s Diversity
- The Importance of a Company’s Attitudes about Diversity
How Companies Can Demonstrate Commitment to Diversity
- 1. Conference attendance
- 2. Outstanding company representatives: interviewing and on-campus teams
- 3. Sincerity
- 4. Internship experience
- 5. The importance of individuals
- 6. Other positive recruiting attributes
Best and Worst Practices in Diversity
- The Importance of Context
- Memorable Corporate Sourcing Practices
- Notable Missteps
- Candidates: Retention
- Which Job Qualities Are Most Important to Employees
- Seven Structured Practices to Improve Diversity Retention
- 1) Foster a culture that cultivates the talent of new hires.
- 2) Support individual career growth.
- 3) Create formal mentorship programs.
- 4) Support networking groups.
- 5) Ensure that middle management implements initiatives.
- 6) Use sourcing efforts to increase retention.
- 7) Use retention efforts to increase retention.
Common Mistakes Employers Should Avoid
- Candidates: Case Studies
- Case Studies Part 1: Candidate Reactions and Advice to Company Recruiters
- Description 1: Company A
- Description 2: Company B
- Description 3: Company C
- Description 4: Company D
- General Advice
Case Studies Part 2: Candidate Reactions to Company Messages
- Message 1
- Message 2
- Message 3
- Message Guidelines
- Corporate Participants: Sourcing and Retention
- How Companies Organize their Diversity Efforts
- Diversity Goals
- Organizational Structure
- Budget Allocation
How Companies Pursue Diversity Sourcing Activities
- Challenges to Diversity Sourcing
- Sources of Diversity Candidates
- Special Programs and Channels
How Companies Pursue Retention Activities
- Mentoring
- Networking Groups
- Professional Development
- On-boarding
Program Results and Lessons Learned
- Measurement and Tracking
- Lessons Learned
- About WetFeet
AbstractHow can companies move their diversity efforts from mission statements to tangible results? In its 2002 Diversity Recruitment Report, WetFeet provides detailed recommendations and case studies on how companies can develop - and implement - successful diversity programs.
WetFeet's study is based on in-depth interviews with leading corporations and experienced diversity graduates from the nation's top business schools.
Corporate study participants include the Boston Consulting Group, General Mills, and Motorola. Diversity candidate respondents include African-American and Hispanic employed professionals and full-time MBA students.
WetFeet's Diversity Recruitment Report 2002 features action-oriented insights from experienced diversity candidates:
- What attracts minority candidates to an employer of choice
- How your company can effectively source top diversity candidates on- and off-campus
- How candidates evaluate an organization's diversity efforts and corporate structure
- Which diversity messages resonate with candidates - and which do not
- What companies can do to retain a diverse workforce
The report also provides best practices information and case studies from leading corporations:
- Successful methods for recruiting diversity candidates
- Benchmarking information on diversity goals, budgets, and organizational structure
- Retention programs that work
- Proven implementation strategies for diversity initiatives
- Recommended approaches for diversity messaging
Get Full Details About This Report >>
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