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Posted June 21, 2017 by

Leveraging diversity: CEO Faith Rothberg presents 8 organizations who are succeeding [video and slides]

 

There are more men named John and David who run big companies than all the women who run big companies.

College Recruiter CEO Faith Rothberg has a problem with this, and made a point of offering solutions at this year’s National Association of Colleges and Employers conference. In the video below, Rothberg highlights eight organizations who are leveraging diversity to impact their customer numbers, workplace culture and profitability.

Watch Rothberg’s presentation, and find links to her examples below, along with major takeaways.

Study after study prove the business case for gender diversity. Increased gender diversity positively impacts productivity, innovation, decision-making, and employee retention and satisfaction. In fact, companies with the highest rates of gender diversity make more than 13 times average sales revenue than companies with the lowest gender diversity. Similarly, those gender diverse companies pull in an average of 15,000 more customers.

The amount of gender diversity varies by industry and role. Medical and health services managers, for example, are actually more likely to be women than men, as are human resources or social service managers. But only 36% of management occupations are filled with 50% women. That includes marketing and sales, operations, transportation, information systems and much more.

Here are eight companies leading the way to increase gender diversity

  1. Aramark became a Catalyst partner of Women’s Foodservice Forum.
  2. Bank of America has invested in LEAD for Women, an employee resource group dedicated to women’s professional development. About half of managers and executive management team are women.
  3. Enterprise Rent-A-Car named Pamela Nicholson as CEO in 2013. She joined the company 32 years ago as a recent grad.
  4. Ernst & Young opens up dialogue between men and women via Inclusiveness Steering Committees, encouraging candid discussions about critical issues and experiences, and establishing mentoring and sponsorship initiatives. They’ve increased the number of women in top management by 20%.
  5. (Two orgs here): Goldman Sachs and U.S. Department of State partner to leverage the expertise of the public and private sectors to encourage inclusive economic growth in the Middle East and Northern Africa.
  6. IBM developed task forces that focus on understanding differences and finding ways to appeal to more employees and customers. Revenues from small and midsize businesses dominated by minority and female buyers increased from $10 million to $300 million.
  7. Quicken Loans routinely ranks among the best U.S. companies for both diversity and overall company culture. Women fill 45% of all jobs and 43% of management jobs.

Takeaways from Rothberg:

  1. Diversity and inclusion goes beyond race. It includes ethnicity, sexual orientation, religious affiliation, generation, disability, personality type, thinking style, and gender.
  2. Leverage that diversity to produce better products and services.
  3. Use variety of practices including mentoring, employee resource groups, multicultural talent management, strategic partnership development, and e-learning.
  4. Senior leaders must seek diversity, create inclusion, and drive accountability.
  5. Promote cognitive diversity. Embrace differing perspectives, interpretations. Overcome unconscious bias and culture that inhibits the sharing of different opinions.

Download Rothberg’s PowerPoint slides here.

 

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Posted March 03, 2016 by

NACE 2016: Benchmarks in college recruiting

At the 2016 National Association of Colleges and Employers Conference & Expo June 7-10 in Chicago, College Recruiter’s President and Founder Steven Rothberg will present a session for employers entitled “How to Benchmark Your University Relations Program in the Absence of Benchmarks.”

In this brief video hosted by College Recruiter’s Content Manager, Bethany Wallace, Rothberg explains why clear benchmarks in college recruiting do not often exist and helps define some potential solutions to this problem.


If the video is not playing or displaying properly click here.

Rothberg mentions that in the field of college recruiting, until recently, very few college recruiting programs had benchmarks. As a result, many college recruiting programs did not know if they were operating effectively. Some college recruiting programs are beginning to share their operations data and establish benchmarks, but there is still a lack of continuity across the industry.

For example, not all organizations define cost per hire the same way. If a recruiter travels, and the company does not factor in all travel costs and salary costs, as well as fees charged by the university, then the cost per hire estimate is inaccurate. Failure to accurately estimate costs affects overall budget estimates.

It’s also important to use benchmarks accurately in order to measure success in college recruiting and to give credit where credit is due. Rothberg cites his work with a client recently who was able to pinpoint the exact number of candidates who’d been hired as a result of working with the college recruiting team.

Benchmarking is not just about measuring your own success, Rothberg notes, but also about comparing your achievements to those of others in the field whose organizations are similar to yours and who are hiring similar types of candidates. Cooperating with other employers by sharing benchmarking data can help you reach goals. This is what Rothberg’s session at the 2016 NACE Conference & Expo will focus on.

Don’t forget to register for the 2016 NACE Conference & Expo. Follow College Recruiter’s blog for more information about best practices in college recruiting, and follow us on LinkedIn, YouTube, Twitter, and Facebook.

At College Recruiter, we believe every student and recent graduate deserves a great career. We are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to excellent entry-level jobs and internships. Why not let College Recruiter assist you in the recruiting process?