The latest news, trends and information to help you with your recruiting efforts.

Posted September 18, 2016 by

It’s time to think more about diversity recruiting

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

We tend to think of diversity in very specific ways, using even more specific terms…but there’s oftentimes layers and layers of nuance we’re missing. Have you ever considered narcissism in hiring, for example? Cue this study:

“A job interview is one of the few social situations where narcissistic behaviors such as boasting actually create a positive impression,” said Del Paulhus, Psychology Professor at the University of British Columbia and the study’s lead author. “Normally, people are put off by such behavior, especially over repeated exposure.” The research noted that “narcissists tended to talk about themselves, make eye contact, joke around and ask the interviewers more questions. As a result, the study found that people rated narcissists as more attractive candidates for the position.”

That’s not good. You need to be thinking more and more about your diversity recruiting efforts, on a variety of spectrums.

One of the most effective operational ways to do that is by diversifying your recruitment funnel. You do that through shifting methods — move away from on-campus and more to online, for example. There’s a concern that online candidates aren’t as “vetted” as face-to-face candidates, but that can be overcome.


Posted September 16, 2016 by

How do you actually hit your diversity recruiting targets?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

We all know diversity needs to be a priority in recruiting, but many of us struggle with this daily.

There are best practices all over the Internet for diversity recruiting — Harvard has a particularly good one — and there are numerous lists of good companies for diversity, including Black Enterprise’s version and Fortune’s version.

There are organizations out there doing diversity recruiting properly, and here’s the central thing all of them have in common: they diversify (logically) their pipelines. If you’re predominantly on-campus, then you’re predominantly going to get the types of students on that campus. But if you’re on-campus and using digital tools and job boards, you can attract a wider grouping. Then, from a numbers perspective and a talent perspective, you’re set up for more success. (more…)

Posted October 02, 2006 by

Observing National Disability Employment Awareness Month

The month of October is a busy month as relates to observations. Of the several, Roy Grizzard, Assistant Secretary for Disability Employment Policy of the Department of Labor today released an announcement of the Department’s recognition of individuals with work differences.

There are resources, recognition dates, and programs to assist employers, job seekers, and college career counselors in opening the diversity doors and creating employment empowerment for those typically called “disabled.” One of the most significant programs encouraged by the Department is mentoring. Having a counselor who can guide a worker through the intricate employment maze and over the rungs of success is imperative to anyone’s career. One who can help an intern or “young” worker navigate these trails is a proven factor to success on both sides.

So many times individuals with disabilities are rejected from employment opportunities because of their observed impairment without testing or asking if they feel they can perform the essential functions of the job with or without reasonable accommodation. It would behoove us to face the facts of workplace access and the opportunities that abound in creating a diverse environment.