Question pro webinar presentation final

09/2010

Using Online Surveys to Tailor Diversity Initiatives in your Recruitment Strategy

Introductions

• Andrea Briggs, Project Manager, Talent Intelligence and Consulting• ABD in Industrial/Organizational Psychology from DePaul

University• Professional and personal commitment to diversity

• Brian Di Bartolomeo, Director, Talent Intelligence and Consulting• Masters in Industrial/Organizational Psychology from Elmhurst

College• Expertise in survey design, team leadership, project

management, contract negotiation and client retention

Agenda

• Introductions• About Personified• Why is diversity important?

• Findings• Diversity factors• Diversity search strategies

• What does it all mean?• Wrap-up and questions

Who is Personified?

• Consulting division of CareerBuilder.com specializing in:• Job seeker and employer research• Human capital consulting• Talent sourcing and screening

• Access to over 40 billion data points • Real-time access to 25 percent of the workforce, the

largest candidate pool of any consulting company

Why we are here?

• Diversity is all around us:• Diverse populations are the majority in America’s 10 largest cities• The U.S. Census reports minorities, which are roughly one-third of

the U.S. population, are expected to become the majority in 2042, with the nation projected to be 54 percent minority in 2050

• Bureau of Labor Statistics (BLS) – Worker demographics (approx.):

70%

14%

11% 5%Caucasian

Hispanic

African-American

Asian

Why is diversity important to organizations?

54%

46%

Diversity has a positive impact on day-to-day work.

51%

49%

Diversity has a positive im-pact on the whole organiza-tion.

65%

35%

Would leave an organiza-tion due to lack of diversity.

• Employees are much more loyal to companies that they rate highly on their diversity efforts. (Gallup Poll, Dec 8, 2005)

• Companies do not feel they are successful at achieving their diversity goals:• More than 25% of hiring managers feel that their organizations are not

successful at achieving their diversity initiatives *• Over 10% of hiring managers say their organization does not measure

their success with diversity goals**(Personified Diversity Survey, 2010)

Diversity Defined

• What is workplace diversity?• Workplace diversity is the variety of differences among

people in an organization, encompassing race, gender, ethnic group, age, personality, sexual orientation, tenure, organizational function, education, background and more

Personified Research• Applicant Experience• Standard Demographic employment survey

• What were the top 3 reasons you applied for the position? • How important are the following factors when you consider a job or an

employer (Rating)• Please rank the following factors based on how important they are when you

consider a job or an employer (Ranking) • Examples of options:

• Advancement, Balance, Benefits, Culture, Diversity, Financials, Location, Outreach, Salary, Training, etc.

• When looking for a job, how likely are you to use the following search strategies?• Demographic Site, Employer Site, Newspaper Advertisement, Professional

Organization Site, Social Networking Site, Online Job Board, etc. • Diversity study

• 515 hiring managers• 2,047 job seekers

What have we learned?

• Overall, very few notable differences between males and females.

• Gen Y(18-30) has the most differences when compared to both the Gen Xers (31-45) and the Baby Boomers (46-64).

• Advancement opportunity is a bigger factor in employment for minorities than it is for Caucasians.

• Asians and Caucasians find personal fit with boss a bigger factor in employment than Hispanics or African-Americans.

• Different search strategies are used by all job seekers without one strategy being utilized more than another.

Diversity—Factors

• What employment factors really matter to talent?• Salary, location and benefits are consistently found to be in the

top three for employment factors considered.• Do you know what employment factors really matter to your talent?

Salary

Benef

its

Loca

tion

Advan

cem

ent o

ppor

tunit

ies

Wor

k-life

bala

nce

Perso

nal f

it with

bos

s

Reput

able

com

pany

Traini

ng

Inte

rest

ing a

ssign

men

ts

Compa

ny c

ultur

e

Bonus

and

rewar

ds

Compa

ny fi

nanc

ials

Indu

stry

rank

Amou

nt o

f tra

vel

Divers

e em

ploye

e ba

se

Enviro

nmen

tally

con

sciou

s

Comm

unity

out

reac

h0%

10%20%30%40%50%60%70%80%90%

100%

Top Three Reasons

AES and Demographic Study

Age• 18-30

• More frequently ranked personal fit with boss as a top three reason when compared to all other age groups. *

• 46-64• More frequently ranked company reputation as a top three reason when

compared to 31-45 year olds.• More frequently ranked work-life balance as a top three reason when

compared to 31-45 year olds. *This question only asked in the

demographic study

Top Three Reasons, continued…

Ethnicity• African Americans

• More frequently ranked advancement opportunities as a top three reason as compared to Caucasians.

• More frequently ranked salary as a top three reason as compared to Caucasians.

• Caucasians• More frequently ranked industry as a top three reason as compared to Asians,

African Americans and Hispanics. • More frequently ranked location as a top three reason as compared to Asians,

African Americans and Hispanics.• More frequently ranked personal fit with boss as a top three reason as

compared to African Americans and Hispanics.**This question only asked in the demographic study

1, 2, 3…

Top Three Reasons, continued…

• Asians • More frequently ranked advancement opportunities as a top three reason as

compared to Caucasians. • More frequently ranked personal fit with boss as a top three reason as

compared to African Americans and Hispanics.*

• Hispanics• More frequently ranked advancement opportunities as a top three reason as

compared to Caucasians. *This question only asked in the demographic study

1, 2, 3…

Diversity – Search Strategies

• How does your organization search and find qualified talent?• The top three strategies used by hiring managers in organizations are their own

company website (40%), major online job boards (36%), and informal networking (30%).

Own company's websiteMajor online job boards

Informal networking Professional networking sites

Career fairsClassified advertisements in the newspaper

Recruiting companiesMy current (or most recent) organization is not at-

tracting diverse candidates at this timeProfessional organizations sites

Industry specific sites Social networking sites

Networking eventsDemographically specific sites

OtherNo active pursuit using diversity strategies

0% 10% 20% 30% 40% 50%

Search Strategies

Gender• Females are more likely to use demographic-specific sites as a search

strategy as compared to males.

Age• 18- to 30-year-olds are more likely to use social networking sites as a search

strategy as compared to all other age groups.

Search Strategies, continued…

• Asians • More likely to use professional networking sites as a search strategy as

compared to African Americans.• More likely to use social networking sites as a search strategy as compared to

African Americans, Caucasians and Hispanics.• More likely to use demographic-specific sites as a search strategy as

compared to Caucasians.

• Hispanics• More likely to use social networking sites as a search strategy as compared to

African Americans. • More likely to use demographic-specific sites as a search strategy as

compared to Caucasians.

Search Strategies, continued…

• African Americans• More likely use demographic-specific sites as a search strategy as compared

to Hispanics, Asians and Caucasians.• More likely to use career fairs as a search strategy as compared to Caucasians.

• Caucasians• More likely to use social networking sites as a search strategy as compared to

African Americans.

Top Three Reasons

Reasons: Personal fit with boss

Salary Company reputation

Work-life

balance

Industry Location Advancement opportunities

18-30 X

31-45

46-64 X X

Caucasian X X X

African-American

X X

Hispanic X

Asian X X

Search Strategies

Search Strategies: Demographic- specific sites

Social networking

sites

Professional networking sites

Career Fairs

Male

Female X

18-30 X

31-45

46-64

Caucasian X

African-American X X

Hispanic X X

Asian X X X

What does this all mean?

• Diverse groups of people find different things important when thinking about employment.

• Recruitment strategies can and should differ:• Consider the population you are interested in

and target the strategy accordingly.• Find out more information about:

• What is important to them.• What they want out of an employer.

Q&A