Competitive Recruiting in a Networked World

1. Diversity Staffing Tactics: What Colloquium Members Have Been Telling CXR February 2007 Brown Bag Lunch Seminar Competitive Recruiting in a Networked World HR Hey Buddy! Want a Job? Staffing Staffing Gerry Crispin & Mark Mehler CareerXroads mmc@careerxroads.com www.careerxroads.com 732-821-6652

2. 58% 56% 76% 64% 73% 78% 59% 86%

3. Our corporate website has a diversity section. 71% We have Affinity groups (i.e. clubs where like employees can network, etc.) 54% Our website diversity section is on the Careers navigation bar. 53% (22%) Our senior managers are involved in recruiting diverse candidates via formal staffing programs. 46% If a highly qualified diverse candidate is identified we may bring them in and hire without an approved requisition. 33% Our Affinity group members or leaders contact information is accessibleon the website. 29% Recruiter SLAs include the % for diversity on every position "slate". 27% (25%) Our Affinity groups formally assist our recruiting efforts. 25% (40%) Our senior and middle managers bonuses are tied to hiring diverse candidates. 25% Our website diversity section is on the main corporate navigation bar.34% 71% Our corporate website has a diversity section. 54% We have Affinity groups (i.e. clubs where like employees can network, etc.) 53% Our website diversity section is on the Careers navigation bar. 22% 46% Our senior managers are involved in recruiting diverse candidates via formal staffing programs.

4. Our corporate website has a diversity section. 71% We have Affinity groups (i.e. clubs where like employees can network, etc.) 54% Our website diversity section is on the Careers navigation bar. 53% (22%) Our senior managers are involved in recruiting diverse candidates via formal staffing programs. 46% If a highly qualified diverse candidate is identified we may bring them in and hire without an approved requisition. 33% Our Affinity group members or leaders contact information is accessibleon the website. 29% Recruiter SLAs include the % for diversity on every position "slate". 27% (25%) Our Affinity groups formally assist our recruiting efforts. 25% (40%) Our senior and middle managers bonuses are tied to hiring diverse candidates. 25% Our website diversity section is on the main corporate navigation bar.34% 34% Our website diversity section is on the main corporate navigation bar. 33% If a highly qualified diverse candidate is identified we may bring them in and hire without an approved requisition. 29% Our Affinity group members or leaders contact information is accessible on the website. 27% Recruiter SLAs include the % for diversity on every position "slate". 25% 25% Our Affinity groups formally assist our recruiting efforts. 40% 25% Our senior and middle managers bonuses are tied to hiring diverse candidates.

5. 14% We have dedicated diversity recruiters. 13% Recruiter bonuses are at least partially determined by meeting diversity hiring goals. 12% Recruiter bonuses are at least partially determined by providing a diverse slate of candidates. 9% Our website shows diversity statistics on the board of directors of our company. 9% We offer a higher base salary to some diverse applicants in some positions than to non-diverse candidates.

6. 7% Our diversity website section offers specific information for diverse candidates who relocate to our area- i.e. local organizations, churches, networks etc. 31% 7% We have dedicated diversity sourcers. 5% We offer larger incentives to Employee's for referring diverse candidates in some situations. 4% Our diversity website section allows job seekers to communicate with our affinity groups. 24% 4% We offer a higher Sign on Bonus for some positions to diverse candidates than to non-diverse candidates. 2% Our diversity website section allows job seekers to register to receive an online diversity newsletter.22% ("Other" mentions: relationships with Historic Black Colleges and Spanish serving institutions, diversity career fairs. and offering strong diversity candidate (silver medalists) more interviews for existing and potential positions.)

7. National Black MBA Association (NBMBAA) 72.4% National Society of Hispanic MBAs (NSHMBA) 62.1% National Society of Black Engineers (NSBE) 51.7% Society of Women Engineers (SWE) 51.7% National Association of Black Accountants (NABA) 34.5% National Urban League 31% Society of Hispanic Professional Engineers (SHPE) 27.6% National Association of Women MBAs (NAWMBA) 1 7.2% National Association of Asian American Professionals (NAAAP) 13.8% Association of Women in Science (AWIS) 13.8% Black Data Processing Association (BDPA) 13.8% Gay, Lesbian, Bisexual & Transexual(GLBT) 13.8% National Org. for the Advancement of Black Chemists and Chemical Engineers (NOBCCHE) 10.3% U.S. Black Engineer (USBE) 10.3% Reaching Out MBA 10.3% Association of Latino Professionals in Finance & Accounting (ALPFA) 6.9% Hispanic Alliance for Career Enhancement (HACE) 6.9% Minority Training Research Forum 0% Careers and the disABLED 0% National Hispanic Medical Association (NHMA) 0% Sino-American Pharmaceutical Professional Association(SAPA) 0%

8. Did You: Maintain a Booth, Send Recruiters to Network, Send Employees to Network, Send Execs to Network, Sponsor Events, Present/Panelist as Speaker at Conference, Purchase Ads for Conference Program, Purchase Ads for Organization's Main Publication.?????????? How many did/do you send? At what cost? What was/is the value? How did/do you prepare/debrief after the conference? What works the best?

9. side the box and...think out We Wish YouGood HUNTING! To reach Mark or Gerry mmc@careerxroads.com www.careerxroads.com 732-821-6652