As more and more men and women from around the world step in to fill the gaps in the labor market, employers will reap the benefits of diverse thinking in problem-solving and multicultural reach in marketing. Generally speaking, most recruiters have seen this coming for many years, but some of our employers haven't taken it seriously. But now is is an economic reality that cannot be denied. Even so, there are still some companies who are stuck in the past, hanging on to personal biases and preferences to the detriment of the survival of their very own businesses. As recruiters, we may not be able to change their life-long prejudices or preferences, but we can try to educate them about the realities of the labor market.
Few managers are likely to be persuaded by statistics.
However, many managers may be swayed by the mere presence of a particularly well-qualified diversity candidate on the short list of finalists we present to them. Since most of recruiters seldom hear a specific request for a diversity hire from our client managers, it is up to us to take the initiative to identify sources and attract these candidates for their consideration. In fact, we should be held accountable by our managers and directors for including qualified diversity candidates on each slate of candidates we submit for their hiring consideration. Today, diversity recruiting requires more than good faith outreach. It requires creative yet perennial programs that are relationship based to build credibility with targeted organizations.