These positions are traditional filled by internal promotion or through recruitment of an outside executive. It is absolutely imperative that recruiters and hiring managers have the tools to go beyond the traditional hiring methodology - and identify and recruit women and minorities for inclusion in the initial pool of candidates. One of the greatest misconceptions regarding Corporate Diversity is that the goal is to promote women and minorities who are not qualified in order to meet an arbitrary numbers game. Nothing could be farther from the truth. Identification Tools Recruiters and Hiring Managers have a number of tools at their disposal for identifying qualified women and minorities to be recruited for senior management openings.
Recruiters can contact associations which represent various minority groups and professions.
Local business libraries have association directories with contact information for virtually every business and professional organization in the country. This information can then be used to target potential candidates when senior positions open. This directory is based on ongoing research by the Microquest Corporation of San Rafael, California, which identifies and publishes the names and titles of key women and minority managers at Fortune 1000 companies. This information is designed for any search from the manager level to the boardroom, in any function, and in any part of the country. Fact Sheet Many companies are not aware, that as federal contractors or subcontractors, they are responsible to ensure that any executive search firm they engage complies with federal affirmative action guidelines and includes women and minorities in the initial pool of candidates.