In the second of our ongoing discussions regarding diversity in recruiting, we cover these items.
Optimizing Your Inclusive University Recruiting Efforts
1) How to Create a Campus Recruiting Strategy
2) Maximizing Diversity Potential Within Current Schools
3) Partnering with HBCUs
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
|Name & LinkedIn Profile||Group||Title||Company|
|Christina Shareef||TA Leaders||Head of Diversity, Inclusion & Belonging|
|Conor Duffy||TA Leaders||Director||HelpSystems|
|John Burke||TA Leaders||Associate Director Talent Acquisition and Development||Great Minds|
|Lalitta Ghandikota||TA Leaders||Director of Talent Acquisition, North America and EMEA||Micron Technology|
|Yvonne Ngundam||Recruiting NYC||Sr Recruiter||PVH Corp.|
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We asked our attendees, “What is one way that you would suggest to optimize your inclusive university recruiting efforts?”
Here are their answers:
- Becoming more informed and getting industry data
- Buy-In from the top.
- Choose schools that have D&I groups
- D&I training
- Develop partnerships with HBCUs
- Diversify the universities you have a presence at
- don't use GPA as a disqualifier
- Focusing on student orgs
- Host web-based events and on campus events (after COVID subsides) to a diverse student populations
- Include current employee participation
- Intentionally diversifying the schools we recruit from.
- Involve diverse people in the hiring process
- IT Internships with Onrampstocareeers.org
- Leverage more university hiring
- looking for insight on this
- Networking with UC professors, having content that speaks “inclusivity”, following up even if the candidate is not the right fit
- Partner w/them on intern programs
- partnering with a variety of HBCUs, etc.
- partnership with ERGs
- reaching out to specific diverse organizations on campus
- Research demographic make up of the student body as you decide which universities to target
- Target more diverse schools (HBCUs, etc.)
- Target the student clubs in campus
- target universities with more diverse students & engage them to partner on programs where we need more diversity in our org
- understand the diversity of the campus and programs that you recruit from
- Use inclusive language on job descriptions, do not limit candidates based on education and experience.
- We are leveraging Entelo to uncover diverse talent
- working on it!
- Working with community colleges and HBCUs can optimize your efforts. You want to do more than just attend hiring events.
Chat Messages from the Session…
10:05:11 >> From Kara Wilson to All panelists : I’m also a happy Checkster customer if anyone has interest/questions!
10:08:14 >> From Sean Rehder : Who in the audience has dedicated University Recruiting/Campus Relations team members?
10:08:22 >> From Belina Pignataro to All panelists : what is HBCu exactly mean ??
10:08:43 >> From Conor Duffy to Sean Rehder(Privately) : Historically Black Colleges & Universities
10:08:55 >> From Conor Duffy : Historically Black Colleges & Universities
10:09:44 >> From Essence Dashtaray : We do at ViacomCBS— I’m part of our Campus team focusing on internship and early career hiring
10:09:50 >> From Daniella McDonald to All panelists : Two roles ago I managed a University Recruiting team – one manager, two-three recruiters
10:11:06 >> From Richard Sherman : If we have time, I’d love to hear how panelists are connecting to HBCU and other colleges’ alumni. We hire very few entry level candidates generally, and so campus recruiting isn’t our thing typically. Thanks!
10:11:54 >> From Kara Wilson to All panelists : I’m intrigued by the Zoom/UberEats Dinner idea. Was that well received?
10:12:16 >> From Rachael Flores : We’ve actually partnered with BRAG (Black Retail Action Group) student chapters in bringing leaders to them for career panels/discussion
10:12:36 >> From Ada Nunez : How instrumental is a relationship with career services on campuses?
10:12:42 >> From Tracey Anderson to All panelists : Has anyone worked with the NAACP
10:12:47 >> From Lalitta Ghandikota to All panelists : @Kara, the students loved the Ubereats gift card. It was extremely well received, and super easy to set up the account.
10:12:50 >> From Conor Duffy : Career Services is your bedt friend if used correctly.
10:14:02 >> From Sean Rehder : Agreed, Conor. I think you should connect with Career Services, but your success will be with you.
10:15:12 >> From Rachael Flores : Yes! agreed Conor! when we engaged with BRAG student chapter it was at Jefferson University, not an HBCU
10:15:31 >> From Essence Dashtaray to All panelists : yes Conor! so many great HBCUs that don’t get tapped into and HSIs too
10:15:50 >> From Rachael Flores : I think the stat is 80% of Black students are not at an HBCU
10:15:54 >> From Lalitta Ghandikota to All panelists : WE love Norfolk State inVirginia
10:16:03 >> From Sean Rehder : I recommend having a email newsletter tool, like ConstantContact.com, to have students and new grads be able to sign up so you can keep long term relationships with them. By long term, I mean 3-4 years after they graduate. They are not expensive and you can “pipeline” talent by job categories
10:16:14 >> From Lalitta Ghandikota to All panelists : Current stats say that only 8.5% of African Americans graduate from HBCUs.
10:18:43 >> From Tracey Anderson to All panelists : This is a great discussion!
10:19:08 >> From Tracey Anderson to All panelists : Absolutely Christina
10:19:26 >> From Jenny Truax : Great points, Conor. I think the sororities/fraternities can be instrumental at ALL colleges. The stat of 80% of black students NOT being at HBCUs should be highlighted.
10:21:25 >> From Catherine Hansen : @John, I missed the name of this pay-to-post resource – could you repeat?
10:21:27 >> From Belina Pignataro : by chance do any of u use Handshake platform that universities and employers use – if so any tips for that to maximize recruiting efforts ?
10:21:35 >> From Daniella McDonald to All panelists : I have used LocalJobnetwork as well in my last two positions
10:22:08 >> From Richard Sherman : LocalJobsNetwork, which is now called Circa
10:22:34 >> From Stephanie Savitz : Attracting a diverse talent pool has been the “easy” part for companies I’ve worked for. How you all encouraged a different way of thinking for the actual HIRING of underrepresented groups?
10:23:44 >> From Rachael Flores : And there are 100+ HBCUs….think beyond, Howard, Spelman, Morehouse….Handshake might be a good way to tap into several
10:23:45 >> From Sean Rehder : Stephanie….first thing I would do is show the numbers. Meaning, show the diversity % as it moves through the hiring funnel….by Department, by Manager. That can start the conversation at least.
10:24:31 >> From Sean Rehder : Your % of Diversity at the top of the funnel should ideally be the same at the bottom (hires) of the funnel.
10:24:51 >> From Stephanie Savitz : Sounds like I’m on the right track. Thanks, Sean!
10:25:32 >> From Essence Dashtaray to All panelists : Educating teams and hiring managers on the benefits of having a diverse group- diversity of thought, etc.
10:26:09 >> From Essence Dashtaray : Yes Sean! Educating teams and hiring managers on the benefits of having a diverse group- diversity of thought, etc.
10:27:03 >> From Sean Rehder : If candidates are asking recruiters questions about diversity at a company during the recruiter phone screens…that message should be getting back to the managers. Especially if the candidates are at targeted competitors.
10:27:13 >> From Rachael Flores : yes, Christina! that’s what we’re trying to do! relationships matter and you’re right on the monetary piece….as well as ultimately convert to FTE roles
10:30:14 >> From Belina Pignataro : handshake is the necessary evil I agree!!!
10:30:30 >> From Essence Dashtaray : We tried to explore Handshake’s premium offering and the $ was WAY out of our budget
10:30:50 >> From Rachael Flores : agree with the feedback on Handshake premium
10:30:59 >> From Tracey Anderson : Spot on Christina
10:31:14 >> From Angela Carr to All panelists : I have to drop but this was such a great conversation! I look forward to watching the recording to pick up what I missed!
10:31:25 >> From Kelly Barrena to All panelists : Will this session be available afterwards?
10:31:47 >> From Tracey Anderson : I also think reviewing our Job Descriptions verbiage
10:31:58 >> From Tracey Anderson : Your job descriptions
10:32:13 >> From Monique Hunt to All panelists : Yes to all of this advice!!
10:32:56 >> From Essence Dashtaray : We use an AI called Textio for JD’s. It helps eliminate any biases and gender preferred language. Highly recommend!
10:32:59 >> From Catherine Hansen : @All, any tips for a startup with shoestring recruiting budget?
10:33:29 >> From Tracey Anderson : Thanks Essence
10:34:29 >> From Sean Rehder : shoestring budget? I recommend ConstantContact.com. Cost is low, based upon size email lists, acts like a crm. It’s build for small business but you can do a lot with it.
10:36:17 >> From Christina Shareef : Reach out to Career Services to start!
10:37:00 >> From Belina Pignataro : I like focusing on relationship building with head of departments and people in career center. relationship building are effective and don’t break ur budget !!!
10:37:59 >> From Catherine Hansen : “Not throwing coins, better have time” — love that!
10:38:12 >> From Essence Dashtaray : Yes Belina!!!
10:38:57 >> From Essence Dashtaray : Connecting w/ targeted clubs & orgs on campus has also been a huge win for us. Generally student-run and they are eager to connect w/ various organizations
10:39:21 >> From Catherine Hansen : how critical is it to create an internship program at a startup to attract talent?
10:41:51 >> From Daniella McDonald to All panelists : In one of my prior companies, our UR team partnered with professors and student groups in the areas they were trying to recruit candidates for rather than always trying to go to career fairs.
10:43:04 >> From Tracey Anderson : Great point Conor
10:45:52 >> From Christina Shareef : Twitter Talks: announce to students that you’re going to be on campus and start a conversation
10:51:19 >> From Catherine Hansen : Great panel today – THANK YOU!!
10:51:27 >> From Ada Nunez : Thank you everyone!
10:51:30 >> From Richard Sherman : Thank you all for your time!
10:51:30 >> From Daniella McDonald to All panelists : Thank you everyone!
10:51:40 >> From Jenny Truax : Thanks for the helpful insights/tips.
10:51:42 >> From Monique Carroll : Thank you GREAT chat!
10:51:45 >> From Tracey Anderson : Great Dialogue! Thank You
10:52:07 >> From Catherine Hansen : Totally agree Christina!
10:52:13 >> From Monique Hunt to All panelists : Thank you!! Great panel.
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Rob Carter||Recruiting Atlanta||National Talent Acquisition Leader - Audit & Assurance||Deloitte|
|Felicia Mudd||Recruiting Atlanta||Talent Acquisition Manager||Porsche Cars North America|
|Jessica Marotta||Recruiting Boston||Principal, Talent Acquisition||Forrester|
|Tracey Anderson||Recruiting Chicago||Executive Recruiter||Veolia North America|
|Jonelle Wilson||Recruiting Dallas||Sr. Business Consultant, HR/Talent||Childrens Health|
|Stephanie Savitz||Recruiting Denver||US Campus Program Manager||Looking for Work|
|Cindy Wong||Recruiting LA||Sr. Talent Acquisition Specialist||Princess Cruises|
|Maria Sather||Recruiting Minneapolis||Senior Recruiting Partner - Human Resources||NorthMarq Capital|
|Maddie Shillingstad||Recruiting Minneapolis||HR Recruiting Generalist||NorthMarq|
|Rachael Flores||Recruiting NYC||Manager, Talent Acquisition Strategy, Employment Brand & University Relations||TriNet|
|Essence Dashtaray||Recruiting NYC||Manager, Talent Acquisition (HR)||ViacomCBS|
|Syndhia Javier||Recruiting NYC||University Recruiter (HBCU)||Lyft|
|Jessica Burgess||Recruiting Seattle||Director, Talent Acquisition||Zones|
|Angela Carr||Recruiting Seattle||Talent Acquisition Senior Manager||Slalom Consulting|
|Melisa Medrano||Recruiting SFBA||Manager, Talent Acquisition||NGM Biopharmaceuticals|
|Catherine Hansen||Recruiting SFBA||Senior Manager, Recruiting||Hippo Insurance|
|Maureen Newman||Recruiting SFBA||Sr Talent Acquisition Manager||Intuit|
|Belina Pignataro||Recruiting SFBA||Recruiter||Tecan|
|Kelly Barrena||Recruiting.Work||Director of Talent Outreach||KnowBe4|
|Kara Wilson||TA Leaders||Recruiting Director||MorganFranklin Consulting|
|Melissa Rutledge||TA Leaders||Talent Acquisition Director||Point B|
|Steve Chapman||TA Leaders||Director Talent Acquisition||Thornton Tomasetti|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Jenny Truax||TA Leaders||Head of Talent Acquisition||Pearson|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Jay Barrow||TA Leaders||Head of Talent Acquisition||Southern States Cooperative|
|Manisha Bavabhai||TA Leaders||Head of Recruiting||Hudson MX|