Just about every organization in America proclaims that it engages in “Diversity Recruiting.” But, just what is Diversity Recruiting and how do organizations know whether or not it is successful?

Diversity Recruiting, properly done is a strategic effort to recruit and retain a workforce with many differences, which the organization hopes will make it more competitive. Most organizations fail miserably, however, at this endeavor.

Top Reasons Organizations Fail at Diversity Recruiting

1. Most organizations do not have a clearly defined and articulated definition of diversity. This is critical so that recruiters know who they are looking for.
2. While many organizations try to brand themselves as supportive of diversity, however, that branding is superficial and candidates see right through it.
3. Too many organizations fail to build relationships with sources that can help them diversify their applicant pool. Rather, they rely on the same sources and expect different candidates.
4. Many organizations engage in bad-faith recruiting practices. Meaning, they put racial minorities in the applicant pool yet fail to hire them, and the word gets around.
5. Too many organizations advertise jobs for which they have no intention of hiring external candidates. Yet, their ads “strongly encourage diverse candidates to apply.”
6. Hiring managers still resist the push to hire diverse candidates. Instead, they are comfortable with people who are just like them.
7. Too many recruiters cannot explain their organization’s success and failure in diversity. They prefer instead to repeat buzz words and catch phrases.
8. Too many interviewers are incapable of conducting interviews that are both legal and effective.
9. Too many hiring managers do not know and therefore cannot articulate their organization’s value proposition for diversity.
10. Too many recruiters believe that they “cannot find any qualified” diverse candidates and so focus on active candidates to their detriment.

Diversity recognition a first step
Diversity recognized, valued, and most importantly, strategically managed within and without an organization can drive business results. However, until recruiters and organizations address these issues, the opportunity is lost.

Christopher Metzler is among the world's premier global thought leaders on issues of EEO, Diversity and Inclusion. As director of the EEO, Diversity and Inclusion practice at Cornell University, Christopher links research in Diversity and Inclusion with practice. At Cornell he developed the nation's first certification program for diversity professionals and is in the process of a research project which will define the competencies of The Chief Diversity Officer.