When we reflect back to 2010 the world looked very different from what it does today, almost ten years later. We have seen more technological and cultural shifts in this decade than any that came before. The world seemed to move so fast around us, and diversity quickly became the buzzword of the decade. Let’s take a look at how diverse voices found their way into the spotlight in the last ten years and how these same voices are going to continue to catapult us into the new decade of diversity, inclusion, and equity.
More recently in the last few years, Gen Z has proven that age really is just a number. Seen as the generation of young activists, Generation Z (1995-2015) have found their voices in activism and standing up for what’s right. The March for our Lives in 2018 was a student led initiative started by the students in the Parkland shooting to urge policy makers for gun control. This year, Greta Thunberg was named Time’s youngest Person of the Year for her activism to prevent climate change. Millennials, step aside for the new generation because Gen Z is leading the way in social media, activism, education, and consumerism and making sure their expectations for diversity, ethicality, and sustainability are met by every brand they engage with.
#MeToo. The most wide spread and impactful social media movement of the decade. Women took to social media to support each other and dispel the stigma around speaking and reporting sexual assault. The movement created winding change in both feminine and masculine spheres of influence as celebrities openly shared their stories of survival and masculine brands and celebrities debunked outdated stereotypes of toxic masculinity and “boys will be boys” culture in exchange for true allyship and understanding. Equally empowering, the Team USA’s women’s soccer team successfully fought for equal pay to their male counterparts after winning the Women’s World Series proving that gender has no limitations. Needless to say, 2020 is the decade of the woman. Say goodbye to locker room culture and the men’s club because women are coming in strong.
Gender & Sexuality
This decade saw the rise of the Gender Revolution in National Geographic and huge victories for the LGBTQ community. The 2015 Supreme Court case Obergefell v. Hodges made marriage equality the law of the land as LGBTQ couples gained the right to marry under the law. Facebook, Twitter, Tinder, and other social media sites re-evaluated their definition of gender to include 58+ gender terms. And what was the 2019 Mariam-Webster Dictionary’s word of the year? The non-binary, gender-neutral, pronoun “they” as used by Sam Smith and countless others across the country. In the new decade we will continue to see wider forms of non-binary or genderless expression in fashion, beauty, and self-representation as employees continue to observe and celebrate their true authentic selves.
Race and Ethnicity
Representation was a big theme of the decade as consumers demanded to see themselves represented in media, advertising, and art. The need for diverse racial representation led to the success of prominent African American films such as Us and Black Panther and the cult followings of English language Telenovelas such as Jane the Virgin and Devious Maids. Consumers in this decade did not tolerate the omission of People of Color as seen in the 2015 Oscars awards hashtag #OscarsSoWhite. Brands also jumped onto the call for racial diversity from Coca-Cola’s “America the Beautiful” ad or Nike’s support of Colin Kaepernick. The next decade, brands will follow the precedent Rihanna started with Fenty Beauty by incorporating all skin tones into leadership, marketing, and advertising to create representation.
Athletes, academics, and activists all exemplified time and time again that in the last ten years people with disabilities were stronger and more vocal than ever before. In 2012, Oscar Pistorius became the first double-leg amputee to participate in the Olympics inspiring amputees across the world. Two years later people around the world began pouring buckets of ice water on their heads to raise awareness for ALS, a disease that would later take the life of the most influential scientists of our generation: Stephen Hawking. Sesame Street introduced the first autistic character on the show in 2017 to normalize different ways of behavior and ways of engaging the world. In the new decade with so many prominent voices empowering disabled individuals, stigmas around disabilities will continue to decrease as many choose to embrace and disclose disabilities to their employers, families, and friends who in turn need to learn ways accommodate all forms of how people interact with the world around them.
The New Decade: 2020
The last decade has seen consumers and influencers loudly making calls to action and the brands and causes that succeeded this decade took those calls to heart. The brands that were successful saw the social and cultural shifts that were happening around them and implemented them both in and out of the office. However, the brands of 2020 are going to have to be more focused on DEI than ever before. Unlike the brands of the 2010’s, brands in 2020 will have to do more than simply recognize diversity, they are going to have to embrace it and empower diverse voices to make decisions that will impact a diverse set of consumers. 2020 will not be a homogenous decade and neither can the brands that will succeed. DCAProSearch has been at the top of this movement since for over two decades and we will continue to partner with brands to recruit diverse talent that speaks to the diverse audience of 2020.
From everyone at DCAProSearch thank you for a great decade and we wish you the best in 2020.
It’s the time of the year that we either look forward to or dread. The time between Thanksgiving and Christmas is when evaluations are usually taking place. So it’s important that you get ready for that all important End of Year review. Below are 5 ways to prepare.
1. Schedule a Review Meeting with your Manager
Sometimes your manager might be so busy that they miss scheduling the reviews. There are also times when reviews aren’t due at this time of year. However, it’s still worthwhile to ask your manager for feedback on your work throughout the year as compared to their expectations. It’s important that you prepare well and have a list of your achievements during the year which have either saved the company money, time, or expenses. Don’t take it for granted that your manager remembers all your achievements. More than likely, they don’t so it’s important to remind them of these areas for that all important consideration of a possible promotion or raise. If your manager doesn't schedule the meeting, then you should take the initiative to ask for the end of year review meeting.
2. Know What You Have Brought to the Table
Evaluate your projects week by week, then month by month. If you didn’t take notes throughout the year, go through your emails and/or texts to try to put it all together. List each project you worked on and your achievements on that project. What was your part of the project? Did it add to the overall team success? Did it save the company money in regards to time or expenses. Did your project add revenue to the company? Did you lead a project? If your work saved the company money or add revenue, does it call for an increase in base or bonus? Do the math and if the answer is “yes”, then ask for the all deserving increase in base or bonus.
3. Practice Your Presentation
It’s always a bit unnerving to toot your own horn but toot you must. Remember your manager supervises an entire team and they can’t possibly remember everything you did throughout the year so it’s up to you to make your case. Play out your presentation in your head, have your notes ready, create a PowerPoint presentation if you need to so you don’t miss any projects. Visuals are always effective. You can even practice your presentation with your trusted friends or family members. Confidence is one of the most important parts of your presentation.
4. Know Areas You Can Improve On
You should also think about areas where you may have missed the point and list how you intend to improve on those areas. You can even ask for a small budget for self-improvement seminars in certain areas. These are all gains as well. Your manager will be impressed that you also understand areas that you need to work on and they will be happy to provide the assistance in that. Ask your manager which areas they feel you can improve on as well and ask for strategies they feel would help in that improvement. As long as they see that you truly want to grow and improve in areas that are important to the overall department/company success, you will have your manager on your side.
5. Make a List of your Goals for the New Year
Not only do you prepare to present your achievements of the current year, but you also want to present your goals for the New Year. The goals you present should be your professional goals. However, you should also know how they pertain to your department/company. Your professional goals should also be to help your supervisor and your team shine and get ahead. Ask your boss what goals they have for you and for the department so you can incorporate those into your overall goals for the New Year and keep those goals handy so you can keep tabs of your progress which will also help in your review for the following year.
When you prepare ahead of time and know your achievements from the current year, strategize how you can improve in the New Year, and list your goals for the New Year, you can go in with confidence to speak with your Manager and present your case for a well-deserved promotion and/or raise. At DCAProSearch, we can coach you through that thought process and be your sounding table in role playing. We Toast to your success with your end of year review!
Only two months until the end of 2019 and that means that year-end reviews are right around the corner. For some people this may mean raises, promotions, and good fortune while for others they may be getting feedback that they aren’t expecting. Regardless of which side you are on, it’s a good idea to conduct a self-assessment of how you would grade yourself so you can go into your meeting prepared to toot your own horn or utilize constructive criticism.
Create a Personal Deck of Achievements
Many times, at work, it is easy for the days to become weeks and the weeks to become months and before you know it, you have worked on dozens of projects and reports that you and your bosses forgot you even touched. The easiest way to get recognition for your growth is to record it. Create an organized deck or spreadsheet of what you have worked on since your last review that you can show your boss. That way you aren’t struggling to remember what you did when called in to discuss your progress.
Top 5’s and Not-so-Top 5s
What are your strengths and weaknesses? It’s the most overused interview question, but also the most important to keep in mind for yourself to know where you have shined and where you may have fallen short over the year. This way you are able to identify areas where you should focus on during your year-end reviews, and areas that you need to better position yourself in for improvement. Weaknesses aren’t always weaknesses if you are able to show your boss that you are already on the path of improvement.
Prepare an Improvement Potential Path
A weakness or shortcoming isn’t the end of the world if you have a plan to better your skills in that area. If you have noticed you have a weakness, it is probable that your managers and coworkers have noticed too. Prepare a plan to improve your weaker skills before your manager addresses those weaknesses as a reason to pass you up for the promotion. This could be taking a class, asking for training, or taking extra time to complete a task.
Your Knowledge, Skills, Attributes, and Other
What do you know? What can you do? How do you work? What are your secret weapons? These are all questions that you should be able to answer about yourself and be prepared to tell your manager. In addition, you need to keep track of when you learned new knowledge, skills, and attributes to better trace your progress and self-improvement to justify that you are growing in your career.
Know Where You Started and Where You’re Going
It is impossible to track how far you’ve gone if you have no idea where you started. Similarly, it’s hard for your manager to give you direction if they don’t know where you are going. Be clear in voicing your goals within the company and your progress. That way all the key players in your career know what your next steps are and will keep you top of mind when looking to fill positions that align with your goals.
While year-end reviews can be nerve-wracking, a successful self-assessment will prepare you for any feedback that you may receive. Before you go into your review, know where you have been and where you want to go. Contact your DCAProSearch recruiter to go over your career and set your career goals before going into these reviews to better understand what to expect and where you should be going.
In the world of business, everything is measured. The same goes for our hiring practices. Diversity and inclusion cannot be an initiative that is only spoken about. As Sophie Bellon, Chairwoman of Sodexo, tells us “what gets measured gets done.” The same goes for our hiring practices. HR and hiring managers should be establishing diversity goals to encourage diverse hiring practices throughout the company. However, although 42% of the population self-identifies as “multicultural”: African-American; Hispanic; Asian; Disabled or LGBTQ+, an AIMM’s Multicultural Benchmark Study shows that only 16% of marketers imbue their outreach with cultural insights aimed at these audiences. AIMM is a committee formed by the ANA (Association of National Advertisers)and is short for Alliance for Inclusive and Multicultural Marketing.
Human resources, top level executives, hiring managers, and employees should make it a priority to sit down and define what diversity looks like within the company. Hold a town hall or fireside chat so all members of your organization can get involved in defining what their workplace will look like and what improvements should be implemented in the hiring process. Here are some tips on how companies throughout the country have set and achieved their goals.
Match the Demographics of the Country
With countless different voices in the country, it can be difficult to ensure that all are represented within the organization. That is why many companies strive to match the racial demographics of the country to ensure all voices are present in proportion to the population. Specifically with Gen-Z consumers, younger consumers are drawn to companies that are representative of the diversity that exists within the world and want brands that demonstrate they are leading the march serving all consumers.
Diversify all Levels of Management
In addition to diverse hiring practices, make sure that you continue to empower different voices within the organization from interns to C-Suite executives. Diversity will not be effective if your diverse employees are concentrated at the bottom levels of management. Having diversity at all levels of your corporation allows for the dissemination of experience and solutions at all levels that will be integrated for an enhanced problem solving capacity for your business.
Invest in a Chief Diversity Officer
Consider your Chief Diversity Officer your accountability partner. With his/her team, the CDO will measure the effectiveness of your diversity, equity, and inclusion (DEI) initiatives and find areas to improve diversity practices by creating a report for top management every quarter. Although it’s possible to achieve diversity without a CDO, remember that achieving DEI in a company is a sensitive task that can sometimes lead to frustration if not incorporated correctly. Therefore, a certified and experienced CDO will help aid in the implementation of strategies and help you get the most of the benefits of diversity.
Strive for Diversity and Inclusion Awards
Various awards and recognitions exist for companies that have excelled in their DEI practices. Such awards include the Human Rights Campaign's Corporate Equality Index, Bloomberg's Gender Equality Ranking, NASSCOM Corporate Awards for Excellence in Diversity and Inclusion among various other awards. Although these awards shouldn’t necessarily be your motivation for implementing DEI strategies they represent a good benchmark to how well you are achieving your goals.
Diversity Tip: Know the difference between a goal and a quota.
Although diversity should be a goal for all growing companies, it is important that it is not forced on business leaders as a mandate from HR, but rather an attitude that is adopted by all managers throughout the company. This will lead your leaders to create goals as opposed to filling quotas. A goal is created because hiring managers recognize the value of diversity and thus they encourage diverse hiring practices. Whereas, a quota forces hiring practices without valuing what diverse talent brings to the table.
Diversity and inclusion is an essential part to growing your business to reflect the modern day workforce and the modern day consumer. More than ever, consumers expect businesses to be diverse, equitable, and inclusive and will reward businesses who represent these values. While it can be tricky, DEI is well worth it and pays off in consumer loyalty and brand recognition. At DCAProSearch we have been leading the way in diversity recruiting finding diverse talent for companies and agencies for over 20 years and we will continue to shout the importance of DEI from the rooftops until diversity, equity, and inclusion are recognized as the standard. We have been, and will always be, your diversity recruiter.
You have had an open position on your team for weeks now and it seems that every candidate who you have interviewed has been a complete dud. Can it be that all the great candidates are already taken up? Not likely, but it could be that you just aren’t reaching the right candidate for the position. Recruiter marketing is just as important as consumer marketing if not more so because the right employee can boost the brand to new heights while a bad employee can break the bank. But fret not, there are ways to get out of your recruiting slump and find a true rock star.
1) Re-imagine the Position
Top-tier candidates want to be challenged and continue learning throughout their career. If they are ready to leave their current position it often means they have grown complacent and don’t feel like they are growing anymore. That is where you come in. When defining what the role will look like avoid consolidating tasks that mirror every other job posting for similar positions. Marketing is about making your position stand out, differentiate it by creating a unique position the candidate cannot find elsewhere. This may entail creating a lively company culture, investing in new revolutionary methods, or encouraging out-of-the-box solutions. If money is the only differentiator you have for your position, then be prepared to replace your employees quickly once another company comes and offers them a bigger paycheck.
2) Drop the Outdated Job Description
Useful tip: Never reuse your job descriptions. The world is constantly changing and thus so are the tasks and challenges that your employees take on. If you reuse a job description that was written the last time the position was open five years ago, then you are going to get a candidate who is equipped to deal with the challenges you faced five years ago rather than today. Similarly, updating an old job description is just as bad because it limits your scope of what the position could look like to what the candidate’s predecessors have already done before. Create a new and unique job description for each position that becomes available that builds upon current team strengths, fills team limitations and takes into account current and future challenges, changes in the workplace, and new technologies. It may seem like a lot of work, but it will help you stay true to your vision of the company and current needs.
3) Stop Posting on Job Boards
Posting a job on a job board is the equivalent of trying to catch a big fish in a crowded pond. Sure you may get a lot of nibbles and bites, but more than likely they don’t possess the qualifications you are looking for. You want an employee who is dedicated and passionate about your company and who seeks you out. You deserve an employee who has a proven record and is proud of the work they put forward. Well, it turns out most people like that already have a job. They are the passive candidates who are happy with their current jobs but might be persuaded with an interesting and challenging opportunity. That’s where 3rd party recruiters can help out as your company ambassadors and their vast network.
4) Team Up With an Outside Recruiter
The number one excuse that hiring managers say for not choosing an outside recruiters is that the HR department already utilizes in-house recruiters. That’s fine for roles that are easier to fill or may be filled internally. However, the biggest drawback of in-house recruiters is that they are company branded meaning their network is limited to only people who have thought about working for you in the past or people they have already reached out to. Third-party recruiters have a broad network of candidates and can introduce your positions to a whole new audience of candidates from various different backgrounds whom in-house recruiters would have never known existed.
5) Personify the Job
A job posting shouldn’t just stay on the page. Like a story, the candidate should be able to see themselves in the position and feel invested in the outcome. Job descriptions that simply outline day-to-day duties fail to intrigue a candidate to apply. However, job postings that outline current challenges, company direction, and past or present projects allow a candidate imagine possible solutions and what it might be like to one day get to present these solutions to you as their future employer. The candidate is now more invested in the challenge you present in addition to the job, salary, and benefits that the job will offer.
If you are in a recruiting slump don’t fret. There are ways to get you the rock star candidate you have been searching for. Albert Einstein said, “insanity is doing the same thing over and over again and expecting different results.” Try a new recruiting strategy or team up with DCAProSearch as your recruiting partner and see how it changes the caliber of the candidates you receive.
Please say it’s not so! Analysts again are warning of an upcoming recession due to recent market behavior and various financial factors. Whether you believe their assessment of the economy or not, the fact is we are due for a recession at some point. The American economy is cyclical in nature, and considering we are in the longest bull market in history, a recession seems to be due sooner rather than later. I am not speaking as an economist or financial adviser, but as a recruitment partner who has weathered these economic fluctuations with my clients in the past. History has proven that there are ways to weather a recession, and maybe even thrive until the market starts to pick up again.
1) Hire the Perfect Team Early
We are in a booming economy right now. Use it! Build your dream team now that way you can increase your budget and secure funding now before it is too late. Once a recession hits, your ability to ask the company for a bigger budget to hire someone you need is almost impossible. On average, budgets will remain stagnant or even decrease a little bit. However, if you go into a recession already having built your recession-proof team then their salaries have already been accounted for in the budget planning meetings and their job should be secure going forward. This being said, don’t go overboard by hiring people you don’t need or whose jobs are too similar. This is when you’ll be forced to slim down and let good people go.
2) Prioritize Your Marketing
During a recession, marketing is often the first thing to go. Marketing is essential in a recession to keep your brand remembered and fighting for consumers. When you decrease marketing and your competitors don’t, you have already lost consumers. However, if you keep marketing strong while your competitors lapse you have an opportunity to win market share. It is possible to grow during a recession, and marketing is the key to doing so. Instead of cutting marketing entirely, create a ranking for campaign importance. The most important and effective campaigns remain funded while other costly or overly risky campaigns get put on hold if the market goes sour.
3) Add Value not Price
A big trend we saw during the 2009 recession was that prices go up and never come back down. While consumers may choose your brand for a number of reasons, you can be sure that during a recession price is a huge factor of if they keep choosing you or try someone new. Increasing your price will turn away loyal consumers who are looking for a cheaper alternative, therefore boosting your competitors and making you lose market share. Instead, focus on adding value that doesn’t cost much such as excellent customer service, satisfaction guarantees, and loyalty programs to convince your consumer that your existing price is worth it.
4) Develop Short Term Goals
A volatile market can make long term goals tricky. The economic conditions that exist at the beginning of a recession may not exist in a month, or even a week, after. Therefore, make your goals reflect the volatile nature of the market by adopting challenging yet achievable short term goals. A 30-day goal that can adapt to market volatility from month to month is a good way to keep realistic expectations and act quickly when the market begins to change.
5) Utilize Partnerships
You aren’t the only one going through the recession. Every one of your partners is feeling it too. Incorporate Co-op marketing campaigns with retailers or other brands. You marketing dollars will be stretched by bringing partners into a campaign. You should focus on preserving your partnerships because you and your partners are able to do a lot more together than each of you can do alone. To go back to economics 101, like nations, companies have comparative advantages. An advertising firm can do advertising for much less than it would cost you. Similarly, a recruiter can recruit talent for much less than it would cost you. Therefore, by utilizing each of your partners' specialties each of you are able to benefit from gains of trade and produce much better than you would be able to alone.
A recession can be nerve-wracking but you will get through it. Make preparations now before you are left scrambling when the market begins to slow. It may be in a month, a year, or 5 years but it is always better to be ready for anything. DCAProSearch is proud to be your recruiting partners throughout good and bad, and we are always ready to help you build your corporate dream team to help you ride out any storm.
When we talk about the application process, there is always a lot of emphasis around the resume. It may seem unfair to have to fit all your years of experience onto one or two 8x11 inch sheets of paper, but unfortunately, that’s how it’s done. Candidates put so much work to make their resume true to them by incorporating design, long intellectual sentences, and every single project they have ever worked. The truth is, your resume might be saying too much, and have too much design, which could be working against you. There are common mistakes all candidates have made at some point, and easy ways to get around it.
Too Much Design
With so many companies turning to candidate screening software, AI, and resume databases the vast majority of resumes sent to a company don’t even get looked at by a human. To make things worse, all the design effort you put into making your resume “pop” might actually be keeping the resume database from accurately inserting your information into the system. Text-based resumes are more likely to behave with keyword searches, candidate databases, and screening software giving you the best chance of getting your resume straight to your future boss. The information in the fancy designed resumes gets lost, this is especially prevalent among creatives that try to make their resumes stand out. You can make your resumes stand out without all the design formats. It’s best to keep your resume in a more traditional format and add some visually appealing logos or colors to break the monotony of the reading. Also, be sure your contact information is in a dark color, never white, as it will get washed out when transferring to the white backdrop of the databases.
Every industry and company has acronyms that are pretty universal: PPC, B2C, KPI, SKU. However, keep in mind HR and people from other industries or departments often don’t understand department-specific language. A candidate was once telling us how their resume for a digital marketing application detailed that he had experience creating MAPs (Marketing Automation Programs) that could integrate with GA (Google Analytics) for real-time data. HR’s Response: “Sorry, we aren’t looking to expand into Georgia at this time, nor do we have any need to integrate our systems with any federal or state maps." If you are going to use an acronym, spell it out first with the acronym in parenthesis so the reader knows what this acronym means if they read it later on thru the resume again.
The average resume gets looked at for six seconds. That is not much time for you to get your experience across if they have to read every single word on the page to understand what experience you have. Utilize styling and format to guide their eyes where you want them to go. Put your most relevant information as the top bullet points. Increase the size of your headers (company and position). Utilize LIGHT design techniques to set aside any points that should be focused on or highlighted. While your resume shouldn’t have too much design to confuse resume bots, it should still be intuitive to the reader.
Unnecessary Context Clues
It’s possible for your resume to say too much about you. Having obsolete programming languages, operating systems, or programs will age you and make you seem old school. Similarly, keeping your sorority position on your resume after you graduate will make you appear inexperienced. Too many volunteer positions means you might stretch yourself thin. Look for context clues that might give the wrong impression of you, and limit what you decide to put on your resume.
Out of Scope
While you want your resume to show that you are well rounded, you also need to express that you can excel in your given department. Make your resume as relevant to the job requirements and qualifications as possible. We call this a ‘you need, I have’ or the ‘backward resume approach. Find the job requirements from a similar job posting and write your resume based on what you find out is needed to succeed in the position. Your resume should be able to check off all requirements asked of you plus added skills that are relevant to the position. Irrelevant information is taking up valuable space and the reader’s time. If you have various distinct skill sets, have different resumes for different positions.
Resumes are the art of giving the hiring manager enough to want to meet you, but not too much to overwhelm them. At DCAProsearch we have 20+ years of experience in recruiting and have seen the good, the bad, and the ugly of resumes. Give us a call if you are not sure where your resume stands, or if you are looking for the perfect candidate to be part of your company team. We will never overwhelm you with resumes but will send you the top 3-5 candidates that fit your requirements.
Let me let you in on a recruiting secret. In the recruiting world, there are average candidates, and then there are the Most Placeable Candidates (MPCs). An MPC is a candidate who we are confident will not only meet but exceed the expectations of a given or potential client. With that being said, if you are not an MPC right now, that doesn’t mean you can’t become one down the road. MPCs are based on two things: our clients and what we know about your career.
Although there isn’t much you can do to determine our book of clients or what they are searching for, you can ensure that your resume and career reflect what we are looking for in regards to potential MPC status once the right client comes along.
1) Loyalty to their Work
While it is great to have choices in your career, we want to see that you see your role or project through at a company. It may be attractive to jump from job to job after only a year or two, but that doesn’t look promising to us or our clients. When our clients hire for a job, they want you to remain with the company for a minimum of three years and gain greater responsibility. Now, this doesn’t mean you have to stay at only one or two companies your entire career, but you should exhibit that you stayed with each company you worked at for a significant period of time.
2) Clear Career Progression
Remaining loyal to your company and remaining loyal to your job title are two very different things. In your career, we expect to see you move throughout your career in a timely manner. That means getting promoted, taking on greater responsibilities, or taking on new roles that expand your skillset. When you are stuck in a role for longer than what is considered the norm it tells us that you were not performing above expectations or that you didn’t have the courage to look for opportunity elsewhere.
3) Wide Range of Capabilities
If you want to be an MPC for multiple clients, you need to fit and exceed the expectations of multiple clients. A wide range of capabilities allows you to perform a wide range of tasks that can work for various job positions. If you are a chameleon and have the skills that allow you to adjust to any role be sure to display this on your resume or send us various drafts of your resumes that focus on different skill sets. One example of this is an MPC of ours who has provided us with her Digital Resume, her Account Planning Resume, and her resume with a mix of both.
4) The WOW Factor
This is something that is harder to put a finger on, but the best way we can explain it is that if you can make us audibly “wow” while we are looking at your resume, talking to you, or looking at any supplemental material, that is a good thing. This can be anything from creating a viral campaign to circumnavigating an impossible task. More than anything, this is something that makes us excited to see more of your work and should make the client excited to imagine what you could be doing with them.
5) Measurable Results
It is one thing to make us go wow, it is another to prove the impact of your work. When we present you to a client we want to be assured, without bias, that your work has exceeded expectation. The best way convince us and the client of that is to give quantifiable results. How much did your promotional strategy increase sales? Was your conversion rate off the charts for your digital campaign? While numbers aren’t everything, they do give us an unbiased measure of your work and performance.
6) A Strong Recruiter Relationship
More than anything we want to get to know you. 9 out of 10 candidates will only send their resume to us one time and never follow-up. This is an easy way to be forgotten. We want to see our MPCs build a relationship with us. Get on the phone and talk us through their career progression and what their goals are for future positions. The more we know about you, the more we are able to advocate on your behalf to our clients. Don’t be a needle in the LinkedIn haystack.
We are always looking for new MPCs and re-evaluating the needs of our clients to determine who the best-fit candidates are. Do not let yourself be overlooked by not taking simple steps in your career or forgetting to keep a relationship with your DCAProSearch recruiter. If you are a company in search of a Most Placeable Candidate give us a call and we would be happy to learn more about how your needs match up with our talented candidate pool.
Diversity in the workplace has been praised as not only being ethical but a smart business decision. However, the main question that stumps passionate diversity advocates is, “How will investing in diversity make us money?” In, a perfect world, arguing that investing in diversity is the ethical thing to do would be enough for any hiring manager. Unfortunately, most of us live in the business world where nothing is done unless it helps raise the bottom line, and now it is up to you to prove that diversity does exactly that.
Admittedly, it’s a difficult argument to quantify. Saying that adding diversity initiatives would add X amount of dollars to the bottom line would be oversimplifying the benefits of diversity because the exact benefits are hard to trace. Lucky for you, we’ve put together the business case that you have been looking for. Whether you are a skeptic of diversity or a diversity devotee, the numbers prove that diversity works.
Diversity is an Expectation for Top Talent
Job seekers are beginning to expect companies to have a diverse workforce and value diverse employees. According to Glassdoor, 2 in every 3 active and passive job seekers said that a diverse workforce is an important factor when evaluating companies and job offers. According to a Glassdoor study, when asked how important a diverse workforce is when evaluating companies and job offers 67% of respondents indicated that diversity was important or very important to their decision. When broken down, the numbers were even higher among women (72%), African Americans (89%), Hispanics (70%), Asians (80%), and millennials (86%). However, nearly 6 out of 10 employees think their company should be doing more to increase diversity. Therefore, by not investing in diversity efforts you are actively persuading top talent to look elsewhere for the diversity of thought they are looking for.
Higher Financial Performance
McKinsey & Company published a study in 2018 correlating higher gender and ethnic diversity to higher earnings before interest and taxes (EBIT). The study concluded that companies in the top quartile of gender diversity had a 21% higher likelihood of above-average financial performance than companies in the bottom quartile. Similarly, companies in the top quartile of ethnic diversity saw 33% higher likelihood of having above-average financial performance than companies in the bottom quartile. This is in part to diverse teams having more innovative R&I, enhanced group think, greater insight into real-world perspectives, quick access to cultural ambassadors, new product concepts, and introduction to new markets.
Boston Consulting Group (BCG) came out with a similar study concluding that there existed a statistically significant correlation between the diversity of management teams and innovation. Companies that had higher diversity within management saw 19% higher innovation revenue than companies with below-average diversity. A Harvard Business Review study tied this correlation to the fact that diverse teams understand diverse market needs, leading to more relevant product development that meets real-world needs versus non-existent problems. A 2017 Harvard Business Review report found that teams with higher cognitive diversity were 53% more effective and efficient in completing cognitive tasks than less diverse teams. From being able to identify sore spots in brand marketing to revealing new product and research opportunities, multicultural talent brings new perspectives and solutions.
Racial Minorities are only Getting Larger
The Brookings Institute estimates that minorities will make up the majority of the United States population by the year 2045. The Hispanic community is set to see the fastest growth in population. However, all minority groups are forecasted to see steady growth as well. By 2045, whites will make up 49.7% of the United States population, while Hispanics will make up 24.6%, African Americans 13.1%, Asian’s 7.9%, and all other racial minorities 5%. If we look at the racial demographics by age in the table, minorities will be the majority of the workforce even sooner. Therefore, by delaying diversity initiatives you are isolating young talent and simply delaying the inevitable.
Not only is diversity the right thing to do, but it would be a mistake to ignore or delay the benefits of diversity in the workplace. Although many skeptics still believe the financial benefits of diversity are non-existent or not proven, hundreds of companies around the world have proven that diversity initiatives are beneficial, if not necessary, to grow in today’s consumer-driven market. That is why DCAProsearch is dedicated to diversifying the marketing and advertising space with top diverse talent because we believe that diversity isn’t only the right thing to do, it is the way of the future.
Resignations happen all the time. People find better opportunities, life happens, and people move on for all sorts of reasons. Good talent leaving isn’t something to be alarmed about, but when multiple resignations occur in close proximity to each other it is time for alarm. A mass exodus of talent can happen for a number of reasons: loyal employees following a good leader, an ethical scandal that has shaken the moral compass of employees, a bad financial report that tests the confidence in the future of the company. Whatever the reason, the top priority for top executives and HR should be to limit the number of employees who jump ship to avoid losing good talent. De-escalate the conflict quickly and most times the company will come out stronger on the other side.
1) Don’t Counter. Listen and Ask
When you see your best employees leaving, your instinctual move is to create a counter-offer to make them stay. It makes sense, give them an offer that you think they can’t refuse. However, don’t be so hasty. At the end of the day, a counter-offer is a power play and an unwise one at that. Most counter-offers are like throwing a dart in a dark room. Most will offer a raise or promotion, but few will hit the reason the employee is actually leaving. The reality is your employee is the one in power, and you shouldn’t exert your power to sway their decision until you know what it is they need. Instead of designing a counter that you think would sway them, listen to the reasons they are leaving and ask if there is anything that could influence their decision.
2) Call your Recruiter Immediately
Whenever you battle a crisis there is always a risk for casualties. You cannot be so naïve to think that everyone will stay with you. Identify loose links and call your recruiter immediately so they can start a search for replacements. This minimizes the loss to the company and to the morale of your employees if you do lose some talent. Hiring a replacement quickly after you lose talent keeps your employees from feeling overworked for extended periods of time, fills the empty desk feeling of the office place, and brings new ideas to a stagnant workplace that can actually serve to improve the business.
3) Secure Top Talent
People follow people, and there are some people you simply can’t afford to lose. You have to act quickly to make sure top talent has no inclination of leaving the company or taking other talent with them. Talk to them personally out of the office to eliminate any intimidation or pressure they may feel when talking about such issues with their boss. Make them feel comfortable and ensure them about the future of the company and the future of their career. Sometimes it may even be necessary to offer them incentives to stay such as more vacation time or a raise to sweeten the deal, but it’s worth it if it means they’ll stay.
4) Promote Worthy Employees
No one is going to leave a job they just started. If you are nervous about employees following a leader then make them a leader, but only if they are ready. On average, an employee will wait at least one to two years after starting a new job to even consider leaving their position. Promoting worthy employees will inspire loyalty to the company, and even keep lower-level employees from jumping ship because they see their colleagues staying and thriving.
5) Create a Challenge
The saying goes that an idle mind is the devil’s playground. From a career standpoint that rings even more true. Ambitious employees don’t like to feel stagnant, and no overachiever wants to leave loose ends. Therefore, by constantly challenging your employees to find new solutions, reach further, and follow unique ideas you are inspiring them to remain with their jobs regardless of company politics, changing leadership, or newsroom events. Keeping your employees engaged and invested in their work gives them a reason to stay on even through turmoil that may have demotivated them in slow seasons.
An exodus of top talent can have far-reaching effects within the company, but quick action can easily stop a crisis if you take the right steps. However, the fact is at some point or another you will lose good talent. Keep DCAProSearch in the loop to minimize the effects of losing good employees and find talent that may even exceed what you thought possible before. Any crisis can be averted with good planning. Do you have a plan?