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.

Acronym Crazy

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.

Disorganized Format

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.

Greater Innovation

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?

Coming fresh off from the Culture Marketing Council Summit last week, I wanted to turn the focus back to the importance of diversity recruiting. The conference reinforced the principles that I have stood behind for over twenty years: that diversity in the workplace is key to full and unrestricted growth in the consumer market. However, too many hiring managers are still confused as to how diversity recruiting differs from basic recruiting efforts. Below is a quick guide explaining the who, what, when, where, why, and how of diversity recruiting.
What is diversity recruiting?
Put simply, diversity recruiting is similar to normal executive recruiting except with one added element: rather than looking for a candidate who will fit the job description, diversity recruiters look for candidates who are able to do the job while also bringing multicultural perspectives to better target diverse consumers, find creative solutions, and grow the capabilities of the company. Diversity recruiters are conditioned to see past the job description and identify the experiences and perspectives your company needs to grow.
Why should I hire diversity?
Diversity in the office is one of the best things you can do for the growth of your company. A McKinsey report found that companies with higher racial and ethnic diversity were 35% more likely to have financial returns above their industry mean. Furthermore, diverse points of view on your team creates more innovative R&I, enhanced groupthink, real-world perspectives, cultural ambassadors, access to new markets, and new product concepts. If you want to grow as a company, the first thing you should be doing is investing in diversity.
When should I be looking for candidates?
No manager has time to be on the constant lookout for new talent, that’s what a diversity recruiter is for. However, you should keep your eyes open to where new talent is needed. The second you find a vulnerability within your capabilities that current employees aren’t able to fill, call your diversity recruiter. The moment you hear rumors of someone leaving, call your diversity recruiter. The instant you spot a certain perspective your team can’t seem to figure out, call your diversity recruiter. The minute you win a new account or release a new product, call your diversity recruiter. Keep your diversity recruiter in the loop on what is going on in the business and your diversity recruiter will do the looking for you.
Where do I find diverse candidates?
If you want to find diverse candidates you need to look in diverse places. Recruit in places that attract multicultural professionals. This includes Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSIs), diversity conferences, job fairs in minority communities, and online social media pages or forums serving minority communities. Additionally, position your brand to sponsor cultural celebrations where you may not be actively recruiting, but you will get noticed for caring about multicultural causes thus causing multicultural candidates to apply. Such celebrations include Dia de los Muertos Parades, Pride, Women’s Marches, and Black History Exhibits.
How do I recruit diversity?
Once you have positioned your brand to appear in diverse places, you have to encourage diverse candidates to apply. Do this by creating an inclusive and equitable environment and showcasing your DEI initiatives by sharing any awards or recognitions you have received. Showcase diverse employees on your social media and share what ways they have succeeded. Host diversity mixers where diverse professionals from various companies can mix and mingle. You want to ensure diverse candidates that they can be successful in your company, prove to them that they can because others have. For more tips on recruiting diversity download our 36-page diversity recruiting guide here.
Who do I use to recruit diversity?
Don’t accept a recruiter who only takes into account the skills the job calls for. You want to be sure that when you are on a search for an executive recruiter they have experience with specifically diversity recruiting. Identify a recruiter who is able to look past job descriptions and take into consideration company culture, missing links, and growth opportunities. At DCAProSearch we have over 24 years of diversity recruiting experience within the marketing and advertising industry. We have placed multicultural candidates at agencies and companies throughout the nation and helped companies expand their capabilities through diverse talent with diverse skillsets.
If you still have questions about diversity recruiting please leave a comment below, message me, give us a call, or download our 36-page diversity recruiting guide because we believe that the more you know about diversity recruiting the more diverse, inclusive, and equitable our workplaces will become. 

Whew! You finished the interview you have been sweating for, and now all there is to do is wait to see if you got the job. Hate to break it to you but, if after your interview all you’re doing is waiting, you are lowering your chances of getting that job. If you really want the job, be proactive and show the hiring team that you are invested in the company and in this position. If you do nothing you are not giving the interviewers anything to remember you by and allowing yourself to be overshadowed by a candidate who does take these steps. While these steps may seem like basic courtesy, in a world where courtesy is a lost art, these actions speak volumes. 


Thank the Front Desk Receptionist and Secretary by Name
When you first arrived for the interview, you were likely greeted by a front desk receptionist or secretary who told you to have a seat while he/she calls the hiring manager. Little did you know that while this may have seemed like an innocent interaction, this was also part of the interview. Oftentimes, hiring managers are utilizing their front desk staff to screen employees outside of the interview to assess how candidates interact with people without their “interview face.” Be sure to take note of their name and make small talk with them if it seems appropriate. After the interview is over, make it a point to thank them by name on your way out and finish any conversation that may have been cut short when you were called in.

Provide a Follow-up
It’s essential to follow-up with your hiring manager and other interviewers after the interview. In this follow-up, first thank your interviewer for taking the time to meet with you and to provide details on the position and company. Summarize a few of the responsibilities/requirements that the interviewer mentioned and list how your experience meets those areas. End your letter by expressing your continued interest in joining their team. If appropriate, include another subject that was talked about during the interview to keep the conversation going. This means you have to keep track of what was discussed during each interview so you can provide supplemental information in your follow-up. This could include anything from asking again for the restaurant recommendations your interviewer gave you, providing specifics on your portfolio, or sending collateral of a certain project you worked on which the interviewer may have asked for. Email follow-up after the interview should be sent that same day or the day after. Keep in mind that the interviewer might be looking at this part of the process as a continuity of the interview as this is a reflection of your follow-up skills after client meetings.

Send a Hand-Written Thank You Card
When was the last time you received a hand-written note from a friend or colleague? Probably a long time ago. The same goes for your interviewer. Sending a hand-written note to their office is a surefire way to stand out among other candidates. Since it takes 2-3 days for snail mail to get there, this should be in addition to your timely follow-up “thank you” email. This wholesome act shows that you are genuinely invested in the company and want the position. The best part, because of snail mail, this letter will get to them a few days after the interview which puts you top of mind again. It will put a smile on the interview’s face and bring good feelings when you are brought up again for consideration.

 Call Your Recruiter
If you were approached about this position from an outside recruiter be sure to call them the same day after your interview. They are there to help you dissect how your interview went and remind you of the steps you should be taking to make yourself stand out. Additionally, your recruiter is likely to also call the client later the next day and can relay any information you may have forgotten to mention, address any concerns you had, and continue to promote you while you are not there.

Keep in Contact
Whether you get the job or not keep in contact with every person who was involved in your interview process. After you get the results, send them an additional thank you and ask to keep in contact. If they liked you, they will keep you informed of other positions that open up within the company and can even serve as a mentor from within the industry. It would behoove you to build a relationship with them and keep them updated on what you are doing. Used correctly, an interview can be used as the most powerful form of networking that can open doors you may not have expected.
While the interview is important, oftentimes it is what you do after the interview that has a bigger impact on whether you get the job or not. Be sure to continue to stand out before, during, and after the interview process by staying on their mind with these tips. None of these steps take too much time out of your day, but they make all the difference in how you are remembered.

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About DCAProSearch
DCAProSearch specializes in recruiting premium multicultural and general market professionals in advertising and marketing who excel in the contemporary reflection of today's diverse cultural and digital landscape. At DCAProSearch we strive to give our clients the Distinctive Client Advantage, meaning we only present premium candidates that we are certain will strengthen your power teams. Culture Marketing is leading the way, and DCAProSearch understands that these changes require a unique talent. This is why our executive recruiters are dedicated to finding professionals with experience and passion in multicultural advertising and diversity marketing to target your specific culture market needs.

When it comes to what an executive recruiter does, not many people can give you a solid definition. If you ask a client, they will tell you that we find them top tier talent for their hard to fill positions. If you ask a candidate, they will tell you we find them jobs. However, if you ask a recruiter. we will tell you that we create an ever growing talent network consisting of skilled active and passive candidates that we use to uniquely identify top candidates within that network who meet and exceed client talent needs.
Because clients and candidates alike can’t identify exactly what an executive recruiter does for them, they also miss out on so many benefits that we are able to provide. If you think that you are only getting one service out of your recruiter, think again because we are able to provide so much more. We are experts in our industry, and clients and candidates alike should be utilizing their relationship with a recruiter for more than just finding new talent or a new job.

Client Tips

Recruiter as an Industry Insider
Having a recruiter on your side is like trading with insider knowledge, except legal. We are always on top of industry news and are tracking trends on the daily basis. After all, the signs of big industry news can always be traced back to what companies are hiring, who they are hiring, and who they are letting go. Recruiters know how to read the tea leaves, all you have to do is ask. 

Recruiter as a Confidant
While we are ready to tell you the news on the industry, we will never spill your news. We are proudly bound by client privilege, which means you are able to confide in us about upcoming changes in leadership, a new department opening up, or other office news that you need talent for. We then are able to silently seek out candidates for you to look at before the news even breaks.

Recruiter as an Ambassador
Your job boards are likely to only bring you lackluster candidates who have been sending their resume to anyone who will take it. However, a recruiter is your ambassador to the passive candidate network. These are professionals who are already proven and successful in the prime of their career, but who are not actively looking. Let us be your ambassador instead of relying on outdated resume books and job boards.

Recruiter as a Hiring Guide
Believe it or not, according to leadershipIQ a staggering 46% of new hires are considered mis-hires within the first 18 months. The reason, faulty hiring practices. An executive recruiter can guide on improving how you screen candidates and lead you to the right choice. For example, at DCAProsearch we created our Diversity Recruiting Guide to help companies with recruiting and retaining diverse talent.

Candidate’s Tips

Recruiter as a Magnifier
There is a difference between being an applicant and a candidate. You’re an applicant if you simply submit your resume via on online link and hope for a response. With a recruiter vowing for you, you are instead a highly sought after candidate who has more legitimacy in the eyes of potential employers because you are being backed and talked up by a recruiter.

Recruiter as a Mentor
Who else is going to take the time to sit down with you and go over your resume, formulate a perfect thank you letter, or review interview success tips? When you trust us throughout the entire application process we are there for you to answer any question no matter how dumb it may feel. However, that does come with a catch. The only way we can help you is if you confide in us before, during, and after the hiring process. Why, because the application process doesn’t end with the interview, there are countless other factors you need to know that we can only tell you when you build a relationship with us throughout your career.

Recruiter as a Career Guide
Would you want to stay held back in the 10th grade even though you’re ready to graduate to 11th? Of course not. However, that is what too many professionals do within their careers. They remain stagnant in one position, not knowing they are ready to move up in their career progression. Recruiters know where you should be in your careers and what you should be seeking as your next strategic move. Ask a recruiter if you have stayed too long, and how you can advance your career.

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About DCAProSearch
DCAProSearch specializes in recruiting premium multicultural and general market professionals in advertising and marketing who excel in the contemporary reflection of today's diverse cultural and digital landscape. At DCAProSearch we strive to give our clients the Distinctive Client Advantage, meaning we only present premium candidates that we are certain will strengthen your power teams. Culture Marketing is leading the way, and DCAProSearch understands that these changes require a unique talent. This is why our executive recruiters are dedicated to finding professionals with experience and passion in multicultural advertising and diversity marketing to target your specific culture market needs.

This week DCAProsearch released an all-encompassing 36 page guide about recruiting and retaining diverse talent in order to create a more multicultural workforce. This valuable guide is split into three concise sections that clearly address the state of diversity in the workplace and methods in which hiring managers, HR, and corporate leaders can take to recruit and retain multicultural talent through effective DEI policies. While the full guide is only a thirty minute read, I wanted to provide a quick executive summary for professionals to read on-the-go while commuting to work or taking a quick break from the office. For the full guide feel free to download it here.

A Business Case for Diversity

When it comes to business decisions, it all comes down to the numbers, and diversity is no exception. Whether you are a skeptic of diversity or a diversity devotee, the numbers prove that diversity works. McKinsey & Company published a study in 2018 correlating that companies in the top quartile of gender diversity a 21% higher likelihood of having above average EBIT and companies in the top quartile of ethnic diversity had a 33% higher likelihood of above average EBIT. A separate Boston Consulting Group found that there exists a statistically significant correlation between the diversity of management teams and innovation. Companies with higher management diversity saw 19% higher innovation revenue than companies with below-average diversity. The Harvard Review also found that teams with higher cognitive diversity were 53% more effective and efficient in completing cognitive tasks than less diverse teams.

Pt I: The Current State of Diversity

A common misconception of multiculturalism is that it consists of only racial and ethnic identities. However, multiculturalism consists of various identities from age, gender, sexuality, and ethnicity each of which consists of different cultural norms and values. Having teams that encompass multicultural perspectives has proven to allow companies to innovate R&I, enhance groupthink, foster cultural ambassadors, reach new markets, incorporate real-world perspectives, and design more relevant product concepts.
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While many companies have already recognized the value in investing in multiculturalism there is still a lot to be done. By 2045, racial minorities will be the majority of the nation. If we look at the numbers by age group, it is even sooner. Minors under 18 will be majority minority as soon as 2020, and twenty year olds as soon as 2027. Although minority communities are growing quickly, corporate America still has a long way to catch up. Out of all Fortune 500 CEO’s only 11 are Hispanic (2.2%) and 5 are African American (1%). There are more Fortune 500 CEO’s name David (4.5%) than there are female Fortune 500 CEO’s (4.1%). The average woman gets paid only $0.78 for each dollar earned by a white man, and women of color make even less with Hispanic women getting the least at only $0.53 per dollar. However, regardless of all the shocking statistics, 41% of managers say they are “too busy” to implement diversity initiatives. To say it bluntly, the state of diversity in America should be viewed as unacceptable for any company that strives to be diverse, equitable, and inclusive (DEI).

Pt II: Recruiting for Diversity at Work  

Diversity has become expected in today’s workplace. According to glassdoor, 67% of job candidates believe that a company having a diverse workforce is an important factor when evaluating companies and job offers, and 57% of employees believe their company should be doing more to increase diversity. Who exactly is responsible for diversity though? The number one answer was hiring managers, followed by the CEO and HR. However, 1 in 4 people believes that employees have a large role to do with recruiting diversity as well. This makes diversity a responsibility for everyone in the company, but especially those who make the hiring decisions.

When it comes to achieving diversity, companies have taken varied approaches from matching the diversity of the company to diversifying all levels of management. However, the most effective means were to create a team dedicated to DEI and invest in a Chief Diversity Officer who sits with other top-level executives in making decisions. This officer should be tasked with understanding the current state of diversity within the company and identify areas where diversity needs to be improved. Look at whether diversity is integrated across all departments and leadership levels within the company, and that you are also working with diverse vendors and partners such as multicultural ad agencies or diversity recruiters.

When it comes to actually recruiting diverse candidates, there are a number of ways that a company can attract multicultural talent that is more engaging than typical recruiting efforts. Start by diversifying where you recruit for talent. This can mean appearing at Historically Black Colleges or Universities (HBCUs) or Hispanic Serving Institutions (HSIs), sponsoring cultural celebrations, or hosting networking events for minority communities. Additionally, you should be showcasing your diverse talent on social media and award employee referrals to assure diverse talent that your office is a place they can excel and grow.

​Consider hiring a diversity recruiter to handle your diversity recruiting needs. Diversity recruiters are experienced in finding top diverse talent and abide by the golden rule of recruiting: less is more. Experienced recruiters will only send you a max of 5 resumes rather than overwhelming you with bad candidates, thus letting you make a more informed and attentive decision.

Pt III: Retaining Multicultural Talent

If your focus is on diversifying your workforce, then you should know that hiring for diversity is not enough. Research by the Association of National Advertisers (ANA) identified four main reasons for diversity efforts failing: management disconnect, macroaggressions, cultural illiteracy, and workplace integration dissonance. To put it more simply, nobody took the time to enforce equitable and inclusive policies. When looking to see whether your company is inclusive look at policies that are relevant to minority employees and ensure that policies address their needs as well. Allow them to submit concerns anonymously, and ensure that all employees are respected as valuable individuals.

Various techniques have been utilized around the country by business big and small to foster inclusive work environments. Various companies seek to amplify minority voices by establishing Diversity Group Think Tanks (also known as employee resource groups, ERGs) and encouraging company leaders to mentor lower level employees who have different points of view and perspectives. Additionally, having multicultural teams and management gives employees the ability market brands to multicultural audiences that they are familiar with. To avoid employees not understanding each other’s points of views and backgrounds, invest in cultural brokers on your teams and stress the importance of valuing diverse points of views to ensure that all ideas get heard and considered.

It is important to also note that not all employees have the same experiences, skills, or definitions of success. Many employees may benefit from systematic advantages or unacknowledged bias while putting others at a disadvantage. Therefore, it is important to ensure that all policies and practices within the company are equitable. Not to be confused with equal opportunity which provides equal resources and equal assessment to all employees without regard to previous advantages or setbacks, equitable policies stress fairness by recognizing what is/was needed to be successful based on previous skills, tasks, or abilities.

Equitable policies focus on acknowledging the role of systematic privilege in the success of some employees over others due to underlying bias and seek to bridge the gap between marginalized groups of employees while addressing and eliminating corporate bias. Companies should provide development resources, such as optional quarterly training, for employees who want to improve their skills and company leaders should diversify performance matrix to recognize various forms of success within the company. Furthermore, establish clear promotion tracks to take out the ambiguity and bias that exist when choosing who gets promoted and standardize pay brackets based on task and level within the company to eliminate large gaps in wages while still allowing room for wage negotiations and raises.

Conclusion

A successful DEI strategy has proven to be beneficial for the productivity, success, and well-being of your employees. Employees who work in diverse workplaces reported feeling happier and more likely to stay with the company than employees who work in homogeneous environments. Constantly review your DEI practices and hold quarterly meetings with your Chief Diversity Officer to identify ways in which the company can grow and continue to promote DEI.

At DCAProSearch we want to share the diversity that exists within the workforce with you and your company. We recognize that diverse mindsets bring about new solutions, new ways of thinking, and new opportunities that make our world better. We thank you for being a part of this movement and challenge you to continue to redefine what it means to be a diverse, inclusive, and equitable company.

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We hope you enjoyed this executive summary of Diversity Recruiting. If you want to get the full 36 page report that goes into detail about the various methods used to recruit and retain diversity plus ways to establish DEI policies in your company download the full report at https://www.dcaprosearch.com/diversity-guide-request.html

This is going to be hard hitting on some people, but we need to stop relying on the words Diversity and Inclusion. Why? Because the modern institution of diversity and inclusion allows companies to pat themselves on the back for doing a few things, while allowing them to fall short on the promise they made to minority employees. Simply relying on D&I is limiting us on how we look at recruiting and retaining diverse talent. Although I firmly stand behind the values and meaning surrounding D&I, the institutions companies have created around D&I need to be redefined and expanded to the point where current definitions of diversity and inclusion are considered obsolete.

As an executive recruiter, I specialize in the area of diversity recruiting. However, my goal is for the candidates and clients we match to grow together through their career and business practices. What we've realized is that diversity initiatives alone may not be enough to ensure success. Companies may be able to attract multicultural talent, but when there is no real effort in transforming culture, D&I policies and initiatives that exist to make diverse voices feel valued and respected are bound to fail. Diverse employees will not be able to thrive within the company and will leave the company within a year or two at most. Whereas clients that actively promote, celebrate, and empower diversity, equity, and inclusion (DEI) are where we see our clients and candidates thrive and grow together for years to come.

If the culture isn’t already inclusive, you’re not ready for diversity

When companies start seriously thinking about diversity and inclusion, it is typically an afterthought based on complaints by unhappy employees, or an exodus of minority employees. Even the name “Diversity and Inclusion” seems to imply that the order is diversity THEN inclusion. However, a design set up on securing vast amounts of diversity talent before establishing a culture of inclusivity is already designed to fail. Before companies seek to expand in hiring diverse mindsets, they should observe the diversity that already exists within the office and ensure that inclusive practices already exist within the workplace for current employees (ex: parents, age groups, gender). When the company then seeks to attract new forms of diversity, they can simply expand on those practice already in place and create new policies as needed rather than scrambling to create something from scratch.

‘Diversity first’ puts the burden on minorities to create inclusion

For many companies the reality of ‘diversity first’ has already hit and they are scrambling to create inclusion programs. Unfortunately, this is putting an undue burden on minority employees who have been tasked with either learning to adapt to a non-inclusive environment or with designing inclusion for themselves and others like them in the company. Both of these tasks require minority employees to take on responsibility above and beyond what their job calls for. This can have long lasting effects on their performance, efficiency, and longevity within the company.

D&I means nothing if the corporate system isn’t equitable

Equity within the workplace starts with understanding that there are underlying, and often unacknowledged, biases built within organizations that favor some groups of people over others. Furthermore, equity is acknowledging the role of systematic privilege in the success of some employees over other employees due to underlying biases. Therefore, equitable policies are those that help to bridge the gap between marginalized groups of employees while addressing and eliminating corporate bias by recognizing what was/is needed to be successful based on previous skills, tasks, or abilities. Equitable policies should seek to provide supplemental training for all employees who need to refresh their skills, diversify performance matrix by recognizing multiple forms of success, establish clear promotion tracks to eliminate bias in management, and establish pay brackets across management levels to eliminate wage gaps for similar work.

D&I shouldn’t be limited to a department in Human Resources

When many people think of diversity and inclusion they think it’s admirable, but it’s also not their problem. D&I has been reduced to a department out of HR rather than a movement within the company. In reality, DEI should be an ideology held by all members of the company that affects every business decision from hiring, to expanding a product line, to finalizing a marketing campaign. When D&I is siloed within HR, employees and hiring managers are able to brush it off as a responsibility that only exists for HR when they should be the ones at the forefront to create an inclusive and equitable environment for employees and colleagues. 

Diversity is a movement, not a mandate

A movement serves as a force that revolutionizes the values and decision making process of a company, leaving no process untouched. Although hiring multicultural talent is beneficial toward improving diversity of thought, if companies do not take active steps to foster a multicultural movement then diverse thinkers will feel marginalized and excluded, stifling your employee’s ability to fully participate in the culture of the company. Therefore if companies want multicultural talent, they need to take the time and resources to ensure that multiculturalism is fully implemented into the vision and culture of the company to ensure the promise of diversity, inclusion, and equity is fulfilled.

The problem with modern D&I is that companies will stop at creating a D&I department thinking that is enough without changing company culture, practices, and values. The movement toward valuing diversity has to extend further than the work that has already been done in modern day D&I departments and needs to extend far past diversity and inclusion to ensure an equitable work place as well. Companies need to step away from the siloed D&I model in HR and begin transitioning a DEI corporate culture that transforms the values held within the company, within management, and within employees. It isn’t until we embrace the movement that is diversity and ensure the success of all voices that we can really begin to say that the American corporation has succeeded in creating a diverse, equitable, and inclusive workplace. 

Author's Note:

You might be wondering why an Executive Recruiter is so hung up on the DEI issue, it is because we want our clients to thrive and they will thrive when they set themselves up for it by incorporating a successful DEI process in which the STAR Diverse Talent we recruit for them will shine and be able to bring all they have to the company including their diverse thought process, ideologies and new product ideas to serve other markets. This is only part of a 30 page guide which will be made available to prospective clients within the month on how to ensure DEI. If you would like to receive this guide the second it comes out, please sign up at www.dcaprosearch.com/diversity-guide-signup.html

Albert Einstein defines insanity as trying the same thing over and over again and expecting different results. The same thing goes for your hiring practices. If you continue utilizing the same hiring process you will continue to hire the same type of employee. Hiring diverse employees has been a goal for most Fortune 500 companies. However, only a few have succeeded in truly diversifying their workforce and experiencing the benefits that diversity brings. If you want to attract diverse talent, the first thing you need to do is diversify your hiring practices.

1) Recruit in Diverse Places

This goes without saying, but if you want to attract multicultural candidates then recruit in places that attract multicultural professionals. This includes Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSIs), diversity conferences, job fairs in minority communities, and online social media pages or forums serving minority communities. Not only do you meet a diverse set of candidates, but you also position your company's brand to be one that values diverse talent. When candidates feel like they are being sought out by a company they are more likely to want to work for the company because they feel wanted and valued. Therefore, continuously seek out diverse talent and they will seek you out in return.

2) Sponsor Cultural Celebrations

Sometimes the best recruiting happens when you are not trying to recruit at all. By creating a reputation for your company as an ally to diversity you are attracting top talent without even having to ask for a resume. Diverse candidates like to see their potential employer champion diverse causes and show their support for cultural activities. It makes potential employees feel that your company is a place that they could feel at home and valued. There are thousands of events that you can sponsor:  Cinco de Mayo Parades, Dia de los Muertos Celebrations, Black History Month Exhibits, Pride, Women's March, ect. It is also a fun event just to take some friends from the company and enjoy a day celebrating diversity. Who says you can't have fun at work.

3) Showcase Diverse Talent

You are proud of your employees. There is no shame in letting the world know too. People want to work at places that they know they will feel challenged and where they will succeed. When companies showcase that diverse talent has thrived within their workplace, it attracts other diverse voices to join the team. No one wants to work at a place where they do not feel represented or where their voices won't be valued. When showcasing your team on social media, ensure that the diversity of your team is represented. Avoid only sharing images that consist of only one type of gender, race, age, etc. Showcase the diversity of your workplace and be proud of the teams you have put together.

4) Host Networking Events 

Who doesn't love Friday happy hours? It is great getting together with members of the company after a long week, but what about bringing together top talent from various companies to mix and mingle? Large companies are often coming together to empower minority groups within the industry to meet each other and share ideas. Events such as 'Women who Code,' LGBTQ+ Marketing mixers, and Society of Hispanic Engineers events happen throughout the country. Team up with other companies and host an event at a local brewery or park and get all of your employees to meet people from other companies. Your employees create connections and mentorships that will attract talent to your company because of how well your employees were admired.
 
5) Empower Minority Youth 

Representation is one of the most important things when creating a spark in young talent. Teens and college students want to work at a place where they see themselves. Organize outreach missions that empower the youth and inspire them to reach for their dreams. No kid will ever forget the first time they felt like they could be the next CEO or create the big viral ad. Create opportunities for minority youth to engage with your brand such as Hackathons, school events, company tours, and other fun events that allow students to see themselves working for your company in a few years. Investing in students and continuously engaging with them year after year is the best way to capture young talent and develop them throughout their career.
 
6) Hire a Diversity Recruiter 

If you want diverse employees, diversity should also exist within the vendors and partners you choose to work with outside the office. These can include advertising agencies, freelancers, contractors, but especially executive recruiters. Diversity recruiters are experts in identifying talent that will expand your company’s capabilities by finding the right talent to build your power teams. At DCAProSearch we have placed diverse talent within top agencies and companies for over 24 years and can confidently say that diverse talent is essential to tapping the benefits of multiculturalism.
 
The fact is simple, if you want to attract diverse talent you have to reevaluate your hiring practices to market your open positions to attract that diverse talent. If you continue using your old hiring practices, you will continue to hire the same type of employees you have always hired. Therefore, switch things up and diversify your hiring process and you will see the types of candidates you attract begin to differ as well.