Great piece on diversity recruiting strategies employed by the American Heart Association (AHA) at SHRM last week. Most of their focus has been on diversity recruiting microsites. Some highlights:
Diversity Recruiting Best Practices at AHA
- Hired a diversity recruiting specialist
- Built six diversity recruiting microsites focused on diverse candidates, veterans and people with disabilities.
- Back-linked those sites and placing specific language in job postings about veterans, diversity and inclusion, and individuals with disabilities.
- Set up partnerships with hundreds of local diversity organizations across the U.S.
- Created a career fair advertised to diverse communities.
- Leveraged diversity job boards
- Removed artificial job requirements from job descriptions.
Diversity Recruiting Results at AHA
- The decreases in time-to-fill and lost revenue more than make up for the diversity recruiting specialist’s compensation when he or she builds relationships with diverse student bodies and diversity partner organizations.
- A 400 percent increase in its diversity application-to-hire conversion rate after launching the diversity microsites in 2014 (based on data from March 2016).
Co-Founder and CEO at Ongig
Ongig transforms your job descriptions to attract the best talent faster. Ongig is a content management system that supercharges your job descriptions through video, images, pictures, chat, social sharing, microsite creation and much more. Jobs can be more easily found through Artificial Intelligence-based job search and all pages are Mobile and SEO optimized. Ongig's professional copywriting team will even rewrite your job descriptions. Early clients of Ongig include Yelp, GoDaddy, Verizon, Intel andAutodesk.
Latest posts by Rob Kelly (see all)
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