It's one thing to recognize that adding diversity to your workforce can add value

to your business. But it's another thing altogether to make it happen. No matter the size of your organization, or what industry you're in, on your journey to building a more diverse workforce, there's a chance you'll run into a few potholes along the way. But just like everything else in life, learning to do it right doesn't mean you have to make all the mistakes yourself. In our years as recruitment specialists, NAS Recruitment Communications has heard from countless organizations who have been frustrated when it appears their initiative has stalled. Click here to read more...

There are very few companies that want to talk about it in public but it's time to face the facts. No matter how sincere the effort, diversity recruiting programs (DRP’s) time and time again have failed to meet their goals! When you speak to senior executives about diversity recruiting they are almost always universally disappointed in the results produced by their programs. Even diversity program managers, the people that design and administer the programs, are disappointed in the results of their corporate diversity recruiting efforts. Why is diversity recruiting, one of the most important HR programs, failing? There are a variety of reasons why diversity recruiting is largely ineffective, almost all of which can be remedied.

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To remain competitive in today's market, it is important to make an effort to attract, hire and retain qualified diverse employees. Unfortunately, organizations sometimes lose qualified job applicants in the process. This can happen because of two reasons. One, the applicant's potential for the job is underestimated, and the applicant is screened out. Perhaps this is due to cultural misunderstandings, prejudice, or just lack of interviewing skills on the part of the interviewer. Or two, the applicant decides the organization is not a good place for them to work, and the applicant screens the employer out.

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I would like to take some liberty with a phrase that each of us has known since childhood. For some, the basic objective of education is to teach students to be functional and competent in the 3R's, readin', 'ritin', and ...

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The United States population is diverse. It’s no longer a question of when the workforce will change. It already has. There has been a huge increase in women, people of color and immigrants in the workforce in the last ...

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In Diversity Staffing: Much More Than You Think! by H. Martin de'Campo, diversity recruiting expert, H. Martin de'Campo provides readers with a straight forward discussion on why diversity recruiting is necessary. In it, he ...

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Here are two basic principles of recruiting that you need to apply when targeting passive candidates, diversity candidates, or any type of candidates in high demand:The more competition there is for a group of candidates (like ...

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According to research done by the Human Rights Campaign, over half of all Fortune 500 companies have a non-discrimination policy for sexual orientation and over 100 private employers protect gender identity in their ...

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