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. Click here to read more...

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 twenty-five years. Diversity is not just a “good idea”, today. it is a business imperative if you want to stay competitive, innovative and secure a larger market share. Executives leaders are asking the question “How do we recruit, engage, and retain that diverse workforce.” In order to answer that question, we need to identify common diversity mistakes, perceived obstacles, best practices by other leaders in organizations, and then determine the solution that works for you.

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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 describes the obstacles to diversity and how to overcome them. He concludes by laying out the three major benefits of sucessful diversity recruiting programs.

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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 ...

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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 ...

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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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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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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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