Client News & Resources Menu

Client News & Resources
View Latest Posts
View Subscriptions
Posting Instructions

Active Bloggers

Will Moss Will Moss
Hampton University class of 1995
Kamal Imani Kamal Imani
New York Inst of Tech class of 1997
HBCU CONNECT HBCU CONNECT
Central State University class of 1995
Reggie Culpepper Reggie Culpepper
Clark Atlanta University class of 1998
Kennedy Williams Kennedy Williams
Spelman College class of 2020
Joel Savage Joel Savage
class of 1993
LaMarr Blackmon LaMarr Blackmon
Cal St Univ, Long Beach class of 1992
Brooke Chaplan Brooke Chaplan
class of 2015

4 Tips to Enhance Diverse Candidate Retention within Your Workforce

NOTICE: This content is in pending status and not visible to those without the url...
4 Tips to Enhance Diverse Candidate Retention within Your Workforce
Posted By: Elynor Moss on June 30, 2020

Finding qualified candidates to meet your diversity goals is a daunting task.

As all diversity recruiters know, seeking out, interviewing, and integrating new candidates isn’t a short process. It becomes even more challenging when qualified candidates drop out of your program. Candidates can drop out of your talent pipeline at any time, for any reason. This generally leads to a loss of financial resources and a frustrating lack of your sought-after diversity, but it also creates administrative challenges as well. It’s impossible to build a strong team of workers with candidates constantly jumping ship. To prevent these unnecessary losses and improve your candidate retention, keep the following tips in mind:

1. Cultural Shifts towards Acceptance
Have you ever entered a room and felt the accusing stares of strangers that seemed to indicate “you don’t belong here”? This is a common problem faced by minority populations across the world, and can be a serious blow to morale. Your candidates must not feel like “outsiders” upon entering your talent pipeline. They’re being brought on board for the unique value their perspective provides—a mindset that must be made clear and promoted within your business.

2. Build Educational Programs
Even with a culturally-accepting environment, lack of information can still be a cause of poor candidate retention. Learning a new job is tough for all of us, particularly those in underprivileged populations who may have less job experience. To prevent candidates from experience frustration with your business’ learning curve, provide as many programs and educational resources as possible for their success. Many candidates will need personal coaching and development to prepare them to work in a new environment. Keep your programs up to date and empower your candidates with the tools they need to get ahead.

3. Dedicated Conflict Management
So, your workplace culture is accepting and you have educational programs in place. This is a great start, but unfortunately, problems are still bound to arise. Conflict is a part of any organization, and tends to come up more often with new employees who are still developing.



This problem is compounded by the fact that minority populations aren’t always comfortable complaining or rocking the boat in homogeneous organizations. This leads to frustration, feelings of helplessness, and eventual candidate dropout.

Create dedicated conflict management protocols for your employees. The value of these should be reinforced by senior management, and should be as inclusive as possible. When dealing with conflicts related to new diversity candidates, having representatives from their demographic can greatly help the conflict resolution process. Including bilingual or minority employees on the conflict resolution board will help recruits feel comfortable voicing their concerns and help assure them that their interests are being represented.

4. Promote Cooperation for Growth
Even after your culture is optimized, your workers have educational opportunities, and your conflict resolution is established, you may still lose candidates to a lack of teamwork.
While generally too mild to fall under the category of formal conflict, senior employees that ignore or deliberately exclude diversity recruits can create significant candidate dropout. After all, not all employees may value diversity as highly as your organization. Specifically train your staff to work together with new candidates and elicit their opinions on projects. This may require more focused effort than your organization’s general commitment to a more diverse culture. Employees may need to be trained on cultural sensitivity and the best ways to include employees who have different thought patterns than their own.

Keep Them on Board
Diversity recruitment is just as much about retention as it is about outreach. It doesn’t matter how effectively you bring candidates to the table if they have unpleasant experiences once inside your organization. Word of mouth travels fast, too—if your organization doesn’t treat its diversity candidates with respect, you can bet that future candidates will be harder to come by. Train your team appropriately, figure out how to resolve conflicts, and empower all of your employees with the tools they need to succeed. These initiatives are the best way to retain more of those candidates that you worked so hard to find.


Author:
Marek Biernacinski
Content Pro, CEO
If you enjoyed this article, Join HBCU CONNECT today for similar content and opportunities via email!
Comments
Please Login To Post Comments...
Email:
Password:

 
More From This Author
Accept your invitation to become a new hire at an Employer in your field of expertise!
#FAMUConnect: Who do you know from FAMU? We introduce you to Mr. Shaun Watson
#HBCUEmployment: Opportunities are available! Seek a new career here...
Connect with the HBCUConnect representatives for help attaining a career in Healthcare, Education, and Technology
Careers for professional talented workers: applicants invited to apply to the following new employers
Working on attaining a new career requires options. Research the jobs on this list to see if you want to apply!
Latest Client News & Resources
What Is More Powerful Your Logo or Your Video?

What Is More Powerful Your Logo or Your Video?

What's More Powerful? A Promotional Product that displays Your Logo OR A Promotional Product that Plays Your Video? With the power of video marketing, the choice is pretty clear - it's the vid ...more
Cecil Bernard • 123 Views • July 19th, 2021
BPSI-Promotional Products Catalog

BPSI-Promotional Products Catalog

Greetings, We would like to introduce you to BPSI-Promotional Products and Video Transformations (VT), that provides great promotional products that will speak for your business and deliver your me ...more
Cecil Bernard • 114 Views • July 19th, 2021
HIRING?  How to Use The Resume Database Search & Candidate Alert Features on HBCUConnect.com

HIRING? How to Use The Resume Database Search & Candidate Alert Features on HBCUConnect.com

Organizations that are looking to hire African American professional and collegiate talent can access the Resume Database on HBCUConnect.com. Our database has members with all types of degrees, ski ...more
Will Moss • 2,528 Views • November 17th, 2020
McDONALD’S EXPANDS GLOBAL JOB READINESS AND LIFE SKILLS TRAINING PROGRAM

McDONALD’S EXPANDS GLOBAL JOB READINESS AND LIFE SKILLS TRAINING PROGRAM

McDONALD’S EXPANDS GLOBAL JOB READINESS AND LIFE SKILLS TRAINING PROGRAM McDonald's, in partnership with the International Youth Foundation, is improving equity in skills training and opportunities ...more
Angela Salerno-Robin • 2,681 Views • September 25th, 2020
If Companies Don’t Recruit from HBCUs, They’re Missing out on Promising Employees

If Companies Don’t Recruit from HBCUs, They’re Missing out on Promising Employees

By Barbara L. Adams South Carolina State University Companies can improve diversity in hiring by recruiting from historically Black colleges and universities (HBCUs) such as South Carolina State U ...more
Will Moss • 3,387 Views • September 25th, 2020
Popular Client News & Resources
2011 Texas Southern University Tiger Career Exposition

2011 Texas Southern University Tiger Career Exposition

Dear Employers: It is indeed a pleasure to invite you to Texas Southern University's (TSU) 2011 Career Exposition. The event will be held on September 29, 2011 from 10:00 a.m. - 2:00 p.m. in the TS ...more
Elynor Moss • 53,367 Views • June 24th, 2011
Check out the Top 20 College Majors for HBCU Students

Check out the Top 20 College Majors for HBCU Students

Do you want to know what the Top 20 Majors are that HBCU Students are choosing? If so, check out our list that was generated by polling the members of HBCUConnect.com. 1. Business Administration 2 ...more
Elynor Moss • 45,014 Views • August 9th, 2011
Check here for your list of Historically Black Colleges that offer a concentration in Sales...

Check here for your list of Historically Black Colleges that offer a concentration in Sales...

Please check out the list below of HBCUs that offer sales courses and/or degrees. If you need help contacting these colleges let our staff know and we are happy to help you connect. HBCUs with Sale ...more
Elynor Moss • 44,654 Views • July 14th, 2011
Microsoft & HBCU CONNECT Announce VIP Recruitment Event in May for Black Tech Professionals

Microsoft & HBCU CONNECT Announce VIP Recruitment Event in May for Black Tech Professionals

In partnership with Microsoft Cloud & Enterprise Business, Microsoft IT, and Global Foundations Services, HBCU CONNECT is offering black technical professionals the opportunity to meet with representa ...more
Elynor Moss • 44,090 Views • April 23rd, 2014
Microsoft & HBCU Connect Launch New Online Technical Challenge to offer jobs to African Americans.

Microsoft & HBCU Connect Launch New Online Technical Challenge to offer jobs to African Americans.

HBCUConnect.com, in partnership with Microsoft, recently announced a contest to promote opportunities for minority professionals with experience in the IT industry, to compete for prizes, recognition ...more
Elynor Moss • 43,678 Views • April 23rd, 2014
Please Give Us a Like on Facebook!