CareerXroads Benchmark: Candidate Diversity Expectations

Who, if not recruiters and the talent acquisition function within an organization, has the ultimate ability to help ensure that companies are looking at diverse talent when bringing people on board? And while in recent years the definition of "candidate diversity" has broadened to include backgrounds, education levels, and work history, for many the largest challenges still sit within what is the most popular definition: people of color and females. CareerXroads asked its member companies how they handle candidate diversity with regards to candidate slates and interviewing.

[CareerXroads Research & Benchmark Reports for Enterprise Members]

We found that while almost 50% of those companies that responded have diversity goals for the candidate slates that are built, just 20% have diversity-related objectives concerning on-site candidate interviews. Our benchmark survey also threw a brief spotlight on one strategy that we've seen more and more of in recent years: the requirement of diversity on the company side of the interview process. While only 30% of companies said they have goals related to the diversity of their interviewers or interview panels, several commented that this is a common "best practice" that is delivered on internally.

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Chris Hoyt
A 25 year veteran of recruiting and HR, Hoyt is a sought-after speaker with presentations including national conferences with SHRM, LinkedIn, HR Technology and others in the USA as well as iRecruit, Australasian Talent Conference and more abroad. Chris has been promoting and leading full scale and enterprise-wide integrations of social media and mobile marketing within workforce strategies for his entire career. His expertise and passion for interactive/social recruiting, candidate experience, and both national and international recruiting strategies are all areas that Hoyt now leverages as President and Partner at CareerXroads, a Recruiting/Staffing consulting and think tank organization that works with corporate leaders from around the world to break out of traditional recruitment practices and push the envelope in an effort to win the ongoing war for top talent.

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