For 2018, which are the four major trends in recruiting?
Earlier this month, I challenged a recruitment & selection about the racial make-up / diversity of their panel. Indeed, they perform an annual survey of high influencers in corporate Belgium who determine topics they consider as priority and/or not.
Their response was: “Dear Sir… For example, sectors such as IT would like to be able to hire more people from particular demographic groups (females, immigrants, etc.) but there are just not that many people from these groups available on the market. For this reason, there is little diversity among IT personnel. Setting up large programmes in organisations will not resolve the problem of the lack of diversity, which needs to be addressed at an educational level, by encouraging girls/women and immigrants to choose a more IT-related direction…”
I shared this statement with Binna Kandola via Linkedin – who published « Can we be bothered? How racism persists in the workplace » – read his comment below:
« Grégory, that’s another example of the lazy, unconcerned, disinterested attitudes that are a major obstacle. ‘It’s someone else’s problem.’ is the message here… »
As an organisation, do you have an Inclusion & Diversity agenda in place?
If not, what can you do to make your workforce more diverse and effective?
Well, Linkedin’s recruiting team states that hiring great talent will be much harder in a few years. Here are the four trends in recruiting that they found:
- « Diversity: the new global mindset
- Candidate assessment tools: newest ways to identify top performers
- Data: the new corporate superpower
- Artificial Intelligence: your secret workhorse »
Request their report here
I will focus on the topic of Diversity.
Which are the top reasons companies focus on Inclusion & Diversity?
78% global average
Which are your main target groups?
Or as a company, where did you focus your Inclusion & Diversity efforts?
Born in Congo, I am committed to developing more inclusive workplaces. My passion is to enable others to achieve their potential and to advance equity in corporate Brussels.
About eight years ago, a friend told me something like « in my company, they consider me as a high potential. I participated to the annual event of our industry, 500 people – la crème de la crème – and I was the only non-white in the room. A journalist even came to me and discreetly asked « what about upward mobility »? The problem is that in our industry, the majority of the workers at the bottom of the pyramid are non-whites. The higher you go in the hierarchy, the whiter it becomes. »
How to increase racial diversity at the top of corporate Brussels?
What are the diversity demographics of your team overall? And of your management and board teams?