Being a diversity recruiter is not about putting a strategy in place or a cultural day - it's about the long term plan. This presentation by Janine Truitt of Talent Think Innovations shows you how to make diversity part of your company's identity, not a check box.

1. Janine N. Truitt
Talent Think Innovations, LLC
Chief Innovations Officer
*Every Recruiter Should
Be a Diversity Recruiter

2. *The State of Recruitment
and Diversity
Recruitment
Diversity
Managing
Requisitions
Sourcing/Screeni
ng Candidates
Interview
s
Offer
s

4. *“Who’s Responsible For Your
Diversity Efforts?”

5. *Hiring a Diversity Recruiter is
not a strategy.

6. Reactive Proactive
 Quota Hiring
 Posting to Diversity
Websites.
 Recruiting from referral
sources that have
underrepresentation for
diverse professionals.
 Building “real”
relationships/partnersh
ips with associations
and groups that serve
diverse populations.
 Regular evaluation of
referral sources .
How Does Your Diversity Strategy
Stack-up?

7. When Diversity
presents as a
business concern,
the reaction is often
to treat the process
as if there are
implied quotas.
*Quality +Quantity
matter in Diversity
Recruitment

8. *The Many Flavors of Diversity
LGBT
Veterans
Women
Millennials
Gen
Z
African
Americans
Hispanics
Differently
Abled
Asians

9. A Word on OFCCP
• You will never get ahead of underrepresentation if you stop
your efforts once you reach that “magical” number.
• Tie diversity goals to performance for both your recruiters
and leadership.
• Your good faith efforts start with genuine intentions.

10. What Does Success Look Like?
• Make sure you have quality lead funnels from qualified diversity
organizations.
• Train every recruiter on performing a fair and proper interviews.
• Develop training to ensure they can conduct demographic specific
interviews.
• Have a portion of your career website visible and available to give a
glimpse of what diversity looks like at your company.
• Ensure that each member of your recruitment team is assigned at least
one diversity initiative or organization to build a relationship with.

11. What Does Success Look Like?
• Follow diverse hires to ensure there are no barriers
to entry for promotions, transfers, or learning and
development opportunities.
• Do regular compensation checks to ensure that you
are staying abreast of any equity issues.
• If you have employee resource groups, be sure to
have your Recruiters regularly attend meetings to get
ideas on where to focus their recruitment efforts.

12. CEO
Director of
Talent
Acquisition
Director of
Diversity
Director of
Total Rewards
Chief Human
Resources
Officer
A direct reporting
structure for Diversity
Groups allows for
diversity initiatives to be
top of mind for the CEO
Diversity Going
Straight to the Top

13. *The truth shall set you free…

14. Diversity Transparency: A
Step in the Right Direction

15. *The More You Know…
*Diversity will live or die depending on the level of
commitment leadership has to it.
* Everyone in the organization must be held
accountable for contributing to diversity efforts.
*It could take some time to see an ROI.
*Partnering with diverse organizations and
associations to build programs and initiatives that
support your diversity goals.

16. Diversity is not a one man
show. It requires
partnership.

17. Thank you for joining me.
Website: talentthinkinnovations.com
Blog: thearistocracyofhr.com
Twitter: @CzarinaofHR