Building a Diverse Talent Pipeline for Recruitment Success

Enhance your recruitment process by building a diverse talent pipeline. Learn key strategies such as providing recruiters with equitable tools, involving hiring managers, addressing biases, and optimizing job descriptions. Ensure a fair interview process to attract a wide range of candidates. Leverage resources like LinkedIn Talent Blog to develop inclusive practices and strengthen your organization's workforce diversity.

• Recruitment
• Diversity
• Talent Pipeline
• Hiring Strategies
• Inclusive Practices

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Uploaded on Sep 28, 2024 | 1 Views

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1. Recruitment - Hitting the URM Pipelines Mark Bandstra Heather Crawford Tom Gallant Ernst Sichtermann Rasool Yousufzai

2. How to build a diverse talent pipeline* Let s talk about this Give every recruiter the tools to recruit equitably Make hiring managers part of the solution Ask for help internally and externally to grow your network Build awareness of unconscious biases Reverse engineer your job descriptions to focus on potential over credentials Ensure your interview panels accurately represent your organization Source: LinkedIn Talent Blog - https://business.linkedin.com/talent-solutions/blog/diversity/2020/building-a-diverse-talent-pipeline

3. Mohammad Rasool Yousufzai and goes by Rasool Over 15 year s professional experience in management, recruiting, logistics, and analysis for both government and commercial clients, and nonprofits Been with the Lab since 2015 and supported different divisions such as Biosciences, Physical Sciences, ESnet, and EESA. Now I am a dedicated recruiter for all Physical Sciences. When I am not working, I enjoying, reading, hiking, and spending quality time with my family! Introduction: Rasool Yousufzai Rasool Yousufzai, PS Area Recruiter

4. Review of the recruitment process: Identify Need Recruitment Plan Sourcing/Outreach *** Next Slide *** Screening and General Recruitment Resources for the hiring managers Recruiting & Hiring Process Talent Acquisition and Outreach Website https://sites.google.com/lbl.gov/tao/talent-acquisition-playbook/identify-the-need?authuser=0

5. All Berkeley Lab recruited positions will automatically be posted on: Berkeley Lab Careers Page Higher Education Recruitment Consortium (HERC) America s Job Exchange (AJE) (diversity portal) In addition to the automatic online job boards, the recruiter will recommend other paid advertisement options (discussed further on), as well as opportunities for Lab colleagues (e.g., search committee, peers and collaborators) to network and share the open position with individuals more broadly Sourcing/Outreach

6. Association for Women in Science National Association of Asian American Professionals National Society of Hispanic Physicists National Society of Black Physicists Society for Advancement of Chicanos and Native Americans in Science Society of Hispanic Professional Engineers American Indian Science and Engineering Society National Society for Black Engineers Diversity related professional organizations

7. Recognize that this is not a hurdle we can tackle overnight. What can we as a division do to remove barriers for more outreach in our job postings? Recognize that this IS a hurdle we need to tackle.

8. Remove the financial barrier to posting on diversity related professional organizations The division will fund the cost for this. Rasool has the fund code to use to post to relevant posting boards This is to be used across all functional job codes - and will let us do broader searches more consistently Scientific staff, SEAs, Postdocs, operations/administrative staff, etc. Introduce our recruiter to the Division set expectations for clear, transparent and equitable processes What can we do now?

9. In summary We know this isn t an immediate fix. But it is a start in the right direction Here is our ask of you - utilize existing pipelines more effectively Please think about how we can - establish new or strengthen existing pipelines Your ideas can help!

10. Final thoughts Special thanks to the Sapana Kanakia for her years of service as our former recruiter. Also, to Rasool Yousufzai, our new recruiter, for partnering with us on this new initiative. If you have any feedback or questions (or ideas!), please contact us at NSD-IDEA-Council@lbl.gov