20220327-Appcast-多元化候选人来源_增强企业多样性_11页_2mb

从报告中提取的关键信息总结

An analysis of recruitment sources and representation reveals several important aspects:

Candidate Sourcing and Diversity

Research indicates that while Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions are effective for underrepresented candidates, advertising across a broad range of traditional job sites (inclusive of diversity-focused sites) yields diverse candidates, particularly for racial/ethnic diversity.

Demographic Data

• Labor Force Composition (2019): Whites (77%), Blacks/African Americans (13%), Asians (6%), others including Hispanic/Latinos (18%).
• Industry Trends: Hisplicans are overrepresented in construction and hospitality (27% in traveler accommodation), with Blacks concentrated in transportation, and Asians in professional services.

Impact of COVID-19

The pandemic disproportionately affected minority groups:

• Black unemployment rate was ~10%, Latino ~11%.
• Majority-minority workers are concentrated in pandemic-hit sectors (e.g., 24% of leisure/hospitality workers are Hispanic).

Advertising Approach

Using a job ad exchange (like Appcast Xcelerate) effectively diversifies candidate reach. The Xcelerate network reaches 23% more underrepresented candidates compared to standard online benchmarks, making it an efficient tool for inclusive recruitment without relying solely on niche sources.

Strategies

• Expand sourcing beyond HBCUs to traditional job sites combined with ad exchanges for broader reach.
• Leverage the opportunity in higher unemployment rates among underrepresented groups to attract qualified candidates.
• Focus on skills transferability and professional growth to appeal to experienced candidates from diverse backgrounds.

Conclusion

Diversification requires both broader candidate pools and targeted ad strategies. Job ad exchanges and sourcing through traditional channels can effectively help reach a more diverse workforce, contributing to organizational growth and equity.