Recruiting top minority executives remains a challenge for companies

Recruiting top minority executives remains a challenge for companies, despite soft labor market, according to wetfeet study

In spite of the weak job market, companies are still spending hundreds of thousands of dollars to recruit and retain minority candidates with executive leadership potential, according to a study entitled Diversity Recruitment Report 2002 released today by San Francisco-based WetFeet, Inc.

Based upon in-depth interviews with more than two dozen African-American and Hispanic professionals averaging six years of work experience as well 14 directors of diversity recruitment at leading corporations such as Deloitte Consulting, General Motors, and Pfizer, the Diversity Recruitment Report paints a picture of how diverse executives go about finding jobs--and the extensive measures used by companies to attract and retain them. With some companies spending as much as 60-70 percent of their total recruiting budgets on activities to attract minority candidates, and other companies establishing programs to develop candidates as early as high school, diversity recruiting remains a critical focus for companies.

Talented, educated minority candidates are the jewels of a recruiting effort. Even the best companies in the business have to show continued creativity and commitment to attract a sufficient flow of diverse candidates into their organizations, explained Steve Pollock, president of WetFeet. Moreover, the commitment to recruiting can't stop at the front door--it needs to continue with equal energy devoted to retention.

Based upon the candidate interviews, the WetFeet report offers corporate employers many tips on diversity recruitment and retention:

* Focus first and foremost on creating attractive positions and opportunities for professional development. Minority candidates, like their majority counterparts, place utmost emphasis on the opportunity itself.

* Show tangible evidence of the company's commitment to diversity--or, lacking results, demonstrate sincerity of intentions. Although the bar for demonstrating a commitment to diversity is high, candidates value a company's intentions almost as much as its track record. To demonstrate sincerity, companies must understand the business reasons for supporting diversity efforts--and generate support for programs at all levels of the organization.

* Tailor diversity strategies and messages to the desired candidates. Minority candidates have widely different expectations and preferences based on their personal career goals, chosen industry, and experience level.

* Pay as much attention to retention as to sourcing. Strong retention is a leading indicator of a company's commitment to diversity and a boost to recruiting efforts. Mentorship programs and networking groups are effective retention tools.

* Stick with it for the long haul. One-off activities like job listings on diversity websites do not work; successful diversity recruiting efforts require the development of long-term relationships with dedicated campus and organizational partners.

In addition to detailed findings from the candidate interviews, WetFeet's 115-page Diversity Recruitment Report also offers an overview of corporate practices related to goals, organizational structures, and results of diversity programs. The study was produced in collaboration with the Consortium for Graduate Study in Management (CGSM), a non-profit organization that has helped corporations diversify their ranks for over 36 years.

The Diversity Recruitment Report 2002 is available for purchase at