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HBCU Recruiting: How to Stand Out and Maximize Your Impact

Wednesday, June 12, 2024
Webinars

75% of University Recruiting teams specifically target Historically Black Colleges & Universities (HBCUs) for recruiting, and 94% say HBCUs are important to their current DEI strategy. However, UR leaders report difficulty maximizing the impact of their HBCU recruiting efforts.

One key challenge for UR teams is standing out on campus amidst intense competition.

Students see right through inauthentic engagement, which could be why some programs don’t see a return on their efforts. At our webinar on June 12th at 1PM EST, we’ll explore the three pillars of successful HBCU engagement that can help UR leaders enhance their HBCU strategy.

Plus, we’ll share case studies of strong employer-HBCU partnerships and hear from a panel of top UR leaders from Cummins, Dell, and Vanguard as they answer the most pressing HBCU recruiting questions!

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May 10, 2024

Avoid Age Discrimination in Early Career Programs


At our most recent Annual Members Meeting, United States EEOC Commissioner, Keith Sonderling, joined Veris Insights Co-Founder & CEO, Carter Bradley, for a fireside chat to speak about some of the trends he’s seeing within the recruiting ecosystem. This is a summary of their conversation on early career programs and guidance for recruiting teams on preventing age discrimination. 

Early Career Initiatives: The Costly Mistake of Unintentional Age Discrimination

A few years ago, an unsettling scenario unfolded when an organization found itself in a $2M+ settlement stemming from an EEOC age discrimination lawsuit. The culprit? Their “Early Career” hiring initiative. This incident sent shock waves through the University Recruiting industry, sparking concerns to this day about the potential ramifications of their own early career programs. 

Commissioner Sonderling acknowledged the complexities inherent to early career recruiting, particularly age discrimination. One glaring issue is the language used in job descriptions, often explicitly seeking “recent college graduates,” which may imply a preference for candidates in their early twenties.  

Leading with Inclusivity

Amidst these concerns, advocacy groups like AARP are championing the cause of older workers, decrying the exclusionary practices perpetuated by “early career” programs. However, the solution isn’t to abandon campus recruitment altogether. Instead, Commissioner Sonderling urges also leveraging alternative avenues – such as online job boards – that allow qualified candidates of all ages to apply, ensuring equal opportunity. 

Veris Insights’ research found more than half of companies have changed their “University Recruiting” team name or have actively considered it. As recruiting for entry-level positions expands beyond college campuses, some companies find a team name like “early career” or “emerging talent” to be more inclusive of all candidates in the early stages of their career, despite their age or degree status.

Recruiting & Fostering Early Talent Moving Forward

Navigating early career recruiting programs while safeguarding against age discrimination requires a delicate balance of legal compliance and inclusive practices. By heeding the insights shared by Commissioner Sonderling and embracing a commitment to diversity, equity, and inclusion, recruiting leaders can maintain their programs and forge a path towards a more equitable future.

 

Stay in-the-know on today's employment discrimination claims

Check out more insights from EEOC Commissioner Keith Sonderling
May 09, 2024

Diversity Recruiting Sees Shakeup as Employers Rethink Mega-Conferences

Sophie Jablansky, PhD


For years, diversity conferences like Grace Hopper and National Black MBA were a prime pipeline for employers to access and advertise themselves to diverse groups of talent. But, that’s beginning to change.

What’s Shifting?

Heads of DEI are rethinking the value of traditional recruiting conferences as costs soar, conversions fall, attending talent becomes diluted, and new technologies democratize access to top talent.

 

The Driving Forces Behind the Change

  • • Skyrocketing Costs: Entry fees have ballooned to untenable levels, with some quotes reaching $10k for an interview booth.
  • • Poor Recruiting ROI: DEI leaders note that conversion rates are often too low given the steep financial investment required. It’s hard to justify a $10-20k event for only a handful of hires.
  • • Talent Dilution: Despite their focus on particular identity groups, major identity-focused conferences are increasingly attracting attendees that fall outside the target demographic, which is significantly reducing their value. For example, last year, Grace Hopper – an event that traditionally supports women and nonbinary individuals – was overrun by men.
  • • Disruptive Tech: While diversity conferences were once the best way for employers to access talent groups, the explosion of AI-driven tech (think SeekOut, HireEZ, Eightfold) offers direct, cheaper, and more efficient access to talent.

 

How Employers are Rethinking Conference and Event Strategy

  • • Bringing Events In-House: Some employers are reaching potential candidates at scale with talent-specific webinars and virtual events, rather than investing in external conferences. Curation and invitations can lend an air of exclusivity that draw in candidates. 
  • • Trading National for Regional Events: Employers are partnering with local chapters of national organizations to run more targeted, location-specific events, enabling companies to micro-target the talent pools that most closely align with their talent footprint.
  • • Co-Hosting Industry Events: Some employers are partnering with other companies in their industry to host intimate recruiting events with top talent. They’re benefiting from the larger draw of multiple employers, while keeping costs lower than attending most conferences. 
  • • Upping Investment in Diversity Job Boards: Some employers are reallocating conference funds to partners that promote job openings to their talent pools. This approach not only guides candidates to open roles organically, it also cuts the time-consuming work of entering candidate data that typically follows a conference.

Rethinking your diversity conference strategy?

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May 09, 2024

4-Steps to Rethinking Diversity Conference Strategy

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April 27, 2024

The Importance of DEI in Your Job Search

Recent discussions surrounding DEI initiatives, sparked by the SCOTUS ruling on affirmative action, have influenced the recruitment landscape. Despite challenges, TA Leaders affirm their commitment to DEI, recognizing its role in fostering innovation and attracting top talent.

In this blog, we’ll explore why considering companies that prioritize DEI can benefit you as a candidate and offer tips on finding organizations that align with these values.

 

Why Should DEI Matter to You?

Companies are leveraging assessments like pre-recording video interviews to streamline applicant screening. This presents a golden opportunity for you to shine! Here are some tips for pre-recorded video interview success!:

• Workplace Happiness: Imagine being part of a workplace where every voice is valued, and every perspective is respected. That’s the power of DEI. Companies that prioritize diversity and inclusion tend to foster environments where employees feel happier, more engaged, and more fulfilled in their roles.

• Career Growth Opportunities: DEI-focused organizations are more likely to be committed to providing equal opportunities for growth, regardless of background or identity, fostering an environment for professional advancement.

• Innovative Environment: According to our research, companies with a dedicated C-suite executive for DEI outperform those without by 20% in innovation rankings. When you collaborate with employees from diverse backgrounds, you’re exposed to a multitude of perspectives and ideas, fueling creativity and ingenuity. You’ll find yourself contributing to innovative projects and solutions, making your work more exciting and impactful.

• Values Alignment: Your values matter. Are you passionate about making a difference and creating a more inclusive world? Choosing employers who share your commitment to DEI allows you to live your values daily through your work. For further insights on understanding company values, you can check out our guide created earlier this year!

 

How Can You Leverage DEI in Your Job Search?

• Conduct Thorough Research: Before applying, learn more about a company’s DEI initiatives and organizational culture through its website and social media. Look for employers who demonstrate a genuine commitment to fostering diversity and inclusion through transparent DEI policies and practices.

• Highlight Your Values: Set yourself apart in your applications and interviews by emphasizing your own experiences and values related to DEI. It shows potential employers that you’re not just looking for any job – you’re looking for the right fit with a company that shares your values.

• Ask DEI-Related Questions: During your interviews, leverage the opportunity to find out more about the company’s DEI efforts. Understand their diversity goals, inclusion practices, and what they’re doing to create an inclusive workplace. Here are 5 DEI-related questions you could ask!

• Evaluate Organizational Diversity: Check out their team’s page on their website or LinkedIn page to see the diversity within the company’s teams and leadership. A diverse workforce signals a genuine commitment to DEI and is more likely to provide an inclusive environment where you’ll grow.

 

By prioritizing DEI considerations in your job search, you’re not merely seeking employment – you’re seeking an environment where you can grow both personally and professionally.

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April 16, 2024

DEI Programs in a Post-Affirmative Action Era


At our most recent Annual Members Meeting, United States EEOC Commissioner, Keith Sonderling, joined Veris Insights Co-Founder & CEO, Carter Bradley, for a fireside chat to speak about some of the trends he’s seeing within the recruiting ecosystem. This is a summary of their conversation on how DEI programs are evolving after the SCOTUS decision on affirmative action. 

 

In the ever-evolving landscape of DEI initiatives over the last few decades, companies have recognized the pivotal role early talent recruiting plays in fostering diverse and inclusive workplaces. Amidst discussions surrounding affirmative action and legal implications, many recruiting leaders question “What’s next?” about the future of their DEI and University Recruiting programs.

Understanding the Post-Affirmative Action Era

In the wake of the Supreme Court’s decision on affirmative action, questions loom large on how employers who remain committed to DEI should proceed. Commissioner Sonderling asserted that despite legal complexities, forward-thinking organizations can continue to prioritize their DEI programs and initiatives. He underscored the intrinsic value in creating equitable workplaces, so long as efforts are compliant with the law.

Early Talent Recruiting: A Gateway to Diversity 

Many employers have embraced early talent programs as a strategic, innovative, and effective approach to cultivating diverse candidate pipelines. Commissioner Sonderling emphasized the significance of these programs in addressing underrepresentation within organizations. By adhering to compliance standards, companies can continue to effectively recruit from diverse backgrounds without compromising legal integrity.

Navigating Scrutiny: Commissioner Sonderling’s Advice 

In the face of increased scrutiny, Commissioner Sonderling advises companies not to panic and dismantle their DEI initiatives, but rather to refine their approach. By prioritizing intentionality and compliance, organizations can weather the complexities of DEI programs and early talent recruiting. Through thorough documentation and accountability measures, companies can uphold their commitment to diversity while mitigating legal risks.

Stay in-the-know on avoiding age discrimination in early career programs

Check out more insights from EEOC Commissioner Keith Sonderling
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The Business Case for DEI in 2024

Wednesday, April 24, 2024
Webinars

Corporate DEI is in a tough spot in 2024.

Since the 2023 U.S. Supreme Court ruling that struck down race-based Affirmative Action for college admissions, corporate diversity, equity, and inclusion (DEI) programs have increasingly come under attack. Whether through legal action or contentious discourse from public figures, the voices of DEI dissenters have been amplified.

Yet, DEI remains a top priority for most employers, and 61% of Talent Acquisition leaders plan to increase their focus on it this year.

So, in the midst of it all, how can TA leaders navigate the shifting conversations around DEI and make a case to skeptical business leaders about the value of their initiatives?

Check out the recording of our webinar for all you need to know about making the case for corporate DEI in 2024. We’ll be sharing concrete data on the value of DEI to businesses and actionable next steps for navigating the current DEI climate.

Access the Recording
February 08, 2024

The Shifting Landscape of Today’s Employment Discrimination Claims


At our most recent Annual Members Meeting, United States EEOC Commissioner, Keith Sonderling, joined Veris Insights Co-Founder & CEO, Carter Bradley, for a fireside chat to speak about some of the trends he’s seeing within the recruiting ecosystem. This is a summary of their conversation on the mental health and remote work trends Talent Acquisition teams are facing in 2024.

 

In the complex realm of Talent Acquisition, it’s crucial to stay informed about the latest trends that are actively shaping the workforce landscape. One key aspect for TA professionals to keep in mind is the dynamic evolution of employment discrimination claims, shedding light on the nuance of workplace interactions.

The Unfolding Dynamics of Employment Discrimination Claims

Commissioner Sonderling shared with the group that, against the backdrop of the Equal Employment Opportunity Commission (EEOC), there were around 760,000 inquiries made, with approximately 73,000 charges leading to federal investigations. Although showing an increase from the year prior, these numbers remain significantly lower than in the post-recession era, suggesting potential positive shifts in workplace dynamics.

The Dominance of Retaliation Claims

Retaliation claims continue to dominate employment discrimination cases, often accompanying other allegations. A noteworthy trend emerges with disability discrimination as the primary underlying claim, showcasing a consistent upward trajectory, particularly in the context of Talent Acquisition.

 

Unpacking the Impact of COVID-19 on Workplace Dynamics

Religious Discrimination in the Wake of COVID-19

In the aftermath of the COVID-19 pandemic, there has been a notable spike in religious discrimination claims, largely attributed to vaccine mandates. The unique challenges faced by TA and HR professionals in managing vaccination policies underscore the complexity of navigating religious exemptions.

Lingering Challenges Post-COVID-19

As vaccine mandates become a thing of the past, two intertwined issues persist—remote work/return-to-office mandates and the growing significance of mental health, especially among Gen Z talent. These challenges pose intricate questions for TA teams, requiring a delicate balance between organizational needs and individual well-being.

 

The Return-to-Office Dilemma and Escalating Mental Health Challenges

Legal Ramifications of Return-to-Office Mandates

Return-to-office mandates have become a central point of contention, leading to a surge in legal cases. TA and HR teams find themselves at the forefront of managing expectations and legal implications arising from these mandates.

Mental Health Claims on the Rise

Mental health claims, encompassing PTSD, depression, and anxiety, are on the rise. Employees are increasingly leveraging mental health considerations as grounds for accommodation requests, challenging TA and HR to navigate this sensitive terrain effectively.

 

Addressing Challenges in Talent Acquisition

Recruiting Amidst Remote Work Challenges

Recruiters face challenges in managing expectations, especially when promises of remote work are reconsidered. Striking a balance between business needs and employee expectations becomes crucial in maintaining a positive Talent Acquisition experience.

Accommodating Mental Health in Recruitment

The emergence of Gen Z talent, more open about mental health discussions, introduces a new dimension to recruitment. Crafting job descriptions that accommodate mental health needs for both applicants and employees becomes imperative, aligning with evolving legal considerations.

 

Navigating 2024: Mental Health and Remote Work as Top Priorities

As we step into 2024, the intertwined challenges of mental health and remote work are set to dominate the Talent Acquisition landscape. HR professionals and recruiters will need to adapt their strategies to address these issues, fostering an inclusive and supportive work environment.

Commissioner Sonderling emphasized that staying attuned to these evolving trends will position Talent Acquisition teams to proactively navigate the dynamic landscape of recruiting and retention in the years to come.

Stay in-the-know on generative AI's impact on recruiting

Check out more insights from EEOC Commissioner Keith Sonderling
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Recruiting Women in Tech: Fostering Inclusive Hiring

Tuesday, September 13, 2022
Webinars

Despite increased attention to DEI in the workforce, women are still highly underrepresented in technical jobs in the US and around the world.

Hear from one of our University Recruiting research experts, Dr. Katie Wullert, about the challenges women tech students face and learn how employers can reduce these obstacles through more inclusive and equitable hiring practices.

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Demystifying HBCU Recruiting

Wednesday, March 22, 2023
Webinars

We hosted a webinar for University Recruiting leaders on Demystifying HBCU Recruiting because we know that developing and executing on an effective HBCU recruitment strategy is not easy.

University Recruiting leaders tell us they face challenges:

  • → Securing stakeholder buy-in for the overall strategy
  • → Determining which HBCUs to recruit from
  • → Deciding who to send to HBCUs to recruit
  • → Communicating the ROI of HBCU recruitment efforts
  • → Getting accepted offers from HBCU students

So we wanted to provide leaders with critical context and actionable tips for how to implement (or refine) an authentic, intentional, and partnership-driven HBCU strategy.

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