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108-567: The recruitment process varies widely based on the employer, seniority and type of role and the industry or sector the role is in. Some recruitment processes may include; Sourcing is the use of one or more strategies to attract and identify candidates to fill job vacancies. It may involve internal and/or external recruitment advertising , using appropriate media such as job portals , local or national newspapers , social media, business media, specialist recruitment media, professional publications, window advertisements, job centers, career fairs, or in

216-1124: A Time article in 2023, "People with disabilities are being neglected". This view has been echoed by a number of DEI leaders and activists. Sara Hart Weir , the former president and CEO of the National Down Syndrome Society and co-founder of the Commission for Disability Employment, argues that when deliberating on the vision of DEI success in the United States, policymakers, and employers need to take proactive measures to engaging with people with disabilities who they historically ignored. Corinne Gray has argued that, "If you embrace diversity, but ignore disability, you're doing it wrong." Diversity hire, equity hire, or DEI hire, are disparaging and controversial labels for persons from underrepresented groups , which are, according to this label, assumed to be less qualified and have supposedly received preferential treatment due to DEI policies. Wording of some DEI initiatives can backfire and contribute to

324-484: A code of conduct . In Germany, universities, though public employers, are generally not required to advertise most vacancies especially of academic positions (teaching and/or research) other than tenured full professors ( verbeamtete Hochschullehrer ). At the same time, anti-discrimination measures and equal opportunities (although required within the framework of the European Union) only apply to advertised jobs and to

432-538: A 2018 article, proponents of DEI argued that because businesses and corporations exist within a larger world, they cannot be completely separated from the issues that exist in society. Therefore, the authors argue the need for DEI to improve coworker relations and teamwork. Through a DEI plan, organizations outline measures to be taken, including recruiting and retaining personnel, fostering effective communication channels, imparting relevant training, and regulating workplace conduct. As of 2022, many academic institutions in

540-503: A 2022 survey conducted by the American Association of University Professors , one in five American colleges and universities include DEI criteria in tenure standards, including 45.6% of institutions with more than 5000 students. Some universities have begun to weigh diversity statements heavily in hiring processes. For example, University of California, Berkeley eliminated three-quarters of applicants for five faculty positions in

648-573: A bill to ban spending on DEI in public universities was also advanced in March 2023. Several prominent Republicans positioned themselves as critics, including Florida Governor Ron DeSantis , Texas Governor Greg Abbott , and 2024 presidential candidate Vivek Ramaswamy . In January 2024, the Florida Board of Education banned federal or state money being used toward DEI programs in universities. Another significant point of political controversy has been

756-447: A candidate, qualifying whether they are a real job seeker or just a job shopper. As a result, sourcers are uniquely positioned to sell or “pre-close” candidates before the candidates enter the rest of the recruitment process. Phone sourcing is using the telephone to gain information about a topic or person. In personnel sourcing, the telephone is used to locate persons with specific titles or job functions inside specific organizations. It

864-408: A commentator on CNN , has criticized American universities for "[h]aving gone so far down the ideological path" that "these universities and these presidents cannot make the case clearly that at the center of a university is the free expression of ideas." He opines that "[t]he most obvious lack of diversity at universities, political diversity, which clearly affects their ability to analyze many issues,

972-507: A condition of employment, admission, or promotion. The other Florida law prohibits public colleges from spending state or federal funds on DEI unless required by federal law. One Texas law prohibits DEI practices or programs, including training, that are not in compliance with the state Constitution regarding equality. The other law bans DEI offices and staff, as well as mandatory diversity training. It also bans identity-based diversity statements that give preference regarding race or sex. Within

1080-453: A form of corporate training, it also finds implementation within many types of organizations, such as within academia , schools , and hospitals. Into the 2020s, DEI efforts and policies have generated criticism, some directed at the specific effectiveness of its tools, such as diversity training, and its effect on free speech and academic freedom, as well as more broadly attracting criticism on political or philosophical grounds. In addition,

1188-400: A group of 29 scientists, including Nobel laureates Dan Shechtman and Arieh Warshel , published a paper that outlined what the authors see as a "clash in science between classical liberal values" and a "new postmodern worldview", which, they argue, is "enforced by 'Diversity, Equity, and Inclusion' (DEI) officers and bureaucracies" and "threatens the entire scientific enterprise." Two of

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1296-428: A job. Attending job fairs, especially at secondary and post-secondary schools, is another method of recruiting external candidates. An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and usually, if the suggested candidate is hired, the employee receives a cash bonus. Niche firms tend to focus on building ongoing relationships with their candidates, as

1404-601: A job. This is illegal in some countries, such as in the United Kingdom, in which recruiters must not charge candidates for their services (although websites such as LinkedIn may charge for ancillary job-search-related services). Such recruiters often refer to themselves as "personal marketers" and "job application services" rather than as recruiters. Using multiple-criteria decision analysis tools such as analytic hierarchy process (AHP) and combining it with conventional recruitment methods provides an added advantage by helping

1512-422: A lower cost to hire someone internally. Many companies will choose to recruit or promote employees internally. This means that instead of searching for candidates in the general labor market , the company will look at hiring one of their own employees for the position. After searches that combine internal with external processes, companies often choose to hire an internal candidate over an external candidate due to

1620-420: A more welcoming and inclusive workplace for their employees. "Safer recruitment" refers to procedures intended to promote and exercise "a safe culture including the supervision and oversight of those who work with children and vulnerable adults ". The NSPCC describes safer recruitment as a set of practices to help make sure your staff and volunteers are suitable to work with children and young people. It's

1728-550: A new wave of controversy surrounding DEI in the workplace and its impact on freedom of expression. Bilkszto had earlier filed a lawsuit against the Toronto District School Board in the wake of a 2021 incident at a DEI training seminar; Bilkszto was later diagnosed with "anxiety secondary to a workplace event", and claimed the session and its aftermath had destroyed his reputation. Bilkszto's lawyer has publicly linked this incident and its aftermath with his death. In

1836-436: A number of hypotheses on the business benefits of diversity and of diversity management, known as the business case of diversity. In 2003, corporations spent $ 8 billion annually on diversity. In 2011 Barack Obama signed Executive Order 13583 concerning Diversity and inclusion. After the election of Donald Trump in 2016 and the ascent of the #MeToo and Black Lives Matter movements, Time magazine stated in 2019 that

1944-427: A number of ways. This can include advertising in local newspapers, journals, and online. Research has argued that social media networks offer job seekers and recruiters the opportunity to connect with other professionals cheaply. In addition, professional networking websites such as LinkedIn offer the ability to go through job seekers’ biographical resumes and message them directly even if they are not actively looking for

2052-517: A person that "sources" candidates can and will perform both 'primary' and 'secondary' sourcing techniques to identify candidates as well as the candidate profiling to further pre-screen candidates but there is a growing market for experts solely focused on "telephone sourcing", "internet sourcing/researching" and candidate profiling. The actual act to source candidates can usually be split out into two clearly defined techniques: primary sourcing and secondary sourcing. In recruiting and sourcing, this means

2160-415: A person's unique circumstances, adjusting treatment accordingly so that the end result is equal." Finally, inclusion refers to creating an organizational culture that creates an experience where "all employees feel their voices will be heard", and a sense of belonging and integration. DEI is most often used to describe certain training efforts, such as diversity training . Although DEI is best known as

2268-675: A piece entitled "Diversity and Free Speech Can Coexist at Stanford" that was published in the Journal the following week. Dean of Stanford Law School Jenny S. Martínez also published a ten-page document addressing the situation and clarifying Stanford's position on free speech. In it, Martinez stated that the university's commitment to DEI "can and should be implemented in ways that are consistent with its commitment to academic freedom and free speech" and that she believed that "the commitment to diversity, equity, and inclusion actually means that we must protect free expression of all views." She added that

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2376-478: A range of nationalities, are also often concerned about whether candidate fits the prevailing company culture and organization as a whole. Companies and recruitment agencies are now turning to video screening as a way to notice these skills without the need to invite the candidates in person. The selection process is often claimed to be an invention of Thomas Edison . The word disability carries few positive connotations for most employers. Research has shown that

2484-670: A recruitment resource for human resources professionals. In the United States , the Equal Employment Opportunity Commission has established guidelines for prohibited employment policies/practices. These regulations serve to discourage discrimination based on race , color , religion , sex , age , disability , etc. However, recruitment ethics is an area of business that is prone to many other unethical and corrupt practices. According to Independent Broad-based Anti-corruption Commission (IBAC), business ethics are

2592-436: A rise in legal challenges and political opposition to systematic endeavors aimed at enhancing racial equity. Diversity management can be seen to "leverage organisational diversity to enhance organisational justice and achieve better business outcomes". Several reports and academic studies, including one by McKinsey & Company , found a correlation between financial benefits and DEI. The study from McKinsey & Company

2700-620: A secondary purpose of encouraging diversity. Diversity in higher education can be difficult, with diverse students often feeling reduced to fulfilling a 'diversity quota,' which can carry a high emotional tax. Within healthcare, DEI reflective groups have been used to enhance the cultural sensitivity within mental health professionals. Such reflective spaces help improve mental health professionals reflexivity and awareness of DEI-related issues both within direct clinical work with clients, their families, and wider systems, as well as within professional supervision and teams. DEI positions also exist with

2808-474: A society can participate in all promotional, educational, and training opportunities. The stated justification for affirmative action by its proponents is to help compensate for past discrimination, persecution or exploitation by the ruling class of a culture, and to address existing discrimination. More recently concepts have moved beyond discrimination to include diversity, equity and inclusion as motives for preferring historically underrepresented groups. In

2916-515: A talk by Fifth Circuit Court of Appeals Judge Kyle Duncan at Stanford Law School sparked criticism and discussion in the media, with many focusing on the role of Associate DEI Dean Tirien Steinbach, who joined protesters in denouncing Duncan's presence on campus. In the wake of the incident, the editorial board of the Wall Street Journal opined that DEI offices have "become weapons to intimidate and limit speech". Steinbach replied with

3024-627: A variety of ways via the internet. Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce candidates—who, in many cases, may be content in their current positions and are not actively looking to move. This initial research for candidates—also called name generation —produces contact information for potential candidates, whom the recruiter can then discreetly contact and screen. Referral recruitment programs allow both outsiders and employees to refer candidates for filling job openings. Online, they can be implemented by leveraging social networks. An employee referral

3132-403: A vital component to recruitment; hiring unqualified friends or family, allowing problematic employees to be recycled through a company, and failing to properly validate the background of candidates can be detrimental to a business. When hiring for positions that involve ethical and safety concerns it is often the individual employees who make decisions which can lead to devastating consequences to

3240-618: A vital part of creating a safe and positive environment and making a commitment to keep children safe from harm. In England and Wales, statutory guidance issued by the Department for Education directs how safer recruitment must be undertaken within an educational context. Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO) where a company engages a third-party provider to manage all or part of its recruitment process. Internal recruitment or internal mobility (not to be confused with internal recruiters ) refers to

3348-462: Is a candidate recommended by an existing employee. This is sometimes referred to as referral recruitment . Encouraging existing employees to select and recruit suitable candidates results in: There is, however, a risk of less corporate creativity: An overly homogeneous workforce is at risk for "fails to produce novel ideas or innovations ." Initially, responses to mass-emailing of job announcements to those within employees' social network slowed

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3456-498: Is also called Dilemma of Difference . Some have criticized the focus on equity rather than equality, arguing that the former runs contrary to a focus on merit or non-discrimination. Political scientist Charles Lipson has called "equity" a "mandate to discriminate", threatening the principle of " equality under the law ", while Canadian psychologist Jordan Peterson , a frequent critic of DEI, has called equity "the most egregious, self-righteous, historically-ignorant and dangerous" of

3564-742: Is authoritarian and anti- meritocratic . In the 2020s, DEI came into the spotlight in American politics, especially in state legislatures in Texas and other Republican -controlled states. Several states are considering or have passed legislation targeting DEI in public institutions. In March 2023, the Texas House of Representatives passed a bill with a rider banning the use of state funds for DEI programs in universities and colleges. In May 2023, Texas passed legislation banning offices and programs promoting DEI at publicly funded colleges and universities. In Iowa ,

3672-444: Is common to see a multi-tier recruitment model where the different sub-functions are grouped together to achieve efficiency. An example of a three-tier recruitment model: Organizations define their own recruiting strategies to identify who they will recruit, as well as when, where, and how that recruitment should take place. Common recruiting strategies answer the following questions: Organizations develop recruitment objectives, and

3780-486: Is considered "primary" research and as such is not to be confused with the practice of finding information elsewhere (on the Internet) and then using the telephone to "check" it for verification (is the person "still there"; has the person's title changed?). True phone sourcing is practiced by a minority in the personnel sourcing community and requires a mastery of verbal communication techniques. Telephone sourcing brings forth

3888-501: Is fluid and changes depending on the circumstances, including the position being offered. Activities related to sourcing in recruiting can also be categorized into "push activities" and "pull activities." Push activities are activities undertaken to reach out to the target audience. This generally includes headhunting, HTML mailers, referral follow-ups, etc. Pull activities are activities that result in applicants coming to know of an opportunity on their own. Pull activities may include

3996-414: Is from professions where research or investigative skills are an imperative (journalists, librarians, fact-checkers, academic researchers, etc.), which is a common skillset within the field of competitive intelligence . Several recruiters can rely on the same sourcer to generate leads and fill their pipelines with pre-screened or pre-qualified candidates. Sourcers are often the initial point of contact with

4104-496: Is intended to alleviate under-representation and to promote the opportunities of defined minority groups within a society to give them equal access to that of the majority population. The philosophical basis of the policy has various rationales, including but not limited to compensation for past discrimination, correction of current discrimination, and the diversification of society. It is often implemented in governmental and educational settings to ensure that designated groups within

4212-434: Is no difference in the daily production of a disabled worker. Given their situation, they are more likely to adapt to their environmental surroundings and acquaint themselves with equipment, enabling them to solve problems and overcome adversity than other employees. The United States Internal Revenue Service (IRS) grants companies Disabled Access Credit when they meet eligibility criteria. Many major corporations recognize

4320-544: Is not addressed." Conservative activists in the United States such as Stephen Miller and Edward Blum have alleged that corporate DEI programs are a form of reverse discrimination against whites. While such complaints have historically been a small fraction of employment discrimination litigation, U.S. courts have seen an increase in reverse discrimination claims since 2020, with some individual plaintiffs being awarded damages against companies such as Starbucks and Novant Health . Author Christine Michel Carter coined

4428-406: Is performed by either a recruiter (be it an internal corporate recruiter or agency recruiter) or a dedicated recruiter just focused on the sourcing function. The definition of sourcing needs to be clearly defined by what it is, as much as what it is not. Candidate sourcing activity typically ends once the name, job title, job function and contact information for the potential candidate is determined by

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4536-536: Is taking place amid heavy legal pressures. Supreme Court in June 2023 upended established equal protection law with its decision in Students for Fair Admissions v. Harvard . This ruling, effectively eliminated the use of affirmative action in college admissions but did not directly affect employers. Nevertheless, since then conservative activists have organized in the states to dismantle race-conscious policies in various aspects of

4644-414: Is that it often brings fresh ideas and perspectives to the company. As well, external recruitment opens up more possibilities for the applicant pool than internal recruitment does. The conditions of the economy and labor market will impact the ability for a company to find and attract viable candidates. In order to make job openings known to potential candidates, companies will usually advertise their job in

4752-543: Is that many anti-discrimination policies have no effect. What is worse, they often backfire." A regular claim is that these efforts mainly work to protect against litigation . It has also been criticized that there has been limited progress in achieving racial diversity in corporate leadership, particularly for Black professionals, due to a lack of diverse Chief Diversity Officers and a broad DEI focus that overlooks specific issues Black professionals face. A 2007 study of 829 companies over 31 years showed "no positive effects in

4860-585: Is through employee referrals. Having existing employees in good standing recommend coworkers for a job position is often a preferred method of recruitment because these employees know the values of the organization, as well as the work ethic of their coworkers. Some managers will provide incentives to employees who provide successful referrals. Searching for candidates externally is another option when it comes to recruitment. In this case, employers or hiring committees will search outside of their own company for potential job candidates. The advantages of hiring externally

4968-453: The 2023 United States Congress hearing on antisemitism at the University of Pennsylvania , one donor pulled a $ 100 million donation "because he thought the school was prioritizing D.E.I. over enhancing the business school's academic excellence." DEI has according to some critics become a distinct ideology or "political agenda", leading to a politicization of universities. Fareed Zakaria ,

5076-515: The Washington Post reported that there is a trend in corporate America to reduce DEI positions and delegate the work to external consultants. The number of DEI jobs reached its highest point in early 2023, but subsequently decreased by 5 percent that year and has further shrunk by 8 percent in 2024. The attrition rate for DEI roles has been approximately twice as high as that of non-DEI positions. The scaling back of DEI initiatives has aligned with

5184-538: The life sciences exclusively on the basis of their diversity statements in the hiring cycle of 2018–2019. Contrary arguments for training are that, "implicit bias training is crucial for addressing racism, and bypassing it cannot be justified under the First Amendment. While free speech is a fundamental right, it is not absolute and must be balanced against public health needs, including combating systemic racism." The Academic Freedom Alliance (AFA) has called for

5292-457: The murder of George Floyd in May 2020. The Economist has also stated that surveys of international companies indicate that the number of people hired for jobs with "diversity" or "inclusion" in the title more than quadrupled since 2010. As of 2024, affirmative action rhetoric has been increasingly replaced by emphasis on diversity, equity, and inclusion, while nine states explicitly ban its use in

5400-419: The 1980s, equality and affirmative action professionals employed by US firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a legal constraint. Basically, their message was, do not promote diversity because it is a legal mandate, but because it is good for business. From then on, researchers started to test

5508-522: The Academy Awards, anonymously expressed their opposition to the new diversity standards to The New York Post , with one describing them as "contrived". Film critic Armond White attacked the new standards as "progressive fascism", comparing them to the Hays Code . Conservative media sources, such as National Review , have also been frequent critics of DEI, with contributor George Leff arguing it

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5616-719: The Canadian Antisemitism Education Foundation, antisemitism has been largely ignored in the DEI curriculum. Tabia Lee, a former DEI director at De Anza College in California and DEI critic, has criticized DEI for what she says is fostering antisemitism. According to the Brandeis Center , the DEI committee at Stanford University said that "Jews, unlike other minority group[s], possess privilege and power, Jews and victims of Jew-hatred do not merit or necessitate

5724-599: The DEI industry had "exploded" in size. Within academia, a 2019 survey found that spending on DEI efforts had increased 27 percent over the five preceding academic years. One 2020 estimate placed the size of the global diversity and inclusion market at $ 7.5 billion, of which $ 3.4 billion was in the United States, projecting it to reach $ 17.2 billion by 2027. In 2021, Joe Biden signed several executive orders concerning DEI, including Executive Order 13985 and Executive Order 14035 . In 2021, New York magazine stated "the business became astronomically larger than ever" after

5832-1108: The Internet; Information Technology (IT) and Recruiting being some of the most well represented . Diversity, equity, and inclusion Diversity, equity, and inclusion ( DEI ) are organizational frameworks which seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination on the basis of identity or disability . These three notions ( diversity , equity , and inclusion ) together represent "three closely linked values" which organizations seek to institutionalize through DEI frameworks. The concepts predate this terminology and other variations sometimes include terms such as belonging , justice , and accessibility . As such, frameworks such as inclusion and diversity ( I&D ), diversity, equity, inclusion and belonging ( DEIB ), justice, equity, diversity and inclusion ( JEDI or EDIJ ), or diversity, equity, inclusion and accessibility ( IDEA , DEIA or DEAI ) exist. Diversity refers to

5940-510: The US have also started making commitments to DEI in different ways, including creating documents, programs and appointing dedicated staff members especially in the US. Many accreditation agencies now require supporting DEI. As of 2014, information on DEI for both students and professors was widespread in colleges and universities, with many schools requiring training and meetings on the topic. Many scholarships and opportunities at universities even have

6048-577: The US in the 1980s, equality and affirmative action professionals employed by US firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a legal constraint. Basically, their message was, do not promote diversity because it is a legal mandate, but because it is good for business. Following the murder of George Floyd in 2020, some companies made substantial commitments to racial equity by establishing dedicated diversity, equity, and inclusion teams. In early 2024,

6156-684: The United States, particularly marketing criticized as " woke ", have led to calls for boycotts of certain companies by activists and politicians; with notable examples being Disney , Target , Anheuser-Busch , and Chick-fil-A . Commentator Jonathan Turley of The Hill described such boycotts as possessing "some success". Some of these companies' responses to the controversies have, in turn, sparked criticism from progressives of "walking back" or failing DEI commitments. A June 2024 poll by The Washington Post and Ipsos found that 6 in 10 Americans believed that diversity, equity, and inclusion programs are "a good thing". A September 2024 poll by

6264-490: The attention of the DEI committee" after two students complained about antisemitic incidents on campus. Following a wave of antisemitic incidents on American campuses in 2023–2024 , several Republican congressmen laid the blame on DEI, with Burgess Owens stating DEI programs "are anything but inclusive for Jews". DEI's lack of inclusion of Jews and contribution to antisemitism were similarly criticized by businessman Bill Ackman and columnist Heather Mac Donald . Following

6372-466: The authors, Anna Krylov and Jerry Coyne , subsequently argued in an op-ed in the Wall Street Journal that their emphasis on merit – "once anodyne and unobjectionable [...] now contentious and outré, even in the hard sciences" – led to its refusal by major journals and subsequent publication in the Journal of Controversial Ideas . The 2023 suicide of former Toronto principal Richard Bilkszto led to

6480-1158: The average workplace" from diversity training, while the effect was negative where it was mandatory. According to Harvard University professor in sociology and diversity researcher Frank Dobbin, "[O]n average, the typical all-hands-on-deck, 'everybody has to have diversity training' – that typical format in big companies doesn't have any positive effects on any historically underrepresented groups like black men or women, Hispanic men or women, Asian-American men or women or white women." The use of mandatory "diversity statements" within academia, wherein an applicant or faculty member outlines their "past contributions" and plans "for advancing diversity, equity and inclusion" if hired, has become controversial and sparked criticism. The Foundation for Individual Rights and Expression (FIRE) has called such practices an attack on academic freedom , stating that "[v]ague or ideologically motivated DEI statement policies can too easily function as litmus tests for adherence to prevailing ideological views on DEI" and "penalize faculty for holding dissenting opinions on matters of public concern". According to

6588-783: The basis of race, color, religion, sex or national origin. Neither executive order nor The Civil Rights Act authorized group preferences. The Senate floor manager of the bill, Senator Hubert Humphrey , declared that the bill “would prohibit preferential treatment for any particular group” adding “I will eat my hat if this leads to racial quotas.” However affirmative action in practice would eventually become synonymous with preferences, goals and quotas as upheld or struck down by Supreme Court decisions even though no law had been passed explicitly permitting discrimination in favor of disadvantaged groups. Some state laws explicitly banned racial preferences, and in response some laws have failed attempting to explicitly legalize race preferences. Affirmative action

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6696-430: The boom of social networks and the more people sharing information about themselves on the internet the amount of data has become unmanageable. Many time sourcers turn to application to help them data mine this information grant. There are application for every majors social site that allow you screen scrape information. The term "internet sourcer", "Internet name generator" or "internet researcher " generally applies to

6804-509: The candidate sourcer. To further develop a list of names that were sourced some companies have a second person then reach out to the names on the list to initiate a dialogue with them with the intention of pre-screening the candidate against the job requirements and gauging the interest level in hearing about new job opportunities. This activity is called "candidate profiling" or "candidate pre-screening". The term candidate sourcing should not be confused with candidate research. In some situations

6912-523: The commitment would not take the form of "having the school administration announce institutional positions on a wide range of current social and political issues, make frequent institutional statements about current news events, or exclude or condemn speakers who hold views on social and political issues with whom some or even many in our community disagree." She criticized this definition of an "inclusive environment" by stating it "can lead to creating and enforcing an institutional orthodoxy ." In April 2023,

7020-573: The company’s brand image. However, some disadvantages include increased costs for training HR specialists and installing related software for social recruiting. There are also legal issues associated with this practice, such as the privacy of applicants, discrimination based on information from SNS, and inaccurate or outdated information on applicant SNS. Mobile recruiting is a recruitment strategy that uses mobile technology to attract, engage, and convert candidates. Some recruiters work by accepting payments from job seekers, and in return help them to find

7128-556: The costs of acquiring new employees, and also on the fact that companies have pre-existing knowledge of their own employees’ effectiveness in the workplace. Additionally, internal recruitment can encourage the development of skills and knowledge because employees anticipate longer careers at the company. However, promoting an employee can leave a gap at the promoted employee’s previous position that subsequently needs to be filled. Traditionally, internal recruitment will be done through internal job postings. Another method of recruiting internally

7236-546: The criticism. Some schools are removing the word "diversity" from titles of offices and jobs; some are closing campus spaces set up for students according to identity; some are ending diversity training; and some have stopped asking all faculty and staff members for written affirmations of their commitment to diversity. Diversity training, a common tool used in DEI efforts, has repeatedly come under criticism as being ineffective or even counterproductive. The Economist has stated that "the consensus now emerging among academics

7344-423: The demand for DEI statements", stating "I am a scholar on the left committed to struggles for social justice. The realities surrounding mandatory DEI statements, however, make me wince". Several U.S. states have implemented legislation to ban mandatory diversity statements. In 2024, MIT announced that diversity statements "will no longer be part of applications for any faculty positions" at the university, becoming

7452-413: The description of diversity statements as "a justifiable requirement for a job at a university", while the other half saw it as "an ideological litmus test that violates academic freedom". According to Professor Randall L. Kennedy at Harvard University , "many academics at Harvard and beyond feel intense and growing resentment against the DEI enterprise because of features that are perhaps most evident in

7560-558: The economy. The Chronicle of Higher Education in February 2024 is tracking 73 bills introduced in state legislatures in 2023–2024. Of these 8 have become law, 25 failed to pass, and the rest are pending. Two bills became law in Florida and Texas; and one each in North Carolina, North Dakota, Tennessee, and Utah. Florida now prohibits public colleges from requiring “political loyalty tests” as

7668-409: The effect of DEI on the campus environment, academic freedom, and free speech . The 2021 cancelling of a Massachusetts Institute of Technology (MIT) guest lecture by astrophysicist Dorian Abbot after he criticized DEI programs led to media attention and controversy. As a result, MIT empaneled a committee to investigate the state of academic freedom at the university. The 2023 disruption of

7776-431: The employer biases tend to improve through first-hand experience and exposure with proper supports for the employee and the employer making the hiring decisions. As for most companies, money and job stability are two of the contributing factors to the productivity of a disabled employee, which in return equates to the growth and success of a business. Hiring disabled workers produces more advantages than disadvantages. There

7884-563: The employment process. The Supreme Court in 2023 explicitly rejected affirmative action regarding race in college admissions in Students for Fair Admissions v. Harvard . The Court held that affirmative action programs "lack sufficiently focused and measurable objectives warranting the use of race, unavoidably employ race in a negative manner, involve racial stereotyping, and lack meaningful end points. We have never permitted admissions programs to work in that way, and we will not do so today". In

7992-545: The end of required diversity statements, stating it "encourages cynicism and dishonesty" and erases "the distinction between academic expertise and ideological conformity ". Social psychologist Jonathan Haidt , who resigned from the Society for Personality and Social Psychology in protest against mandatory diversity statements, has stated that "most academic work has nothing to do with diversity, so these mandatory statements force many academics to betray their quasi-fiduciary duty to

8100-507: The famous Bakke decision of 1978, Regents of the University of California v. Bakke , diversity now became a factor in constitutional law. The Supreme Court ruled quotas were illegal but it was allowable to consider race as a plus factor when trying to foster "diversity" in their classes. Diversity themes gained momentum in the mid-1980s. At a time when President Ronald Reagan threatened to dismantle equality and affirmative action laws in

8208-631: The film industry, several prominent actors and directors have criticized recently implemented diversity standards, such as at the Academy Awards . Beginning in 2024, to be eligible for a best-picture nomination at the Academy Awards, a film must meet two of four diversity standards in order to qualify. Actor Richard Dreyfuss stated the Academy Award's diversity and inclusion standards "make me vomit", arguing that art should not be morally legislated. Several major film directors, who are voting members of

8316-607: The firm. Research suggests that attempts to promote diversity can provoke defensive responses: One study suggested that even incidental allusions to diversity during interviews promoted defensive reactions in White male applicants. Indeed, after diversity was mentioned, their performance during the interview deteriorated and their physiological arousal increased. DEI can also be one component of environmental, social, and governance (ESG). According to The Chronicle of Higher Education , institutions are making defensive adjustments to

8424-405: The first major university to abandon the practice. According to DEI frameworks, "equity is different than equality in that equality implies treating everyone as if their experiences are exactly the same." A common identification, especially among critics, is of equality as meaning " equality of opportunities " and equity as " equality of outcome ". This difference between equity and equality

8532-420: The following: advertising on a microsite with a registration process (this makes search engines index the ad), advertising (in newspapers, on cable TV, through flyers/leaflets, etc.), posting a job in job portals, etc. In summary, a push activity is akin to a direct marketing activity, whereas pull activities are more indirect marketing of the same concept. Both ideally result in applicants becoming interested and

8640-491: The goal of creating allies for public school students through resources and staff training, in order to support students facing social disparities. Other proponents of allyship consider impromptu speaking a key skill for allies to operate on authenticity in everyday words and reactions. Diversity management as a concept appeared and gained momentum in the US in the mid-1980s. At a time when President Ronald Reagan threatened to dismantle equality and affirmative action laws in

8748-661: The implementation of DEI frameworks in the military, with Republican politicians frequently criticizing the efforts as "divisive" and as harming military efficiency and recruiting, while Democrats have defended it as beneficial and strengthening. In July 2023, the House of Representatives voted to ban all DEI offices and initiatives within the Pentagon and military along partisan lines, with all Democrats and four Republican members also opposing. The Senate, under Democratic control, has not acted. Political opposition to corporate DEI efforts in

8856-438: The incident has also been "seized on by a number of prominent right-wing commentators looking to roll-back [DEI] initiatives." The anti-racism trainer involved in the incident has stated they welcome the review by Lecce, and stated that the incident has been "weaponized to discredit and suppress the work of people committed [to DEI]". DEI has been criticized for not focusing on antisemitism . According to Andria Spindel of

8964-507: The interest triggering a response (applying, referring, calling, sending an SMS, etc.). These action triggers are also sometimes referred to as Call To Action (CTA) steps. Internet research is a highly specialized field that takes time to master. Many of the best sourcers started out as recruiters who found they enjoy the “thrill of the hunt” more than the rest of the process and became successful because of their heightened research skills and abilities. Another common origin for strong sourcers

9072-523: The internet, social networking sites, or SNS, have become an increasingly popular tool used by companies to recruit and attract applicants. A study conducted by researchers found that 73.5% of Cypriot companies had an account on an SNS, the most common being Facebook , LinkedIn , and Twitter . There are many benefits associated with using SNS in recruitment, such as reducing the time required to hire someone, reduced costs, attracting more “computer literate, educated young individuals”, and positively impacting

9180-507: The leveraging of techniques to identify candidates with limited to no presence of these individuals in any easily accessible public forum (the Internet, published list, etc.). It requires the uncovering of candidate information via a primary means of calling individuals directly and/or into organizations to uncover data on people, their role, title and responsibilities, email address, company, etc. The term "phone sourcers" or "phone name generator" or "telephone names sourcer" generally applies to

9288-435: The like. Though there has been much debate within the staffing community as to how to accurately define an "active candidate" versus a "passive candidate," typically either term is irrelevant to a candidate sourcer as the status of any particular candidate can change from moment to moment or with a simple phone call from a recruiter that happens to present a job opportunity. The status of being an "active" or "passive" candidate

9396-417: The majority of the existing workforce that are not locatable on the Internet. "Not locatable" means that a potential candidate cannot be located (tracked) on the Internet because that potential candidate has not left a footprint large enough to include information that would link them to a specific (boolean) inquiry. It is a recognized fact that some industries/professions are better represented than others on

9504-434: The need for diversity in hiring to compete successfully in a global economy. The challenge is to avoid recruiting staff who are "in the likeness of existing employees" but also to retain a more diverse workforce and work with inclusion strategies to include them in the organization. More companies are starting to focus on DEI ( Diversity, Equity & Inclusion ) within their recruitment tactics and techniques in order to offer

9612-484: The organization is more open to a diverse workforce, but to the groups hired it suggests the organization lacks effective diversity management or inclusion. According to some critics, DEI initiatives inadvertently sideline disabled people. Writing for The Conversation in 2017, college professor Stephen Friedman said that, "Organizations who are serious about DEI must adopt the frame of producing shared value where business and social goods exist side-by-side". According to

9720-569: The presence of variety within the organizational workforce, such as in identity and identity politics . It includes gender , ethnicity , sexual orientation , disability , age , culture , class , religion , or opinion . Equity refers to concepts of fairness and justice , such as fair compensation and substantive equality . More specifically, equity usually also includes a focus on societal disparities and allocating resources and "decision making authority to groups that have historically been disadvantaged", and taking "into consideration

9828-456: The process of a candidate being selected from the existing workforce to take up a new job in the same organization, perhaps as a promotion, or to provide career development opportunity, or to meet a specific or urgent organizational need. Advantages include the organization's familiarity with the employee and their competencies insofar as they are revealed in their current job, and their willingness to trust said employee. It can be quicker and have

9936-409: The recruiters to make decisions when there are several diverse criteria to be considered or when the applicants lack past experience; for instance, recruitment of fresh university graduates. Employers may re-recruit prior rejected candidates or recruit from retired employees as a way to increase the chances for attractive qualified applicants. In some companies where the recruitment volume is high, it

10044-634: The recruitment strategy follows these objectives. Typically, organizations develop pre- and post-hire objectives and incorporate these objectives into a holistic recruitment strategy. Once an organization deploys a recruitment strategy it conducts recruitment activities. This typically starts by advertising a vacant position. There are numerous professional associations for human resources professionals. Such associations typically offer benefits such as member directories, publications, discussion groups, awards, local chapters, vendor relations, government lobbying, and job boards. Professional associations also offer

10152-446: The same candidates may be placed many times throughout their careers. Online resources have developed to help find niche recruiters. Niche firms also develop knowledge on specific employment trends within their industry of focus (e.g., the energy industry) and are able to identify demographic shifts such as aging and its impact on the industry. Social recruiting is the use of social media for recruiting. As more and more people are using

10260-563: The screening process. Two ways in which this improved are: Various psychological tests can assess a variety of KSAOs ( including literacy . Assessments are also available to measure physical ability. Recruiters and agencies may use applicant tracking systems to filter candidates, along with software tools for psychometric testing and performance-based assessment. In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards. Employers are likely to recognize

10368-593: The self-perception of the hired person that they would not have been hired solely based on formal merit and have only been hired due to a combination of their underrepresented identity and formal merit. The term diversity hire can refer to problematic hiring strategies such as tokenism . The term "DEI", when used as a term to disparage people (particularly Black Americans), has been described as an ethnic slur . Since 2023, Republican-dominated state legislatures are considering bills that are against DEI efforts, primarily at state colleges and universities. The downgrading

10476-560: The term "DEI" has gained traction as an ethnic slur towards minority groups in the United States. DEI policy emerged from Affirmative action in the United States . The legal term "affirmative action" was first used in " Executive Order No. 10925 ", signed by President John F. Kennedy on 6 March 1961, which included a provision that government contractors "take affirmative action to ensure that applicants are employed, and employees are treated [fairly] during employment, without regard to their race, creed, color, or national origin". It

10584-411: The term "dog-whistle diversity" for Time in 2017. Influenced by the phrase " dog whistle politics ", dog whistle diversity is defined as the hiring of groups who have historically been underrepresented or subject to discrimination by organizations for the social aspect of environmental, social, and corporate governance (ESG). To investors and stakeholders, hiring these groups sends a coded message that

10692-445: The three titular notions of DEI. The debate has also branched into the realm of politics. Commenting on Governor of Texas Greg Abbott calling DEI initiatives "illegal", a spokesperson for his office stated: "The issue is not diversity – the issue is that equity is not equality. Here in Texas, we give people a chance to advance based on talent and merit." In the 2020s, high-profile incidents of campus conflict have sparked debate about

10800-478: The truth by spinning, twisting, or otherwise inventing some tenuous connection to diversity". Other criticisms include that it "devalues merit"; is connected to affirmative action ; that it violates the First Amendment ; or functions as a loyalty oath. A 1,500-person survey conducted by FIRE reported that the issue is highly polarizing for faculty members, with half saying their view more closely aligns with

10908-401: The use of secondary sourcing techniques. Sourcing for candidates refers to proactively identifying people who are either a) not actively looking for job opportunities (passive candidates) or b) candidates who are actively searching for job opportunities (active candidates), though the industry also recognizes the existence of 'active candidate sourcing' using candidate databases, job boards and

11016-443: The utilization of primary sourcing techniques. In recruiting and sourcing, this means using of techniques (primarily Internet research and utilizing advanced Boolean operators ) to identify candidates. Individuals in the recruiting industry can have deep expertise in uncovering talent in the harder to reach places on the internet (forums, blogs, alumni groups, conference attendee lists, personal home pages, social networks etc.). With

11124-412: The value of candidates who encompass soft skills , such as interpersonal or team leadership, and the level of drive needed to stay engaged—but most employers are still using degree requirements to screen out the 70+ million workers Skilled Through Alternative Routes (STARs) who already possess many of those skills. In fact, many companies, including multinational organizations and those that recruit from

11232-446: The wake of Bilkszto's death, Ontario Minister of Education Stephen Lecce stated he had asked for a review and "options to reform professional training and strengthen accountability on school boards so this never happens again", calling Bilkszto's allegations before his death "serious and disturbing". Bilkszto's death generated international attention and renewed debate on DEI and freedom of speech. According to The Globe and Mail ,

11340-506: The whole company. Likewise, executive positions are often tasked with making difficult decisions when company emergencies occur such as public relation nightmares, natural disasters, pandemics, or a slowing economy. Businesses that have made headlines for undesirable cultures may also have a difficult time recruiting new hires. Companies should aim to minimize corruption using tools such as the recruitment processes, pre-employment screening, personality tests , induction, training, and establishing

11448-489: The wording of the job advert. Comprehensive Employment and Training Act Sourcing (personnel) Sourcing is a talent acquisition discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. Professionals specializing in sourcing are known primarily as sourcers; but also Internet recruiters, recruiting researchers, or talent scouts. The actual act of sourcing for candidates

11556-532: Was criticized in a paper by Jeremiah Green & John R. M. Hand, who found the impact of DEI programs to be statistically insignificant. At an aggregate level, a 2013 study found that birth country diversity of the labor force positively impacts a nation's long term productivity and income. Firm-level research has provided conditional support to the proposal that workforce diversity per se brings business benefits with it. In short, whether diversity pays off or not depends on environmental factors, internal or external to

11664-485: Was used to promote actions that achieve non-discrimination. In September 1965, President Lyndon Johnson issued Executive Order 11246 which required government employers to "hire without regard to race, religion and national origin" and "take affirmative action to ensure that applicants are employed and that employees are treated during employment, without regard to their race, color, religion, sex or national origin." The Civil Rights Act of 1964 prohibited discrimination on

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