ment. Lets look at the market for Actuaries the toughest search nationally in our Country coast to coast. You are not going to find any Actuary with any major experience on the market if he or her is any good with any specific expertise like say Group Benefits. If you found one any CFO is going to ask you why does he want to leave his $150k to $200k base job to come to my firm and trust me its not gonna be because you can pay $20k more ... In my world my candidates ask me why should they leave their current employer "Happy"... That is what I want to hear .... Before I even start to sell them on my client....
How are we off topic - "There never was, nor will there ever be a qualified candidate shortage" - if that is still the topic ..., In any niche market ( the need for my firm) where you are looking for highly trained professionals the quality talent pool are happily employed they need to be recruited you don't need to be an economics major to understand that... Yes you can get lucky finding the one off on the boards ... Our model works where our clients have failed to find folks from the boards as far as I am concern they don't need to call us if they can find them on the boards ... Perhaps we service different markets making your reality of the market differ from mine which is fine...…
very important that corporate leaders have a better understanding of Diversity inclusion. We need measureable ROI and a stronger commitment.
I think when companies make the investment to understand the true Value of its People they will have a greater understanding of the uniqueness of every human being.
Diversity is a social responsibility for all organizations it is more than the color of one’s skin.
Every company has a legal requirement to implement a fair and equally opportunity for all.
Company’s need to develop strong strategic plans and goals that reflect the large consumer base they as a company target.
Company’s need to effectively understand how they will communicate this message to all shareholders and their leadership.
And last Company’s need to understand change by understanding capacity building.
In setting up a corporate diversity program we look at Seven Key areas for a solid measurable Diversity training program.
I think recruiting is very important along with Values and Training these must run parallel in order to achieve success.
I look forward to reading your continued posting on this topic.
Don Martinez is Certified Diversity Consultant and Founder of the Domar Group, Inc a retained executive search firm.
Recruiters need to understand that Recruiting is one part to the process, Understand the company’s overall strategy values will provide more clarity to help achieve the goal of attracting the best suitable talent.
Don Martinez CDC, MCC, MNLP/PT, PMP SHRM
Is an Author, Speaker, Entrepreneur and Certified Diversity Consultant
Create of “The Seven Dimensions to Diversity®”