oraterecruiters sometimes are given more formal eeo compliance training, but are often left to fend for themselves or are expected to come with it from the one HR class they took in college.
If you ask the same questions, use the same criteria, and select regardless protected classes, there is no issue. This is often not the case in the US. Recruiters and hiring managers have to be told to quit talking about karate and sushi to the AAs only, and quit asking Hispanics only if they speak Spanish when the job doesn't call for it.
For AAs I emphasize dependent scholarship based on PSATs. For non-Asian employees I emphasize retirement saving and total compensation with benefits. Potential scholarships for college seals the deal with AAs. Total comp seals the deal for non-AAs. This is what is of value to each of the demographics and why my candidates will take my offers over a competitor's offer.
This was specifically about professional level Asian-Americans and things recruiters can do and things to avoid when recruiting and working with them. This was not meant to cover strategies for recruiting the AA demographic depicted in the movie the Fast and the Furious.
I understand it is no population is homogeneous and it isn't as simple as 5 Tips, but there are readers out there right now saying, "I didn't know that you are sick of hearing about Asian stuff at the interviews." The point was to educate.
To answer your question how my approach for Asian-Americans would that be different from African-Americans, I would not be concerned about my managers asking African-Americans if they were into Karate or if they liked sushi, but that wouldn't happen because no one sees an African-American and says, "Karate and Sushi would be great small talk." I would and have explicitly told my recruiters and hiring managers to not ask every African-American if he played basketball. If you wrote on your resume you went to Duke on a basketball scholarship, the topic is fair game. My former company took all employees through this type of diversity training.
Also, I have a feeling that crossing the bridge from Detroit to Winsor is a larger cultural change than I understand.…
d, you'll see this not intended to be a serious anthropological evaluation of the subject. Come on, who footnotes P.F. Chang's?
Paul - You and I can to agree to amiably disagree. I would say there are Native American, Asian Indian, African American, Italian America... experiences that are to your advantage to be aware of. I understand you don't buy into it. Now going outside of the US to China, completely different. I'm planning to use my expat friends as SMEs to write other countries specific tips in the future.
Bill- It is pretentious. I personally don't care where my daughter goes to college, but the story about the PSAT sheet was true. I and many other AAs have created that environment and expectations for our kids. It influences job choice. I have two recent contrasting examples. Non-AA recruiter from Ohio called to ask me about a position in Corsicana, TX at a salary significantly higher than my current salary. Job match is great. Relocation available. Even after explaining why, he is perplexed as to why I wouldn't consider it. He just didn't understand that I had concerns about educating my kids there. Next an AA recruiter calls about a high paying position in Maui. When she finds out I have kids, she immediately says she doesn't know the school situation but that she'll check and get back to me. I'm sure you've seen plenty of AA professionals in the Bay Area worry about this too much. The Berkeley/Stanford comparison is splitting hairs and was meant to mock the distinction, but it is a reality that matters to more AA parents that I'm happy admitting.
Robin - Recruiters and account managers are the worst. It perplexes me why so many bring it up at the first meeting. This has happened even when they have convinced one of my hiring managers to bring them in the back door for an unscheduled intro. Any account manager worth talking to will take two seconds Google me and look at my profile on LinkedIn. I'll be annoyed you were coming in the back door, but if talk to you about Bell Helicopter, AmerisourceBergen, UI, MSU, UH, Hawaii, the mugs on my shelf, Interlochen MI, or even my 4 years in Japan you'll start with one less strike. My internal employees typically ask after getting to know me better.
Sandra - I think the question are not ill intended, but it is tiring when it happens nearly one in three times when someone is coming to sell me something. It is completely unrelated to the business at hand. I used to tell people the accurate answer that my name and ethnicity is Okinawan as opposed to an inaccurate answer of Japanese (think Sicilian vs. Italian), but that would eat up another 5 minutes explaining something that only Okinawans, Karate fans, and WWII buffs knew enough about to talk about. I've set aside time to hear why you are better than my current providers or hear your pitch on the next great opportunity. The last thing I want to talk about is another conversation about ethnicity, a sushi place, or karate. This was not meant to criticize but to educate. If you stay away from this and the "where are you really from ?" question when you first meet me, you'll have a better chance of getting a signed agreement. Wait until we've established a relationship for the other questions. Also, the sensitivity about Asian orphan issue is real and painful. You might irritate me and get a second chance, but you will blow it with an orphan who doesn't know his or her past.
Unfortunatley, the educationsituation exists in a lot of places in US but it is worse in Texas. I've seen this in Michigan, Hawaii, and Illinois.
We both see AAs working in donut shops and sweeping up parking lots in Texas, but the ones we'll deal with professionally are likely to Tiger Moms and Dads, and I would encourage everyone to consideration that when trying to place them.
Dr. R - I appreciate your comments and your views as someone who has been in the majority and minority. I'd like to be able to provide an answer other than if you haven't lived it, you can't understand it. It is not a convincing explaination.
Regarding #3, if you had (or have) kids, would you be concerned if you had a job offer to relocate to Jackson, MI? I see you are living Grosse Point, MI. Did the school district in an affluent part of Detroit play part in your choice of where to live or were you were planning to send your kids to Cranbrook/Kingswood anyway?
All- This was not meant as an article on minority experiences, but a guide to working more effectively with Asian-Americans in the spirit of my first blog. If you don't think it represents Asian-American attitudes, I'd ask you to show it to a US born and raised AA and have them comment. You are always free to disregard the advice. Again, I really appreciate all of your comments whether we agree or disagree. Please keep them coming. It has been a long day so please do not report any typos to my Tiger Parents.…
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• Barbara Ling, Author of RiseTrends, “All Around Deity of Internet Smart Moves” in addition to Trainer, Dog Trainer, Karate bundle of ferocity
• Location: Monmouth, NJ
• RecruitingBlogs Profile
• Company Website
• Personal Blog
• Community Volunteering: Unofficial photographer for dojo/high school band
• Personal Causes: Animal Rescue
• Office Number: I don’t do phones – I do skype. Barbara.ling
• Personal Email
Barbara Ling is a "Deity of Internet Smart Moves" She has been both an Entrepreneur and Internet recruiting pioneer since 1997. She was one of the original Master Trainers of demystifying online recruiting. She has since extended that concept to teaching individuals how to become an authority in their niche (Income Fitness).
Barbara is an author of over 25 books and ebooks on entrepreneuring, Internet recruiting, marketing and business. She was spotlighted by Microsoft Corporation as the Small Business of the Month.
*Over-delivering is her trademark!* She offers free resources like those found at her Virtual Coach Income Fitness Community at http://www.virtual-coach.com/forums/forums.php
Q & A with Barbara Ling
Six Degrees: Tell us of your home world.
BARBARA I’ve been married now for 16 years to the most wonderful man on the face of the planet, and have plethora of kids that range from the ages of 13-going-on-18 down to 6. Additionally, the Ling Clan hosts 2 mooses (okay, moose-sized doggies) and 12 Twitter Budgies – you can read more at http://www.squidoo.com/barbaraling .
If you were to consider one key word to describe my family, it would be “character-building.” I always view any problems encountered in life as misunderstood opportunities that are craving to teach us something, and instill that view in my family as well.
Six Degrees: What do you do for personal fulfillment
BARBARA Gosh, where to start? During my venerable lifespan, I’ve dabbled and/or mastered:
• Stained glass design
• Telephone insulator collection
• Computer hacking/security
• Dog training
• Teaching kids to read
• Playing the trumpet
• Hustling kids in video games (okay, that was in college )
• Twitter Budgie Mastering
• Video making and parakeet humor
-- among other things! When I was 14 years old, I was a professional comedy dog trainer and visited many nursing homes and hospitals across NJ. My doggie back then was a German Shepherd/Collie mutt, and we specialized in bringing smiles to people who otherwise led a very depressing life indeed.
And would you believe, I’m one belt away from earning my black belt in Gojuryu karate? It’s true – right after the Virginia Tech Massacre, I realized that while I might have taught my children everything about academics, their education was sorely lacking in street smarts/get-out-of-the-way abilities etc. So I signed up my entire family for karate and we’ve been progressing together ever since.
Six Degrees: How many years have you been in the staffing industry?
BARBARA Teaching/training-wise, since 1997, when I started generating high SEO for local recruiters, Recruiters Online and teaching recruiters how to find quality resumes for free on the Internet.
Prior to that, however, I also dealt with recruiters on the other end (as I was a consultant to Bell Labs and AT&T after taking the buyout package in 1995).
Six Degrees: How did you get started as a recruiter?
BARBARA It was a stark and dormy knight. I started as a recruiter back in 1997 (prior to teaching) when a local NJ recruiting company asked me to help them quality local techie folk for places like AT&T and Bell Labs. I quickly realized that I far more enjoyed the thrill of the hunt rather than using a (gasp!) phone to talk with candidates, so I started focusing my skills in the training/SEO area entirely.
The owner of this particular company was good friends with my husband, and he had heard that I was a wizard with Unix and security. At that time, he was LOOKING for people with my skills, and asked just how I would go about finding them.
The rest, as one would say, is a most magnificent history lesson indeed.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
BARBARA Achieving an 8-fold increase in the SEO visibility of Recruiters Online at http://www.recruitersonline.com .
You have to remember, I started building webpages back when Mosaic was released (ie, Netscape Version 1.0). Here’s a fun fact – did you know that back then, if an image was included in a webpage that DIDN’T exist, the browser would STOP loading until you acknowledged this horrible omission? It made for humongous, long-loading pages back then, I’ll tell you that.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
BARBARA But of course – Bill Vick, the undisputed sage of everything recruiting online. Bob Larson has also been inspirational to me too.
I remember first meeting Bill back in 1998 – he was visiting NJ for the NJ Staffing association meeting. A dynamically brilliant guy, he ended up securing my services for providing SEO to Recruiters Online. Funny thing too – the next year, I was speaking at that convention. I will never will forget that.
Six Degrees: Tell us about the “Barbara Ling” engine – tell us what those pistons are churning out on a daily basis!
BARBARA Nowadays, I’m a powerhouse of one (count ‘em, one!) and focus on teaching people how to use the Internet to their best advantage (recruiters, business folk, career peoples, etc.).
I am responsible for everything regarding my brand – writing my products, designing the copy, setting up the websites, generating the high SEO, supporting my customers, and the like.
This is one of the reasons why I’m always up and about at 3am; it’s the best time to simply get things done WITHOUT having to deal with a passel of kids, 12 chirping Twitter Budgies and 2 mooses to boot.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
BARBARA Maureen Sharib, Jim Stroud and Shally.
(B) In what aspects are they superior?
BARBARA Maureen embraces the phone (something I can NEVER do). Jim is a master at podcasting and getting the word out… and Shally, well, he’s SHALLY. And when you’ve said that, you’ve said it all.
Six Degrees: Tell us about your broader involvement within the staffing industry:
BARBARA LING I offer help via my blog and forums at http://www.virtual-coach.com/forums/forums.php I’ll also lend a hand when colleagues ask for assistance regarding their web design or how to find candidates online. Nowadays, I’ve broadened my focus to embrace the small business niche as a whole. I’ve learned that no matter in WHAT business you might have online…..some things will never change (the need for quality customer care, how to design an effective website, where to go for help online, etc.).
Six Degrees: Can you detail how the recession has affected your particular industry niche?
BARBARA For me, it generally hasn’t – people STILL want to be profitable online. But! For my recruiting customers - I’ve noticed quite the shift indeed. Many recruiters have abandoned the field in hopes of finding more profitable venues and are more open to different lines of work. The big-billers, of course, know how to weather the storm, but for others…the field was rapidly depleted of the individuals who weren’t in it for the long haul. Unemployment has become rampant, and yet at the same time, individuals are even more leery about where they spend what they still have. Thus, even recruiters who tried becoming job coaches instead found difficulty in employment as well.
Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities.
BARBARA I’ve been branding both my name and my sites now on Twitter, Facebook and other social networking platforms quite prominently. I use resources like Ping.fm and Social Oomph to get the word out. Not only that – because forums are great communities, I started my own at http://www.virtual-coach.com/forums/forums.php . To do that, I had to teach myself how to run the entire exciting thingee – that was character-building in the extreme! But I always say, “Fear is the main thing that prevents success” And I refuse to let such a damaging emotion sideline my efforts.
Now, back when I was heavily involved in teaching recruiters, I would frequent sites like http://www.ere.net and the various Ning groups as well. I find those resources to be stellar in assisting recruiters to maximize their bottom line; http://www.recruitingblogs.com and http://magicmethod.ning.com are two excellent current-day resources too.
Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do?
BARBARA Got a couple of years? Here are some of the top tips I can offer:
• Do NOT spam your blog for SEO.
• Do NOT promote your C++ job opportunities to hard-core sys admins (I still get offers for that!)
• Do NOT write anything that you’d be ashamed your children found out
• Do NOT be arrogant online, but DO be confident
• NEVER apologize for your own personal greatness
• Do NOT EVER talk bad about your competitors. Compare and contrast instead.
• Showcase WHY you’re the recruiter of choice – walk the walk you talk.
Remember, it’s NOT enough for you to just make the placement. Theoretically, ANYONE can “make a placement”…but that’s a single, short-term goal indeed!
You want the candidate to RECOMMEND you to THEIR friends as well. If you choose to get known for your superior customer service (read – you SOLVE potential candidate issues instead of treating them like a commission check), your reputation will spread like wildfire in a GOOD way; the candidates will do your marketing for you!
Six Degrees: What is your next career goal? What do you need to do to get there?
BARBARA I’m shooting for Empress of the Galaxy but will be willing to accept “All Around Deity of Internet Smart Moves” , in other words, the ultimate AADISM.
I plan on becoming THE authority of choice when it comes to maximizing one’s business profits online. Recruiting, after all, is a customer service adventure – it should be hands on from the beginning to the end. And the Internet allows anyone to showcase themselves as THE recruiter of choice; it’s simply a matter of taking advantage of what’s out there an seamlessly adding it to your business online.…