Finding diverse candidates is a perennial challenge. But an active sourcing program changes everything. Most companies just run ads, cross their fingers, and hope to  attract diverse candidates. A sourcing program, however, finds them. Advertising is  passive, expensive, and generally useless where diversity hiring is concerned. To be effective, you need an active program. A sourcing program.

Finding Quality Diverse Candidates
Diverse candidates are everywhere. But quality diverse candidates are another matter. Employers want experienced professionals with the capacity to grow into higher level positions. These candidates are in demand. They are not looking at want ads or attending job fairs. In fact, talented diverse candidates continue to have multiple opportunities available to them, even in a slumping economy. If you’re serious about hiring good, diverse talent you need an active sourcing program.

Developing a pool or bank of diverse candidates
Many employers spend a small fortune to attract diverse prospects, who aren’t looking. Efforts to demonstrate their commitment to diversity may be laudable but are largely ineffective. The typical diversity recruitment strategy focuses on getting more candidates into the pipeline to increase the odds of a diverse hire. This is a hopeful strategy that is occasionally effective, but most often not. Compare this to contacting diverse candidates by name, knowing their position and qualifications in advance. 

Diverse candidates are hard to attract, but they’re easy to spot. An active sourcing program identifies diverse candidates and contacts them with a specific opening in mind. 

In addition to partnerships with leading diversity organizations like the National Black MBA Association, the National Society of Hispanic MBAs, and several others, The A-List offers diversity sourcing with a much higher return than traditional diversity investments.