Reaching out to a qualified and diverse pool of candidates is a common goal of most employers whom I speak with. As I mentioned in my last post, the population of our country is rapidly changing. Reaching out to a diverse pool of candidates will likely become more critical for businesses in the future to ensure that they can take full advantage of this segment of our population. There is ample evidence that our population is changing. According to statistics presented by Gaucher Associates, in 1980, 80.3% of the U.S. population was white and by 2008 this number had shrunk to 66%. In addition, by 2042, racial and ethnic minorities will become a majority.
In fact, based on current projections, minorities could make up to 54% of our total population by 2050. This growth is largely driven by the rapid expansion of the minority youth population (under 20 yrs old), particularly within the Hispanic community. From 2000-2008, the Hispanic community has made up over 50% of the overall growth in the US population and now comprises about 15% of the total population. As of 2008, the Hispanic youth population made up approximately 21.3% of the total youth population as compared to blacks which made up 14.3% and whites which made up 56.7%.
As you can see, the evidence is quite clear that the racial and ethnic mix of our nation is changing at a fairly rapid pace. For recruiters, the question now becomes “How can my company use this information to plan and create a recruiting strategy that will meet business needs, but also tap into the vast potential of our growing minority community?” Perhaps you may have to think of strategies that are “outside of the box” to take advantage of these opportunities. Think beyond traditional job boards and recruiting methods. Perhaps reaching out to community organizations, trade schools, community colleges, and high schools may be worthwhile. Another opportunity may be to participate in or create training programs within your local communities to teach the specific, desired skills of your business.
This method could not only train local candidates for specific required job skills, but also give your company a leg up in the recruiting war by creating a positive “Employer Brand” awareness and an increased sense of loyalty internally and within the community. With the rapidly changing demographic patterns of our country, it is not too soon to evaluate your current strategies and ensure that there are methods in place to take full advantage of any opportunities the future might present. I look forward to discussing this matter further and how America’s Job Exchange can help you with your recruiting efforts. Please send me any comments for further discussion. Kind regards, Alan Klapman