Putting diversity first

Engaging diverse technical and professional talent in a competitive market.

We partnered with a global automotive company to develop a robust diversity strategy for direct-hire roles.

The Challenge

A global automotive organization wanted to increase diverse workers across all platforms with a focus on engineering roles.

The solution

We worked closely with our client’s talent acquisition team to understand their needs, developing new processes to meet 50% candidate diversity targets within niche engineering groups. We also collaborated with local and national diversity organizations to increase awareness of job opportunities inside diverse communities.

The result

We have created a robust pipeline of diverse candidates supported by our outreach to diversity organizations. 71% of direct-hire engineering opportunities included 50% or more diverse candidates in 2021.

Building a robust diversity strategy.

We have worked with this global organization since 2014 with a focus on engineering staffing. In 2019, we began to deliver a successful recruitment process outsourcing (RPO) solution to support direct hiring. Diversity has always been a key goal for our client, but they felt they could do more and asked KellyOCG to support them in their journey to increase diverse talent across their business. We have already achieved some impressive results:

71% of direct-hire engineering opportunities in 2021 included 50% or more diverse candidates.

Partnered with local and national diversity organizations. Developed new hiring processes to support diversity.

Worked with hiring managers to increase knowledge around diversity hiring.

Carried out local and national market analysis to shape diverse hiring strategy.

Understanding client goals.

To deliver the right solution for this global client, it was important to identify areas where we could make an impact. We worked closely with the client’s talent acquisition team to make sure we understood their talent needs and combined this information with local and national market analysis to develop a targeted diversity sourcing and recruitment strategy. We then developed hiring processes that supported the engagement of diverse candidates across both technical and professional engineering positions.

Tapping into sourcing expertise.

We engaged expert sourcing specialists to build diverse talent pipelines fast. To increase access to diverse candidates in competitive regions, we marketed opportunities to diversity organizations on both a local and national scale. We also increased the scope of our client’s sourcing channels – including social media and other outlets. This multi-channel approach helped us to quickly grow a pipeline of qualified candidates

Growing diverse hiring expertise.

We used market analysis to identify opportunities to increase diversity within key engineering roles and hiring regions, actively targeted diverse candidates and successfully exceeding all diversity goals for hiring. We continue to work with hiring managers, helping to educate them on diverse hiring best practice and carrying out diversity audits on candidate lists. Recruiters are not aware of a candidate’s diversity status throughout the hiring process to remove unconscious bias.

Search