Recruiting diverse associates
Hi guys:
As topic suggests - I'm running our firm's associate recruiting process and would love to understand what are some best practices to use to recruit more diverse candidates. A few issues we've experienced:
1. "In network" candidates hear about the positions first; as a result, by the time the job description has been distributed through our diverse network partners, their candidates are already "late"
2. Concept of "fit" - people always feel more invested in candidates that share a similar path / past - same sports / schools etc. Difficult to dispel that when most of the partners are the same and like the same people
3. High demand for diverse candidates that came from IB/PE path: these candidates are rare and highly sought after, and just not that available for every firm
I'm curious on if anyone has suggestions on how to work through 1/2 and limit their adverse impact?
Lol this diversity shit is unbelievable, everything about this just screams PR. No mentioning or even inclination at all of hiring for differing thought processes or aptitude, just all about that diversity stamp. Nice
Also, what's up with the "limiting their adverse impact" line? Sounds like you're asking how to minimize the damage of the output by hiring for "diversity" rather than skill. Hahaha just out there saying it now I guess, nice. Go ESG