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III. RECRUITMENT

To provide equal employment opportunity in the re

cruitment process, recruiters must target-in on where

minority and women candidates actually are

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at predominantly black colleges, at schools with significant

Spanish-American, American Indian or black enrollments

and at women's schools.

cruitment are not enough.

Hit-and-miss approaches to re

There is improved pay-off

when recruiters are prepared to spend enough time on a campus to make contacts with student leaders, campus organizations and clubs, and other groups. Minority students tend not to register with, or use the facilities of college placement offices. It is necessary, therefore, for recruiters to actively seek out minority students, particularly on campuses where they represent a small percentage of total enrollment.

The credibility of Federal recruiters is frequently strained by the long length of time between the initial interview and the time an actual job offer is made. Providing recruiters with authority to make on-the-spot job

commitments is one direct means of reducing delays in

EEO recruitment.

Sound manpower planning is another element that is
The absence of sound approaches to

often neglected.

forecasting manpower needs results in panic recruitment

drives, thus making balanced staffing even more diffi

cult to attain.

The selection of recruiters is a key factor in the

total recruitment context.

Recruiters and others who

represent the Federal Service on college campuses must be able to successfully communicate with, and relate to, college students. Black recruiters are effective in making student contacts at predominantly black colleges. Similarly, Spanish-American recruiters are an asset in working on campuses with significant Spanish-American enrollments and women are effective representatives in visits to women's colleges.

Recruiters must be able to,

and willing to, take time to engage in dialogue or "rap

sessions" with students on matters of interest to them.

Also, the recruiters must be well qualified, well informed, sincere, and enthusiastic about their work.

The Federal Service must take advantage of the

total resources that are available in the community

and all sources of information that bear on the supply

of candidates in local labor markets.

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Of the seven administrations studied, only one, the Bureau of Labor Statistics, has positive recruitment programs for minorities.

The Bureau of Labor Statistics

currently has three minority recruitment programs:

College Recruitment Program

This program began in FY '71. Ten black colleges having economics, statistics, and computer science majors are scheduled for

visits in both the spring and the fall. This

recruitment is done by members of a voluntary

1/positive recruitment involves going out to recruit

with definite job offers. It is usually used after reviewing an office minority staffing pattern, i.e., if an office lacks a minority to meet its staffing plan, then positive recruitment is used to find a qualified minority.

Positive recruitment is not just an attempt to find qualified minorities, nor is it an "after the fact" recruitment effort (after the position is posted) like the Vacancy Clearance System but is a definite commitment to hire a minority.

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