Universities have something all companies want: future employees. Students essentially are the “products” that businesses demand so that they can stay competitive and grow.
It’s the universities’ responsibility to prepare students for the workplace. Therefore, if employers and recruiters emphasize the importance of diversity in the workplace, universities should take note and prepare accordingly — whether by providing research on the topic to employers or discussing the importance of diversity on behalf of students.
The Role Universities Play
Most colleges and universities have career centers intended to help students find the right jobs for them, but this responsibility should fall on the university as a whole, including professors, advisors, student affairs staff, and other higher education professionals.
In order for students to find employers and jobs that welcome them, it’s important for educators to first understand the “persona” of the underrepresented populations the company wants to attract, engage, and hire.
The concept of understanding the candidate persona — or the composite sketch of common attributes — is the cornerstone of inbound recruiting, a method quickly becoming popular among corporate recruiters. Specifically, it’s the process of creating and distributing engaging content to influence a candidate’s decision to apply for open internships and job opportunities.
This is more than just wanting diverse candidates to apply. Dr. Maya Beasley explained in her book, Opting Out: Losing the Potential of America’s Young Black Elite, that talented minorities often don’t try for promising, high-paying jobs, even when employers want (and need) them.
