Who Are You Hiring in 2010? Thinking About Diversity in Another Way.

I surf recruiter job postings all the time.  It’s become a habit, not because I’m looking for a job, but because I load them into a LinkedIn group I moderate, and I have been known to tweet a few that catch my eye.

Last week, one with the typical keywords I search for had some interesting physical requirements. Let me share them with you – and keep in mind, before you read below, this was for a Recruiter…

Job requirements

Damn. That’s tough.  I have a friend who is color blind.  And I suppose it’d be helpful for him to have full vision ability, but I don’t think it deters him from his job, and he use to be a third party recruiter.  And don’t get me going on the rest of it, because I could….but it did make me very excited about a new campaign that’s coming out this week from ThinkBeyondTheLabel.com.

Think the label Check out the campaign here. It has created a message that is quite snappy and highlights that all workplaces accommodate difference.  The point of it all? That hiring for diversity is a benefit to companies of all sizes, and in particular, you should be hiring the disabled. Why? Well, of course, we know everyone has been impacted by the recession. But according to Barbara Otto, the Executive Director of the national organization Health & Disability Advocates, the disabled have been disproportionately impacted by the recession, and their employment numbers are rising faster than those of the general public.

Another item worth viewing on the ThinkBeyondTheLabel.com campaign site are Five Myths and the Real Facts for Employers. It conquers and eliminates myths like “Providing accommodations for people with disabilities is expensive” and “The ADA forces employers to hire unqualified individuals with disabilities”. And if you need stats for building your business case? This site has plenty of them. Explore it to see all the information offered up. And as you’re thinking about branding in 2010, and I know you are, we certainly see all over the place how it’s paramount to have a Social Recruiting strategy in play. It’s becoming more and more important to attract talent to you. Excellent! I want you to do that. But I want you to be able to offer something up when they get there, especially if you want to be known as a diversity employer of choice. Seriously consider your Diversity Branding strategy in 2010 and getting your company affiliated with a campaign like ThinkBeyondTheLabel.com.  Be the company that attracts a diverse pool of talent.

Ms. Otto has an amazing thought when you think of hiring the disabled, and I want to leave you with this, especially if you’re pooh-poohing diversity recruitment branding…

If you need workers that think outside the box, hire those that live outside the box every single day.

That’s powerful. And real.

FOT Background Check

Kelly Dingee
Kelly Dingee is a Senior Manager, Global Talent Acquisition for Marriott International. She has extensive sourcing experience having worked for Staffing Advisors (retained search), AIRS (training!) and Thales Communications, Inc., (cleared/telecom) and got her start in the profession while a full life cycle recruiter at Acterna (now known as Viavi). Lucky for Kelly, she had a boss who could see the potential of sourcing candidates from the web, and in 1998, she stepped into a newly created sourcing role. No truth to the rumor that she has a side business to help you push your resume to the top of Google search results…


  1. fran melmed says:

    kelly, i really like that quote: hire those that live outside the box every single day. nice.

  2. Tim Sackett says:

    Kd –
    I love the topic of Diversity Hiring – I think most people miss the point though when it comes to hiring a diverse workforce. It’s not about let’s hire diversity because it’s the right thing to do. It’s about let’s hire a diverse workforce, because diverse thoughts and diverse experiences will ultimately give us better performance as an organization.
    To many HR Pros are still saying, we need more diversity because it’s the right thing to do – which doesn’t speak to senior leadership. The right thing to do is to help make your organizations successful, and you can do that by hiring a diverse workforce.
    Great post – love the last quote – because it speaks to this concept – they’re a better hire because they know how to deal with adversity!

  3. Apakman says:

    Gotta love the ridiculous physical requirements specs. I recently came across a similar list for a job in, of all things, online marketing. Lift 30 pounds of what exactly, virtual matter?

  4. Heather says:

    Kelly, also check out Lime Connect, an organization that works with students with disabilities. Partnering with organizations like Google, Pepsico and Target, Lime holds recruiting events specifically focused on those with disabilities — both visible and invisible. It’s a great org! http://www.limeconnect.com/

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  7. Itts like youu read my mind! You appear to know a lot about this, loke you wrote the book in it or something.

    I think that youu can do with a feww pics to drive the message home
    a bit, but other than that, this is great blog. Afantastic read.

    I will certainly be back.

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