Multicultural Forum presentation hosted by DiversityMBA Magazine. Discussion on the changing recruiting landscape and what diversity practitioners and HR need to understand about the critical trends.

1. TALENT ACQUISITION IN
THE 21ST CENTURY
NEREIDA (NEDDY) PEREZ
GLOBAL DIVERSITY & INCLUSION LEADER
MCCORMICK & COMPANY, INC.
NEDDY_PEREZ@MCCORMICK.COM
PHONE: 832-216-8836

2. COMPETITION & FINDING
THE RIGHT TALENT
• More competitive landscape for filling jobs due to:
• Less experienced workers in STEM
• Tighter immigration policies (visas)
• More astute works with greater expectations
• Companies have to rethink how they fill jobs due to type of
industry and experience levels
• Not just focusing on workforce analytics but predictive
analytics for job skills
• Critical Strategies
• Workforce Blending
• Succession Planning
• Internships/Rotational/Retooling/Apprenticeships
• Experience Level
• Early Talent : 0 to 8 years
• Mid-career : 9 to 19 years
• Experienced : 20+ years
• Internal Candidates

3. DISRUPTING THE
RECRUITING PROCESS
• Traditional Recruiting
• Recruiters physically attend job
fairs and source for candidates via
phone
• Recruiting function posts jobs on
websites and pulls potential
candidates from sites or internal
applicant flow information
• Interviews are scheduled as calls
or face to face
• Applicants may or may not get
told status of application process

4. THE NEW WAY OF
RECRUITING
• Recruiters use virtual online tools to connect
with potential applicants
• Linkedin most widely used globally (96%)
• Improved job descriptions – that make them
easier to read and more appealing by race and
gender
• Virtual Recruiting Fairs
• Average 2500 to 7500+
• People can look for jobs in T-shirts
• Cost is less than shipping a booth, covering
travel and you can customize your booth as
well as have a virtual recruiters
• Fairygod Boss, Ecco, Monster, National
Black MBAs
• Colleges are now moving to this model too

5. THE NEW WAY OF RECRUITING
• Chat Bots
• Used to answer basic recruiting inquiries and to
automate the scoping out potential candidates
• Jobs still get posted online but messaging is more
targeted
• Glassdoor ads; or Linkedin solicitation ads
based on your profile and experience
• Interviews
• Done virtually… i.e. Lockheed Martin
• Can be done anywhere and any time
• Pre-screens can be completed that eliminate
non-qualified candidates
This Photo by Unknown Author is licensed under CC BY

6. EARLY TALENT GETS
A MAKEOVER
• Career Fairs – are passe – 75% of students don’t
attend their own college fairs with some exceptions.
• Host events on your company site
• Partner with national professional association
chapters on campus not just career fairs
• Get in the classroom
• Go virtual
• Host targeted virtual information sessions
• Seek out interns
• Post roles on Handshake & Simplicity
• Ecco for virtual career fairs
• Piazza platform – 1. 8 million candidates with
targeted research, job postings and 2.5K+
colleges & universities
• Students spend 3 hours a night on site

7. WRAP-UP
Look to technology to improve results while reducing costs but it is not a
complete replacement for recruiting talent.Look
Invest in your recruiters – good ones are hard to comebyInvest in
Leverage all 4-5 generations – don’t discount talent because of age or
disabilityLeverage
Do your homework when looking at digital optionsDo

8. IF YOU HAVE
QUESTIONS:
• Nereida (Neddy) Perez
• www.linkedin.com/in/neddyperez
• Neddy_perez@mccormick.com