Welcome to The Fordyce Letter:
Note: Larry A. Green is a a speaker at the upcoming Fordyce Forum 2013. His breakout, Diversity Is Good For Your Business, will show you how to connect with diversity candidates, and meet your client’s requirements that your candidate list be as inclusive and broad as possible. In this article, he offers insights to what you need from the hiring organization and what it should be looking for in a search firm committed to diversity. Register now at Fordyce Forum 2013.
Many organizations do a good job of diversity recruiting at the college and mid-management level, but often fall short when it comes to the senior management ranks. It is well-recognized that having women and people of color in the top spots will assist in your overall diversity recruiting efforts as well as in retention of diverse mid-managers and entry-level employees.
Dedication to attracting talented women and people of color who often are underrepresented at the senior management and board levels of many organizations has now become a priority.
Traditional recruiting methods used by internal recruiting departments, such as posting jobs and identifying individuals in similar positions may not yield the desired results when attempting to build an inclusive workforce. Thus, hiring organizations often turn to executive search firms, insisting on an inclusive candidate slate, but often are disappointed with the results.
A few weeks back, I was at the 
