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How to Reach New Talent Pools With Resource Groups

Six companies with the best recruitment results reveal their best practices for recruiting Blacks, Latinos, Asians, LGBT people, people with disabilities, veterans and more.

What’s one frequently overlooked source for successfully recruiting of candidates from traditionally underrepresnted popualtions? Resource groups. DiversityInc asked companies that scored highest in the recruitment and retention areas on The DiversityInc Top 50 Companies for Diversity for their best practices—and 98 percent use their resource groups as key talent-acquisition sources.

But how do these companies use resource groups to reach community groups and schools to find new talent pools? How are they communicating to potential job candidates about the company’s inclusive culture?

DiversityInc asked several corporations for their best talent-acquisition practices to find out. Outtakes of their responses are detailed in “Resource Groups & Recruitment.”

For example, Ernst & Young uses resource groups to gain leadership access by holding formal employee-referral discussions to scout for similar leadership potential and to mentor future candidates.

Read this article for more best practices from ING, Novartis Pharmaceuticals Corporation, ADP, Kraft Foods and Prudential Financial.

For more on resource groups and their benefits, watch our resource-groups web seminar.

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