Recruiting People of ColorThe best way to recruit people of color is by word of mouth, that is, by using your personal contacts and networks. People within communities spread the word more quickly and more effectively than formal organizations—to a wider range of people, to people with specific interests and skills that match what you are seeking, and to people who might not attend meetings, check bulletin boards or read publications on a regular basis.It takes time to establish personal contacts and build networks, but word of mouth is always more effective than one-shot recruiting methods. The cultivation of relations with community leaders may add credibility to your recruitment efforts and provide access to formal and informal recruiting channels. Some ways to work on contacts and networks are to attend and participate in job fairs, community fairs and community and organization-sponsored events, to meet people face-to-face and to pass out information. When recruiting members of the ethnic minority community, you should consider a wide distribution of job announcements in the target community. The announcements will assist you in developing a trusting, positive relationship with the particular community. Coupled with favorable comments from successful employees, the job announcements will encourage many more people of color to apply for employment opportunities with the state court system. Also, it is not always necessary to run advertisements in the media. In some cases ideal candidates may not be actively seeking a (new) job, but through informal contacts may learn of your job and wish to apply because the work is of a particular interest to her/him. Additionally, it is not cost-effective or time-effective to send out blanket mailings. For best results, first telephone the organization, if possible, and ask to whom you should direct the announcement. Some small community organizations listed in this directory do not have offices or telephone numbers; in those cases, you can direct your mailing to the president.
Recruiting ChecklistThe following is a checklist which includes a range of network development and recruiting channels you may utilize to increase the likelihood of applicants of color responding to job opportunities within the state court system. The effective reach to your target applicants will depend on the mix of and diligence in application of these methods.Informal Network Development with People of Color
Job DescriptionsBefore prospective applicants come forward, they look at job announcements. Care must be taken about wording of job announcements. Inadvertently wording may deter potentially qualified individuals from applying. All too often, job announcements list requirements and/or qualifications that have little to do with a person's ability to carry out the work and are often deterrents to people of color who might apply.For example, a job might be vacated by someone with a master's degree. The job is posted with that requirement with little thought as to whether that is necessary for job performance or not. The degree may have been earned while on the job or may be irrelevant to the scope of work. Historically, people of color have had limited opportunities to higher education. By including statements specific to job performance like the following, job announcements can become more inviting to applicants:
"Master's degree or three years of equivalent experience"These kinds of statements allow for more flexibility and inclusiveness in the candidate pool and more opportunity for the right applicant to emerge.
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