Cultural Credentials
by Tonya Davis
You know two things: Companies are seeking diverse candidates, and you've sent out a tonne of CVs but still can't get your foot in the door because of the tough job market. Now, if you put these two facts together, you'll realise you might be able to use your cultural background to enhance your credentials as a potential employee.
Many companies are actively seeking diverse candidates and have turned to minority recruiting firms that specialise in the placement of women and minorities for help. Diane Oates, principal of Corporate Diversity Search has successfully worked with companies such as Johnson and Johnson, Xerox, and Bausch and Lomb to help them in this area. Oates emphasises the need for the company and the job seeker to get to know each other in order to make the right match.
Research Helps You Stand Out
Oates recommends job seekers begin by doing their research. It is common sense, but it's an often neglected part of the job search. Find out what that company needs. Are they planning on reaching out to new demographic markets or do they need to? What is their market share in your community? The more you know, the more equipped you will be to make a connection with that company and show them you're the person they need.
Also, be sure to find out about the company's culture and hiring practices. Do they have a vice president or other senior-level manager in charge of diversity? Do they have a reputation as a diverse company? Such information not only will give you insight into the corporate culture you will be encountering, but may also help you figure out whom to approach within the company for an informational interview. For instance, if the company has a diversity focus, approach the person directing that effort. If they have human resources staff assigned to diversity, send your CV to that person. And of course, if they use a search firm, make a connection there as well.
Connect the Dots for the Employer:
Once job seekers have their research together, Oates recommends they be articulate in their job search. She recommends you make sure your CV and cover letter reflect who you are." This can include listing organisations and associations you belong to on your CV, and highlighting how your culture is a strength for you and the company in your cover letter. It is important, Oates says, "to have a good understanding of what you want to highlight." This is where finding out about a prospective employer is important, as you tailor your cover letter to reflect the information you've uncovered.
If you are bilingual and live in a community where many do not speak English, highlight how your language abilities can help your firm reach out to new markets. For example, many banks are working to expand their services on reservations, yet face barriers in reaching new customers. By being a member of that community, you can facilitate the connection between the bank or the government and the customers or populations they want to reach. Do not assume the person who receives your cover letter will make that connection -- tell them.
You can also increase your chances of getting an interview by networking. Join and participate in professional associations and minority affinity groups in order to broaden your network. Since many companies seeking diverse candidates have formed partnerships with affinity groups, becoming involved in some of these groups could increase your chances of finding out about opportunities and getting in front of the decision makers.
It Doesn't End with the Job Offer
Once you're in the door, continue to highlight the strengths your culture brings to your job. Oates says she "spends a lot of time reminding people to be who they are." Do not feel you have to fit into some sort of mold. The best companies value the people who work for them and their diversity.
Remember, your cultural background and knowledge is another benefit you bring to a potential employer. Be who you are, and show them you can help them prosper.
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