How to Attract Minority Tax Professionals (page 3)

7. Locate Sources for the Target "Pool" -- Have we identified sources of the target pool(s)?

There are professional organizations and publications that cater to specific minority groups.

If your target pool is African-American, for example, several organizations may be good sources - like the National Association of Black Accountants, the National Bar Association, Black Enterprise Magazine, and historically black colleges and universities like Howard University and North Carolina Central University.

Whatever your target pool, take the time and effort to identify the organizations and publications that members of the target pool may subscribe to. But be aware that not all individuals of a particular pool have a membership in organizations that serve their minority group or have attended certain schools.

In truth, locating a qualified applicant from a target group, may be simple as asking someone in that group, "Do you know someone who may be interested in...?"

8. Advertise to the Target Pool -- Will our advertisements and presentations highlight opportunities that would be attractive to your target pools?

This issue goes hand-in-hand with points 5-7 above.

After determining the source of the target pool, this is where "advertising" must take place, either through publications or networking at functions.

All advertisements should be tasteful and "politically correct". It may be helpful to include other minorities in your advertisements. Make sure that your advertisement clearly reflects the personality type that you are interested in recruiting. Doing this at the start can go a long way in helping with retention issues (which will be discussed in more detail in Part-3 of this series).

9. Establish Mentors Early On - Who will mentor the minority?

This will be a common theme throughout each part of this series.

Everyone needs a mentor, regardless of race, color or creed. This is a well-accepted notion. But for many minorities such mentor relationships are hard to find.

It is crucial that potential mentors be lined up as early as the attraction stage of the process. Mentors should be available to talk to candidates during the interview process. By having a solid mentorship base in place, minority candidates will more likely be drawn to your company.

Summary

Wanting to diversify and trying to diversify your organization are separate

If your organization is trying to diversify its tax department, "trying" must start at the top of the organization, and the message must be clearly communicated throughout on a consistent basis.

Organizations which have implemented best practices for finding and hiring qualified candidates can use these same practices (with some fine-tuning) to hire qualified minorities.

The preceding list of issues is designed to offer suggestions on how to adapt best practices to attract minorities to your organization. The basic attraction skills have not been changed, just slightly modified.

If you want to attract minorities you need to make it abundantly clear that you are willing to do the same for minorities as you are doing for non-minorities.

Part Two: How to Hire Minority Tax Professionals

Click to return to the Diversity Section.

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