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CFDLS © 2015 Central Florida Diversity Learning Series 2015 Evaluation Summary of Session 2 on March 10 th Discovering the Secrets of Attracting, Recruiting.

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Presentation on theme: "CFDLS © 2015 Central Florida Diversity Learning Series 2015 Evaluation Summary of Session 2 on March 10 th Discovering the Secrets of Attracting, Recruiting."— Presentation transcript:

1 CFDLS © 2015 Central Florida Diversity Learning Series 2015 Evaluation Summary of Session 2 on March 10 th Discovering the Secrets of Attracting, Recruiting and Retaining an Engaged, Highly Diverse Workforce Presenter: Monica Marcel

2 CFDLS © 2015 EVALUATION DETAILS A total of 23 evaluations were turned in, 10 of which were filled out by managers and 13 of which were filled out by individual contributors or employees. A total of 27 people attended the session. The first 3 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5. Questions 4-7 were open-ended with room to write in responses.

3 CFDLS © I know the systems, structures and processes that support Attracting, Recruiting and Retaining an Engaged, Highly Diverse Workforce. Based on 10 manager responses and 13 individual responses. Managers’ total improvement: 21%IC’s total improvement: 57%

4 CFDLS © I know who is doing a good job with these critical functions and what they did to create their success. Based on 10 manager responses and 13 individual responses. Managers’ total improvement: 67%IC’s total improvement: 71%

5 CFDLS © 2015 Based on 10 manager responses and 13 individual responses. Managers’ total improvement: 96%IC’s total improvement: 88% 3. I understand what will be needed in the future to successfully attract, recruit, retain and engage diverse talent.

6 CFDLS © 2015 Average Rating per Question (Managers and Individuals Combined)

7 CFDLS © 2015 Total Percentage Improvement per Question (Managers and Individuals Combined)

8 CFDLS © 2015 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Managers: Topic of blind resume/CV reviewing. Stay interviews. Threading various tools across talent & succession planning process. All…transparency and stay interviews. The conscious and unconscious bias. Learning more about bias in the recruiting process. Micro-inequities. Refreshing. Conversations, great tips/tricks. Micro-inequities. All. The screen shots, the studies, the references (tool kits). Grateful for her generosity in offering her resources.

9 CFDLS © 2015 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Individual Contributors: Current practices – what companies are doing. The wealth of information. The amount of work and emphasis to change current culture. I enjoyed brainstorming approaches to engage people from different backgrounds into work culture. It was interesting to see how different approaches are effective for specific groups. There was a lot of information. Specifically code words they can be key when it comes to inclusion in a specific company’s environment. Seeing how all the hiring, retention and recruitment processes can be fraught with bias and exclusionary. The subtle actions which may create the appearance of bias. The resources available to see what others are doing. The complexity of recruiting/engaging a diverse workforce. Really enjoyed the group activities. Everything was significant – great presenter!

10 CFDLS © 2015 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Managers: Look into implementing blind resume reviewing. D&I strategic plan. Deeper dive training & refresh training for recruiters; pilot hiring leader training. Share knowledge gained with colleagues & leaders. Keep it foremost and top of mind with clients. Bring it back to my team first to help them think differently. Share with my team the examples of micro-inequities and to self assess. Think critically when considering resources for clients. Share with team. Video, fact research. Add info to staff development & training. Longer session. Part 2 with her.

11 CFDLS © 2015 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Individual Contributors: Will share with my team. Find ways to apply to my daily work. With senior management. More research; incorporate practices. Share with my team to be more inclusive. The whole presentation was informative and the toolkit info at the end of the booklet will be an excellent resource. Sharing with the rest of the staff I will encourage HR to use the blind CV approach. I will also share the stay interview with my superiors. Will utilize workbook to learn more. I need to read through the slides & toolkit to decide. Will continue to read the book and refer back to the resources as well as share with peers.

12 CFDLS © 2015 OPEN-ENDED ANSWERS 6.How might you integrate what you learned about disability inclusion into your organization? Managers: Look into implementing blind resume reviewing. Pipeline programs. Deeper dive training & refresh training for recruiters; pilot hiring leader training. Share knowledge gained with colleagues & leaders. Keep it foremost and top of mind with clients. Within recruitment these are valuable tools and for my individual team; items for them to think about. Understanding my own personal unconscious bias – especially the micro-inequities. How to help support clients through their work. Add to staff development. Take all & share back with the group.

13 CFDLS © 2015 OPEN-ENDED ANSWERS 6.How might you integrate what you learned about disability inclusion into your organization? Individual Contributors: I will encourage HR to use the blind CV approach. I will also share the stay interview with my superiors. Will continue to read the book and refer back to the resources as well as share with peers. Share learning, videos etc. at team meetings. Source of many future dialogues related to inclusion in our institution. Share with the leaders I support to help them support the cast better. Partner with HR. Share with the recruitment team.

14 CFDLS © 2015 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Managers: I thought the handout was helpful and the training in general was amazing. A lot of great info. Excellent. Thank you. Engaging dialogue – thoughtful scenarios and impactful to my day-to- day business. Great session! Enjoyed the case study and small group exercises. Overall, great presentation. I wish we had more time to finish the content. Fantastic session – truly!

15 CFDLS © 2015 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Individual Contributors: Thank you! Monica is very knowledgeable. Everything was great. Thank you. Thank you. It was a good conversation and insightful topics. Great resources. Thank you! Everything was great. Facilitator was very knowledgeable and engaging – wish we had additional time. Room was great. Thank you!!

16 CFDLS © 2015 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Individual Contributors: Well done Recommend clarifying at the start that the “mentoring” connection of the presentation is coming after the first half of presentation so that people stay connect not start wondering why it is being covered.


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