Target's recruiting approach enables diverse workforce
Wednesday, May 19, 2010
Target Corp.'s methodical approach to talent
acquisition has led to women and other underrepresented groups holding nearly
22 percent of the retailer's 28,000 salaried employees, according to a report
by DiversityInc. Of the more than 3,000 people hired into salaried positions
last year, 29 percent were diverse.
"Simply put, diverse talent helps us be
first in class," Alicia Petross, Target's diversity team talent manager,
told attendees at a March 2010 DiveristyInc learning event.
As the chain looks forward to opening its
first Manhattan store this summer, Petross told attendees she is very confident
the store's leadership will
reflect the community. "We have structured talent routines and we leverage
our business partners to understand needs, understand the community and help
drive our talent acquisition efforts and point us to places where we can find
the right talent," she explained. "We are very methodical about
attracting, interviewing and, of course, retaining." Petross said the key to inclusive hiring is
being "extremely realistic and have a plan."
Recruiting at Target, which is number 40 on The
DiversityInc Top 50 Companies for Diversity list, involves these fundamentals,
Establishing a plan. "What are the hiring goals?,"
Petross asked. "At Target, we are not focused on quotas, we are focused on
relationships. [We] continue to develop relationships with historically diverse
colleges and universities, which enables us to build a pipeline while
deliberately targeting diverse leaders."
Other questions to ask when establishing a recruiting and
hiring plan include: How do your goals further the company's mission? What's
the industry representation? What's the sourcing strategy? Is it inclusive? How
are business partners playing a role in the recruitment process?
Gaining commitment. Target's Chairman, President and CEO Gregg Steinhafel is
actively involved in talent planning at all levels, from incoming interns to
senior executives, Petross noted. "Once we have top leadership
buy-in," she said, "everyone else understands that [diversity
recruitment] is a business imperative."
Leveraging the right sources. Petross and her team leverage sources such as
postings on DiversityInc
Careers and the National Black MBA Association, National
Society of Hispanic MBAs and INROADS,
which develops and places
promising diverse talent in salaried corporate internships.
The chain's sourcing strategy also includes a
robust internal referral program, DiversityInc reported. For each new candidate
hired at Target, the referring team member becomes eligible to win a $1,000 company gift
card. "I know referrals work because that's how I started at Target 10
years ago," Petross said.
Communicating the brand and delivering on its promise. "When you're
working with diverse talent, it's extremely important to cement them to the
corporate culture and values," Petross said at the DiversityInc event. Target,
which donates $3 million each week to the communities where it does business, found
its philanthropy helps the chain connect with future leaders.
Measuring results. A recruiting scorecard, which tallies goals,
current headcount, expected open positions, applicants in the queue and days to
hire, keeps diversity an integrated part of Target's process, Petross said. "Measuring
results should help you recognize when your efforts are paying off."