- Oxford Library of Psychology
- The Oxford Handbook of Recruitment
- Oxford Library of Psychology
- About the Editors
- Investigating Recruitment: An Introduction
- Strategic Recruiting
- Recruiter Effects and Recruitment Outcomes
- Applicant Reactions
- Recruitment and Job Choice
- Volunteer Recruitment
- Recruiting Older Workers: Realities and Needs of the Future Workforce
- Targeted Recruiting: Identifying Future Employees
- Job Search and Emotions
- Recruitment Source Implications for Organizational Tenure
- Strategic Recruitment: A Multilevel Perspective
- Research Design in Evaluating Recruitment Effectiveness: Past, Present, Future
- Recruitment Sources: A Review of Outcomes
- Word of Mouth as a Recruitment Source: An Integrative Model
- Recruitment: The Role of Job Advertisements
- Employer Brand Equity and Recruitment Research
- Corporate Social Performance, Organizational Reputation, and Recruitment
- Impression Management during the Recruitment Process
- The History of Recruitment Research
- Establishing Recruitment Objectives and Developing a Recruitment Strategy for Attaining Them
- Internet Recruiting 2.0: Shifting Paradigms
- Recruitment: International Cross-Cultural Perspectives
- Realistic Job Previews: Past, Present, and Future
- The Goldilocks Pursuit During Organizational Entry: Applicants’ and Recruiters’ Search for the “Perfect Fit”
- You Will Be Known by the Company You Keep: Understanding the Social-Identity Concerns of Job Seekers
- How Do You Study Recruitment? A Consideration of the Issues and Complexity of Designing and Conducting Recruitment Research
- Why Minority Recruiting Doesn’t Often Work, and What Can Be Done About It: Applicant Qualifications and the 4-Group Model of Targeted Recruiting
- Rethinking Recruitment: A Look to the Future
Abstract and Keywords
Minority recruitment has become increasingly important topic for both researchers and practitioners. To shed light on this topic, this chapter discusses targeted diversity recruitment. Specifically, the chapter reviews the literature surrounding strategic recruitment efforts (e.g., diversity messages and images in formal recruitment advertisements) as it relates to targeted recruitment efforts. Further, this chapter discusses how organizations send subtle and often unintentional signals during the recruitment process that influence how applicants evaluate organizations during recruitment activities. In addition, we discuss several existing gaps in the literature and identifies directions for future research and practice.
Sabrina D. Volpone is a doctoral student in the Human Resource Management program at Temple University’s Fox School of Business. She received her master’s degree in Industrial/Organizational Psychology from the University of Houston. Her research interests include diversity in organizations - including but not limited to racioethnicity, sex, and sexual orientation - and the social networks of minority employees. Her research has been published in journals such as Personnel Psychology, Journal of Business Ethics, and Human Resource Management and she serves as a reviewer for many of these publications. Further, she has been a consultant for organizations such as ExxonMobil’s Technical Training Division, Men’s Wearhouse, and Saudi Aramco.
Kecia M. Thomas is a professor of I/O psychology at the University of Georgia – Athens (UGA). She serves as senior advisor to the dean of the Franklin College of Arts and Sciences, as well as the founding director of the Center for Research and Engagement in Diversity (RED). Her work focuses on understanding systems of privilege and resistance that limit the career development of women, people of color, and gay and lesbian workers, as well as those behaviors and practices that create and sustain hostile climates for diversity and inclusion. She is author of Diversity Dynamics (Wadsworth-Thomson) and over 35 peer-reviewed articles and book chapters. She and Karen Proudford also edited a special issue of the Journal of Career Development on Black women as organizational outsiders within. Her own diversity practice, through RED, has enabled her to contribute to the diversity missions of institutions such as Middle Tennessee State University, BellSouth, Wofford College, the Dallas Independent School District (Texas), Rice University, the American Cancer Society, and the White County School District (Georgia). She earned a B.A. degree in psychology and Spanish from Bucknell University (Lewisburg, Pennsylvania), and her M.S. and Ph.D. degrees in I/O psychology from the Pennsylvania State University (State College, PA).
Paula Sinisterra recently completed her undergraduate degree at the University of Georgia with a major in Psychology. She is currently completing a second degree in Studio Art.
Lindsay Johnson is a doctoral candidate in the Industrial/Organizational program at the University of Georgia. She is interested in the workplace experiences of Women of Color and facilitating recruitment and retention of all women into the Science, Technology, Engineering, and Math (STEM) disciplines. She is also completing a graduate certificate in Women’s Studies as she works on her dissertation.
Access to the complete content on Oxford Handbooks Online requires a subscription or purchase. Public users are able to search the site and view the abstracts and keywords for each book and chapter without a subscription.
If you have purchased a print title that contains an access token, please see the token for information about how to register your code.