A great article in the February 21, 2020 Cincinnati Business Courier speaks to the value of mentoring to increase gender, ethnic and cultural diversity in corporate leadership. Specifically it stated: “While statistics touting the merits of diverse corporate leadership are plentiful, the business world remains primarily white and male in its top ranks.” It goes on to state: “According to a McKinsey & Co. diversity report released in 2018, McKinsey found that the 346 companies it also surveyed in 2015 increased the gender diversity on their executive teams by only 2% to 14%, while ethnic and cultural diversity increased by only 1% to 13%.”

While the increases are disappointing, I believe the most important thing to take from these statistics is they are being consistently measured. Another great read I finished recently – How to be an AntiRacist by Ibram X. Kendi discusses categorizing and measuring specifically regarding race. On page 54 he writes: “Assimilationists believe in the post racial myth that talking about race constitutes racism, or that if we stop identifying by race, then racism will miraculously go away. They fail to realize that if we stop using racial categories, then we will not be able to identify racial inequity. If we cannot identify racial inequity, then we will not be able to identify racist policies. If we cannot identify racist policies, then we cannot challenge racist policies. If we cannot challenge racist policies, then racist power’s final solution will be achieved: a world of inequity none of us can see, let alone resist. Terminating racial categories is potentially the last, not the first, step in the antiracist struggle.”

As the father of two Hispanic children, I have had to become painfully aware of just how often people are judged by the color of their skin and other physical characteristics. I certainly wish our society was beyond judging people based on gender, race, ethnic and cultural diversity but I am happy we are measuring it and, despite the slow pace, working to improve it. The following quote is attributed to both Lord Kelvin (1824-1907) famous for devising the absolute temperature scale, now called the ‘Kelvin scale’ and Peter Drucker (1909-2005) one of the most widely-known and influential thinkers on management, – “If you cannot measure it, you cannot improve it.”

You want to hire that elusive top performer. You know – the one who isn’t looking, doesn’t have a resume’. Your outstanding recruiting team (internal or external) has identified this performer, secured their initial interest and presented a profile. What’s next? Do you pursue them like the precious prospective client you are hoping to do business with OR the vendor who is trying to get on your approved list?

My most recent potential client interaction tells me it is still too often like a vendor. Their proposed contract requires a current resume’ uploaded to the applicant tracking system and reference checks completed before they will acknowledge a referral. References and applicant data are important but requiring them too early in the process risks 1) losing a candidate’s interest before you have the chance to make your case or 2) creating your own competition because now they have a resume’, so why not entertain additional opportunities.

I understand there are processes to follow and compliance issues to be dealt with but do you agree these can and should wait?

Not just the spoken word, how about the written word!

Speaking to someone – you know maybe an old-fashioned phone call – has been replaced by the text message. I’m guilty as charged, sending at least 15 and sometimes 50 a day. It isn’t the sending that’s the problem.

Aren’t you amazed by how many incomplete or just generally unresponsive responses you receive. It’s as if they just keep on talking/typing and don’t hear/read a word.

I believe they do and so do most of my clients. Why? 1) they show you’re interested, 2) they indicate you know the importance of follow through.

But please, don’t overdo it. Keep it basic – Thanks…. I’m interested…. I especially appreciated learning more about… – meaning mention something that actually happened in the interview. This should go without saying but it has to be correct – free of spelling and punctuation errors.

I’d love your opinion – do you believe thank you notes matter?

I can’t believe I’m asking this question but based on recent experiences more than a few “professionals” must answer YES!

Things aren’t going especially well for the young salesperson and they are on the dreaded PIP (Performance Improvement Plan). Convinced their termination is inevitable they resign via an email to “pursue other opportunities” and give ZERO days notice! I can only guess they expect prospective employers won’t check references. Topic for another day – when did references go out of style?

How about the company that hired my client’s now former controller. They extend an offer contingent on a start date that requires the person to give less than even the minimum two weeks notice. Shouldn’t the individual ask “do I really want to work for someone who asks me to act in an unprofessional manner?” Shouldn’t any company question the professionalism (and in this case backbone) of an individual willing to provide a current employer less than the minimum two weeks notice?