Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies (2011) / Chapter Skim
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Pages 10-17
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From page 10... ...
Method 1: Combine Internal and External Executive Recruitment Methods Description: Most transit agencies used either an internal or external recruitment source to identify, attract, recruit, and select CEO executives. The research suggests transit agencies combine the use of an internal agency recruiter (i.e., an agency's in-house recruiting staff)
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From page 11... ...
Potential Barriers Potential Facilitators • Approach may be viewed • Executive recruiters as preferential treatment • Viewed as not applicable • Board of directors to the public transit industry • Viewed as an affirmative action approach 11 Leverage Professional Associations Use Extensive Internet Search Diverse Executive Talent Pool Combined Recruitment Methods Create Diversity Executive Recruitment Programs Require a Mandatory Diverse Talent Pool Create Succession Plan & Leadership Development Figure 3-1. Diversity executive recruitment strategies.
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From page 12... ...
Potential Barriers Potential Facilitators • Transit agency may think • Senior executives it lacks the time and resources to start succession planning • Transit agency may not • Board of directors have a leadership competency model • Transit agency may not have executives able to train their successors Impact of Method 4 Succession planning and leadership development, when executed well, will enable transit agencies to develop leadership with high potential for vacant leadership positions. By developing and promoting internal staff, transit agencies can save time and money on recruitment costs, ensure the right skills are developed, and increase the likelihood of greater retention.
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From page 13... ...
Potential Barriers Potential Facilitators • Transit agency may lack • In-house recruiters budget to pay for resources beyond current use • Transit agency may re- • Executive recruiters quire specific training on how to leverage LinkedIn Impact of Method 6 Maximizing the use of Internet searches will expand current recruitment strategies for executive-level professionals and increase the chances of attracting and recruiting passive minority executive professionals. It also provides a mechanism to proactively build a pool of future potential minority executive leads and prospects.
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From page 14... ...
Potential Barriers Potential Facilitators • Stakeholder time/effort • Internal HR or talent investment management professionals experienced in competency modeling • Effective use of the com- • Consultants who specialpetencies may elude ize in creating leadersome agencies if pro- ship competencies perly trained personnel are not available Impact of the Leadership Success Profile Leadership competency models are essential for determining what knowledge, skills, abilities, and other characteristics leaders should possess in order to be successful in the organization. The process also ensures that the leader fits into the leadership team and enhances stakeholder support for the process resulting in decisions.
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From page 15... ...
Potential Barriers Potential Facilitators • Stakeholder time invest- • Internal HR or talent ment to choose standard- management professionized assessments, create als experienced in tailored assessments, and utilizing valid leadership implement assessments • Effective use of the assess- • Consultants who specialment information may ize in creating and/or elude some agencies if using valid leadership properly trained person- assessments nel are not available • Using invalid predictors • Candidates tend to react of leadership perfor- favorably to organizamance, such as: tions that utilize objec– Unstructured tive assessments and are interviews seeking highly qualified – Invalidated selection candidates tools and those lacking validity • Rater biases are exacerbated with unstructured methods (see Appendix I) Impact of Assessments Impacts include better leadership selection decisions, which enhance opportunities for diverse, qualified applicants.
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From page 16... ...
Potential Barriers Potential Facilitators • Transit agency lacks bud- • Outside consultant get to pay for resources • Lack of objectivity if • Human resources conducted by a transit executives agency resource • Lack of commitment by the executive • Concerns of confidentiality Impact of Executive Coaching Research conducted by Kombarkaran, Yang, Baker, and Fernandes (2008) reported positive outcomes in coaching experiences by executives.
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From page 17... ...
Potential Barriers Potential Facilitators • Relationships forced or • C-Level executives who assigned can cause both have excelled in their mentors and mentees to career display discontent (Washington, 2007) • Allocated time of C-Level executives • Identifying mentors within the organization • Difficult to measure informal mentoring • Cost to develop formal executive mentoring program Impact of Mentoring Barriers that may have prevented career advancement for minorities have been broken due to mentoring support that created opportunities for promotions, higher salaries, and increased job satisfaction (Noe, 1998; Mullen, 1998; Ragins and Cotton, 1999)
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