Attract and retain the best and brightest professionals with these effective strategies for diverse talent recruitment

In The Pomegranate Principle: Best Practices in Diversity Recruiting, veteran executive search consultant and DEI expert Rory Verrett writes with clarity and expertise about the best practices in recruiting and retaining diverse talent for your organization. He offers proven, tangible solutions and accessible strategies for making the recruitment and retention of diverse talent the centerpiece of your diversity, equity, and inclusion (DEI) vision.

Divided into three sections, the book begins with a critical examination of the realities of the 21st-century talent pool, and why, without a detailed strategy, it can be challenging for companies and organizations to recruit diverse talent. The author goes on to explain, in detail, a collection of commonly employed strategies that usually serve to hinder—rather than further—organizations’ DEI efforts. Finally, the book concludes with proven and innovative techniques and tools you can implement immediately to start recruiting diverse talent.

You’ll also find:

• A hiring handbook for leaders and hiring managers at companies, startups, professional services firms, nonprofits, and universities
• Strategies that anyone can use to advocate for and promote DEI initiatives at their place of work
• The benefits of tapping into the productivity, innovation, and creativity of talent from different generations, ethnic groups, genders, and life experiences

An effective and hands-on resource for hiring managers, Chief Human Resources Officers, Chief Diversity Officers, and other executives and business leaders, The Pomegranate Principle belongs on the bookshelves of every leader who aims to position their organization for success going forward.

RORY E. VERRETT is the Founder and Managing Partner of Protégé Search, the leading global executive search firm focused on diverse talent. He is the host of Protégé Podcast, a career show highlighting the success stories of diverse executives, entrepreneurs, and social impact leaders. Rory is an independent board member of Bolster, the on-demand executive talent marketplace, and serves as a diversity advisor to Mercury Fund, a $750 million early stage venture capital fund. A graduate of Harvard Law School and Howard University, Rory is the former president of the Harvard Law Black Alumni Network and a former trustee of Howard University. He splits his time between Potomac, Maryland and Lisbon, Portugal serving Protégé’s global client base.

Foreword

Acknowledgments

About the Authors

Preface

Introduction

Part I: The Structure of the Talent Market

Chapter 1 - The Labor Market

Part II: What to Do About It

Chapter 2 - Stop Doing This: Not Recognizing The Phase of DEI Adoption Your Organization is in

Chapter 3 - Stop Doing This: Relying on the Chief Diversity Officer to Solve Every DEI Problem

Chapter 4 - Stop Doing This: Having a Static DEI Strategy (or How the Murder of George Floyd Changed DEI Forever)

Chapter 5 - Stop Doing This: Focusing Too Much on Culture Fit in Recruiting

Chapter 6 - Stop Doing This: Allow the Fake Failed Search to Thwart Your DEI Recruiting Strategy

Chapter 7 - Stop Doing This: Believing Your Organization is a True Meritocracy

Part III: Solutions

Chapter 8 - Principle 1: Build A Diverse Talent Pipeline in Advance of Hiring Needs

Chapter 9 - Principle 2: Expand the Archetype of the Ideal Candidate

Chapter 10 - Principle 3: Diversify the Recruiting Process

Chapter 11 - Principle 4: Recruiting the whole person

Chapter 12 - Principle 5: Onboarding Diverse Talent

Backmatter

Conclusion: What Else Can I Do?

Index