001483588 000__ 03076nam\\2200541\i\4500 001483588 001__ 1483588 001483588 003__ DLC 001483588 005__ 20231220003252.0 001483588 006__ m\\\\\o\\d\\\\\\\\ 001483588 007__ cr\cn\nnnunnun 001483588 008__ 230914s2024\\\\njua\\\\ob\\\\001\0\eng\d 001483588 010__ $$a 2023032015 001483588 020__ $$a9781394209347 001483588 020__ $$a1394209347 001483588 020__ $$a9781394209354 001483588 020__ $$a1394209355 001483588 020__ $$z9781394209330 001483588 040__ $$aNhCcYBP$$cNhCcYBP 001483588 042__ $$apcc 001483588 050_4 $$aHF5549.5.M5$$bV45 2024 001483588 08200 $$a658.3008$$223/eng/20231128 001483588 1001_ $$aVerrett, Rory E.,$$eauthor. 001483588 24514 $$aThe pomegranate principle :$$bBest practices in diversity recruiting /$$cRory E. Verrett with Peter M. Birkeland. 001483588 24630 $$aBest practices in diversity recruiting 001483588 264_1 $$aHoboken, New Jersey :$$bJohn Wiley & Sons, Inc.,$$c[2024] 001483588 300__ $$a1 online resource (xxxvi, 185 pages) :$$billustrations 001483588 336__ $$atext$$btxt$$2rdacontent 001483588 337__ $$acomputer$$bc$$2rdamedia 001483588 338__ $$aonline resource$$bcr$$2rdacarrier 001483588 504__ $$aIncludes bibliographical references and index. 001483588 5050_ $$aPart I: the structure of the talent market -- The labor market -- Part II: what to do about it -- Stop doing this: not recognizing the phase of DEI adoption your organization is in -- Stop doing this: relying on the chief diversity officer to solve every DEI problem -- Stop doing this: having a static dei strategy (or how the murder of George Floyd changed DEI forever) -- Stop doing this: focusing too much on culture fit in recruiting -- Stop doing this: allow the fake failed search to thwart your DEI recruiting strategy -- Stop doing this: believing your organization is a true meritocracy -- Part III: solutions -- Principle 1: build a diverse talent pipeline in advance of hiring needs -- Principle 2: expand the archetype of the ideal candidate -- Principle 3: diversify the recruiting process -- Principle 4: recruiting the whole person -- Principle 5: onboarding diverse talent backmatter -- Conclusion: what else can I do? 001483588 506__ $$aAccess limited to authorized users 001483588 533__ $$aElectronic reproduction.$$bAnn Arbor, MI$$nAvailable via World Wide Web. 001483588 588__ $$aDescription based on online resource; title from digital title page (viewed on December 13, 2023). 001483588 650_0 $$aDiversity in the workplace.$$zUnited States$$0(DLC)sh2008102312 001483588 650_0 $$aEmployees$$xRecruiting. 001483588 650_0 $$aPersonnel management.$$zUnited States$$xPersonnel management$$0(DLC)sh2009113606 001483588 655_0 $$aElectronic books 001483588 7001_ $$aBirkeland, Peter M.,$$eauthor.$$0(DLC)n 2001110570 001483588 7102_ $$aProQuest (Firm) 001483588 77608 $$iPrint version:$$aVerrett, Rory E.$$tPomegranate principle$$dHoboken, New Jersey : Wiley, [2024]$$z9781394209330$$w(DLC) 2023032014 001483588 852__ $$bebk 001483588 85640 $$3GOBI DDA$$uhttps://univsouthin.idm.oclc.org/login?url=https://ebookcentral.proquest.com/lib/usiricelib-ebooks/detail.action?docID=30977885$$zOnline Access 001483588 909CO $$ooai:library.usi.edu:1483588$$pGLOBAL_SET 001483588 980__ $$aBIB 001483588 980__ $$aEBOOK 001483588 982__ $$aEbook 001483588 983__ $$aOnline