Using Learning and Development Opportunities as a Tool to Recruit a More Diverse Applicant Pool

Abstract

Large corporations are simultaneously investing millions in recruiting more diverse candidates and in improving their corporate learning and development capabilities. Limited research has been conducted to determine if these opportunities for growth can contribute to the goal of generating a more diverse applicant pool. Drawing from job pursuit intention research, this study surveyed American workers with some form of tertiary education between the ages of 22 and 65 years old (n = 790) to determine how important learning and development opportunities are when determining interest in a hypothetical business analyst role. Results showed that learning and development opportunities do not attract a more diverse applicant pool and are not seen as valuable enough to make up for a significant difference in salary. Salary was the most important factor for driving interest in the role, followed by health benefits and location flexibility, with learning and development ranked the fourth most important. While the hypotheses were not supported, this study has practical applications for human resource managers looking to design attractive benefits packages and create effective recruiting materials. This study was the first of its kind to isolate learning and development as a tool for attraction and it sets a foundation for future investigation of its value to applicants.