article from http://www.mqc.com

The Glass Ceiling Commission has identified three major areas in the recruitment process that tend to create and perpetuate the Glass Ceiling phenomenon:

• Networking Word of Mouth Many corporations will fill mid- and upper-level positions through word of mouth referrals. Candidates are sometimes identified, interviewed casually (luncheons, dinners, country clubs), and made offers, all outside the formal recruitment process. While in the past, this method has proved expedient, the net result is a diminished opportunity for the advancement of minorities and women. Word of mouth referrals inside a closed sub-culture cannot be considered a use of good faith effort in ensuring access to the initial candidate pool for women and minorities. Again, the OFCCP is not so interested in keeping quotas on race and gender in relation to the ultimate hire, but they want to ensure that the process allows for the inclusion of women and minorities in the initial pool of prospective candidates.
• Networking Employee Referrals Similarly, employee referrals from an employee body of predominantly white males, will tend to produce referrals from within their community: more white males. This will do little to open up the candidate process to women and minorities.
• Executive Search Firms Many corporations use executive search firms to fill a substantial number of upper-level management positions. Companies have not done enough to make executive search firms aware of their equal opportunity and affirmative action obligations under the law.

While many executive search firms offer exemplary services, most search firms do not have any capability nor do they demonstrate any good faith effort to ensure that women and minorities are included in the initial pool of candidates. Many companies are not aware that as federal contractors or subcontractors, they are legally liable for the performance of their executive search firm.