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The Pillars of an Award-Winning Program
The Clorox Company was selected as a 2023 Campus Forward Award Winner for their unwavering commitment to seeking out and hiring early career talent, their emphasis on diversity & inclusion, and investments in nurturing and retaining the next generation of talent. Please see below for the highlights of their approach to early career recruitment.
Demonstrated Investment in Early Career Hiring
The University Programs team at The Clorox Company strives to create a positive candidate experience that reflects the values of the company and puts the candidate first. Leveraging the company's IGNITE strategy and its 'head, heart, and guts' model, the company puts people at the center of what it does. Hosting interns is no exception, and The Clorox Company continues to honor its commitment of nurturing and supporting its future leaders at the entry-level.
Innovative and Multi-Faceted Approach to University Recruitment
The University Programs Team at The Clorox Company has embraced the virtual space to provide an innovative approach to recruiting early talent. The team has a dedicated group of volunteers (usually past interns) across the enterprise that engage in the recruitment process and support the candidate through the process. Additionally, the company continues to evolve and examine its recruiting practices with an equity lens at the center. The company leverages both regional and national diversity partnerships, HBCUs, HSIs, and its internal IDEA (Inclusion, Diversity, Equity, and Allyship) teams. To creatively engage candidates, the team hosts events that are not presentation style including virtual coffee chats, "speed networking" sessions, "ask me anything" sessions, interactive presentations with quizzes and prizes, and even case competitions.
Overarching Commitment to Diversity & Inclusion
The University Programs Team at The Clorox Company is dedicated to equity and inclusion, and it is ingrained in every step of the recruiting process. With this mindset, the team partners with local and national diversity partnership organizations to recruit talent across the country. At the local level, the team also partners with campus-based organizations to host different events such as game nights, dinners, and interactive presentations. The company has a unique academic partnership with North Carolina Central University, an HBCU in Durham, NC, where for an entire semester it partners with a class. During the semester, students come to the Durham offices, connect with leadership, have coaches, and work on a case study. Additionally, during the summer internship programming, interns are connected with ERGs to help develop a sense of belonging at Clorox.
Impactful Internship Program
Prior to the internship, interns engage in monthly calls to get to know each other as a cohort and get prepped on what to expect before starting. At The Clorox Company, interns are individual contributors from day one. Aside from the assigned core project, interns can expect to be fully immersed in the Clorox culture. The Intern program kicks off with a weeklong, onsite onboarding program at its California HQ that includes intern connection, leadership development, executive connections, and networking. Throughout the 10-week experience, interns also have the opportunity to participate in socials, lunch and learns, function specific trainings, and ERG events. They are also assigned a manager and mentor with ongoing check-ins and performance reviews. This hands-on approach shows the commitment the company makes to giving interns an inclusive experience.
Growth and Development of the Next Generation of Talent
The onboarding process is crucial in retaining The Clorox Company’s entry-level talent. The first week kicks off with orientation, ERG introductions, Inclusion & Diversity Lunch ‘n’ Learns, professional development & training, and intimate Executive Connections. New hires also receive functional specific trainings, and networking and social opportunities to build their skills and network within their field of expertise. They are also partnered with a manager and mentor to support their day-to-day work and connection to the corporate culture. Within the first month, the new hire will set a yearly goal, to be completed with real time feedback.