How to Source Diverse Talent from HBCUs (Historically Black Colleges and Universities)
Dr. Marcia F. Robinson is a senior certified HR professional, diversity strategist, and curator of TheHBCUCareerCenter.com job board. She advises organizations on building inclusive talent pipelines and improving diversity recruiting outcomes.
HBCUs have long been incubators of excellence, leadership, and innovation. For decades, these institutions have served as vital pipelines for companies seeking to source diverse talent for the American workforce. Contrary to what some may think, diversity recruiting didn’t begin with the recent DEI trend—HBCUs have been doing this work for generations.
Yet, many companies remain unaware of HBCUs or overlook their value.
One challenge is that the brands of many HBCUs are not household names. Individually, many HBCUs are small, with modest enrollments and limited marketing budgets. Most choose to allocate their resources to educating students rather than flashy promotional campaigns. But don’t be fooled—these schools punch well above their weight. Thirteen percent of all bachelor’s degrees earned by Black students come from HBCUs, even though they enroll only 9% of Black college students (Parent Magazine, 2024). That’s proof of impact and potential for those who aim to source diverse talent effectively.
Since 2007, The HBCU Career Center has partnered with these institutions and can attest to their tremendous collective value as a source of diverse, qualified, and career-ready talent.
In an interview with the National Association of Colleges and Employers (NACE), Harold Bell, Director of Career Planning at Spelman College, offered this insight:
“Twenty-five percent of all African-American STEM majors graduate from HBCUs. If you are only focusing on two or three (schools), it’s no wonder you can’t identify the talent. There are more than 100 HBCUs throughout the country. Employers first need to know that they are there.”
He’s right. To source diverse talent, employers must broaden their reach, deepen their partnerships, and recognize the diversity within HBCUs themselves.
Barriers and Realities in Engaging HBCUs
Several factors make it challenging for recruiters to engage fully with HBCUs:
Lack of awareness: Many recruiters are unfamiliar with the HBCU designation assigned by the U.S. Department of Education.
Geographic and size limitations: Some institutions are in rural areas and have smaller student populations, raising ROI concerns for cost-conscious recruiters.
Varying program offerings: Not all majors are available on every campus.
Still, these institutions are incredibly diverse. According to Pew Research, 91 out of 99 HBCUs have student bodies that are at least 51% Black, but racial and ethnic diversity, socioeconomic backgrounds, and thought leadership vary widely across students, faculty and staff. About a third of HBCUs have enrollment of students from other ethnic groups (2022)
Tips to Effectively Source Diverse Talent from HBCUs
If you’re ready to take intentional steps, here are some strategic ways to connect:
Partner with organizations like The HBCU Career Center
We support HBCUs through donations, workshops, career coaching, and faculty engagement. Our job board has thousands of registered professionals, and our weekly newsletter reaches 18,700 subscribers with 30-50% open rates.Engage student chapters of professional organizations
Groups like NABA (National Association of Black Accountants), NSBE (National Society of Black Engineers), and the Divine Nine offer legacy-rich channels to source diverse talent while building on-campus visibility. Tap alumni employees to help make connections or return to their alma maters with you.Support culturally relevant development programs
Partner with the UNCF (which supports private HBCUs) or the Thurgood Marshall College Fund (which supports public ones). These organizations don’t just offer scholarships—they build workforce readiness through mentoring, career events, and training.Sponsor meaningful initiatives
Co-host a boot camp, case competition, or leadership summit to elevate underrepresented students. If your goal is to build a talent pipeline, show up and invest in programs that matter.Brand authentically and inclusively
HBCU students are socially conscious and globally aware. If your website showcases DEI values, ensure your campus representatives reflect those same principles. A mismatch can erode a company’s trust and credibility quickly.
HBCUs Are the Key to Your Diversity Hiring Strategy
If your organization is serious about building an inclusive workforce, then it must be serious about how and where it chooses to source diverse talent. HBCUs have proven themselves—time and again—as powerhouses of innovation, leadership, and academic excellence. They not only produce talented graduates but also shape culturally competent professionals who are ready to lead, solve problems, and represent communities that are underrepresented and too often left behind.
It’s time to stop making excuses and start making connections. To truly source diverse talent, employers must build intentional, consistent, and mutually beneficial relationships with HBCUs. The payoff isn’t just a more diverse workforce—it’s a more dynamic, resilient, and future-ready one.