Recruitment Program

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00317A000200010007-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: November 11, 2016
• Document Release Date: October 22, 1997
• Sequence Number: 7
• Publication Date: May 23, 1974
• Content Type: MF

Approved For Release 1999/09/01 : CIA-RDP79-00317A000200010007-1
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1. After closely examining the CIA's campaaign to
hire more black employees, particularly at the pro-
fessional level, the EEO Black Advisory Panel has
concluded that the campaign appears to be weak in three
essential areas: t1 e establishment of credentials
among blacks as a potential source of eamployr^ent, the
identification of schools most likely to contain students
with the academic experience the Agency regui res, and.
the promotion of internal changes that could ensure the
success of its recruitment effort.
2. Perhaps the highest hurdle the Agency has to
clear in this area is the reoutation it has earned
over the years as a lily white organization, one that
continued long after racial barriers had come down in
other government agencies and most private businesses.
As a result, most blacks even today, do not see the
Agency as a source of employment. Even in the past
year when intense concern has been shown over the low
number of blacks within the Agency, there has been
little done to erase this publicly held image. For
e.ample, the Recruitment and the Domestic Contacts Staffs,
the Agency's two most highly visible components, still
do not have a representative number of blacks. This
panel believes that the CIA could signifi cantl~T improve
its public image if it were to hire or assign a meaning-
number of blacks to.these offices throughout. the
country.
3, In addition, the past year's high rate of rejec-
tion among black applicants is likely to have an adverse
affect on recruitment in the black corrLmuni ty . Such
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rejection ; ill 1-:!n6 itself to be 1_-lte rpra ed,
rig1 by or wrongly, as a sign that the ~C7_~ :f 1r s only
go' n g through the mot? o1? s to ] cI i t`? fy us i g t 1e s tc :-
in-trade excuse used by the most recalcitrant civi
rights violators t: at "I would :lire more blr cks, but T
.can't find any who are ' qualified "' .
4. Since many Agency comoor_ents prefer to hire - -~
graduate students, it is C?Lfff.lCUlt to ac-ept any plan
that leans heavily on tradi tionally black colleges. `--
These colleges are generally hamstrung by limited amounts
of money in establishing broad undergraduate programs,
much less graduate programs. I t is not suggested, ho-
ever, that the Agency neglect to es ta:olish adequate
recruitment programs on black campuses, for there are
good students to be found in any school. It ,is urged,
thoug.z, that the Agency take into account tees li, cita-
tions in building an effective recruitment plan. Tile
cooperative education program already underway seems ideal
for selected black schools
5. If 72 percent of all black students attend pre-
dom nately white universities, which are generally better
endowed than many black schools, then more of our recru? t- /
ment time should be spent in these school-s. T.-l. ,e recent
heavy emphasis on black schools can be justified only
because they are easy targets.
6. Admittedly recruiters would have to work harder
to find potential black recruits in the larger integrated
universities where the black enrollment represents only a small percentage, but the task is not insurmountable.
Routine visits to these schools could be sup ole>imented
with approaches to black, rraterni t i es , sororities, blac .
study centers and other organizations that are prevalent
on most campuses today. We understand that the potential
for using department chairmen and other university
officials as spotters for identifying students witx-I
potential is already being explored, both in the mixed
and traditionally black schools.
7. Even if college recruitment should prove rela-
tivel_, successful, it proba ly could not single-handedly
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