From Murray A. Mann. Posted under Diversity & Latino
July 6th, 2010
Contact:
Elianne Ramos
Vice-Chair, Communications and PR
646 -932-7752
elianne@latism.org
Click graphic to take the survey or http://bit.ly/bp22Wn Continue Reading »
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From Claudine Vainrub Principal of EduPlan. Posted under Diversity & Latino
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From News Desk. Posted under College/Education & Diversity & Latino
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From Claudine Vainrub Principal of EduPlan. Posted under College/Education & Diversity & Latino
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From Murray A. Mann. Posted under Diversity & Latino & Networking
Career Resolutions that have Worked for Other Latino Professionals
Want to take your career to the next level? Consider these:
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From Murray A. Mann. Posted under Diversity & Interviewing & Latino & Networking
In the spirit of the New Year and the Year (decade or millennium) of the Latino Professional, we encourage you make career resolutions that are a combination of those that challenge you to grow, some that are easily achievable, and an anti-resolution or two. Successful resolutions are founded in results-driven S.M.A.R.T. goals which are: Continue Reading »
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From Murray A. Mann. Posted under Diversity & Latino
National studies confirm that individuals who have mentors are significantly more successful in their careers than those who do not. Mentoring is beneficial for everyone and at all levels of the career continuum. The research shows that having a strong core of advisors and mentors is even more crucial for Latin careerists.
Click on the links below to access a step-by-step guide via posts on this site. Continue Reading »
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From Murray A. Mann. Posted under Diversity & Interviewing & Latino & Networking
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From Murray A. Mann. Posted under Diversity & Latino
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From Murray A. Mann. Posted under Latino
Companies that want to be competitive in the Dr. Rodriquez lead a standing room only “Companies are seeking Latino talent for
marketplace must have a comprehensive strategy for recruiting and advancing
Latinos” according to Dr. Robert Rodriguez,
author of Latino Talent.
audience of Fortune 500 companies at the National Council of La Raza (NCLR)
Conference in a session on best practices for employing Latino
professionals.
their intellectual capital,” according to Dr. Rodriguez. The Hispanic
population growth and consumer spending, that is approaching one trillion
dollars, are driving the corporate commitment to getting recruitment right.
“Employers that have a textured understanding of Latino culture and
demographics are going to be more successful,” he continued.
During the Thursday NCLR Town Hall Meeting,
Mary Medina, Board Member of the National Forum for Latino Health Care
Executives, said that
for health care providers, culturally competency is critical to quality service
delivery, cost savings and attracting consumers.
Isaias Zamarripa, General Mills Director of
Diversity and Talent Acquisition, stressed the importance of continuity throughout the recruitment and selection
process to avoid the attrition of well qualified Latino candidates. By way of
example, he suggested that employers begin the onboarding process at point of
contact with qualified applicants.
Dr. Rodriguez’s presentation covered Latino
employment related cultural dynamics, Latino demographic segmentation and the
following talent acquisition/management mistakes and best practices:
Common
Recruiting Mistakes
• Not being selective on recruiting resources
that can provide candidates who meet the company’s needs.
• Relying on online sourcing and sending out
job postings, rather than building relationships with Latino professional
associations, academic institutions and pipeline programs.
• A disconnect between recruiting and the
hiring process.
• Many interviewers lack needed cultural
competencies.
Recommendations
/ Best Practices
CDW: Engaging Latino employee networks or resource
groups in recruiting. Read our post Connect with Corporate Diversity And Hispanic
Employee Networks to Improve Job Search and Career Success.
Caterpiller:
Connects with Latino leaders in your communities
Walgreens: Tailors recruiting messages to reach
specific Latino cultures.
FedEx: Uses marketing material and company
website to build brand as an employer of choice by featuring Latino employees
at all levels of the organization, tell their stories and testimonials.
General
Mills: Invite Latino
applicants to corporate headquarters and spend the weekend with managers and
employee resource group.
Hewitt
Associates: Sponsors
in high schools career centers.
3M:
Partners with colleges and universities. Created a Sales Degree program.
Abbott: Hosts Recruiting Events at
the company where applicants and
State
Farm: Reverse mentoring
program to where Latino employees educate executives, managers and supervisors.
Additionally, several companies develop strategic
partnership selection criteria for selecting the professional associations they
partner with. Read our post Leverage Hispanic/Latino Professional
Associations in Your Job Search and Career Management.
Leverage
Company-Based Latino Employee Networks
• Align employee resource groups with
business strategies.
• Provide adequate funding.
• Engage more Latinos in the network.
• Require leadership involvement.
• Deliver professional development programs.
• Insure the group is connected with broader
Latino community.
Simon Lopez, NCLR Senior Director of Workforce and Leadership
Development, closed the session by committing to
providing future forums and workshops to meet the stated interest of the
participating companies to assist companies in recruiting, retaining and
advancing Latino employees.
You can learn more about these and other
strategies in Latino Talent: Effective Strategies to Recruit,
Retain and Develop Hispanic Professionals and NCLR's Workforce Development Programs.
Posted by:
Murray A. Mann Principal,
Global Diversity Solutions Group
Co-author, The Complete Job Search Guide
for Latinos
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