Last week I finished up an article for NSHMBA Magazine regarding how social/mobile recruiting strategies can help target Latino talent (article should be out in October). Since then, I’ve been doing more research on the topic, especially from a Latino talent market perspective. There is plenty of opportunity for employers and other organizations (non-profits, professional…
A 2012 NACE report on recent college graduates indicates that 60% of students that graduated with at least one paid internship obtained a job offer after graduation: Paid interns spend much of their time engaged in ‘real’ work; employers prize that kind of hands-on experience. Conversely, unpaid interns spend more time on clerical tasks and…
…that’s the increase of professional Latinos employed by the Federal government from 2010 to 2011. Hispanic employment in professional occupations increased by 764 to 24,907 in FY 2011 from 24,143 in FY 2010. Hispanics represented 5.1 percent of all Federal employees in this occupational category in 2011, the same as in 2010. Bonus! Latinas represent…
More perspectives on the role social media will play in finding and developing talent. Some new services are budding – others not so much. Bullhorn Reach summarizes the views of several thought leaders here. Given the increasing number of Latinos using mobile technology and social media, it’s an interesting topic, especially when you factor in…
Gustavo Razzetti at ClickZ provides an interesting recap on his talk regarding bicultural Latinos and engaging them via social media. Indeed, as Gustavo notes, Latinos live in two very distinct social media channels: one foot in the mainstream and the other firmly placed in the Latino space. And very often – they blend together: Latinos…
Employee Resource Groups (ERGs) provide organizations with many potential benefits – internally and externally. Michael Brito at BritoPian adds a social media layer to the discussion. He explores how, with right structure and policies, social media can help organizations build employee brand ambassadors. Given the competition for talent, this social media strategy casts a wider…
When I managed the college recruitment program for a company years ago, we always had a “non-traditional” pipeline to draw talented candidates outside of our target schools. This program proved to be effective because graduates coming in through it were very motivated to work with our organization. Furthermore, many of these students were considered “non-traditional”…
Univision Insights Research shares an excellent overview of Latino Millennials in the United States. Although directed at marketers, much of the information is relevant to organizations hoping to understand and capture Latino talent. Key excerpts: Such a large majority means that—and the study supports this fact—the importance of cultural connections runs across all demographic groups…
The national professional Association for CPAs (AICPA) is reaching out to minority professional organizations to help increase the representation of Latinos and African Americans in the accounting field. Asian Americans make up 9.1% of accountants compared with 4.8% of the working population. In discussing the need for organizations to make a better effort of recruiting…
Kevin Wheeler at ERE shares 5 reasons why the traditional workplace is evolving: expectations, choice (not control), focus on employment branding, interest in the candidate experience, and focus on making “lists.” I couldn’t agree more with his thoughts. When you consider that each of these reasons is impacted by the emergence of social media –…
