Unemployment numbers for the Latino workforce are still dismal but at least the numbers are encouraging. Latino unemployment fell 2% between December 2010 – December 2011. Not bad – but certainly not great.
Awesome video via my good friend Patti Fletcher who works for SAP. The topic – Inclusion and Design Thinking. Excellent points about inclusion, and how it ultimately impacts an organization’s product offerings. My takeaway: your organization’s workforce must reflect your customer base. Great stuff. Thanks Patti!
MoneyBox graphic tells the story.
My good friend Murray Mann at Latinos at Work shares great advice for Latino professionals for 2012. He also describes the “prominent” players involved in helping this occur:
- Employers must be competitive locally and/or globally and have set significant goals for Latino recruitment, retention, and upward mobility.
- Colleges and Universities are evolving programs to address the needs of Latino students, alumni, and the companies that employ us.
- Mainstream and Latino Professional Organizations for launching more major initiatives to improve our professional growth and career advancement.
- YOU who is dedicated to your professional evolution
Organizations tend to create expectations based on their culture. In advising organizations over the last year, I’ve suggested that the biggest challenge in understanding cultural differences entails understanding their own. I’d wager that most organizations lack a clear grasp of their culture. This lack of understanding can create all sorts of talent management difficulties as organizations attract employees from a growing multicultural talent pool.
Sometimes simple is the best recruitment strategy. (h/t Martin Lee)
Over the last few years, I’ve attempted to provide readers with a basic understanding of Latino culture, and how it might influence Latinos in the workplace. Understanding the nuances of Latino culture can provide organizations additional opportunities to attract, support, and develop Latino talent.
Since starting this blog three years ago, I’ve often shared that Latinos are not a heterogeneous group. Latinos represent an assortment of countries, cultures, races, and experiences; however, I’ve also noted Latinos also share many common values and beliefs. Confused yet?
Discussing these cultural differences has been only a start. Over the next year, I hope to spend much more time blogging about Latino culture, and how it might impact Latinos in the workforce. These ideas are shared with one purpose: to help organizations develop effective Latino talent management strategies.
I’ve shared many times that Latino cultural traits are interdependent and based on connectedness and relationships. By understanding Latino culture, organizations will be better able to improve their efforts to attract professional Latino talent.
Great piece in the NYT today showing that more young women are enrolled in college than are in the workforce. Many reasons for this including the economic, cultural, and other factors. I’ve definitely seen a trend toward women-majority classes. When you consider that college enrollment growth over the last year has been mainly attributed to the increased of number of Latino students, one could conclude that Latinas are leading the way on this trend.
According to a recent study by Reppler, over 90% recruiters use social media to “weed” out potential candidates. Interesting on a couple of fronts. First, that a social media business that helps job seekers to “clean up” their online presence even exists – wow. Second, that organizations (recruiters), are using social media as a tool to eliminate rather than engage (or even drive) potential employees. Given that organizational social strategists are using social media to connect people with their brands, I find it interesting that other organizational functions are using social media to dismiss them. It’s a fascinating paradox. The info graphic for the study is below (h/t to @brocansky ).
I spent a lot of time over the holiday thinking about social media, and how it will impact all aspects of our lives. I’m a heavy Twitter user but made an effort over the last few weeks to delve more into Facebook to connect with family, friends, and organizations. At the same time, like many of you, I’ve been asking the question – what’s next for social media?
Social Media Examiner shares its thoughts here. As I reviewed this list, three broad points came to mind: strategy, content, and experience. More importantly, I considered how these three elements will be applied in the Latino talent and recruitment space.
It’s a bit overwhelming when you consider all the possibilities; however, exciting to see there are so many opportunities to revolutionize how organizations can target Latino professionals.
1/3/12 — Update
Just read this open letter invitation to recruiters posted by the Sirona Says blog. Money quote:
On behalf of social media, we – Facebook, Twitter, Google Plus and LinkedIn and our many friends would like to welcome you to the 2012 Recruitment Party of The Year – Social Recruiting.
There will be lots of Researching, Sourcing, Tracking, Engaging, Communicating, Informing, Learning, and of course, Recruiting. As with all good parties you will be getting a goody bag to go home with in the shape of more new candidates, long lasting relationships and maybe a few more placements along the way.