Monthly Archives: June 2012

Multi-Generational Households: Nothing New to Latinos

More generations are living under the same household since the end of the Great Recession. This is especially true of recent graduates returning home after college. There are many economic reasons for this multi-generational trend; however, some of it might be culturally related.

Like other populations, Latinos move back home but there’s usually not a “stigma” associated with it like in other cultures. Learn more via this podcast on multi-generational households that also features my sister, a clinically licensed therapist who works with Latino families.

Social Recruitment & Latino Talent

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 cultural factors.

Graphic  via Bullhorn Reach

Falling Through the Cracks & Climbing Out

Lucy Flores was elected to the Nevada Assembly in November of 2010 and is up for re-election this year. She sat for and passed the Nevada Bar Exam during her first term in the Nevada State Assembly. Lucy describes herself as “one of the lucky ones” – one of the lucky Latinas that are not dropping out of high school. Forty-one percent of Latina students do not graduate with their class in four years—if they graduate at all. Lucy’s story is not different than many Latinos who often find themselves falling through the cracks.

Adapting to BiCultural Talent via Social Media

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 are part of that mainstream. They simply behave differently and search for other interests and content that they interact with on Latino social communities.

I’ve been doing a lot of research recently about Latinos, social media, and the talent market. Much of what Gustavo discusses can be applied to the recruitment space – adapting to customer behavior. If organizations begin to add social media to their Latino recruitment strategies, understanding these subtle differences will be key to attracting Latino talent.

Image via ClickZ

 

Leveraging ERGs with Web 3.0

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 net for attracting a more diverse and savvy pool of candidates. Employees act as an extension of traditional recruitment methods, and more importantly, they are seen as genuine advocates on the organization’s behalf.

Graphic via BritoPian

 

Latinos: The Non-Traditional Talent Pool

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” – students that don’t necessarily follow a conventional path through college. As I’ve noted many postings (and one video to the right), Latinos are historically follow non-traditional paths academically.

ERE has shared great strategies for attracting non-traditional students, as well as the advantages of hiring more of them:

Statistics from that same agency claim that 73% of all college students meet one or more of these criteria, which means most campus recruitment efforts only target the remaining 27%.