Driven by growth in population and high school graduates, Latinos are now the largest ethnic/racial group at 4-year colleges, according a new PEW Hispanic Research report.
A large number of Latino 18-24 year olds are on campus – 1.2 million students. However, the bigger challenge remains — retaining and graduating more Latinos from 4-year colleges. Despite increasing enrollment numbers, only 7% of the 1.5 million bachelor’s degrees awarded in 2010 were to Latinos.
Some factors as to why – here.
It’s been a tough few years for recent college grads, but not as bad as workers with only high school diplomas. Via Georgetown University’s workforce report:
Unemployment rates for new four-year college graduates peaked at 11.1 percent in July 2011 before declining to 6.8 percent in May 2012. Meanwhile, unemployment rates for new high school graduates peaked at 30 percent in January 2010 and are still at 24 percent in May 2012.
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 groups, ERGs, etc.) to use mobile platforms to attract, recruit, and retain Latinos. However, companies are unprepared to take advantage of mobile as a human capital tool. As can be expected, an increasing number of college students are already using mobile phones to find internships and jobs via social media.
According to this report by iMomentous, most Fortune 500 companies are far behind in creating mobile optimized corporate websites, especially in the recruitment area:
* Of the 141 companies with a mobile-optimized corporate site, just 23 have a link to Careers or Jobs.
* Only 65 companies have a mobile-optimized career section, and merely 11 of those have a mobile-optimized application process.
* There was only one company in the Fortune 500 that met all six criteria for mobile readiness.
The graphic below shows just how far behind they are.
Image via iMomentous report
Some good. Some bad. Some the same. (via Center for American Progress)
As we look toward the future, it’s imperative that we begin to address gaps for Latinos in educational and political attainment, in health coverage, and in the labor force. Recognizing that each American demographic faces different and unique challenges, it is important that we acknowledge our diverse perspectives and craft policy solutions emerging from an inclusive and thoughtful national discourse.
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 less on the type of duties that employers value.
Only 37% of those with unpaid internships received job offers – slightly better than those who didn’t complete an internship (36%) at all.
So are unpaid internships even worth the effort?