A more diverse population means organizations must re-examine their diversity strategies, especially if they’re interested in reaching the Hispanic workforce. Trends in recruiting demonstrate that organizations are changing their approach to attracting and retaining employees based on the needs of a more diverse multi-cultural workforce. And while many organizations are looking ahead changing toward multi-cultural recruiting approaches, many are still engrained in traditional strategies to attract top Hispanic talent. How can forward looking companies be ready to take advantage of the new Hispanic workforce? Here are three broad strategies organizations can use to get started:
1) Is Your Organization Ready to be Culturally Intelligent?
How is your organization perceived by potential Hispanic employees? What is the perception of your organization, for example, at colleges and universities? Gauging and understanding perception vs. reality is an important first step in attracting top entry-level Hispanic graduates. Once you’ve identified potential gaps, get organization executives to step up and get on board to drive the need for change in your recruitment approach. Be ready to articulate the business case for a multi-cultural recruiting strategy.
2) Are You Structurally Ready?
Be ready what you wish for…. and be ready for success. Once you’ve secured support from your organization, are your recruitment and retention programs ready to manage the influx of professional Hispanic employees? Review your current employee programs to assure they’re culturally responsive and are developed with a more diverse employee-base in mind. If you have an established college recruitment program, is it aligned with your commitment to increasing your Hispanic recruitment efforts? Are you partnering with Hispanic oriented colleges, organizations, and other associations?
3) Are You Thinking Inclusivity?
Once you get this new multi-cultural approach rolling, also build an organizational culture that appreciates inclusiveness based on ethnicity, culture, age, and other factors. Be aware that employees (new and long-standing) are constantly monitoring and evaluating the organization/employee relationship to assure there’s a mutual fit. From a Hispanic perspective, this means leveraging community relationships for recruitment purposes and providing professional developmental opportunities.