|Try putting this straightforward six-point
plan in place. It looks simple, but it will take commitment from all
parts of your organization
Executives at the highest level of your
organization need to start spreading the message that your company
is committed to employing, advancing, and retaining Hispanic employees.
Say it loud. Say it often. Mean it.
Let it be known that you are aggressively
hiring diversity. Make sure you are posting your jobs on the right
sites! To be truly successful, each division or business unit should
be charged with directly recruiting Hispanics.
3. Train Interviewers
Train your interviewers to screen
Hispanicand other minoritycandidates. It is a proven
fact that untrained interviewers will give highest marks to people
most like themselves in appearance and background. Obviously, this
is not a good way to recruit or properly assess minority candidates.
Try putting this straightforward six-point plan in place. It looks
simple, but it will take commitment from all parts of your organization.
4. Be Aggressive on Placements
The best and brightest Hispanic resumes
may come at a premium. As Diversity recruiting becomes more important
to all companies, great candidates will be in high demand. Be prepared
to be flexible for must-have candidates.
5. Train for Success
Any employee's success hinges on proper
orientation and training. Be sure all such programs are accessible
and culturally friendly to your new employee. Also, make sure training
programs that lead to upward mobility and career advancement are
available and accessible.
6. Evaluate and Reward
Many companies have beautifully articulated,
well-funded Diversity programsbut they are mostly comprised
of brochures and lip service. In order to be successful, your company
must make Diversity a formal point for evaluation for all employees,
not just managers. When people know that their evaluations and performance
bonuses depend on promoting and developing Diversity in the workplace,
you can bet your Diversity program will start to move.