Organizations wishing to attract Latinos and other diverse professionals for top-level management positions often find themselves competing for the same candidates — most of whom are already employed elsewhere. While such candidates are always are worth pursuing, it is also important to identify the talent that already exists within your organization. Here are some ideas for developing the leadership potential in your Latino employees.

OSRAM SYLVANIA has been designing and manufacturing innovative lighting products for over 100 years. Throughout its rich history, the company has adapted to changing times, markets and customers, and this is also reflected in their recruiting practices. Maureen Crawford, manager of talent acquisition, sheds new light on how OSRAM SYLVANIA’s diversity initiatives make the company a more innovative and inclusive place to work.

Sometimes it's not easy to admit our areas of weakness, and harder yet to document and track our progress. These 10 tips provide a simple way to conduct a self assessment and identify areas that may require work if you want to become a stronger leader.

Yes

No

Don't Know

Newell Rubbermaid, an international marketer of consumer and commercial products, employs a global workforce of approximately 30,000. Leading the Fortune 500 company’s worldwide recruiting efforts is Mike Rickheim, Vice President of Global Talent Acquisition. Mr. Rickheim shares his inside perspective on diversity recruiting at Newell Rubbermaid and its future goals for Hispanic talent acquisition.

Finding a sufficient pool of diverse candidates with adequate experience

Inadequate diversity recruiting budget

Accurate assessment of multicultural candidates (culturally competent interviewing and selection)

Retaining diverse employees

Developing minority employees for leadership roles

Lack of company leadership support for diversity recruiting initiatives

Many hiring companies are discovering that finding and attracting management-level Latinos and other diverse talent can be a recruiting challenge, and candidate availability is only a part of the problem. These diversity recruiting tips will help you reach the management-level Hispanic candidates you need to remain competitive and meet your recruiting goals.

Mae A. Douglas, a Sr. Vice President with Cox Communications, has served as the company’s Chief People Officer for 7 years. She recently spoke with LatPro about Cox Communications’ diversity strategy and the critical role that Hispanic and Bilingual employees play at the broadband communications and entertainment company.

Low Salary

Relocation Requirements

Limited Advancement Opportunities

Insufficient Benefits & Perks

Other

Most communication and teamwork challenges arise from three basic cultural preferences: our approach to work, the way we share information, and how we view time. All three of these preferences have an enormous impact on the effectiveness of multicultural teams.