The audit, tax and advisory firm KPMG LLP is the U.S. member firm of KPMG International. KPMG International’s member firms have 123,000 professionals, including more than 7,100 partners, in 145 countries. Joe Maiorano, Executive Director of HR for KPMG LLP, spoke with LatPro recently about his firm’s diversity recruiting, training and retention strategies, crediting KPMG’s success to its people.

All Latinos are not the same. Because the Latino community is so diverse, there are many cultural characteristics that should be considered to gain a better understanding of this market. Only then will you be able to identify the groups within the Hispanic market that you should target and effectively tailor a message that resonates with them.

Managers in charge of remote Latin American teams often report having difficulty getting their employees to meet deadlines, but this failure to complete projects on time may have little to do with the tired stereotype about Latinos always being late. Here are some ways to discover and handle the factors that could be causing continual delays with remote multicultural teams.

Sodexo is the leading provider of food and facilities management in the US and Canada. Sodexo offers innovative outsourcing solutions in food service, housekeeping, grounds keeping, plant operations and maintenance, asset and materials management, and laundry services to more than 6,000 clients. These clients include corporations, health care, long term care and retirement centers, schools, college campuses, military and remote sites in North America. With employees in 85 countries world-wide, Vice President and Global Chief Diversity Officer Dr. Rohini Anand tells LatPro what makes the Sodexo workplace an environment of diversity and inclusion.

Hiring companies spend much time and effort — not to mention money — on recruiting Latino employees, but many Hispanic hires leave before organizations can fully benefit from their talents. Expert Graciela Kenig tells employers what they can do to reduce turnover and help Hispanic employees thrive.

Increasing diversity in an organization is a multi-layered process. The word process implies that it takes time and usually requires many revisions along the way.

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.

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.

Does your company attend job fairs hoping to find fresh talent, especially Hispanic and bilingual professional talent? Follow these tips to attract more candidates to your booth and create a long-lasting positive impression about your company.