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Should Employers Give Hiring Preference to Hispanic Job Candidates?

One very important requirement in today’s business world is being able to interact with an increasingly diverse group of consumers, both culturally and linguistically. In the United States, the largest minority group is of Latino heritage.

As an employer, you may be looking for Hispanic employees for a variety of reasons. You might want to hire staff members who can better connect culturally with Latino clients. You may want employees who can converse with Spanish-speaking vendors, associates, or clients within the United States or abroad. You might be trying to diversify your workforce to better reflect the overall population. Or perhaps you’re trying to fill a specific position and some of the job applicants just happen to be Hispanic. Any of these ring a bell? They should if you are making hiring decisions in the United States today.

A word of advice: please, please, don’t hire someone only because they are Hispanic. You should not be looking for Latino employees solely for appearances or to comply with a strict (and outdated) corporate diversity requirement. Invite them to be part of your organization because they have the attitude and aptitude to get the job done

The one thing that makes me walk with my head held up high is the strong work ethic of Hispanics in general. From the recent immigrant that just joined a lawn maintenance crew to the newly appointed CEO of a major corporation, Latinos are hard workers. They or their ancestors came to this country fully committed to moving upward on the economic ladder and are willing to do what it takes to make it happen.

Assuming that the person is qualified for the position you are looking to fill, when you are considering hiring a Latino candidate, look for that fire in their belly, that determination in their expression, that obvious desire for more. If for some reason these aren’t obvious I’d look at other applicants, Hispanic or not.

Yes, this puts a lot of weight on every Latino’s shoulders, but hey, we came to (or were born in) this country to succeed for our loved ones and ourselves, and to be a role model for generations to come. We have to make a point that we are as good, if not better, than anyone competing against us. If we are not, we don’t deserve to get a job just because we are a minority and a given company needs to fill a certain diversity quota.

After sharing all this with you, I guess the answer to the original issue is quite simple: When a Hispanic is being considered for a position within your company, hire them only if they are the best candidate for the job.

Juan Tornoe


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