(Bureau of Reclamation), Advertise in media sources, utilizing peer-to-peer marketing. So the chances are its harder than it looks. Agencies should include EEO/diversity requirements as a critical element in the performance plans of all managers and supervisors. (The Department of Interior), Rotate supervisory responsibilities to allow multiple employees the opportunity to develop their skills. A call or visit to a Hispanic Chamber of Commerce or Spanish-speaking church can be the start of an ongoing and mutually beneficial relationship between your organization and the Hispanic/Latinx community in your area. Another common mistake, he adds, is writing a complex job posting filled with industry jargon: "If youre only posting in one language, make sure its something that everyone can understand. The National Recruitment Coordinator has oversight for all recruitment activities. Its crucial to evaluate, Pre-employment testing platforms evaluate candidates job-specific skills, soft skills, cognitive, Finding the best person for a role can be challenging.. C2-level candidates can understand virtually everything they hear or read in the language. Job descriptions should be made . Inasmuch as Hispanics constitute the only ethnic minority group with low participation rates in the federal workforce, more resources should be devoted to special emphasis programs that are tailored to advancement of Hispanic employment. The Work Group recommends that agencies better utilize intern programs for Hispanic students. Employees who do not advance or who do not find the possibility of advancement within their organizations will seek opportunities elsewhere. [60] Of the collateral-duty HEPMs, most are designated or appointed and, for the most part, do not have specific duties or performance elements. Attrition represents a complex organizational challenge for most agencies, and the Work Group recommends that agencies gain better understanding about their workplaces through, for example, advisory councils, exit interviews, and climate surveys. Focusing on this community will yield the most Spanish-speaking candidates. Agencies and the EEOC should coordinate with the Office of Personnel Management (OPM) to increase the visibility of federal service at Hispanic Serving Institutions. This makes Spanish the second most widely-spoken language in America. In FY 2007, new Hispanic hires into top professional occupations were 3.7 percent and into top administrative positions were 5.7 percent. Tulay has worked in the HR field for over 20 years. Moreover, Section 717 of Title VII of the Civil Rights Act requires effective EEO programs, and the MD-715 requires that agency heads demonstrate commitment (leadership commitment) to equality of opportunity for all employees and applicants for employment. Exceeded Expectations: Addressed accommodation requests quicker than that required by agency policy; conducted barrier analysis to ameliorate burdens on the disabled; simplify accommodation request process where possible (e.g., delegate approval authority). As discussed in Chapter I, separations have reduced employment gains by 45 percent. 4. that will work best for your company. As expressed in the Retention chapter of this report, employee retention is inextricably linked to employee development and advancement. They can explain their viewpoints on topical issues. Moreover, considering retirement trends identified by OPM, this mechanism provides an opportunity for agencies to develop middle and top level Hispanic supervisors and managers. Hispanics are 50% more like to use contacts, friends and family to find a job (Society of Human Resource Management). With emails, explain an email can go directly to the person for whom you have the question. Especially as we enter the peak season for seasonal hiring, its important for companies to ensure that their recruiting plans are strategic and inclusive -- which is crucial when targeting diverse candidates. These meetings should occur on at least a quarterly, if not monthly, basis. Hispanic Diversity and Inclusion in the Workplace | PeopleScout Following the downsizing of the 1980's, SSA began employing centralized and professional recruitment techniques in the 1990's. If you can easily understand native speakers and be easily understood by them, but you use a restricted vocabulary and sometimes make grammatical errors, its likely youre fluent but not highly proficient. PRINT. SHRM and a Nielsen Mobile Media Marketplace study also reported that Hispanic and Latinx now represent the most digitally savvy, socially-connected demographic in the country. The Work Group was charged by Chair Earp with identifying solutions to federal Hispanic employment issues as they pertain to hiring, retention, and leadership development. Advertise targeting users who listen to Spanish stations. Create a positive interaction between the community and the agency by being a presence in the community while fulfilling the agency's mission-critical objectives. Why not conduct the final interview in Spanish? Since Hispanic culture is centered on the community, respect for authority is also highly valued. In so doing, agencies will be better able to create a more inclusive SES membership. No matter what role you're hiring for, standard recruitment practices apply: a solid applicant process, defined interview funnel, and an easy to use ATS. These individuals eagerly agreed to take on a challenging task, and through their extraordinary efforts, the Work Group was able to develop a comprehensive and innovative set of recommendations. The primary role of the Hispanic Employment Program Manager (HEPM)'s is to advise senior managers as a part of the management team on matters of recruitment, hiring, retention, and advancement of Hispanic employees. So, if youre here because youre looking for Spanish-speaking employees, youre definitely not alone. Jaretts final tip is to make sure your office is welcoming to all languages beyond just the recruitment process. The Strategic Human Resource plan identifies and addresses gaps in existing staffing capability, with explicit links to EEO planning and representation. Moreover, OPM should provide assistance to agencies working with HSIs to utilize On-the-Spot Hiring Authority, which allows agencies to hire on-the-spot to meet mission-critical staffing needs or severe shortages.[46]. Perform targeted recruitment in majority Hispanic states and at colleges and universities, and utilize Minority College Relations Programs to bring students on board (Department of Army). It is further recommended that the term "groups with low participation rates" be used rather than the terms "minorities" or "women," which are too general, do not lend the required focus, and do not appear in Title VII. Let them know that you are on the hunt for hard-working, Spanish speaking students. [61] EEO is to be strategically integrated and aligned with the organization's mission, goals, objectives, staffing and budgets; and managers and supervisors at all levels of an organization must be required to make measurable, sustainable progress toward established goals and objectives. A teaching job board that allows employers to post up to 20 job ads for free over 6 months. How to find candidates with strong attention to detail, Case study: How CapitalT reduces hiring bias, Case study: How Sukhi reduces shortlisting time, Theres an increasing demand for language skills, TestGorilla offers 3 Spanish language tests, Recruit Spanish-speaking candidates in 5 steps, Hire the best with TestGorillas Spanish B1 test, Try TestGorilla for skills-based hiring, Info on the nature of the position (e.g. [16] U.S. Census Bureau, Facts for Features, Hispanic Heritage Month 2008: Sept. 15 Oct. 15 (Sept. 2008), available at: http://www.census.gov/Press-Release/www/releases/archives/facts_for_features_special_editions/012245.html. Instead, take a proactive approach and build a talent pipeline from which you can pull quality hires. He or she will further ensure that Hispanic employment initiatives and programs are adequately funded and receive the full scope of resources required to impact outreach, recruitment, retention, and development of Hispanics in each federal agency where low Hispanic participation exists. Come help us build the future of HR, payroll and benefits for Canadian businesses. 19.50-22.50/hr + monthly commission. "Make a Difference in People's Lives and Your Own. Did you know that Collage in French is Collage? (Bureau of Reclamation). Oftentimes, recruiters wait to have an opening before they begin hiring. U.S. Agency for International Development, U.S Department of Agriculture L. No. Additionally, using the language in a working environment tends to improve speaking, listening, reading, and writing skills considerably. The Survey also shows that funding for the HEP Program is usually on a task-by-task basis through the Offices of Human Resources or Civil Rights, and some agencies and sub-agencies fund Hispanic-related activities only if they determine that these activities are related to mission-critical objectives. They made the move to Door County, WI in the summer of 2020 as the company transitioned to Remote First, forever. In this article, youll learn what the hiring landscape looks like for Hispanic/Latinx talent, best practices for recruiting Hispanic and Latinx candidates, and the importance of creating a recruiting plan with an emphasis on diversity, equity, inclusion, and belonging (DEIB). Monday to Friday + 1. So, what steps can you take to hire the best Spanish-speaking candidates? The PSA campaign should tout the benefits of working for the federal government and refer interested parties to a website that will direct the candidate to any number of agencies whose missions are STEM-oriented, and provide background on the agencies' missions and the types of positions that are available. The EEOC, in partnership with other federal agencies, should develop a Hispanic Media Outreach Strategy and branding tool to assist agencies in marketing various types of federal employment. Moreover, members of the advisory councils should coordinate with Hispanic Employment Program Managers and be empowered to make recommendations to agency leadership, EEO Directors, and Human Resources Directors regarding hiring, retention, and leadership development of Hispanics. EEO/Civil Rights officials or designees should be involved in reviewing/concurring in the EEO element for hiring officials, particularly for GS-14, GS-15, and SES level managers and supervisors. [7] Although the recommendations are offered as a means to address the several concerns and issues raised by members of the Hispanic community, they are not being offered as the sole solution. Heres a success story about how one of CareerPlugs clients, Molly Maid, used CareerPlug to help make the application process easier for Spanish speaking candidates. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie. Recruiting Latinx employees is the first step in improving diversity in your organization. 1606.7 (a), provides that a rule requiring employees to speak only English at all times in the workplace is a burdensome term and condition of employment. Whether you run a small business or are the hiring manager for a Fortune 500 company, success in today's global marketplace depends upon your organization's ability to recruit bilingual talent. Your organizations presence in Hispanic and Latinx communities, whether locally or online, can be enhanced through leveraging organizations that focus on Hispanic diversity. The Program participants develop an Individual Development Plan covering the length of the program. Moreover, applying MD-715 principles, the HEPM evaluates policies and practices to assess their effect upon Hispanic employment, and recommends changes to managers to eliminate known barriers and inequitable policies and practices. 791 et seq. If you often advertise on the radio or in the newspaper, look into advertising on Spanish-speaking radio and the local Latino newsletter instead. The Work Group recommends that the EEOC, in partnership with various federal agencies, develop a Hispanic Media Outreach Strategy (Outreach Strategy) and branding tool to assist agencies in marketing various types of federal employment through all types of media (television, radio, publications, websites) and through Public Service Announcements (PSAs) in English and Spanish. 720.204, which allows the agency's human resources department to re-advertise the position to ensure an adequate pool of candidates.[51]. NOTE: To meet this objective, supervisors and managers must comply with the applicable provisions of the EEOC's Management Directive 715. Here are a few of Jarett's top recruiting tips. Family and community are at the center of Hispanic culture. The Work Group also considered a host of creative ideas and concepts that fell beyond the purview of either the Commission or federal agencies to implement. We'd love to discuss other ideas and possibilities with you, feel free to reach out to us on Twitter. (Center for Medicare and Medicaid Services), Inform employees of educational, diversity, and health opportunities within the workforce, and incorporate these opportunities into employees' Individuals Development Plans (IDPs). Writer 9. Agencies should create a system of pay incentives where language requirements exist for mission-critical positions. (Department of Energy). Agencies and OPM should conduct 5 and 10-year trend analysis of participation rates by race, national origin, and sex for government-sponsored leadership development programs. In the meantime, we have included a few initiatives that you can implement internally that leverage your website and your workforce. Use the Administrative Fellows Program where employees start at GS-9 and end at GS-12 within two years. It may only be used when necessary for business (DOL.gov). To examine and address these concerns, the Hispanic Work Group was established in April 2008. When recruiting and hiring within the Hispanic community, its important to remember: With this in mind, here are five simple ways to attract top Spanish-speaking talent. Send jobs to 100+ job boards with one submission. These reports, which are primarily generated from Federal Equal Opportunity Recruitment Program (FEORP) data, have shown gradual improvement in the hiring and retention of Hispanics in the federal government. This is especially true since the pandemic employees can now work from anywhere in the world. Still, others were pleased by the participation of their managers in their own development and the managers' accountability for their own success. localization), Make prospective customers feel more comfortable by speaking their native tongue, Proofread your website, content, and communications to avoid embarrassing mistakes, Bring in new ways of thinking (consider how the Japanese concept of. Job boards of every kind have come into being with the advent of the Internet, and those catering to Hispanic and Latinx job applicants are no exception. [25] Data also indicate that Hispanics are in occupational niches in the federal sector and are disproportionately hired in some agencies and occupations more than others. The EEOC, in partnership with other federal agencies, should develop a Hispanic Media Outreach Strategy and branding tool to assist agencies in marketing various types of federal employment. Agencies should have full-time HEPM positions to address Hispanic employment initiatives and programs, grade these positions commensurate with the work performed, adequately fund the programs, and ensure access to, at a minimum, the Assistant or Deputy Assistant Secretary-level officials. If youd like to learn more or need help implementing a recruiting strategy, we are one email away. Review your job descriptions. If youre positioning yourself as an organization where multilingualism is really valued, its important to make sure that other language is built into everything you do, he says. 3, 2008). Make sure to include an interpreter or have a Spanish speaking member of management ask the questions and insights. [9] Vice President Spiro Agnew acknowledged the disproportionate hiring in the Hispanic community when he stated, "The number of (Spanish Americans) in the Administration was too small to represent the minority group adequately. Agencies should increase the number of Hispanics selected for agency leadership and management training, as well as detail assignments to prepare them for career advancement. One participant offered the following observation: "When I look back at the mentors that coached and supported me in my career advancement, I see a diverse group of men and women that were willing to step out of their comfort zone and afford me the opportunity to make a difference and contribute to the organization. Our screening tests identify the best candidates and make your hiring decisions faster, easier, and bias-free. 3. This means that one of the easiest and most effective ways to generate hiring leads is through your existing employees, so let your employees know that you are hiring! Require agencies to submit information regarding their Hispanic Employment Program Manager(s), including names, grade level(s), responsibilities, and training. More than 13% of Americans are Spanish speakers. Hiring top performers is like selling a great product or service. Hispanic job seekers rely heavily on their networks family, friends, and colleagues. The Work Group conducted interviews and met with various organizations, and found that applicants, federal employees, and selecting officials expressed very similar concerns with regard to recruitment and hiring in the federal government. Do you want to use the interview to further assess their Spanish B1 skills? Reg. Writing in clear and concise language, avoiding idioms and avoiding slang, will make it comprehensible even to a non-native speaker. You don't have to ask the boss first. This reactive approach can lead to understaffed locations, sub-par candidates, and ineffective hires. Creating a landing page that's in Spanish is essential, as well as updating the application process to ensure it makes sense for the talent you're seeking. The Work Group recommends that agencies and the EEOC coordinate with OPM to increase the visibility of federal service at Hispanic Serving Institutions (HSIs). If youre at this stage, then great! In this way, they may be better prepared to take up the mantle of leadership when opportunities arise. Inasmuch as the HEPM function requires outreach to the Hispanic community, written and oral fluency in Spanish sufficient to interact with internal and external stakeholders is useful. In order to accomplish this goal, managers/supervisors/mentors must be trained regarding their roles and the importance of fostering a positive environment for interns. HSIs are defined in federal law as accredited and degree-granting public or private nonprofit institutions of higher education with 25 percent or more total undergraduate Hispanic full-time equivalent student enrollment. Many suggested that agencies expand the scope of employees eligible for leadership development programs to the GS-11 level and above, rather than maintain the programs at the GS-14 level and above. A detailed and well-structured job post and detailed job description will help attract the best candidate for your vacancy. In the case of reaching Spanish speaking and bilingual manufacturing candidates, we mean this quite literally. Common elements in performance ratings include requiring hiring officials to (a) participate in recruitment efforts for groups with low participation rates, and specify which groups are being targeted; and (b) ensure that the best qualified list is inclusive of groups with low participation rates, and where it is not, expand the list to include "qualified" applicants where necessary for inclusion and/or ask that the position be re-advertised. Clint enjoys family time, beach volleyball, and outdoor adventures. Thereafter, EEOC formed a partnership with the Social Security Administration (SSA), one of the leaders in the federal employment of Hispanic individuals, in order to share information and insights. 1. In its strategic plan, the EEOC found that keeping pace with this rapidly changing demographic will require a sustained, unprecedented level of coordination between the EEOC and its federal sector stakeholders. The Work Group recommends that agencies utilize flexibilities of special entry programs, such as Schedule A Hiring Authority (5 C.F.R. Reporting should include a review of trends, hiring, development and advancement, as well as separation data. [50] U.S. Office of Personnel Management, Federal Hiring Flexibilities Resource Center, available at https://www.opm.gov/policy-data-oversight/pay-leave/reference-materials/handbooks/humanresourcesflexibilitiesauthorities.pdf. With language skills in such high demand, language tests are key to hiring top talent for bi- and multilingual roles. Moreover, to accomplish this recommendation, agency EEO Directors should be involved in agencies' strategic and succession planning, as well as engaging in a workforce analysis of pay and bonus distributions, in order to maximize current Hispanic employees' opportunities and to address the issue of employee attrition. [44] The Partnership for Public Service, supra note 38. The members are: Milton Belardo, Senior EEO Manager, Policy and Evaluation Division, Office of Civil Rights, U.S. Department of Commerce; Nancy Bosque, Team Leader, Cultural Diversity & External Reports Team, Office of Civil Rights and Equal Opportunity, Social Security Administration; Alexandra Chavez-Hadley, Title VI Program Manager, Office of Equal Opportunity, United States Geological Service, U.S. Department of Interior; Laura Gallegos-McMullen, Hispanic Employment Manager, Mine Safety and Health Administration, U.S. Department of Labor; Delia L. Johnson, Director, Office of Civil Rights, Broadcasting Board of Governors; Nicolas Juarez, Southwest Area Manager, Dispute Resolution, United States Postal Service; Isabel Kaufman, Equal Opportunity Specialist, U.S. Department of Justice; Donald King, Manager, Complaints Management Division, National Aeronautics and Space Administration; Joe V. Martinez, Senior Advisor for Scientific Institutional Outreach, U.S. Department of Energy; Aida Muccio, Equal Employment Manager (Hispanic & American Indian/Alaska Native Programs), Office of Diversity Management and Equal Opportunity, Office of the Secretary of Defense; Cyrus Salazar, EEO Specialist, Workplace Fairness and Equal Opportunity, Comptroller of the Currency, U.S. Department of the Treasury; Eugenio Ochoa Sexton, Director, Recruiting and Diversity, U.S. Department of Homeland Security; Beatrice Pacheco, Associate Director, Equal Employment Opportunity Programs, Departmental Office of Civil Rights, Office of the Secretary, U.S. Department of Transportation; Armando Rodriguez, Diversity Manager, Office of Environmental Management, U.S. Department of Energy; Jesse D. Solis, Chief, Photo Imaging Branch, Randolph Air Force Base, U.S. Department of Air Force; Ramn Surs Fernndez, Esq., Director, Civil Rights Center, U.S. Department of Labor; and. B1 is probably the most commonly sought-out proficiency level for employers, since there are a higher number of candidates who meet this level of expertise, and they can communicate well enough to navigate most professional situations in Spanish. Use a Hispanic job board to advertise your job vacancy or have a look at some bilingual job posting sites to find the right candidate. Ten years ago, the flagship program recruited post-college graduates with moderate training and put them through intensive language learning in the United States, before sending them abroad for a. Positioning existing Hispanic and Latinx executives and success stories from your organization front and center to establish a sense of pride and serve recruiting case studies. Employ a strategic approach to recruitment and hiring. The objective of the councils should be to identify barriers to effective recruitment, upward mobility, and retention of Hispanics and other historically excluded groups; promote participation of Hispanic employees in management, leadership, and career development programs; assist in program efforts addressing the low participation rates of Hispanics within the workforce; and improve outreach efforts to include organizations/affinity groups outside of the federal government in order to increase the number of Hispanic candidates in the selection pool and better understand the concerns of the community. Indeed, attempts have been made to eradicate discriminatory practices and thereby improve Hispanic federal employment for many years. Achieved Expectations: Participated in ADR attempts to resolve EEO complaints. 2000e), reprinted in the Legislative History of the Equal Employment Opportunity Act of 1972 (Nov. 1972). 8 ways to recruit Hispanic workers | Landscape Management Ensure that the EEO Director has direct access to the head of the agency. What do you want to get out of these interviews? [56] Similarly, women accounted for 29.1 percent of the SES positions, but Hispanic women accounted for less than 1 percent.[57]. Finally, funding should be provided to train mentors. These hiring practices were described as posing significant impediments to attracting top Hispanic talent to the federal government. See who your top applicants are at a glance using the averages shown on the main candidate page, or use our tools to analyze candidate results in more depth. The EEOC should coordinate with agencies to create a government-wide Director of Hispanic Employment Programs position. Were seeing this especially with software companies who have a strong multilingual component, such as where the product itself is available in multiple languages, says Jarett MacLeod, CHRP and talent acquisition specialist. In progressing hisprofessional career and being exposed to different areas of the business, led him to his current role as the Sales Operations Manager. Recruiting Spanish-speaking job candidates - TG - TestGorilla Our platform is fully bilingual for French and English customers. In my experience with recruiting foreign talent for U.S. companies, employers are often. Agencies should include Hispanics and/or EEO practitioners on the selection panels for GS-14, GS-15, and SES positions. Furthermore, Hispanic participation is lacking in the major (mission-critical or dominant) job series at most agencies, according to the MD-715 data. [27] Overall, the percentage of new Hispanic hires into professional and administrative positions decreased from 5.2 in FY 2006 to 4.8 percent in FY 2007. You can have a rusty Spanish accent and still technically be proficient in the language, so long as your grammar and vocabulary are on point when youre reading, writing, speaking, or listening to the language. 1. Ideally, youll have a mixture of skills tests as well as a language test. Anecdotal evidence also suggests that Hispanics are leaving federal service because they do not perceive themselves as advancing in their federal careers and believe that they are being subjected to unlawful discrimination. [37] The Office of Personnel Management, An Analysis of Federal Employee Retirement Data: Predicting Future Retirements and Examining Factors Relevant to Retiring from the Federal Service, at 5 (Mar. Exceeded Expectations: Provided additional training/instruction on EEO/Civil Rights matters; encouraged employees to take "soft-skills" training; provided opportunities for communication improvement instruction/exercises. 131 M Street, NE Take a look at our list of the best job boards that allow employers to post their vacancies for free. In addition, to achieve his or her objectives, the HEPM must, among other things, collaborate with Human Resources and outreach professionals to develop recruitment and succession planning goals, and form partnerships and working relationships with external Hispanic organizations and the community. In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake. Read on to find out more about identifying and hiring Spanish-speaking job candidates. Apartment building promotions. Sign up with TestGorilla to try our Spanish B1 test and if youre not convinced yet, you can always book a demo with our sales team. Once youve finished building your assessment with TestGorilla, you can choose to invite your candidates in two ways: When the results are in, review them to create a shortlist. Contact Hispanic professional organizations and form partnerships between agencies and private organizations, professional associations, and HSIs to identify individuals with specific skill sets for mission-critical positions. Increased employment of Hispanics in the federal workforce benefits not only individual employees, but hiring agencies as well. Although the EEOC should serve as the central clearinghouse, the Outreach Strategy should be sufficiently broad to allow for branding by agencies with differing missions and should highlight the broad variety of work performed by federal employees.
