Did you know Hispanics make up 17% of the total population in the U.S. and by 2050 they are projected to make up 30% of the U.S. labor force – that will be 80% of the total growth in the workforce (U.S. Bureau of Labor Statistics).
We've been asked by several companies how to recruit bilingual (Spanish / English) candidates - here are a couple of suggestions. If you’d like to learn more or need help implementing a recruiting strategy, we are one email away.
Below is just a sample of initiatives that you can implement leveraging your website and your workforce.
Creating Spanish Specific Landing Pages
You should treat both languages as separate user experiences. Since candidates may search for a bilingual role in Spanish, it’s important to create a Spanish specific landing page so that your job openings appear in all search results.
Employee Referral Program (ERP)
Hispanics are 50% more like to use contacts, friends and family to find a job (Society of Human Resource Management). Creating a specific referral program is an ideal way to generate diverse candidates.
We can hundreds of pages listing all the possibilities to reach hispanic and latino candidates.
It’s important to strategically think about your recruiting plan, especially targeting diverse candidates, and how to best leverage the resources available to provide the best ROI. A customized diversity plan is essential since there are variations when it comes to industry, roles and geography. We'd love to discuss other ideas and possibilities with you, feel free to reach out to us on Twitter.
This blog post was updated in June 2020 by Adriana Kevill.