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In a world where just a fingertip can help you book air tickets and where space-age technology overrules everything else, hiring reliable employees wouldn’t be a complicated task. But that is only possible when you have an approachable and confident recruiter, for he/she is not only the one who would go the whole nine yards to discover the qualities one has to acquire a position in your company but also would bring a strategic growth to your business.And while surprisingly and fortunately you find a great recruiter, this entrepreneurship world has endless unknowns. So how would your recruiter hire promising employees? Keep reading on.

4 Things to Remember before Staffing

Before we list down the points, it is recommended that however you choose an employee, make sure your company can hit a purple patch in the employees’ career, such that progression takes place mutually. Now we shall proceed to shed lights on how to start hiring. Read below.

• Develop an Open Line of Communication

To what William Almonte has echoed, with the change in time a company must acquire knowledge in modifying the strategy, else it would be in no time that you find yourself biding adieu to your beloved company. Hence a recruiter must develop an open line of communication with the candidates, such that judging reliabilities and potentials become seamless.

• Screening and Background Checking is a Must

The purpose of screening is to have an absolute confidence and trust in being familiar with the people working for the company. Hence, a candidate must be checked mentally, physically as well as socially. So background checking would be the ultimate choice for every company to proceed with hiring staffs

• Look after Employees’ Needs

Today’s tech world has incorporated newer trends to hire employees, William Almonte Mahwah says. So in order to hire quality employees, you would also have to look after your staffs’ needs. This way will lead to a mutual internal growth for both your company as well as employees.

• Some Realistic Compensation Packages Please

With the incorporation of rapid urbanization and industrialization, this tech-savvy world walks for betterment. A more similar approach is taken forward by the candidates who are more experienced. Hence, for a company, it must offer a realistic and at the same time a promising package to their employees both experienced and freshers.

Drawing the Closure

Now that we have described four major points to remember before choosing some promising employees, recruiters must know that those typical and age-old questions like ‘tell me about yourself’ or ‘what your highest qualification is’ will only drag your conversation with the candidate to boredom. And if followed, the aforementioned points wouldn’t help you get the perfect employees for your company. Have your own recruitment ideas? You can share your views down below through the comments section. For more information on the recruitment front, one shall wait for more guides like this, until then share this space with us.

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As social movements across the country continue to shape global conversations around equity, the spotlight and opportunity have been thrust onto the business sector to reflect the values society cares about most.

For the first time ever, this generation of the U.S. workforce is demanding a more genuine commitment to diversity and inclusion, one that represents the spectrum of our population and the various social movements happening in and across the communities they serve. READ MORE AT TRIPLE PUNDIT

While Corona is perhaps the most well-known imported beer, due partly to the success of its “Find Your Beach” campaigns, there are a number of other beers marketed with the specific aim of reaching Hispanic consumers. Chief among them are Dos Equis, owned by Heineken, and Modelo Especial, owned by Constellation (which also owns Corona).

Recently, another one was added to the mix: Sol, previously owned by Heineken but now in the hands of MillerCoors, is making a push to be the beer of choice for Mexican American Millennials. Unlike other brands, which have focused on appealing to a wide range of consumers, MillerCoors is “going squarely after second-generation Mexican Americans,” complete with ads shot in Mexico featuring local designers, street dancers and musicians. READ MORE AT MEDIAPOST

If you had to know one thing about Hispanic radio, it is this: There is no such thing.

There are, in fact, at least 20 forms of Latino radio in America, reflecting the 20 countries of origin of this country’s Hispanic population, each different. That explains the vitality of Hispanic radio and its rich diversity. READ MORE AT FORBES

Former U.S. Secretary of Education Arne Duncan is scheduled to address a conference in Chicago on economic issues facing the nation's Latinos.

The one-day event will be held at Malcolm X College on Thursday that is hosted by the Aspen Institute's Latinos and Society Program. It will bring leaders from the worlds of business and education to discuss how Latino Americans can navigate the changing economy, job creation, small business development and neighborhood gentrification. READ MORE AT US News & World Report

How are those job applications coming along? Are you scouring websites and sending out cold submissions on those irritating forms? If you’re still reading, I guess that what you’ve been getting back from your efforts is … crickets. What’s that about?

Stay with me and we’ll find a better way to get you that next gig. READ MORE AT FORBES

(May 15, 2018) Washington, D.C. – Today, noted author and disability advocate Elsie Guerrero released her sixth book titled ABC: Now I Know Common Disabilities to highlight common disabilities children sometimes see in their classroom. This book was inspired by all the feedback she received from the community as an advocate and child therapist.

“I was a speaker at a disability expo event and many people would ask ‘what about hearing impairment?’ or ‘what about sickle cell?,’ and I told them that I would work on that and address most of the common disabilities in my writings. I decided to highlight many of them in this book,” said Elsie.

This book not only highlights and explains common disabilities, but it does so with an array of diverse characters and rich, colorful illustrations.  Many of the children are of different backgrounds and ethnicities. To purchase a copy of the book, click here. To learn more about the author, please visit www.elsieguerrero.com.

About Elsie Guerrero

Elsie Guerrero currently works as a Bilingual ABA Therapist with The Sparks Group, LLC where she routinely serves and represents Latino children with special needs. She holds a Bachelor's in Government from California State University, Sacramento, an Executive Master of Public Administration from Golden Gate University and Master of Public Affairs and Practical Politics from the University of San Francisco. She has been featured on Telemundo and NBC News and has authored other works related to children’s disability.

A new study conducted by People en Español shows that young Latinas are experiencing a generational, political and cultural metamorphosis.

According to the study, which surveyed nearly one thousand Hispanic and non-Hispanic women, Latinas are not conforming to traditional customs and gender roles as strictly as they once did. READ MORE AT PEOPLE EN ESPANOL

There are some tried and true strategies job seekers use to discover and land a new job. This year's Job Seeker Nation Study by Jobvite, a recruiting platform, highlights the methods successful job hunters used to secure a new career.

While most workers (61 percent) are satisfied with their current jobs, over 80 percent are open to new job opportunities, according to the survey. READ MORE AT U.S. NEWS & WORLD REPORT

As America’s information technology industry strives to build a more gender and racially diverse workforce, a new report from the Computing Technology Industry Association (CompTIA), one of the IT industry’s top trade associations, finds contradictory viewpoints on the current state and future goals for workplace diversity.

The report is based on two online surveys conducted in December 2017: one of 400 U.S. IT professionals, and the other of 200 workers outside the high-tech industry.

Research Findings. READ MORE AT TS TOTAL ADVISOR

A lot of resources and time of the company are drained during the recruitment process. It is imperative that strategic recruitment technologies are adopted to curb the loss of time and money. Technological methods if taken, it will result in more error-free and efficient handling of data. It will result in higher profits for the business. Also, the quality of candidates recruited if the technology is employed in the process, will be much better.

Accessibility of information is easier

Gone were the days when a recruiter had to sift through hundreds of resumes every day and on the next day he could not find some important piece of information. With the ATS system in track, recruiters can track a candidate’s CV among a host of others. Also, true information regarding a person’s credentials can be checked. Furthermore, handling of resumes of hundreds of resumes can be done in the shortest of time. William Almonte thinks technology has made the recruiting process for recruiters much easier. Social media channels such as LinkedIn and Google+ have made it easier for recruiters to connect with a huge number of candidates. Most information is easily accessible these days.

Online and video tools for recruitment

The penetration of the internet among the masses has simplified the absorption of technology. Everybody can make use of the internet to gather details about any technical device. Online support and chat tools are also available. There are a feedback and rating system involved as well. Likewise, during recruitment candidates can be interviewed or tested for various skills through online chats and videos. They can also give their feedback and rating of their experience.

Benefits of using online chat and video recruitment

The live chat sessions and videos can be saved and stored. Recruiters can avail these when they want to rethink their decision of regarding a candidate. The interfaces of most contemporary technologies are affordable and easy to use. Also, they are easy to handle. They can be used for demonstrations for the training of recruiters. This way technology will serve two-fold use- First for the recruitment process, and second for the training of recruiters. William Almonte Mahwah feels thinks the online tools of recruiting have made the process of recruit ion much simplified than before.

Recruiting and marketing are now rolled into one

In the earlier days business enterprises had to spend separately for hiring and marketing. But now technology has made the integration of marketing and recruiting possible. Companies can make use of the social media to not only connect with people for marketing purposes. Social media is also used for recruiting employees. Furthermore through email marketing and content marketing companies can pitch to a candidate as well as market its service or product.

The modern technology has simplified the recruitment process. Marketing, promotion, recruiting and training can be done at the same time, or one of it indirectly may aid in the other. This way resources are better managed, and so businesses earn more profits.

Spring is a special time to start your job search. The sun is shining, flowers sprout and the sad, naked trees are adorned in leaves again. It’s a time of rebirth and renewed energy. The general mood improves as winter is over. People feel happier and the air is full of possibilities and potential. This is the perfect setting for embarking upon a job search.

We have a narrow—but active­—window of time from right now until about the Fourth of July to interview. READ MORE AT FORBES

Right now, U.S. Hispanics have a whopping $1.7 trillion in purchasing power, which is larger than the GDP of Canada, Russia, Spain, or Australia. As such, they account for a huge market that brands are still struggling to effectively tap into.

Here’s some information that will prove useful for any brand looking to reach them.

Hispanics account for the majority of population growth in the United States

Almost one-fifth of the current population is Hispanic. READ MORE AT MEDIAPOST

Recruitment for an organization is a very taxing process. With technology and changing times many models of recruitment have developed that has simplified the whole procedure. The 360 recruitment consultant training is an innovative model in which the candidates who apply for jobs become the future recruiting managers. This continuous cycle of being trained, and then inducted into the recruiting system is interesting.

A recruitment consultant is a diversified job role

A recruitment consultancy job involves recruiting employees on behalf of other companies. It also comprises counseling of a candidate for a specific job profile. A recruitment consultant also advises companies when to recruit or sack an employee. Recruitment consultancy is an intermediary bridge between the companies and its potential employees. The training process for it, thus, is rigorous and candidates are exposed to very strenuous training techniques. William Almonte feels that the trainees get to have hands-on experience on the training tenure itself.

Training procedure has multifarious levels

The recruitment consultant trainees are trained to perform many functions. They are trained in business development, time management, lead generation, employment rules and regulations, networking, Account generation and management, Interviewing techniques, Recruitment and Employment Confederation (REC), Client handling, Candidate generation and Social media management among other things.They are also trained in writing adverts. William Almonte Mahwah thinks that the training process for 360 recruitment consultancy is very diverse and a trainee is exposed to a lot of experiences.

The main keys in 360recruitment consultant training

The 360 recruitment consultancy is a diverse job function where candidates are recruited and counseled for a specific job profile. The training makes use of the latest of technology and software. Trainees are trained on their technical and soft skills. Communication is a fundamental key.  The primary keys to this job are as follows:

• Leadership
• Team building and management
• Networking
• Profit and Loss (P&L) management

Relationship building with clients is critical

The relationship and rapport of a company with its recruitment consultancy agency of recruitment consultant are very significant. It will impact the quality of candidates recruited for possible employment. The company should be well aware of its requirements for a particular job profile. Likewise, a recruiting consultant should be able to grasp the needs of the company and accordingly shortlist candidates. The client handling and management are especially crucial for agencies. The trainees are also trained in ‘Cold Calling.’ Cold calling is an essential aspect of any recruitment training model, especially in 360 recruitment consultancy training process.

The 360 recruitment consultancy is an innovative recruitment model, and the training process involved in it is very diverse. Trainees are trained on multiple modules which involves the ins and outs of recruitment system. They are also taught to shortlist and interview candidates through a procedure that is cost effective and not time-consuming. Often much of the company’s resources are drained in the recruitment training. The 360 recruitment consultancy is a holistic training process which is very efficient.

Recruiting and hiring employees for a company is a daunting task. It can be especially dicey if the company is a recruiting agency itself. For recruiting, however, the process remains almost the same. Starting a recruitment agency is very tricky and most importantly attracting quality candidates for employment are a difficult task.

The basics of starting a recruitment agency is same

The basics for recruiting for a recruitment agency are fairly the same as for any other company. Scout candidates through various jobs portals. Select candidates for the interview through their resumes.Start the office in a centrally located area. Give your recruitment agency a nice, catchy name. Register your agency with a business entity. Hire a receptionist and an account as early as possible. You may start your agency as a franchise or an independent recruitment agency. Start your website for the company.

Get some experience on board

Before you set out opening a recruitment agency, get some experience related to this industry. Also, take on board an experienced team of individuals who will spearhead your recruiting company. If you have the right experience and an experienced team, you would know the ins and outs of the industry, and the employees better suited for the industry. You would be able to spot the right candidate.

Promote your company to the fullest

More people would want to join your company if your company has a big and recognized reputation in the industry. One of the keys to reputation building is the promotion of your company. Promote the achievements of the company through advertisements and public relations. Social media is also a very powerful tool that is used for promotion widely at present times thinks William Almonte. The success stories involving your enterprise have to be highlighted. Invite your clients who you have worked with as a recruiter in previous jobs to various events and be in touch with them outside the professional purview as well. Your relationship with the clients will help you in the long run.

Look in different avenues for recruiting employees

Track potential candidates through the ATS or Application Tracking System. Post ads online and in newspapers. You may use the pop ads as well that says that the company requires employees. From the social media channels like LinkedIn, many candidates can be chosen for an interview. William Almonte Mahwah thinks the basics of hiring for a recruitment agency is no different than in other companies. ‘Cold calling’ is another popular method of shortlisting candidates. Word of mouth also works well in the industry. Inform the peers of the industry that you require employees for your recruitment agency.

The key remains that you have to have a good portfolio otherwise attracting clients and employees will not be easy at all. The productivity of a company depends upon the employees; likewise, the workforce affects the productivity. Thus starting a recruitment agency and then inducing quality candidates in it is very necessary.

NAUTIC-ON has named marine industry veteran Lou Sandoval as national director of business development. Sandoval, who serves on the boards of the Recreational Boating and Fishing Foundation, Sail America, Recreational Boating Leadership Council and the Chicago Yacht Club where he also serves on the executive board as the Vice Commodore. Most recently, he spent 16 years as a marine dealer principal at Karma Yacht Sales in Chicago. Under Sandoval’s leadership, Karma Yachts became a nationally ranked dealership, with a focus on superior customer service.

In the newly-created position, Sandoval will lead the development of NAUTIC-ON’s domestic sales and strategic partnerships with dealers, marinas, distributors, boat builders, and other marine companies.

“Lou is an exceptional leader and has been highly successful providing first-class customer service to boaters,” Schanfield said. “We are very pleased to welcome him aboard, and look forward to his contributions to the continued growth of NAUTIC-ON.” READ MORE

"Why not me?" It's a question Geisha Williams, CEO and President of PG&E Corp., has asked throughout her career.
Williams made history last year becoming the first Latina CEO of a Fortune 500 company. But the Cuban-born immigrant admits that she once had "pretty modest" career aspirations. That all changed when her mentor at her first energy industry job asked her a pivotal question. READ MORE AT CNN MONEY

Some electronic job applications skip the cover letter altogether. That's a negative for applicants, because it removes a chance to make yourself stand out -- to show that you're more than a list of past jobs and accomplishments.

A good cover letter can help you get noticed amid a sea of people with similar qualifications. It's an opportunity to convince an interviewer to take a chance on you, or to show that you're clearly the right person for the job. READ MORE AT USA TODAY

Many companies have made significant investments in marketing to the U.S. Hispanic population, and for good reason. These customers are connected, active online, and influencing the economy at a rapid clip.

But should companies market to them as a separate, distinct population, or should they consider them part of the core U.S. population? And should that marketing be in Spanish or English?

A look into some of the data behind the powerful U.S. Hispanic market can provide us with some answers. READ MORE AT MEDIAPOST

Did you know that 24% of the 54 million Hispanics that make up the United States population identify as Afro-Latino? An Afro-Latino is an individual of Latin heritage that derives from African descent. Afro-Latinos come in various sizes, hair textures, accents, and skin complexions. Many people have misconceptions of what an Afro-Latino is supposed to look like, act like, and where they are from. Imagine being told who you are or aren’t whatever you identify as based on your outside appearance? READ MORE AT THE SANDBOX NEWS