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Whether you’re heading to a networking event or an industry conference, every event you attend is an opportunity to meet new people. And very often, these new people can be beneficial to your business in one way or another. Whatever the scenario, it’s important to be prepared to meet new people, network and build new contacts.

Of course it doesn’t always feel that easy — but it should. With a few quick tips, you’ll be on your way to networking like a pro and building a massive list of some useful connections. To get started, here are eight helpful networking tips.

1. Relax. READ MORE AT BUSINESS2COMMUNITY

As the Hispanic population continues to grow in the U.S., it’s important to learn how to recruit and retain them, said a Proctor & Gamble Corp. executive at NAVAIR’s national Hispanic Heritage Month event held at NAS Patuxent River April 17.

Miguel Alemañy, the director of research and development at Proctor and Gamble, cited statistics to support his theme of “What is a Hispanic/Latino, and why should we care?” Specifically, he said there are 58 million Hispanics living in the U.S. — the second largest group in the nation — and one of every five U.S. residents is Hispanic. READ MORE AT TESTER

Hispanics living in the United States tend to have “less education, a higher poverty rate, and worse access to health care” and “represent the ultimate paradigm of healthcare disparities,” with the highest rate of uninsured, lowest rates of health screening and counseling, and poorest levels of blood pressure and blood sugar control, as well as “other measures of deficient quality of care.” So they must have dismal public health statistics, right?

According to the latest national data, the life expectancy of white men and women is 76 and 81 years, respectively, and that of black men and women is shorter by a handful of years. And Hispanics? Amazingly, they beat out everyone.

Hispanics live the longest. READ MORE AT CARE2

Employees are the building blocks of an organization. For any business to flourish. It is imperative that it has efficient and skilled employees. Hiring the right kind of employees needs to be done properly. Companies sometimes hire recruiters on a contractual basis or temporary payroll.

Plan some sit-in sessions with the recruiter

The recruiters can only shortlist the right kind of candidates only if they know what the employer wants. The recruiters and the employers have to have a good rapport with each other. The recruiter and the employer may have sit in sessions with each other where they can discuss their requirements. The recruiter can ask the opinion of the employer before closing in on a candidate. William Almonte suggests a close relationship between the recruiters and the employers makes the whole process of recruiting easier.

Convey your requirements to the recruiters

An employer has certain requirements that have to be met. A company hires employees who fit into their assigned job roles. The employers have to have a clear idea of kind of employees they need, only then they can convey their requirement to the recruiter. The recruiter can only then select a candidate on their behalf.

Include the recruiters in the decision-making process

William Almonte Mahwah highly recommends that the employers can include the recruiters before finalizing a candidate. Like an employer knows what credentials he needs in an employee, a recruiter from his work experience also knows which potential candidate can make a good employee. Recruiters are in the business of selecting candidates and matching the job profiles with the right CVs. Their experience in selecting candidates through interviews is also important. Their experience may be taken into account by the employers before closing in on a candidate.

Stay connected with the recruiters

The recruiters do business with a lot of employers. To make sure that you remain on the priority list, stay connected with them on all channels. Be it through emails, phone calls, SMS or social media. The recruiters should be able to reach you when they contact you. If you miss their call, it may so happen that they can connect the candidate shortlisted for you to another employer. Chances are the recruiters are doing business with other employers who require a candidate for the same job role as you.

Do follow up with the recruiters

Whenever you close in on a candidate for employment or reject one inform the recruiters of your decision. Especially in case of the former, inform the recruiter or recruiting agency. Employers sometimes avoid contacting the recruiter because they may have to pay a commission to them. You can require the services of the agency or recruiters again! Also, specify the reason why you rejected or employed a particular candidate.

Recruiting employees through agencies or third-party recruiters is a serious business. Proper communication and interactions have to take place between them. The employers and the recruiters have to be aware of the profile.

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The role of the Human Resource department in an organization is indispensable. With the change in technology and society, the role of an HR is ever evolving. Nowadays it is not only restricted to recruiting and hiring of staff. The Human Resource Management (HRM) deals with the framing and implementing strategies required to recruit, hire and retain employees in a company.

The evolution of HRM over the years

The industrial revolution had let to the growth and proliferation of industries. With time, there have been massive instances where laborers were mistreated, overworked, and underpaid. To check these issues trade unions and labor unions were formed that championed the cause of workers. In the modern era, it can be said that the Human Resource Management is an evolution of the trade unions. At present, in a company, the HR department is entrusted with the recruiting and hiring of employees. An employee is inducted into the folds of the company through it. William Almonte, Owner of Titan Staffing system often feels during employment the HR department has to resolve conflicts between the employees and employers. To conform to the ever-changing demands and fast pace of the world, the HR department has again evolved into HRM

The HRM department and its powerful tools

The HRM department has to deal with a lot of financial, legal and administrative issues for recruiting employees. William Almonte, President of Titan Staffing System rightly says that HRM is the connecting link between the various departments. An HRM manager has to know the workings and status of all the departments. The HRM has to come up with the right kind of hiring strategies and tools. Questionnaires, surveys, interviews, charts, statistical analysis, referral programs, etc. are the primary tools that an HRM manager requires when he is recruiting. The 4Cs of HRM includes Competence, Commitment, Congruence, and Cost-effectiveness.

HRM has effectively streamlined the recruiting process

The most crucial task underlined for an HRM manager is that has to look after the recruiting process. One of one main problem that recruiters face is that there is a disparity between demand and supply. The candidates lined up do not meet the needs the present requirements of the company. A lot of expenses and time of the company is wasted in search for the right employee. The role of the HRM department is to reduce this unwanted recruiting cost. Often a substantial number of young people are recruited. A turnover of young recruits is a burden. The HRM manager can hire some of them in the form of interns, trainees or apprentice.

The HRM has simplified the overall recruiting process. The recruiting process involves a lot of legalities, and financial issues are involved. The HRM also explains the company rules and regulations, employees’ benefits, incentives, compensation criteria, etc. to the potential candidates.  From scouting the right kind of profile to inducting them into the organization is done by the HRM department. The growth and development of a company are dependent upon its efficient Human Resource Management department.

Casa Central announces the addition of its new VP of External Affairs & Chief Marketing Officer, Jose M Muñoz, to the agency’s leadership team. In his new role, Muñoz will be helping lead Casa Central’s sustainability and growth strategy. Muñoz brings a wealth of knowledge and insight, having spent the last 20 years designing and leading several local, state and national public education and civic engagement initiatives.

“We are fortunate to have José join Casa Central as our Head of External Affairs and Marketing.” said Martin R. Castro, Interim President & CEO of Casa Central. “His breadth of experience in the non-profit, government, business and social impact arenas, coupled with his proven leadership abilities will assist us in achieving our strategic goals. I, and the entire team at Casa Central, look forward to working with José as we seek to transform for the better the families and communities we serve.”

Prior to joining Casa Central, Jose was the President and Chief Strategist of Pangea Strategy Group; an independent consulting firm specializing in helping organizations maximize their social impact. Jose has designed and led social impact initiatives on health, education, housing, immigration, civic engagement and violence prevention, including #IncreaseThePeace a citywide initiative to engage youth in violence prevention efforts in Chicago. Jose has also served in the Illinois Governor’s Office as Chief Marketing Officer for the state’s Health Insurance Marketplace and as Deputy Commissioner for the City of Chicago’s Department of Public Health. 

“I am incredibly honored by this opportunity and look forward to working with the Casa Central team. I am very excited to be able to contribute to the vital role Casa Central plays in transforming the lives of communities across Chicago,” said Jose M. Muñoz.

For additional information, please contact Claudia Brodner at cbrodner@casacentral.org or 773-645-2373

About Casa Central

Casa Central is the largest Hispanic social service agency in the Midwest. Since 1954, Casa Central has delivered evidenced based, award winning programming in response to the needs of the Hispanic community, offering different programs for children, older adults and families in general. Through comprehensive, family-centered programming, Casa Central is the conduit by which thousands of individuals build hope for the future while equipping themselves to achieve a sustainable, higher quality of life to the benefit of self, family, community and society.

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In its second annual diversity report, Uber, which has been sued by employees alleging racial and gender discrimination, showed small increases in the number of women and minorities in tech and leadership positions.

“We have made meaningful progress over the last year, but we still have a lot of work to do to increase representation of women and underrepresented groups,” wrote Liane Hornsey, Uber chief people officer, in a blog post.

That progress was modest. “Underrepresented groups” such as minorities in leadership roles increased by 2.5 percentage points, Uber said, while the proportion of women in its workforce rose 1.9 percentage points. READ MORE AT THE SAN FRANCISCO CHRONICLE

In case you needed another reason to rank Fort Worth higher than Dallas, here's one: a new study by personal finance website WalletHub named Fort Worth as one of the Top 20 Best Cities for Hispanic Entrepreneurs.

Pulling in at 18, Fort Worth ranked above Dallas (31), El Paso (19) and Austin (20). Cowtown came in behind other Texas cities such as Laredo (1), Corpus Christi (4), Amarillo (7), San Antonio (8), Grand Prairie (13) and Irving (17).

Fort Worth Hispanic Chamber of Commerce President John Hernandez said that the city's culture is very conducive to HIspanic business and aligned with the culture of the Hispanic community. READ MORE AT STAR-TELEGRAM

The success of an organization depends upon its manpower. It can be said that the employees are the backbone of an organization. Recruiting the correct employees will ensure the productivity of the company. In this age of competition, it is essential that the right kind of employees is not only hired but retained as well. The hiring process leaves an impressionable impact on the employees, and it sets the pace of working for an employee.

Recruiting the right candidate for better productivity

Every company has their goals set for both the short and long terms. The employees have to be fit or molded according to the requirements of the company. When the employees cannot conform themselves to the ever-changing goals of the company, it becomes problematic. It then affects the performance of the employees, which in turn affect the growth of the company. William Almonte, Founder and CEO of Titan Staffing System feels it is necessary that employees hired have to be adaptable to be able to contribute to the growth of a company and organization.

Recruiting techniques and their significance

In this digital era, recruiters do not only follow the conventional procedures of ‘face to face’ and telephonic interviews. Online interviews through Skype, video conferencing The Applicant Tracking Systems (ATS), Social media are used to scout and hire an employee. Depending on the job profile, there are many levels in a recruiting process. The recruiting techniques and the process set expectation levels in the minds of the employees. It tests their skills, adaptability, and efficiency required for the job.

The right recruiting technique is the prevention of a problem

Recruiting process is like an organization’s way of “Natural Selection.” The candidates with the right kind of potential and temperament are selected. The prospective candidates have to undergo a rigorous training and recruitment process before they get inducted into an organization. If the recruitment system is efficient, there is a high probability efficient and zealous candidates are taken on board. The company will recruit again, only if it’s in the process of an expansion or as a replacement for an existing employee. In the latter case, the company loses money and time. Often legalities are also involved. In the extreme cases lawsuits also have to be dealt with. William Almonte, Entrepreneur of Titan Staffing Systems says it is desirable that the right candidates are recruited.

The work environment is conducive only to the right people

Work environment matters for the better employees to perform well. Work environment involves not only the relationship between the employers and employees, but between the employees as well. At the work front, employees of same and different departments have to interact. It may so happen an employee is undisciplined and behaves badly with the co-workers. This creates a negative impact on the psychology of other employees which, in turn, may affect the performance of the employees.

Recruiting is one the most important task in the organization. It has to be done right, or the productivity and growth of a company can be affected. Recruiting and retaining the employees is very crucial. Irrespective of how difficult or easy the job is going to be, a candidate can make a rough estimation of the recruiting process.

Having the right professional contacts can help you expand your business and open the door to new opportunities. One of the best ways to meet those contacts is by attending networking events. Whether you're at an industry-specific conference or a general entrepreneur meetup, you're sure to connect with people who can help you grow. READ MORE AT FORBES

Twenty-eight new authors share their poignant stories of inspiration and hope in "Today's Inspired Latina Volume IV" which will have its book launch from 5:30 to 9:00 p.m. Thursday, May 24 at The Meadows Club in Rolling Meadows, Illinois. READ MORE AT BOOKSWORLD

Strong purchasing power for Hispanics in one Johnson County community helped land the suburb on a new ranking of the best cities for Hispanic entrepreneurs.

Purchasing power is a particular strength within Overland Park, WalletHub found, noting the community was the fifth-best among 182 cities in terms of median annual income of Hispanics (adjusted for cost of living).

Other considerations related to purchasing power included affordability, income growth for Hispanics, housing affordability for Hispanics, Hispanic unemployment rate, Hispanic job security, share of Hispanic residents, Hispanic population growth, share of Hispanics with at least a bachelor’s degree, Hispanic housing tenure, and city growth. READ MORE AT STARTLAND

Hiring candidate is no doubt an uphill task. The search for a perfect candidate is very tiring and challenging. The whole process of scanning resumes, matching profiles, assessment and interview of candidates, requires a lot of time and effort on the part of the recruiters and hiring managers.Smart recruiting refers to the process of hiring staffs and employees that is smart, efficient, and less time-consuming.

Smart recruiting in this millennial is very important

In today's competitive world, there is a cluster of ‘jobs'. Job seekers want a job that does not only pay but allows their values and aspirations to breathe. William Almonte if a job does not appeal to the aesthetics and interests of a millennial, he or she will leave it in the blink of an eye.

Some good old methods that are ‘Smart’

• Interview: Recruiters use interviews to check the job aptitude and skill set of a candidate before employing them.
• Referral program: Referral programs are a very effective way of not only appealing to the potential employees; it is a good way of showing trust on the existing employees as well.
• Out and about: Companies organize various fairs, debates, symposiums in various college and universities. This is an effective way of communicating and scouting new talent.
• Metrics: The number of applications sends a job says a lot about it. Recruiters use this data/ statistics to evolve the job profile.

Smart recruitment is the easiest way to go

Some of the methods to smart recruit include:

• ATS: The Applicant Tracking System or ATS is used to search and monitor job applications. It is done through searching for the right keywords in job experience and titles.
• Social Media networking: According to William Almonte Mahwah recruiters use social media to verify or assess a potential employee more than a candidate uses social media to search for employment. Recruiters use Facebook, Twitter, and LinkedIn to connect with potential employees.
• Gamification: The incorporation of various games in the online job applications makes it more interesting for the job seekers. It is a good way of engaging their attention.
• Branding: Recruiters must invest a lot of money and resources in building a brand. Job seekers are more likely to apply in a company that is easily recognizable by its brand name.
• Feedback: It is a very important step. Feedback not only gives a company much room for improvement, but it also leaves an impressionable impact on the applicant's minds

When recruiting, recruiters take into consideration many factors. Educational qualification, professional experience, conversational skills, aptitude, adaptability are taken into account. Most of the job descriptions are generic. To attract the right kind of employees, the job description should be specifically mentioned. It should be concise and to the point. The whole process of recruitment should be systematic, with proper tools to monitor and drive forward the process.

And lastly, candidates will appreciate a simple, time-saving, and communicative process. Smart recruiting is the call of the hour in this day and age. Technology and communication are essentially the main keys to recruit smartly.

Employees are the building blocks of an organization. They make a face and soul of an organization. Hence, it is imperative that the employees should be hired with a great deal of caution and care. Hiring, thus, is the most strenuous and challenging task. Because if the right kind of employees is not hired, the progress of the company may not only be hindered but also suffer a massive setback. So, recruiters should always be level-minded and be at the top of their game!

What are the challenges in recruiting?

William Almonte, Entrepreneur of Titan Staffing Systems says that hiring is one big underrated and thankless job. And so he rightly says!

• The discrepancy between demand and supply: Let’s face it an organization is always on the lookout for quality, driven and dedicated employees. But the ones who come in seeking jobs or already are in their, most of them are mediocre at their best. And the recruiters must choose the best from a sea of mediocre candidates.
• Lacking analytical skills: The recruiters have the high-end technology at their disposal. But what they lack are analytical skills. They cannot crunch data, for example.
• Closing on a candidate: Many a time it has so happened that the closing offer does not appease the candidate. It is imperative for a recruiter to make an appropriate offer to the candidate.
• Relationship with the Hiring Manager: Most of the times, the hiring manager, and the recruiter are in opposition to each other. Both think they have the best idea about the job profile. And this creates a problem in recruiting the right candidate.

 Why analytics is so crucial in recruiting

Recruiting has evolved with technology. William Almonte, Founder and CEO of Titan Staffing System says it has become more fast-paced and dynamic. The constant uploading and monitoring of old and new data is a must. Predictive and prescriptive analytics is always needed to hire the right kind of employee. They are so essential because they make the whole process of recruiting faster, efficient, accurate and unbiased. The handling of the big data is necessary and challenging at the same time.

Technology is your adversary to the advancement

The modern technology and software might make the whole job profile of a recruiter obsolete. At present, a recruiter has to screen resumes, assess a candidate, and take interviews. But shortly all these set of ‘job profiles’ will be redundant. The new software used for all these tasks will go beyond the conventional ATS keyboard system for resume screening. It will use contextual search and the internet to check all the information (along with skill set) given in a resume.  Soon, apps will be specifically designed to do all these tasks.

Things you can certainly expect in the future

• Talent matching technology.
• Gamification
• Virtual augmented reality.

Experts are hopeful for the future of the budding recruiters. Recruiters must become more technology savvy and develop a whole new set of soft skills. They must know the whole marketing, sales, and SRM of the business side. Because hiring managers will still depend on the recruiters. Hiring Managers do not do sales well. So, budding recruiters all the best to you!

Recruiting is one of the most challenging tasks in an organization. Over the period of years, with the advent and proliferation of the computers, the World Wide Web, and the social media the process of hiring employees have undergone a sea-change just like any other aspects in life. Both the job seekers and employers have a wide range of opportunities to pick and choose from their probable requirements. The traditional methods of seeking jobs are being used less by the job seekers. Likewise, the employers have developed a modern set up of recruiting that involves software, portals and the social media.

A quick overview of the traditional recruiting methods

• Newspapers– One of the oldest forms of communication, newspapers are used by job seekers for looking up vacancies.
• Employment agencies– Employment agencies maintain a list of recruiters and candidates looking for employment. Job seekers go to the agencies and apply or interview for jobs through them.
• Internal hiring– Employers promote the already existing employees present in the organization.

Modern methods of recruiting and how does it work?

According to William Almonte, CEO of Titan Staffing Systems,  the knowledge-based recruiting method is an advantageous and ongoing dynamic method that is beneficial for both the employers and job seekers. Modern methods of recruiting are mainly of two types- knowledge-based and online or E-recruiting.

• Knowledge-based- Here recruiters maintain a database of the potential employers. A person may not be available to take a job. They can be tracked later. The database is updated continuously and monitored.
• E-recruiting- The use of the internet and modern technology is used by both the parties seeking employees and employers. The job seekers upload their resume on the internet. Recruiters again use the internet to access these and later get in touch with the potential candidates.

Are the modern methods of recruiting advantageous to the job seekers?

The answer to this question is most definitely a big yes! Now organizations have their own website and social media accounts. The job seekers can get in touch with the employers directly. This eliminates the inclusion of third parties like temp employment agencies. According to William Almonte, President of Titan Staffing System, the modern methods are thus cheaper and save a lot of time.

Also, the internet has made it easier for the job seekers to deem the credibility and profile of an organization. Many websites have to review and marking systems. Many organizations have a dubious reputation. Job seekers can verify the credentials and advantages of employment.

Advantages of the modern recruiting system

• It is cheap and less time-consuming.
• A healthy relationship is developed between the recruiters and job seekers.
• Easier communication through social media, emails and SMSs
• Candidates can give their feedback on various websites and portals. This again helps the other job seekers.
• The use of smartphones has made it easier to apply and interview for job positions.

To sum it up, the modern recruiting system has a lot of plus for the job seekers. The youth of today depend upon social media and the internet more than the traditional methods, when seeking employment.So, Job seekers worry not options are on your way! Float your resumes on the internet and sit tight in your recliners with smartphones in hand!

A recent study released by marketing trade organization the Culture Marketing Council details many of the unique online engagement trends salient among U.S. Hispanic audiences today.

Social media was cited as the number-one digital activity among Hispanic Millennials ages 18-34, and these audiences also seem to view and share more online and social media content than their non-Hispanic white counterparts: according to the study, Hispanics ages 18-34 shared an average of 33 percent more content than non-Hispanic white respondents in the same age group.

Nearly half — 47 percent — of Hispanics ages 13-17 said they use social media pretty much constantly from the moment they wake up to when they go to sleep at night, as did 37 percent of those ages 18-34. READ MORE AT O'DWYER'S

There’s no doubt about it: Job searches are stressful. There are cover letters to craft, resumes to send and networking events to attend — and that’s before you even land an interview.

Dev Aujla says the job hunting routine hasn’t changed much in the last 50 years. But in that time, careers have changed. READ MORE AT TRAINING ZONE

In 2011, Fox and the Spanish-language network Telemundo won the rights to broadcast the 2018 and 2022 World Cup in the U.S. for a record $1 billion dollars. Fox agreed to pay roughly $400 million and Telemundo will pay roughly $600 million.

Flash forward, and the U.S. failed to make the World Cup. Was the investment worth it? READ MORE AT MEDIAPOST

Spanish-language TV has been a complicated space for many U.S. advertisers: There's too little understanding of the Hispanic consumer, and the language barrier prevents many chief marketing officers from appreciating the cultural relevance of programming they way they easily recognize the buzz around an English-language show like "This Is Us."

That dynamic and others resulted for a time in a shift in ad dollars from networks like Univision and Telemundo toward English-language media where brands believed they could also reach the massive Hispanic community. READ MORE AT AD AGE

After searching for months, you finally landed your internship! Congratulations. But what will you do in the first few weeks to make sure you're successful?

You may think that working hard is enough to earn respect. That's certainly part of the equation. However, your success relies on many factors and doing your job well is just one.

Before you begin your internship, think about what you hope to learn from the experience. What skills, processes or knowledge do you want to acquire? READ MORE AT U.S. NEWS & WORLD REPORT