{"id":1220,"date":"2008-08-20T12:33:56","date_gmt":"2008-08-20T12:33:56","guid":{"rendered":"http:\/\/166.62.41.2\/~holaamericanews\/2008\/08\/20\/career-planning-for-tomorrows-hispanic-workforce\/"},"modified":"2008-08-20T12:33:56","modified_gmt":"2008-08-20T12:33:56","slug":"career-planning-for-tomorrows-hispanic-workforce","status":"publish","type":"post","link":"https:\/\/holaamericanews.com\/es\/career-planning-for-tomorrows-hispanic-workforce\/","title":{"rendered":"Career Planning for Tomorrow’s Hispanic Workforce"},"content":{"rendered":"
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\"tom_kadala_pic\"Job Seekers will favor Hispanic-friendly Employers<\/p>\n

Every career-minded executive must follow a personal plan to ensure that their skill sets are always in line with the future requirements of their preferred employers. Otherwise, choosing to remain complacent could be risky, potentially leading to a demotion or unemployment. What are some of the key warning signals on the job market today that executives should recognize, and what can they do to keep their career advancement on a steady course for years to come?

According to PEW Hispanic Center (www.pewhispanic.org), 47 million Hispanics currently live in the US and by 2050 their numbers are expected to reach 129 million. Furthermore, the Census Bureau states that in the next 20 years over 78 million baby-boomers will retire, vacating over 35 million job positions. The White House has acknowledged that unless Congress takes action soon, by 2030 only one wage owner will be available to support six pensioners.<\/p>

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These statistics suggest that the American labor force may potentially suffer from a severe case of underemployment where the talent pool needed to fill key positions may become insufficient. That may be bad news for the retiring baby boomers that rely on wage earners to support their pensions, but it does open a window of opportunity for experienced executives. Companies looking to fill entry level positions with Hispanic candidates will need plenty of assistance to properly welcome, manage, leverage, and retain this burgeoning workforce estimated to surpass 27 million by 2016. How then can executives prepare to make themselves more marketable to an employer?<\/p>\n

First and foremost, career-minded executives should favor companies that are seriously preparing their employees to absorb a younger Hispanic talent pool. Key initiatives to identify should include comprehensive training programs taught by qualified instructors who have experience teaching Hispanics, mentorship programs designed to move Hispanic candidates up the corporate ladder, and meaningful scholarship funding efforts with local Hispanic non-profit organizations.<\/p>\n

In the meantime, executives should consider brushing up on Spanish culture by traveling to Central or South America. Sampling local Hispanic dishes, listening to local music, and watching local television programs are all good ways to start. If traveling is out of the question, one can still gain a similar experience by getting involved with non-profit organizations that serve Hispanic neighborhoods such as the Boys and Girls Club of America.<\/p>\n

Just think! The young Hispanics that you may one day be asked to manage or train, are probably living right around the corner from you today. Learning to mingle with them now, while they are still young, could teach you language and cultural skills that can be applied in the workplace for years to come; hence, helping you become a more desirable candidate.<\/p>

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\u00a9 Copyright 2007 ResearchPAYS, Inc., All Rights Reserved<\/p>\n

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