Shared without comment. : )

But therein lies the opportunity for Latinos or any other group vying for power on the new social web.  We are living in a time where the mainstream has been supplanted by multiple streams, the metaphor of choice, by the way, of social networking companies that trade in conversation.  The dream for Latinos may no longer be the crossover dream – i.e., the dream of entering the mainstream — but instead to create the dream stream, the one that everyone is watching, the one that most contributes to other streams, even the ones that pass for mainstream today.

These paradigm shifts have significant implications to communicating with Latinos, particularly in a work environment. How can an organization assure its message is reaching the intended internal audience, but more importantly, if it is – is it making sense?

…Instead we intend to portray the content in CAP en Español in way that demonstrates how a particular issue or set of issues are important for the Latino community and communities of color. This is easier to do for some issues than it is for others.

Yet mobile Internet access may not be the great equalizer. Aaron Smith, a Pew senior research specialist, says there are obvious limitations on what you can do on a mobile device — updating a resume being the classic example. Research has shown that people with an actual connection at home, the ability to go online on a computer at home, are more engaged in a lot of different things that people who rely on access from work, a friend’s house, or a phone,” Smith says

Joe’s book should be part of your “reaching Latinos online” reference library since it covers many of the important topics necessary to do so. The book is relevant to a variety of audiences including organizations that are looking for practical and effective strategies to reach Latino college students online. It’s filled with an assortment of excellent case studies from research and professional experts in a number of industries. I think you’ll find it an excellent resource.

Visit Joe Kutchera’s website as well – he’s a good guy!

Enjoy!

The Summit begins at 11:00 am EST from the Junior Achievement Finance Park in Los Angeles. I’ll be a panelist for two sessions but will cover the other workshops through the day.

You can also follow the leadership summit on Twitter via #CHLSummit.

I’ll post the CoverItLive link to the event on Friday afternoon.

Click Here to Access the Archive

My thoughts can be found after the jump…

A variety of opinions thus far. Interesting to note not much discuss about the significant progress Latinos have made in education and professional environments. Compared to when I was growing up in the 1960s, there has been significant progress; however, gaps might be widening differently in certain areas (i.e. education, entrepreneurship, small biz etc. )

I like that many in the discussion are rallying around a viable and compelling future. There’s definitely a sense that better days are ahead for the Latino community despite the challenges we face today. We’ve made significant progress and will continue to do so.

Focus on youth is important.  Latinos are a relatively young U.S. population and our presence will continue to influence United States well into the 21^st century.

Interesting to note that discussion is emphasizing the idea of community leadership. Unlike hierarchical leadership models, participants are indirectly hitting upon the idea of community servanthood – the idea that we can lead as a community and we don’t necessarily need a few individuals leading the way. Insightful.

Fun to see the quips as we discuss some vital issues facing Latinos in this country – many are daunting . Yet interesting to see Latino characteristic of balancing thoughtful conversation with having fun along the way. It’s why Latinos are able to bring a nice balance of hard work and fun to organizational settings.

The high volume of tweets demonstrates that a high level of collaboration and community building preludes the work of Latino leaders. What you see here is concerted and collective action at work. Very cool.

LATISM and social media provides an interesting way by which Latinos can form a unified and collective identity (remember we’re not a monolithic group!).  The challenge of unifying a heterogeneous community is often one of the struggles faced by the Latino community. Harnessing this collective identity will translate into greater influence in social, political, and economic areas.  Social media (i.e. LATISM) is facilitating this process. Interesting!  

Latino leaders have a delicate balance to maintain. Based on the comments tonight, it seems to me that Latinos need to develop relationships and partnerships with many constituencies while simultaneously advocating and being activists for the people they represent.

Good discussion tonight. I’m left with the thought that future Latino leaders will be at forefront of shaping the diverse future of the America. This will be one of our greatest challenges as a nation. Build partnerships, bridges, and understanding is the future of Latino leaders.

Employer branding/recruiting processes. A big focus during day three was the importance of communication during and after the on-campus recruitment process. Keeping students informed during and after the recruitment process was seen as essential. Open lines of communication with career centers before and after the recruitment process was also encouraged. Some notable tweets:

Emp. values and mrkting should target your segmented audience. Often time employers highlight values that are of little interest. 
Relationship building is a contact sport. If you are in the office as a college recruiter you aren’t building relationships.
Relationships are built on communication. You can be anywhere as long as communication is both open and active
How many recruiters at all steps of the process ask candidates for feedback? What do you want candidates to say?
Candidates don’t just go away. Delivering feedback is crucial to the experience and the brand
We have to say no more than we say yes. So delivering feedback to candidates is important regardless of their status.
Candidates don’t just go away. Delivering feedback is crucial to the experience and the brand
Your employment brand should be accessible: career centers want to collaborate with your social media specialist
Is ur company accessible on all of those portals. And as you can see – we have a dedicated careers twitter account to complement our corporate presence
Biggest complaints — 1)feedback 2)interviewing and not hiring 3)difficult application process
Compare your job description to your competitors and cross out all the things you have in common. Then, sell your brand instead
Employer branding for college students: need to have significant website, social media, consistent MSG, dig/print brochure, VIDEOS
Does your recruiting team have vision statement & business case for UR that is developed and understood? 

Quite a bit of discussion on how career centers are using social media. A lot of sharing regarding this topic with suggestions on schools to check out that are doing good work in this regard (see tweets below). But… ‘who is responsible for managing social media efforts in career centers?’ – some obvious budget and resource questions; some comments below.

 How do you tell your story in a fun, quick, engaging way? Check out the UF Career Center Annual Report
Enjoyed seeing DePaul’s use of technology. Check out their 60 sec Career Road Map on You Tube
Learning that many university career centers & employers have hired social media managers
We are no longer on the network; we are in the network. @99gr81
@CHKcareers I’ve heard some centers here split SM amongst staff so they have some1 4 Twitter etc. Do you do it this way too?
We do split – but the staff is dedicated to maintaining their assigned presences. Social Media is ALL we do.
@lizkingevents No matter who manages SM at a center. It’s vital that it’s nurtured & developed. Identify goals & above all ENGAGE!
@careerjkm – @OSUOKC does some of the best SM engagement w/ students, potentials students, community and businesses.
SM portals like Facebook & Twitter become “websites” if you don’t engage in conversations. Don’t you already have a website?
How are any career centers assessing the effectiveness of their social media efforts?
UofToronto measures analytics, pg views, msgs, wall posts, comments, etc for SM w/ http://bit.ly/dctsxt 
I think @elinchen can tell you more about how they measure SM – especially w/ the Fb acct http://bit.ly/aaJkrm @reyjunco @careerjkm  
I look @ it as joining networks vs. Getting followers. Focus on the content that matters 2 u and followers will come. 
Columbia U is doing some awesome social media stuff! Webinars, Twitter, virtual fairs, and lots more.

Changing college recruiting environment: A lot of chatter about how college recruiting continues to evolve.

 More people are accessing websites via their mobile devices than their home computers
Employers may be turning to more niche career fairs rather than large, general fairs. Thoughts?
Not sure abt Twitter? All I can say is that 2 days ago I was tweeting into the dark & I’m now having gr8 convos w gr8 ppl!! 
Trends changing college recruiting à Lots to think about-economy, univ budget cuts, distance learning, legislation. So many things!
Wow stat: 53% of students say they want a company where they can spend their whole career!
Wow.  From ’98-’18 the percentage of 55+ workers will grow from 12% to 24%
BLS: info, wholesale/retail trade, healthcare industries with largest projected growth of output until 2018
According to Career Builder 2009 survey, over 45% of employers are using social media to research candidates
By 2020 US Census Bureau anticipates 46% of students in the US will be students of color. #NACE10 Expanding Your Diversity Reach
Internships – Employer expectations have increased: they now expect from interns what they expected from new hires a few years ago

Career Centers and Athletic Departments Working Together: Interesting conversion of career center and athletic department functions. How can they work together to provide valuable services to student athletes? See below.

 Career Svcs & Athletic dept shouldn’t be competitors on campus. They should be collaborators. Goal is to prepare students.
Even after graduation (even IF they go pro), athletes need to be prepared for the business world.
Coaches are mentors. Mentors have influence. Know how to partner and share responsibility.
97% of athletes don’t know where Career Svcs is on campus per research by @CareerAthletes. I’d say it applies to gen pop, too.
Have a busines card! Not even 1% of the 250k student athletes educated since ’98 have provided a card at a career athlete event.