By Jessica Haro, Assistant Editor

Three of the 2008 Hispanic Business Diversity Elite are launching a host of initiatives to strengthen their minority recruitment efforts. Their best practices are worth a look.

Recruiting Young and Early
Sempra Energy, headquartered in Los Angeles, is ramping up its recruitment efforts in schools.

“For entry-level jobs, we have established a workforce initiative to be used at trade academies, junior colleges and high schools,” said Francisco Urtasum, Sempra’s director of community partnership.

Among other efforts, Sempra assists the Los Angeles Infrastructure Academy as part of a project designed by LA Mayor Antonio Villaraigosa that targets post-high school minority youths who are considering utility and engineering entry-level jobs.

Recruiting for higher-level positions includes outreach at universities.

“The combination of the entry-level and higher-level recruiting programs allows us to keep up with the changing demographics of the workforce,” Mr. Urtasum said.

Macy’s Partners with Universities
The retail department store giant shares a similar recruitment philosophy. “Our diversity strategy includes initiatives designed to build a workforce that mirrors our customer base,” said Corliss Fong, operations vice-president of diversity management.

The company’s recruitment initiatives include expanding a partnership with the Hispanic Scholarship Fund in a three-year commitment to provide scholarship and internships.

This fall, Macy’s college recruiters and the fund will be partnering at eight university campuses to provide career information sessions, as well as scholarship and intern opportunities.

PG&E Teaches Critical Hiring Skills
Pacific Gas and Electric this year initiated the PG&E Power Pathway program to increase the pool of local talent because applications alone were not sufficient. According to Van Ton-Quinlivan, the director of PG&E’s workforce strategy and diversity, the program is a partnership with several community colleges. PG&E offers training and a targeted curriculum to potential applicants.

“Our course includes soft skills, such as interview and resume preparation, as well as technical skills, such as computer, tool use, and safety information for our field positions,” she said. The company has a diversity council that focuses on recruiting more candidates.

*Originally published in the November 2008 issue of Hispanic Business.*