If you’ve recently visited BilingualHire, you’ll notice a few, slight and minor changes around the edges. This includes the header links, the online banner and the new contact us form. We made these mostly to make your life easier eg. if your looking for a job, and need to find something in your area quickly. The online banner, “Need diversity? Attract bilingual talent here. Post a job now” redirects organizations HR departments to our new BilingualHire contact us form. The easy to fillout form asks for the basics, but it helps us quickly figure out where we could help. The cool thing about the form is that as founders we get inundated with emails both personal and work related that are asking us for our attention and the info provided here gets forever stored and saved so we don’t lose your request. As many founders/business owners/entrepreneurs/executive directors/managers/leaders (fill in the blank) will attest, we hate losing, misplacing and forever missing your comunique that is important, took some time to write and respectively sent. Without a viable sytem in place that can easily store, filter and track, we can easily just hit and miss (think email). With that try it out, and let us know what your thoughts are. We’re listening.

Quite often I come into contact w/ recruiters looking to fill business, marketing, public relations and sales posts within their organizations. Those that are just getting the hang of the U.S. Latino market will “shotgun advertise” in a variety of channels, to include, newspaper, TV, radio, and social media outlets, often with some great success. The seasoned recruiters however will point to MEChA as an pool of high caliber, self-driven, and results-oriented individuals who understand the U.S. Latino market more than any other student talent pool (disclaimer: over the last 10-yrs more similar organizations have launched). Why is that?

How MEChA is Viewed: The Not So Great, and the Great.
On the one end, MEChA is grossly misunderstood and misrepresented by individuals of specific political stripes who point to the organizations 1960s founding documents as proof of their arguments. To be clear, MEChA exists solely within the confines of the U.S. educational establishment (middle, high school, and college) focused on closing the educational achievement rate (or drop out rate) while increasing college enrollment rates and improving the communities where they reside. Some schools call it MEChA, others something similar, but in the end, these student leaders learn a variety of hands-on learning skill sets that help them in the future to include, leadership, team building, community-building, marketing, finance, and diplomacy. Critics argue that the organization is evil; the students and their advisors argue that they are building pride in themselves and getting an education and building the communities around them. Mind you, in many parts of the world, learning/reasoning for yourself is prohibited and in some places outlawed.

Leadership: students from early on are encouraged to take on leadership posts within the chapter, usually President, Vice President, Treasurer, Secretary and Sergeant-at-Arms (not often in that order). Today, some chapters will narrow it to also include, website master, public relations, Vice President of Political Action, Social, etc. The students develop their agenda, advertise and run their meetings. They plan and organize events to highlight the chapters campus-community activities. The chapters leadership position often is a springboard to run for class representative, and student body leadership.

Team Building: students gain hands-on experience by collaborating w/ other students on a variety of projects and initiatives. They learn to work in small teams (committees), take on tasks (volunteer work assignments) and together accomplish great things for themselves, their school and their communities.

Community-Building: students understand that school is a privilege and college an honor. For many of the MEChistAs (MEChA students), their parents did not study above grade level, and because the U.S. Latino community faces extreme obstacles and challenges socio-economic, as well as political and legal, the students focus specifically in areas that they are most comfortable in addressing. For instance, a chapter that resides in rural America could focus on migrant & seasonal needs; a chapter on the U.S.-Mexico border could focus on border issues, i.e. Cuidad Juarez murders, etc. A chapter in the heart of gang violence could focus on gang outreach & prevention. Community-building is understanding your demographic and meeting their needs.

Marketing: students learn early on the art of grassroots marketing, whether its promoting a dance to raise monies for scholarships or to attend nationals to printing and distribution. Today, marketing has slightly improved through the use of Facebook, Twitter, YouTube to promote events. These students have an intricate understanding of the language to be used to draw their crowd out and attend their functions.

Finance: the hyper-democratic organization prides itself on full and equal representation. In regards to finance, the budgets are discussed and voted on. Committees are alloted funds to execute their initiatives and because an advisor signs off on the Treasurers report, finance skills are gained and utilized. This is a good thing.

And, finally Diplomacy: the chapters, while autonomous to their communities, are accountable to their region, their state and the national organization. Students come to learn quickly the art of diplomacy and language etiquette through the use and enforcement of Robert’s Rules of Order. This is the same language that is used at most every major political decision-making roundtable and its used in MEChA.

Seasoned recruiters understand intuitively what we already know and have known. MEChA students don’t need to be “trained and brought up to speed” because in most cases they’ll hit the ground running. In most cases, MEChA students instinctively know their communities inside-out. They know how to mobilize communities; market to; engage and have a pulse. As one recruiter put it, “it’s what sets them apart.”

David Molina is the Founder and CEO of BilingualHire, a Portland, OR-based consumer internet startup focused on advancing the careers of bilingual [Spanish+ English] talent. Molina can be reached via email or you can connect over on Twitter or Facebook.

We recently added Disqus (pronounced, “discuss”), a comment system to make it easier for you to comment here on BilingualHire and for us to have an interactive discussion.

Why Comment? Other than because we appreciate your thoughts, insight, questions and ideas, we value what you have to say. Comments provide a glimpse into whether we are making any sense; whether we are on the right track, or we are veering off. Comments provide welcome critique to help us refine, improve and advance our points.

The More You Write, The Better You Get: Trust us. Writing is an art. A science. Really, the more you write, the more you get better at it. Whether you comment here, or you comment on another website, Twitter or Facebook, you should comment. You’ll feel better you did. Who knows– your thoughts may spur a discussion, a debate. That’s always the intent.

It’s that simple. Your turn.

As always, Edith and I value what YOU have to say.

David Molina is the Founder and CEO of BilingualHire, a Portland, OR-based consumer internet startup focused on advancing the careers of bilingual [Spanish+ English] talent. Molina can be reached via email or you can connect over on Twitter or Facebook.

No this isn’t a post about monkeys, gorillas and primates, it’s a post about the one person in the room and building that’s your advocate. Previously, I wrote Who’s Your Jovita Lopez on mentors, servant leaders and knowledge base. Best case scenario, these individuals mentor and shape the next generation. They provide counsel, insight, share standard operating procedures (SOPs) and help you identify where the landmines are (where to watch out). They exist in the corporate, public and community sector. It is the reason there is continuity in any organization. In the workplace, the 800 Pound Gorilla advocates for you and your potential. They see something unique about you and strive to help. They put their entire weight behind you and help advance your career. Find and identify them. Make the ask. They want to help. Help them help you.

The best 800 Pound Gorilla identify’s, mentors and counsels the next generation on a daily basis. They do it with urgency and understand it is fastest way to build leadership and ensure continuity.

David Molina is the Founder and CEO of BilingualHire, a Portland, OR-based consumer internet startup focused on advancing the careers of bilingual [Spanish+ English] talent. Molina can be reached via email or over on Twitter.

Three-years ago this Memorial Day, I was deployed to the Joint Personal Effects Depot (JPED) at Aberdeen Proving Ground, Maryland along w/ over two hundred Soldiers, Marines, Airmen and DoD Civilian Contractors conducting a war-time mission first established on 9/11 at The Pentagon. JPED is ground zero and the solemn place where we received all the personal belongings of every American service member killed or wounded in Iraq & Afghanistan and meticulously received, inventoried and resent those memories back to the families of the fallen or service member stationed at Walter Reed, a military base or at home.

During Memorial Day 2003, my brother LCpl Victor Molina, a Marine, was deployed to Baghdad, Iraq. Like many, our hearts sunk when he deployed but were relieved when he returned safely home. Today, our country is engaged in two full-scale wars in Iraq & Afghanistan and while Iraq is winding down, our loved ones don’t deploy alone; we deploy w/ them. We remember them and cherish every moment we get to communicate w/ them. We honor those who gave of themselves so that their comrades and friends would return home to their families and communities.

Memorial Day brings special significance to our family, along w/ American military families across the country. Pause. Reflect.

Demonstrate in your own space word & deed of the special sacrifice made by Americans from every generation so that we can enjoy this day w/ our loved ones, families and friends.

Blogger and author, Seth Godin, recently published Linchpin: Are You Indispensable. In a nutshell, there are three types of individuals Godin argues there are: beuracrats, workers, and linchpins on this earth. I’ll skip the first two and focus on Linchpins. These are individuals that create something out of nothing, innovate when there is none, create paths where there are thick forests, and simplify the complicated. These are individuals that become so indispensable that in a world of quick staff replacements, shrinking middle class, and lack of leadership, linchpins work in chaos and create value wherever they go.

Bilingual and bicultural linchpins, specifically, are in short supply. The question is how do we build more, how do we inspire and empower more to come out of the woodwork and start creating more out of nothing? Let’s start with acknowledging the obvious and let’s get back to work. The discussion continues.

Yesterday afternoon, I had the opportunity to meet with Earl Meininger, PHR, of Vancouver, WA-based Columbia Machine, Inc., a global leading manufacturer of concrete products equipment, serving customers in over 100 countries. We discussed their current workforce demands and the need to have the right technical bilingual/bicultural team members who can enable and help the company sustain and grow into the Latin American market. My takeaways from the meeting & tour:

1. The Manufacturing Industry

Columbia Machine engineers and builds multi-million dollar customized equipment in Vancouver, WA and sells them to clients around the world. Upon entering the facilities, we had to wear safety eyeglasses and protective hearing plugs, and observe safety precautions such as watching out for moving forklifts and cranes. The equipment varies based on the customers demands. For instance, one machine can mix concrete and produce concrete cylinder blocks (all types), another machine replaces pallets with equipment on it and automatically places that product merchandise on a more sturdy, well built pallet. The facilities fabricates, machines, paints, and assembles their equipment, and designs and builds their own custom design PLC electrical panels. Browse the video demonstrations.

2. The Position

Preferably, individuals who enjoy working in a manufacturing environment, can read blueprints and can troubleshoot equipment with a laptop and a PLC. The bilingual and bicultural skill set is to be able to deploy to Latin America client locations to sell, troubleshoot, repair and communicate those issues in detailed-English to the engineering and sales team in Vancouver. Preferably individuals who can get around Latin America seamlessly, who have cultural connections, meet with the local client teams to help them better think about their needs, and can help strengthen the company in Latin America. Browse the regions being served (requires Flash plugin).

3. The Opportunity

The main focus right now is interviewing and hiring a bilingual sales administrative assistant with excellent organizational, interpersonal communication, and problem-solving skills with AutoCAD experience preferred. A candidate with experience in Customer Relations Management (CRM) or Enterprise Resource Planning (ERP) software who can collaborate with sales representatives and engineers to prepare quotations for sales orders; maintain provides project management support for sales team, drafts letters, internal memos, and other documents and edits for correct spelling, grammar, and content; and, provide overall project management support for sales team. The key position requires innovative team members who can find, communicate, and implement ways to continuously improve processes and work under pressure.

If you are interested or know someone for this challenging and rewarding career opportunity please email us at BilingualHire with contact information and how you meet the position requirements, today.

PS: If you live outside the Vancouver, WA and Portland, OR area, Portland Monthly Magazine has a great article on exploring Oregon and the surrounding areas. Or you can always give us a call and we can direct you to the nearest favorite hot spot.

Over the weekend, I was reading through my email feeds and read @fredwilson‘s post on “Own Your Online Brand.” And, Fred’s right. We might not be able to control the negatives others write about us online, but we certainly can control the positive brand we seek to image ourselves and apply that online. You see, Google, the world’s largest search engine, indexes in such a way that pushes the live content as well as those pages that are most active to the top of the page. Which means when I type, “David Molina, Oregon” I will find my LinkedIn profile, closely followed by my columns at LatinosPoliticsBlog.com, and then BilingualHire. All those are positive because they tell anyone searching for me, who I am, my writing, and my business. It gives readers a small taste of what to expect when they meet me. However, if I type, “David Molina, BilingualHire” then it pushes all of our BilingualHire content to the top, including heavy emphasis on these blog posts and my personal Facebook page. And, when I type “David Molina, OCHA” you will find my photos from Flickr followed quickly by the Oregon Commission on Hispanic Affairs official site. Which brings us to your brand.

Certainly, many will think that they don’t need an online brand. Certainly, many will think that, “well my friends/camaradas and business contacts know me.” True. But what about in a world of increasing connectivity and more importantly, those that don’t know you, what do they hear and see about you. Will it be positive when they type in your name to look for you? What about if you own a small business or are a consultant? What does Google say about you? Is is positive? Will people be turned on to want to meet you and if you own a business, maybe reach out to you?

Some pre-thought, thoughts:

First, ensure your personal Facebook page or Twitter feed is squared away. This means that you have a picture you don’t mind your mom or grandparents showing to their friends. Why? Because the very picture on your profile will be the very picture visitors will see when they reach your page. Ensure you write something about who you are. Make it personal. Make it authentic. Make it so that they can reach you even further. More importantly create content that is of value and that is specific and always link and share the good stuff.

Second, ensure your website is constantly updating with new content, and always add links. Google likes links if you haven’t noticed already.

Third, ensure your other spaces where you hang out, say LinkedIn, Facebook, etc have the most up to date content. Your content.

Again, companies/organizations and recruiters are not only looking for what you say in the interview, but what you say outside the interview.

David Molina is the Founder and CEO of BilingualHire, a consumer internet service focused on advancing the careers of bilingual [Spanish+ English] talent. You can reach him by email (david@bilingualhireco.com), twitter, Facebook, and LinkedIn.

Let’s face it. Interviews can be grueling. We assume because we have degrees or know someone we’re a shoe-in. Here’s some open distilled thoughts. Feel free to add or subtract.

1. Details: know the details of the position you are applying for. Know it inside out. Talk to those who are employed at that organization beforehand, and those in the office, customers, clients, etc. Ask them about the position. The challenges it faces. Google the organization. What are the blogs, news media outlets, Facebook and Twitter, and other companies saying about the organization? If possible, talk to the person who just vacated the position, or others that currently occupy similar posts. Know the details and the needs. Know where the organization is headed.
2. Gear: dress according to the position you are interviewing for. If you are applying for an office type position, might be helpful that you dress as to how you will actually be dressing during the course of your position. Always consider dressing one-level up from your interviewers.
3. Assumptions: assuming from the job description and your halfway there. Do not assume. Get the facts ahead of time. Follow their Facebook page, or Twitter stream.
4. Training & Experience: having a degree no matter how high from any institution is great, but stating it during the interview over and over as if this will win you support without answering the substance of the questions probably won’t get you much traction. Experience over degrees often matter even more, in particularly for execution-driven organizations.
5. Chemistry: chemistry matters, and it doesn’t start on the date of the interview. All pre-correspondence between you and the human resource officer, the co-founders, staff and community matter. On the day of the interview, it should be as natural and as pleasant as can be. If the interviewing committee can picture themselves working alongside you, you have chemistry.

PS: It will help the interviewing committee decide much more quicker if they know or have heard about you. That’s the next post. Saludos, David

David Molina is the Founder and CEO of BilingualHire, a consumer internet service focused on advancing the careers of bilingual [Spanish+ English] talent. You can reach him by email (david@bilingualhireco.com), twitter, Facebook, and LinkedIn.