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Disability Employment Benchmarking Data

Wednesday, September 10th, 2014

The new Section 503 regulations require federal contractors to conduct an annual utilization analysis and assessment of problem areas, and establish specific action-oriented programs to address any identified problems. There’s never been a better time to consider partnering with organizations like the National Organization on Disability (NOD).

The NOD is a private, non-profit organization that promotes the full participation and contributions of America’s 56 million people with disabilities in all aspects of life. Today, NOD focuses on increasing employment opportunities for the 79 percent of working-age Americans with disabilities who are not employed.

Disability Employment Tracker

Starting September 10, the NOD has an opportunity for employers to enroll in Year 2 of the Disability Employment Tracker. This initiative offers companies across a range of industries the following benefits:

  • Confidential assessment of your disability and veteran employment practices
  • Benchmarking against other participants and industry-specific benchmarking, where statistically notable
  • Leading practices to educate internal stakeholders on successes and opportunities
  • PLUS, starting this year, DiversityInc will consider completion of the Disability Employment Tracker™ a significant factor when determining their Top 10 Companies for People with Disabilities
  • Free of charge to all companies

To enroll, email tracker@nod.org or visit www.NOD.org/tracker for more information.

Recognition Opportunity for Disability Employment

Tuesday, September 9th, 2014

Champions of Change

The White House is seeking nominations for its Champion of Change for Disability. They’re seeking innovators who are breaking down barriers to the middle class by providing employment opportunities for workers with disabilities, including workers with significant disabilities.

These leaders will be invited to the White House to celebrate their accomplishments and showcase their actions to ensure that individuals with significant disabilities have a fair shot at succeeding in good jobs and careers.

Please nominate a Champion of Change by midnight on Sunday, September 14, 2014. They are looking for Champions who reflect the diversity of our nation, including diversity of types/visibility of disabilities and veterans with disabilities.  Nominees may include the following types of individuals:

  • Small business owners who have lead efforts to hire workers with disabilities, including workers with significant disabilities, and who have hired and retained one or more workers with significant disabilities and a worker(s) who are helping to build that business while gaining middle class security.
  • Managers within large or medium sized employers who have developed effective initiatives for the hiring, retention and/or promotion of people with disabilities, including workers with significant disabilities.
  • Entrepreneurs with significant disabilities who have established successful businesses and are now employing others in a successful venture.
  • Leaders within companies or organizations who have disclosed hidden disabilities and have initiated efforts to educate others about employment of people with disabilities.
  • Public/private partnerships between employers and a state or local governments, colleges, foundations, or other entities that have developed effective collaborative initiatives focused on increasing competitive integrated employment for people with disabilities, including people with significant disabilities.

Nominate a Disability Employment Champion of Change (be sure to choose Disability Employment in the “Theme of Service” field of the nomination form).

As we approach National Disability Employment Awareness Month (NDEAM), held each October, DirectEmployers will continue to educate and build awareness around disability employment issues and educational opportunities for employers. If you know of other upcoming efforts or resources, please comment and share them below!

5 Technology Disruptions and How They Can Help in Recruiting and Attracting Diverse Candidates

Tuesday, August 26th, 2014

How many times have you heard that recruiting is marketing? It’s an important concept for employers to try and understand if they want to remain competitive and attract the best candidates.

In last week’s blog post I mentioned that our marketing team recently attended the Mixwest Conference, an annual two-day event focused on marketing, social media, design and tech. Our team’s primary goal was to return with ideas on enhancing our marketing strategy for DirectEmployers, however much of what we learned is applicable to recruiting and attracting diverse candidates.

Several thought-provoking ideas for me came from a breakout session called 5 Technology Trends Disrupting Consumer Behavior, presented by ExactTarget’s Kyle Lacy. As Kyle shared his insight and perspective on consumers, I couldn’t help but think of how pertinent the information is when it comes to attracting job seekers and understanding their behavior. Here are the five trends he discussed:

1) Moments Matter. Lacy described a recent trip to Asia where he experienced a fully automatic toilet; he even provided us a picture in his PowerPoint. This toilet had a side panel with buttons for heat, music, light, fountains and a push button for the lid. Now that is creating a moment! So what’s a toilet have to do with job seekers? In recruiting we are usually facing extremely tight deadlines, which doesn’t allow opportunity to reflect on what kind of moment we are creating for our candidates. Have we streamlined the online apply process? Could we make it easier for job seekers to locate our jobs?

Lacy played an impactful YouTube video featuring an interview snippet from Conan O’Brien with Louis C.K. about how amazing everything is right now, but that nobody’s happy. Today’s advanced technology provides such great comfort that job seekers have become spoiled and have certain expectations about how easy it should be to apply for a job.

Starbucks understands how important moments can be for our veterans and military as these individuals face unique challenges returning to civilian work. Through their customized veteran/military focused career site, Starbucks provides search functionality for entering a military occupation code that will provide a list of corresponding civilian jobs within their organization. This customized solution makes it extremely easy for returning military to understand where their skills might fit within the civilian jobs available.

2.) Rise of Mobility. The iPhone and Android share the majority of the mobile market. According to Mary Meeker’s 2014 Internet Trends Report cited by Lacy, “Smartphone has a massive growth potential with currently only 30% of all mobile users.” Understanding the impact that mobile has on job seeker behavior is vital. Is your website responsive to mobile? Are your job seekers able to access your jobs via mobile? Can they apply via mobile? If not, you might be losing talent to your competitors.

According to ExactTarget’s 2014 Japan Consumer Insights Report, “…out of the 74% of Japanese consumers intending to upgrade their phone, 99.5% will be upgrading to a smartphone.” The world is getting smart when it comes to mobile – are you keeping up? Lacy also shared an interesting spin on a mobile app that has helped a Latin American company blow past their competitors.

My.jobs MicrositesPhillips 66, Hyatt and Aetna are great examples of employers that recognize the significance of this rise in mobile, and have incorporated responsive design into their career site development to provide a seamless experience to job seekers across any type of mobile device.

3.) Personalization and Automation of Brand.

Return Path research shows that 41% of consumers buy more from brands that send personalized emails based on past buying behaviors. Lacy shared how Cover Girl has implemented a Virtual Makeup Studio to personalize their products. Consumers can upload their photo and virtually “try-on” makeup. This is creating a high conversion rate for repeat customers for Cover Girl.

Competing in today’s market can be daunting. How are you helping your employment brand stand out? Have you considered how important it is to attract diverse candidates? Are you personalizing your brand for these hard-to-find job seekers?

REI, the West Coast based outdoor retailer, has capitalized on personalizing their brand with an attractive career website, incorporating many of their own employees throughout the photos and content. Candidates can browse the many customized sites and get a true sense of what it is like to have a long-time career with their incredible company.

4.) Collaborative Economy. Lacy described the phases of Internet sharing as: A. Internet Era; B. Social Media Age; and C. Collaborative Economy Age. What is collaborative economy? It is an economy model where creation, ownership and access are shared between people and corporations. These are the same founding principles and 13 years of operating guidelines for DirectEmployers Association. Members of DirectEmployers are in good company with other collaborative economy companies like AirBNB, Uber, Feastly, TaskRabbit and Lending Club. Lacy explained that within a collaborative economy, the “crowd” is becoming like a company and bypasses inefficient organizations (like job boards). As a result, companies are resilient, connected, empowering others, efficient, and profitable.

5.) Connected Products. This includes technology like the Fitbit, Google Glass and miCoach by Adidas. There are even shoes developed for the blind/visually impaired with GPS technology to provide direction as well as independence. Lacy again referenced Mary Meeker’s 2014 Internet Trends Report and shared that sensors are rising rapidly at +34% year over year growth with 8 BILLION units shipped in 2013.

As technology evolves, so must our recruitment and branding. Understanding that consumers are job seekers, then making that connection between consumer behavior and job seeker behavior is important in helping you plan your future strategy.

Check out more examples of great brands that have embraced trending technologies on CaseStudy.jobs.

What other technologies have you seen trending? How has your company integrated it into your recruitment branding and processes? Please post your comment below!


RISE to the Occasion: Creating Excellence in College Recruitment

Tuesday, August 19th, 2014

At our 2013 Annual Meeting and Conference, we debuted our first ever Member Awards Competition to call attention to our Members’ initiatives in the areas of recruitment, technology and OFCCP compliance.

We were wowed by the submissions and fantastic results that companies shared from their various campaigns. One such entrant, which tied Schlumberger’s Steel Toes to Stilettos entry to win the Recruitment Tier 2 category, was J.B. Hunt Transport, and their RISE Rotational Development Program. This initiative required J.B. Hunt to prepare and fast track employees to assume leadership positions due to a quickly expanding business segment.

Based in Lowell, Arkansas J.B. Hunt is one of the largest transportation logistics companies in North America and has built a reputation as a safe and reliable transportation company that services a diverse customer base throughout the United States, Canada and Mexico. In addition to their asset-based highway and intermodalservices, J.B. Hunt developed a new transportation brokerage business segment called Integrated Capacity Solutions (ICS). The RISE Rotational Development Program was created in turn to help staff the ICS business segment, helping to further prepare and fast track employees to assume leadership and other key roles within the new segment at several locations across the nation.

With a lofty revenue goal of one billion dollars by 2016, finding the right individuals to staff the various ICS branches was crucial to its success. After careful planning, J.B. Hunt determined the target audience of the RISE program to be college graduates with a bachelor’s degree in business, sales, marketing or related disciplines. Additional preferences were that the candidates needed to have graduated with a 3.0 GPA from a four year accredited college or university, been involved in student organizations, and at least six months of relevant work experience.

J.B. Hunt RISE Program

Not only was the RISE Rotational Development Program a new initiative for J.B. Hunt, but it also required a complete process restructure and a paradigm shift when it came to recruiting these hires. To help recruiters further connect with their target audience, they launched a RISE Facebook page that better linked the new graduates with one another, before and after they joined the program. Through this page, graduates became better acquainted with their peers and learned about the local area, which made moving to an unfamiliar area seem more like an adventure than a step into the unknown.

By implementing the RISE Rotational Development Program, J.B. Hunt has seen phenomenal results:

  • 93 candidates have been brought to Lowell for onsite interviews, and 63 offers have been extended, for a 68% offer rate
  • 42 offers have been accepted, for a 67% acceptance rate
  • Cost per hire has decreased further to $1,448

We’d like to congratulate J.B. Hunt on the creation and implementation of their RISE program! Adding a new business segment and overhauling your recruitment program is a huge undertaking and we applaud your efforts.

If you’re ready to showcase your company’s success, take a moment and submit your organization in the DirectEmployers 2014 Member Awards competition! We’d love to see your initiatives and give you a chance to stake your claim as “best in class.” Visit the Member Awards website to learn more and watch for new posts featuring past award winners.

5 Questions with Member Severn Trent

Thursday, August 14th, 2014
“We do a lot of social initiatives because we understand that’s how a large portion of our audience is really engaged, so we really try our best to utilize that platform to engage all different types of job seekers.”

Helen Martinez-Mitcham
Recruiter, Severn Trent Services

I was excited to have the opportunity to sit down with Helen Martinez-Mitcham, PHR, a corporate recruiter from Member company Severn Trent Services, to ask her some questions about recruiting in the water/wastewater industry and how she is taking advantage of DirectEmployers’ many resources for her organization’s benefit.

Nancy: Thank you for taking the time to do this interview, Helen. To begin, can you share some of your background and how you got into your current role?

Helen: I’ve been doing recruiting for over 10 years and prior to coming to Severn Trent Services, I was in healthcare recruiting and I wanted to explore other industries. I discovered the water/wastewater industry, and we make a global impact with clean water for everyone. I love it.

Nancy: What kind of roles does Severn recruit for and are there particular areas that you find difficult to fill?

Helen: Yes, one of our biggest challenges is finding water and wastewater operators. When I first started with Severn Trent over 5 years ago I remember going to the high schools and trying to talk to the high school students to tell them what a goldmine our industry was because really, you can start from the ground-level and work your way all the way to the top to management-type positions. One of our biggest challenges in finding water and wastewater operators is the fact that they need to have certifications and if they don’t have those certifications, it’s very difficult for them to come in and manage our water or our wastewater plants.

Helen of Severn Trent Services

Helen during the 2013 Veterans Connect Career Fair in San Diego.

Nancy: What are some of your key initiatives at Severn over the next year or so?

Helen: We’re really excited to participate in the first DirectEmployers Veterans Career Fair and I think that moving forward one of our initiatives is going to be to hire more veterans in our organization. We see huge benefits in doing that, now that we’ve had the insight of talking to veterans on-site, that’s going to help us better our veterans initiative and hiring in that area.

Nancy: Does Severn use Facebook or social media in the recruiting process?

Helen: We do use Facebook. One of our partners that we currently use for that is TweetMyJobs and we were actually introduced to them through DirectEmployers. Being a Member of DirectEmployers opens up so many different outlets for us to utilize, and it’s great because they’ve already been vetted by the Association making it easy for us to establish that partnership. We use Facebook to push out all of our jobs; like for instance, I took a lot of photos during the Veterans Career Fair so we’re going to post that on our Facebook page so that our audience knows that we do focus on hiring veterans. We also use TweetMyJobs for Twitter, so we push all of our jobs out through those different outlets. We also participated in an online veterans career fair, so we do a lot of social initiatives because we understand that’s how a large portion of our audience is really engaged, so we try our best to utilize that platform to engage all different types of job seekers.

Nancy: What would you say is the biggest benefit of being a Member of DirectEmployers Association?

Helen: I think that one of the biggest benefits of being a Member is the VEVRAA compliance solution. DirectEmployers does such a great job behind the scenes in educating and helping us and other Members connect with veteran organizations and different diversity sites.

Nancy: We’re glad you came to the conference this year! Tell me why you think other employers should attend the DirectEmployers Annual Meeting & Conference.

Helen: The energy is incredible! The wealth of information that’s shared and the fact that you’re amongst HR professionals from all different types of industries is invaluable. I’ve made some really great friends here, and I’ve been asking my Director to come for the last 3 years and he finally came this year. I think at first it was just because it was in San Diego, but now I think he’s realizing that it’s more than just the location! I encourage employers to come out and really see the different people that are Members. You learn so much from each other and it’s a platform where it’s safe to exchange best practices and people don’t mind sharing information – that’s one of the reasons that I love to come!

Thank you again, Helen! For more information on our upcoming conferences, recruiting events, and virtual career fairs, visit our Network With Us and Virtual Events pages, and be sure to register to attend our 2015 Annual Meeting & Conference (DEAM15) taking place May 13-15 right here in our beautiful city of Indianapolis.

Proactive Measures for OFCCP Audits

Thursday, August 7th, 2014

Going through an OFCCP audit can be stressful, however there are steps you can take to prepare in advance. In this video, John Whalin, Senior Program Manager of Talent Acquisition at Member company United Airlines, provides proactive measures for a smoother audit.

proactive measures for OFCCP audits

Key takeaways:

  • Have measures in place to easily access information that you know you’ll be asked for in the event of an audit
  • Build relationships through grass-roots efforts at the local level
  • Be sure to document those efforts, such as in a calendar on SharePoint, or in fields that may be available in your ATS

Member Spotlight Series | Heading Down a Non-Traditional Career Path: If the Shoe Fits, Wear it!

Tuesday, July 29th, 2014

Last year we debuted our first ever Member Awards Competition to highlight Members’ initiatives in the areas of recruitment, technology and OFCCP compliance.

As the award submissions began to roll in, we were impressed by the innovative programs and unique successes of Members’ various campaigns. One such submission, and winner in the Recruitment Tier 2 category*, came from Member company Schlumberger. Dubbed “Stilettos to Steel Toes,” this initiative focuses on gender diversity and encourages female engineering students to consider non-traditional career paths.

Schlumberger's Stilettos to Steel Toes

As the world’s leading supplier of technology, integrated project management and information solutions to worldwide customers in the oil and gas industry, Schlumberger created this program to highlight opportunities for female engineers in non-office based job assignments. Their target audience was comprised of female engineering students who were members of the Society of Women Engineers (SWE) at 25 of the target universities with which they have standing relationships.

Schlumberger's Stilettos to Steel Toes Program

The contest was run through SWE chapters at each of the 25 target universities and challenged entrants to get creative and have fun with a short 350-word essay submission. At the end of the contest, one national winner was chosen to receive a scholarship of $2,000, as well as airfare and accommodations to the SWE National Conference. Individual, section and region winners were also selected to win prizes.

In place since 2009, “Stilettos to Steel Toes” has yielded Schlumberger phenomenal results and raised the profile of the company as an employer of choice for female engineering candidates ,with the added bonus of helping the gender balance of their workforce. The results over time are as follows:

Year Total Field Engineers Hired % of Female Field Engineers

We want to give a major pat on the back to Schlumberger for their unique and innovative program! Ready to share your successful initiative? The DirectEmployers 2014 Member Awards call for entries was just announced, and we’d love for you to throw your hat in the ring and stake your claim as “best in class.” Visit the website to learn more and be on the lookout for more posts featuring past award winners.

Member Spotlight Series: Emory University’s Annual Research and Clinical Career Fair

Tuesday, July 22nd, 2014

In 2013 we launched our first ever DirectEmployers Member Awards competition. The program was created to highlight our Members’ initiatives in the areas of recruitment, technology and compliance. Each category featured two tiers –– Tier 1 for companies with fewer than 10,000 employees, Tier 2 for companies with more than 10,000 employees –– and honored both a winner and runner-up.

We were blown away by the innovative programs and processes that our Members have in place, and are excited to share each of them in this special Member Spotlight Series. For the second installment of our series (view the first post), we’re going to showcase another entry from Emory University – this time focusing specifically on a career fair initiative.

DirectEmployers Member Awards submission from Emory University

Emory University is recognized as one of the nation’s leading research universities and maintains collaborative partnerships with a host of other organizations such as the CDC and the National Institutes of Health. As a result, Emory’s scholars and experts generate more than $500 million in research funding annually.

With so much emphasis on research, Emory needed to develop a pipeline of qualified candidates (biostatisticians, clinical research coordinators and research specialists) to meet staffing goals in support of the various projects taking place across the Emory University enterprise.

To meet this need, Emory University’s Recruiting Department designed the Research and Clinical Career Fair. It provided professionals within the research community an opportunity to learn more about the research and clinical careers at Emory and meet face-to-face with representatives from various research departments.

This ongoing event has helped generate a vital talent pipeline and empowered Emory University to hire staff in bulk, as opposed to one-by-one. In some cases, it has also resulted in on-the-spot hires. The career fair has also solidified Emory Recruiting as a trusted business partner within their research community. Last year’s career fair resulted in at least 20 hires so far.

Congratulations again, Emory University! Have initiatives that you think are “best in class”? Submit them for the 2014 DirectEmployers Member Awards! To learn more, email Katie Pfledderer and stay tuned for the next post in our Member Spotlight series.