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Posts Tagged ‘DEAM12’

Six Key Takeaways for OFCCP Compliance

Thursday, January 31st, 2013

Best Practices, Proposed Regulations and Surviving Audits Emphasized Throughout Compliance Track Sessions at DirectEmployers 2012 Annual Meeting & Conference

The DirectEmployers 2012 Annual Meeting & Conference (DEAM12) offered a track specifically designed for HR professionals responsible for OFCCP compliance. Members, consultants and attorneys discussed best practices, preparing for proposed regulations, what OFCCP does with data and diversifying candidate pools while navigating compliance requirements.

Although attending provides more information and networking opportunities, I wanted to go back and share some highlights from each session and identify a key takeaway or action item that you can apply to your strategies and teams. (Please note that the information below is not intended to serve as legal or other advice and readers should always consult with counsel before taking any actions.)

Jolene Jefferies of DirectEmployers, accompanied by Marian Monnig of Sprint and Stacy Bayton of CASY/MSCCN, kicked off the compliance track by outlining how employers can prepare now for Section 4212 and Section 503 proposed regulation changes. Marian shared proactive measures implemented by Sprint’s Compliance Team to help attendees see how recommendations could be applied from an employer’s perspective.

Takeaway One:
Employers should conduct a gap analysis now by addressing the following questions:

  • How prepared is your company to meet all the requirements as proposed in the regulations?
  • Is your company doing more than merely posting open positions?
  • What can you start to do NOW in anticipation of the final rule?

Cindy Bruner and Laura Harlos, Alaska Airlines and Horizon Air walked through their candidate attraction roadmap for 2012-2013 in addition to key metrics, internal and external outreach methods, and their diversity and inclusion strategy.

Takeaway Two:
Five tips to build a diverse pipeline of candidates:

  • Have a solid plan (External, Internal)
  • Know your AAP and company goals
  • Understand you levers and resources
  • Automatic outreach helps free you
  • Measure effectiveness (Diversity Scorecard)

On the second day Lisa Kaiser, Kairos Services and Shafeeqa Watkins Giarratani, Fullbright & Jaworski L.L.P. gave a unique perspective with their presentation, “Behind the Scenes: What Does the OFCCP Do With Your Data?” They explained how the OFCCP builds a database using all data sent by the contractor, the numbers OFCCP uses to run its IRAs and the various analysis used to review things such as hiring patterns and favored and disfavored groups.

Takeaway Three:
To prepare for an audit:

  • Review adverse impact by AAP, job title and grade
  • Decide now how data will be submitted in desk audits and any “extra” factors that will be provided
  • Review outliers and determine explanations
  • Establish defensible pay practices
  • Document pay decisions
  • Investigate complaints promptly
  • Train, train, train!

Mickey Silberman of Jackson Lewis gave attendees a look at the shifting landscape of compliance. He highlighted that the EEOC’s primary enforcement objective is to, “Eliminate Systemic Barriers in Recruitment and Hiring.” He walked through a sample adverse impact analysis and illustrated how good results can still trigger the OFCCP to further investigate results as evidence of adverse impact against non-minorities. He also examined three recent hiring discrimination settlements.

Takeaway Four:
Strategic disposition codes can help employers clarify:

  • When? What stage did the candidate fall out?
  • Why? Why did they fall out?
  • Who? Who made the decision?

The last day of DEAM12 brought two more sessions around compliance. Jeff Baker and David Scheffler of Pinnacle Affirmative Action Services asked employers to consider whether their applicant tracking system (ATS) is putting their company at risk during a future OFCCP audit.

Takeaway Five:
Five things to review to be better prepared for an audit:

  • Disposition codes
  • Recruitment steps
  • Applicant history
  • Definition of an applicant
  • Job postings

Candee Chambers of Cardinal Health and Beth Ronnenburg of Berkshire Associates concluded the compliance track by taking a closer look at successful OFCCP audit management. Candee and Beth covered pre-audit notification preparation, data verification, detailed AAP settings review and AAP results review.

Takeaway Six:

  • The culture today with the OFCCP is more of a ‘we vs. them’ approach
  • They have an expectation that they will find discrimination in one form or another in each audit
  • Audits will extend for an unlimited period of time so the CO can revisit areas already discussed and agreed upon
  • OFCCP is now acting as a true enforcement agency
  • Build relationships with your Compliance Officers helping to shift to a more collaborative relationship away from the ‘we vs. them’
  • Remember, we should all have the same goal: Proving our companies are not discriminating!

Thank you again to all of our amazing compliance track speakers. If you want to demonstrate your compliance expertise, please visit the presenter section of the DirectEmployers 2013 Annual Meeting & Conference (DEAM13) website. Members can access all DEAM12 presentations in Pipeline and connect with fellow Members including presenters Marian Monnig, Candee Chambers and Jolene Jefferies.

We want to hear from you. Please comment below and tell us what keeps you up at night regarding OFCCP compliance?

Employers Educate & Share Success Stories on Using Social Media

Thursday, December 13th, 2012

There are many mixed reviews on using social media to recruit. As EEOC Attorney Ed Loughlin pointed out, it’s a legal minefield for employers. However he, and several of DirectEmployers Association Members, believe there is a place for social media and HR, it just requires proper planning and measuring.

During the DirectEmployers 2012 Annual Meeting & Conference, the topic of social media was prevalent in both leadership and recruiting tracks. We had the privilege of hearing from several Members as they shared their insight, lessons learned and recommendations.

Mira of TweetMyJobs moderating the social media panel

Mira Greenland of TweetMyJobs kicked off the social media dialogue with Social Media Recruitment: Challenges, Surprising Benefits and Realistic Applications. This panel session featured Sejal Patel of Intel, Chrissy Glover of Scottrade and Chloe Rada of Sodexo. Jeff Moore of Trip Advisor and Lisa Chartier of Philips North America joined virtually via a Google Hangout.

Panelists discussed social recruiting efforts on various platforms in addition to the importance of engagement. One panelist emphasized the importance of interaction and how an ignored post is the equivalent of not responding to emails or phone calls.

Chloe covered Pinterest basics and showed examples from their page. Sodexo’s boards include career videos, events, job seeker advice, job opportunities and company awards. Chloe recommended pingraphy.com to help with tasks like scheduling and tracking metrics.

Alison Foy sharing Home Depot

Miko Covin, Maya Garner, Alison Foy, and Jacquese Brown of the Employment Marketing & Branding Group at Home Depot shared their journey into using social media to expand Home Depot’s employment branding. Mobile was also a key component in their approach. If a website is not mobile optimized, 40% of the audience will click off the site and move to a direct competitor’s page.

EEOC Attorney Ed Loughlin covering the legal aspects social media for employers

The next day, EEOC Attorney Ed Loughlin asked employers to remember one thing about the risks of social media in the workplace – hiding your head in the sand is not the solution. He reviewed protected categories under federal law and provided helpful references.

The session really livened up when Ed challenged the room with hypothetical situations and asked the audience for feedback or answers to a question. For example, if a management consulting company came down to two candidates, and the hiring manager wasn’t sure which one to choose, is it unlawful to search the candidates on Google to help come to a final decision?1

Alex Brown of Waste Management made his national speaking debut and helped the audience better understand how to manage platforms and find strength in their tools. He recommended evaluating a starting point and asking three key questions:

  • What are your goals?
  • What are your resources?
  • Who is your audience and where are they?

He showed the audience Waste Management’s .JOBS Microsite, http://wastemanagment.jobs, and explained the thought process behind tailoring the site to appeal to job seekers. Alex also illustrated how his company has repurposed content such as video to give candidates a consistent online engagement experience. He also touched on the importance of mobile, citing nearly 13% of website traffic is from mobile devices.

I can’t thank our presenters enough for the effort they put into creating such valuable sessions. Members can view these and all available DEAM12 presentations on Pipeline. On a related note, consider checking out the National Association of Colleges and Employers (NACE) Social Media Mashup on January 31, 2013. I’ll be presenting on social media strategy and mitigating risk.


1 Do not consider the blog to be a substitute for obtaining legal advice from a qualified attorney licensed in your state or legal counsel in your organization. The following answer however was provided by Ed Loughlin, EEOC Attorney, during his session at DEAM12:

Nothing prohibits an employer from googling the candidates’ public information. There would be a problem, however, if an employer is subjecting one subset of applicants to a more thorough screening than others based on a protected status (disparate treatment).

An employer does have additional obligations if it assigns this background screening to a third party under the Fair Credit Reporting Act.

And it is still possible for an employer to be held liable if it hires a third party to gather personal information on applicants.

SEO Focused Sessions Help Attendees Get on the Right Track

Thursday, November 8th, 2012

A vital component of DirectEmployers Association is sharing knowledge, resources and best practices. It makes us all better practitioners and helps drive innovation in our industry. One of the key ways we execute this part of our mission is through the DirectEmployers Annual Meeting & Conference (DEAM).

This year’s event featured general and concurrent sessions that covered various aspects of recruiting, especially search engine optimization (SEO). From a recruiting perspective, companies who ignore SEO for their brand and jobs are at risk of losing the war on talent. There are 338 million searches for the word “jobs” globally each month. Where are your jobs coming up in search rankings? What other content about you as an employer is showing on the results page, or not showing for that matter?

Many DEAM12 sessions addressed these issues with first-hand experiences, case studies, research and results. The SEO conversation started on day one as Heather Hoffman, VP of Digital Strategy at DirectEmployers, and I took attendees through Recruiting with the New Internet. Our presentation addressed the following questions:

  1. What is the new internet and why must we recruit differently?
  2. Is there a war for talent?
  3. Recruiters or marketers?
  4. Why will 2013 be the year of SEO?


We also educated attendees about Top-level domains (TLD), the value of the .JOBS TLD and explained the elements of an SEO Footprint. A few areas we emphasized to companies is to take back your brand, own your domain, keep job seekers in your space and control the job seeker’s experience.

We broke into concurrent sessions after lunch and Lance Sapera of 24 Hour Fitness kicked off the recruiting track with a session entitled Building a Powerful Online Recruitment Brand. He demonstrated how his company built their presence on a limited budget and dramatically increased the number pages indexed by using .JOBS Microsites (examples include: http://24hourfitness-california.jobs/ & http://24hourfitness-veterans.jobs/). One of the success metrics was a 28% increase in applications from 2010 to 2011, credited to the improved ranking on search engine results pages.

Lance also made an important point around a Member benefit that is often under utilized – our analytics tools. His explained that “pre-DE” his team made decisions from hunches and anecdotes, but now, they make fact-based decisions because of Direct Traffic and Google Analytics data.

Jonathan Liepe of Colorado Springs Utilities elaborated on SEO best practices to attract your target audience. He showed examples of source information from pages (think titles and meta tags) and URLs before and after SEO, helping attendees understand why neither should be overlooked.

While there are many advantages to a solid SEO strategy, Jonathan also cautioned attendees to avoid questionable SEO schemes such as paying for links, link pyramids and placing links to your career site on irrelevant sites. He buttoned up his presentation by sharing successful results from the .JOBS Universe and roll out of ColoradoSpringsUtilities.jobs, from which they’ve made 17 hires over the past year.

Rhonda Stickley of Providence Health & Service took the stage for the final SEO focused presentation. She went into great detail about Providence’s journey into SEO, and took time to explain the company, goals and steady progress of their strategy. As a result of launching 128 .JOBS Microsites coupled with an aggressive approach in winning location and occupation/term searches, Providence saw 57,044 visits and 10,284 conversions. (examples include: http://providenceiscalling.jobs/ & http://providence-informationtechnology.jobs/)

Thank you to the presenters for sharing such valuable insight. To learn more about how our Members are harnessing SEO with the help of the .JOBS TLD, visit casestudy.jobs and universe.jobs.

Members can download any of the DEAM12 presentations, including the ones referenced above, by visiting http://voice.directemployers.org/page/2012-annual-meeting-archive.

What efforts is your company doing around SEO for recruiting?

Saddle Up for DEAM12 – Insider Tips on the 2012 DirectEmployers Annual Meeting & Conference

Friday, October 12th, 2012

After a highly successful 2011 event, this year we’re taking the Annual Meeting & Conference out to the Wild West. DEAM12 will be held in Scottsdale, AZ at the Fairmont Scottsdale Princess. Last year, I wrote a post called 7 Ideas for Making the Most of Your Annual Meeting & Conference, but now that we have a change of scenery and a lot of new features, I wanted to share some additional tips to maximize your experience.

Grow your network
“In fact, face-to-face networking is among the best ways to improve your professional life. Unfortunately, most of the time it stinks.”

This is one of my favorite excerpts from The Unbeatable Recipe for Networking Events, authored by workflow and productivity expert Robby Slaughter. This book is an excellent and quick read. One of his many great suggestions to make networking more productive is to create a list of goals for yourself including:

  1. The number of people you want to meet (five is a good target)
  2. he names of any people you expect to see that you want to greet
  3. The answer you will give to the question, “Is there anything I can do for you?”

He also shares some quick phrases to help start conversations:

  • How did you get interested in this field?
  • What are your plans for this year?
  • What is something most people don’t know about what you do – but probably should?
  • (How was / any big plans for) your weekend?

With well over 200 attendees, you will have a lot of opportunities to connect with others and test out these networking ideas. Our Member-exclusive online community, Pipeline, can also help keep you in touch year round. We also have a LinkedIn group dedicated to the conference as well.

Get mobile
This year we have launched a mobile option for attendees that enables them to receive timely updates throughout the conference such as times, changes, important updates and more. The best part is you can sign up now! Simply text DEAM12 to 55678. In addition, we’ll also have ongoing assistance via mobile. Just text DEAM12HELP to 55678 followed by your question. (Example: DEAM12HELP Where are the restrooms?)

Be social
The official hashtag for the conference is #DEAM12. Be sure to include it in your tweets or other social media posts (Instagram, LinkedIn and Facebook for example) so others can follow the conversation and keep up with what’s happening at the event. An easy way to follow all of the #DEAM12 tweets is via the #DEAM12 TweetChat.

We’re also looking for anyone interested in being interviewed. These interviews are crucial for us to help develop content for blogs, videos and initiatives such as the Social Jobs Partnership. If you are interested, please text DEAM12Help to 55678 and indicate that you want to participate in an interview. (Example: DEAM12HELP Interview sign up)

If you are a little bashful in front of video cameras, then consider contributing to the Help Wanted Campaign. All you have to do is fill out a sign with advice for job seekers or positions to fill and jump in a photo booth to snap your photo. There’s even a section for your Twitter handle. Be creative and feel free to do more than one… there may be a prize!

Check out the DEAM12 website or conference program at the event for more details. We also have a #DEAM12 Twitter chat scheduled Thursday, 10/17 from 2-3 PM EDT (please RSVP). See you soon!

The Employment Line, Episode 14: National Disability Employment Awareness Month, DEAM12 Gets Mobile, Twitter Chat

Tuesday, October 9th, 2012

In this episode:

  • Partnerships that Work: Linking Up to Improve Disability Employment Outcomes
  • DEAM12 Goes Mobile
  • Keynote Highlight: Sage Steele
  • HRCI Credits
  • #DEAM12 Twitter Chat Reminder

Register for the #DEAM12 Twitter chat today!

Keeping you connected, with no waiting—The Employment Line. Thank you for watching.

The Employment Line is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Twitter Chat Stirs Up Excitement for DEAM12

Thursday, September 20th, 2012

Our first Twitter chat brought several people together online last Wednesday to discuss the highly anticipated DirectEmployers 2012 Annual Meeting & Conference, also commonly referred to as DEAM12.

By using the hashtag #DEAM12, participants were able to ask questions and get helpful details on everything from attire to travel.

The chat was also a great way for previous attendees to share suggestions with first-timers and network in advance.

Every year our conference provides attendees the opportunity to mingle with talent acquisition and OFCCP compliance leaders from Fortune 1000 companies such as IBM, AT&T, Phillips 66, The Home Depot and Honeywell, in addition to representatives from state workforce agencies and college career centers.

Some additional highlights from our DEAM12 chat included:

  • There is no registration fee
  • A reduced room rate is still being offered, but you need to act fast: http://deam12.directemployers.org/register.asp
  • Most sessions have been submitted for HRCI credit – as sessions are approved, the site will be updated accordingly
  • Several power strips will be set up to keep devices charged, so don’t forget to pack your smart phones, tablets and laptops
  • Wireless Internet access will be available to attendees in the Conference Center at no charge (attendees will incur changes to access wireless in their rooms)
  • Tweeting and other social sharing is highly encouraged so be sure to update your apps and be ready to jump into the conversation
  • Wednesday night we are showing 127 Hours inspired by our keynote speaker Aron Ralston
  • Thursday evening’s event is a surprise, but you can guess what it might be by watching this teaser video
  • There is not a Starbucks on the property, but one within close driving distance
  • All evening events will be outside, so pack accordingly – Arizona does have a temperature drop at night so we recommend layers

We’ll host one more DEAM12 Twitter chat, October 17, from 2-3 EST. Please RSVP in advance, and thanks again to the members of our social media committee for organizing these chats: @RebelJohnson, @LouiseBijesse and @jbuckmn.

The Employment Line, Episode 13: DEAM12 Preview, Twitter Chat & Mystery Event

Tuesday, September 11th, 2012

In this episode:

  • DEAM12 Preview: Strategic Interviewing, Employment Brand, Mobile Career Fair Engagement, Military Outreach and Partnering With Your State Workforce Agency
  • 9/12 #DEAM12 Twitter Chat
  • Guess the DEAM12 Mystery Event

Keeping you connected, with no waiting—The Employment Line. Thank you for watching.

The Employment Line is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Twitter Chat 101

Friday, September 7th, 2012

Next week we’re trying out a Twitter chat to help engage current attendees and help convince those who haven’t registered to consider coming to the DirectEmployers 2012 Annual Meeting & Conference (DEAM12). Since the concept of a Twitter chat may be a little new to some of you, I thought I’d explain how they work and how you can get the most from ours (as well as others!).

First, let’s clarify a couple of things:

What exactly is a Twitter chat?
It’s a public Twitter conversation around a unique hashtag that allows users to follow and participate in a discussion. There are several benefits to hosting one, such as growing your community, interacting with your fans and followers and promoting initiatives or your business.

Some popular Twitter chats in the HR arena include: #tchat, #talentnet, and #hfchat. (For more check out this post from Asyncinterview.com: http://www.asyncinterview.com/top-7-twitter-chats-for-recruiters/)

Now, let’s get started:

As the name implies, to participate, you need to have a Twitter account. If you don’t have one, just visit Twitter.com and fill out the form with your name, email and password to sign-up.

Next, to help make this Twitter chat easier, we set up a “room” using twebevent.com. Simply go to: http://twebevent.com/DEAM12

You will need to authenticate Twitter to be able to tweet directly from here.

Once you have, you should be in the DEAM12 Twitter chat room, which will look something like this:

From here, much like an online chat room, simply type your message in the open field and click “update” box. The tweet should automatically include the #DEAM12 hashtag and will show up in the twitter stream (collection of tweets that have the #DEAM12 hashtag below). It may take a moment, so if you don’t see it right away, please don’t panic.

You may also want to adjust the settings through the buttons below the message box:

  • Pause is a good option if there are too many tweets and you need time to catch up.
  • Refresh Speed is somewhat similar. The conversation should auto refresh for you every 10 seconds, but you are welcome to adjust to be faster or slower.
  • User Control allows you to highlight or ignore participants. You may also block retweets in this area.
  • Toggle Font lets you increase the font size.

You certainly don’t have to use this option, but it’s great for beginners. If you’re already using a tool such as Hootsuite, that works too. Another option is to follow directly on Twitter as outlined below (personally, I have run into issues with time delay or not seeing all of the tweets with the hashtag):

Once you’ve logged in to Twitter, click on the “Discover” icon at the top of your screen.

Once on the page, you’ll see a field on the top right to enter a #hashtag or keyword. Enter our hashtag, #DEAM12, in this box.

Next, click on the magnifying glass icon. Tweets with the #DEAM12 hashtag will be displayed as follows:

Once you are in, you can dive into the conversation. For our first Twitter chat regarding DEAM12, we have some topics and questions outlined, but encourage all participants to chime in with questions, concerns and comments.

So that’s it – not so bad, right? Good, then you can register here: http://www.eventbrite.com/event/3371719905

If you can’t make it, we have a second #DEAM12 Twitter chat slated for Wednesday, 10/17 from 2:00-3:00pm EST. Stay tuned for more information. Should you have any questions or need assistance, please don’t hesitate to email Katie@directemployers.org or call 317-874-9070.

The Employment Line, Episode 12: How to Start a Veteran Employee Resource Group, WAPES, and 2012 ILG Conference

Sunday, August 12th, 2012

In this episode:

  • Highlights from the 9th Annual World Association of Public Employment Services Congress
  • Sponsoring and speaking at 2012 NILG Conference
  • How to start a Veteran Employee Resource Group

Keeping you connected, with no waiting—The Employment Line. Thank you for watching.

The Employment Line is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

The ZipLine: Location Revealed for DEAM12

Tuesday, April 10th, 2012

From the Circle City to the Wild West, check out the destination for the 2012 DirectEmployers Annual Meeting & Conference (DEAM12)!

Stay tuned for the website and registration. We’re seeking Members to volunteer for annual meeting committees such as programing, social media and activities. Please email Lis Dennis for more information: Lis@DirectEmployers.org

The Employment Line Blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for human Resources and recruitment.