Pipeline (Member community): Log-in | Create an account

Posts Tagged ‘DirectEmployers Association’

Member Spotlight Series: How Emory University Used Social Media Recruiting for Improved and Quicker Hires

Thursday, October 30th, 2014

While incorporating social media into the recruitment marketing mix is a fairly common practice now, companies are still fine-tuning their approach and KPIs to further demonstrate ROI. One company that has been successful in this area is Member Emory University.

Through careful planning and focus, Emory University has incorporated social media to further extend their budget while also reducing the perception that department managers need to use outside placement firms to fill key positions outside the enterprise.

Objectives
Emory University social recruitingOne of the first steps in creating a successful social media strategy is identifying your objectives. For Emory University, their key goals were as follows:

  • To reduce the cost per hire by moving away from traditional expensive job boards and moving towards social venues that are low cost or free.
  • To increase the quality of hires especially in the technology arena which even in the height of the recession, unemployment held steady at 3-5%.
  • To seek out passive candidates that have highly desirable skill sets and are still actively engaged in their professional communities.

Strategy
Based on targeting experienced candidates with specific skill sets, Emory University allotted the majority of their advertising dollars with LinkedIn Recruiter. Doing so enabled Emory to find untapped talent pools not accessible through tradition LinkedIn search capabilities.

They built an Emory University specific landing page on LinkedIn to provide in-depth info about their enterprise with a specific link to career opportunities. This tactic was unique within the higher education community and led to the page reaching over 16,000 followers and averaging 2,000 page views per month.

Results
In addition to the large number of followers, Emory University has hired at least 16 staff members and established pipelines that will continue to contribute to the speed and quality of hires. Despite a declining budget for recruitment advertising, this use of social media has allowed Emory to leverage each dollar to the fullest, be more cost effective and efficient, and put their name in the place where the high quality they seek lives and learns on the internet.

Kudos to Member Emory University! Are you a Member company with a success story to share? Enter the DirectEmployers Member Awards Competition! The deadline for submissions is November 7, 2014. Learn more and submit today at http://app.ly/memberawards.

Best Practices for Disability Employment

Wednesday, October 29th, 2014

The following guest blog post was provided by Amber Cecil, Communications Manager at the National Organization on Disability (NOD).

POP QUIZ: What is the largest minority group in the country? People with disabilities. This heterogeneous group makes up 20% of the U.S. population[i], and it is one diversity segment that many people will join throughout the course of their lifetime. Why then does this diversity segment report the highest rate of under and unemployment at 79%?[ii]

It is not for lack of talent or skill: industry reports consistently find performance, productivity, attendance and retention rates of employees with disabilities to be on par or exceeding those of non-disabled employees.[iii]

NODstat(1)The designation of October as National Disability Employment Awareness Month presents an opportunity for companies to examine their employment practices and reevaluate how effective they are at recruiting and supporting people with disabilities.

In addition, new rules updating Section 503 of the Rehabilitation Act of 1973, from the Office of Federal Contract Compliance Programs at the U.S. Dept. of Labor, require federal contractors to undertake appropriate outreach and positive recruitment activities to meet a “utilization goal” of individuals with disabilities totaling 7% of their workforce.

Many of the DirectEmployers member companies have already realized that disability-inclusion benefits a business’ bottom-line, by:

  • answering concerns about labor supply and satisfying workforce planning strategies by accessing previously untapped talent resources,
  • reaping the benefits of important critical thinking skills that people with disabilities develop to adapt to a non-disabled world,[iv] and
  • tapping into a rich consumer market—people with disabilities have a combined income of more than $1 trillion and $544 billion in discretionary income in the US alone[v].

To meet the demand for disability-employment initiatives, especially among federal contractors, the National Organization on Disability (NOD) partners with businesses to develop successful recruitment and retention strategies to include talent with disabilities in the workforce.

Over our 30+ years experience in providing employment solutions to corporate America, NOD has developed a toolkit of leading practices that ensure disability-hiring efforts are successful.

So, how do your company’s policies and practices stack up?

  • Does your diversity policy specifically reference individuals with disabilities?
  • Do you have employee resource or affinity groups that address disability along with other diverse populations?
  • Do your senior leaders discuss and promote disability initiatives?
  • Do you offer application and recruitment materials in a variety of accessible formats? Steps like providing application materials in alternative formats (like Braille or large font), asking candidates whether they require accommodations for their interviews, and making sure the company’s website is accessible can go a long way in making candidates with disabilities feel welcomed.
  • Do you offer specialized training to recruiters on the needs of people with disabilities?
  • Do you have a procedure in place to invite employees and new hires to voluntarily self-identify as an individual with a disability?
  • Do you have agreements with placing or sourcing agencies, or career offices at colleges and universities to identify talent with disabilities?
  • Do you offer annual disability and diversity training to managers, supervisors and staff?
  • Do you track disability status in your human resources information system/database?
  • Do you have a comprehensive strategy to promote disability employment within your company?

Disability-inclusion is no longer territory for just the early adopters of the latest diversity and inclusion initiatives. Now is a vital time to evaluate your internal practices and reap the rewards employees with disabilities can bring to your business.

To learn more about our partnership with the NOD, contact Shannon Offord, Manager – Strategic Partnerships, at Shannon@directemployers.org or call 317-874-9024.

 

[i] http://www.sirota.com/PDF/Sirota-NOD%202011%20Employees%20with%20
Disabilities%20the%20Forgotten%20Diversity%20Segment%20.pdf

[ii] Ibid.

[iii] . Darlene Unger, “Employers’ Attitudes Towards People with Disabilities in the Workforce: Myths or Realities,” Employers’ Views of Workplace Supports: Virginia Commonwealth University Charter Business Roundtable’s National Study of Employers’ Experiences with Workers with Disabilities. Edited by Darlene Unger et al., September 2002.

Darlene Unger, “How Do Front-Line Supervisors in Business Perceive the Performance of Workers with Disabilities?”Employers’ Views of Workplace Supports: Virginia Commonwealth University Charter Business Roundtable’s National Study of Employers’ Experiences with Workers with Disabilities, A Study Guide for Human Resource Managers. Edited by Jennifer Todd McDonough et al., May 2002, 23.

[iv] http://www.adawipartnership.org/Resources/DispellingtheMyths.pdf

[v] http://returnondisability.com/disability-market/

Member Spotlight Series: AOL’s Cultural Ambassador Program

Wednesday, October 29th, 2014

Debuted at DirectEmployers 2013 Annual Meeting & Conference, the Member Awards Competition served as a way to pay special recognition to our Members’ initiatives in the areas of recruitment, technology and OFCCP compliance.

Members from all different industries submitted their unique programs and we were impressed with each of the campaigns our Members had created. One such submission, and runner-up in the tier 1 category, came from Member company AOL. Aptly named the Cultural Ambassador Program (CAP), this initiative sought to significantly raise the bar on incoming talent by creating a recruitment program and process to define ‘culture fit’ and assess 2,500+ candidates seeking employment or current full-time employees against the new parameters.

Once created, AOL planned to launch the program globally to create consistency across all of its hiring locations, yet allow for enough flexibility to accommodate the program to fit the hiring location and brand. To begin, AOL chose to make the program selective and create training for each of the participants, while also constantly measuring it for further growth opportunities and improvements. During initial program development, AOL was able to create a cultural assessment guide, and a training program for the selected Ambassadors. They also were able to implement global cultural assessments and defined tools to measure the program’s impact and improvement, and provide the Cultural Ambassadors with a culture book that could be shared with candidates.

The Cultural Ambassador Program was a huge success for AOL! Employees who served as Cultural Ambassadors (CA) have the opportunity to work closely with hiring managers and teams across the company, while helping to directly influence AOL’s hiring decisions. The response from candidates has been universally positive as well. Candidates have commented that they appreciate being viewed as a ‘whole person’ and not just as a resume, and also value the opportunity to ask questions of someone outside the hiring team. Based on new hire surveys collected by AOL, 63% said that culture is selected as the #1 reason people join AOL, with the next highest selection being compensation and benefits at 12%.

Based on new hire surveys collected by(1)

The program was started with 50 CA’s in three countries in 2010 and now has over 175 CA’s in seven countries and 18 offices. The CAP team has also become a go-to resource for the executive team to get employee perspective around a variety of people issues at AOL. Also, AOL has seen positive results in their quality of hire surveys around the manager’s assessment of culture, performance and ramp-up time for their new hires.

Kudos to AOL for creating a program that would help proactively find candidates that would fit in their culture!

We know every Member has programs and initiatives they would like to highlight, and we’d love to hear about them. The DirectEmployers Member Awards submission deadline of November 7, 2014 is quickly approaching. Take this opportunity 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.

Unplugged with John C. Fox: Value of DirectEmployers to Employers

Tuesday, October 28th, 2014

Nearly a year ago, DirectEmployers Association announced an alliance with employment law attorney John C. Fox to provide interpretation and clarify the many misunderstandings related to the new OFCCP regulations for VEVRAA and Section 503. With over 35 years of experience as one of the nation’s premier employment law experts, Fox brings innate knowledge of wage-hour and employment discrimination class actions, discrimination law, OFCCP law and procedure, employment contract disputes and wrongful termination to the Association.

John feels strongly about the value that DirectEmployers provides to federal contractors through its unique partnership with the National Association of State Workforce Agencies (NASWA), compliance solutions, SEO and more. Hear more in this unique unplugged interview:

Key Takeaways:

  1. DirectEmployers Association is a nonprofit and has a unique partnership with the National Association of State Workforce Agencies (NASWA).
  2. DirectEmployers’ relationship with NASWA enables the Association to deliver job listings in the manner and format that the local employment service delivery systems (ESDS) require.
  3. The NASWA agreement with DirectEmployers and the use of the National Labor Exchange (NLx) enables delivery of jobs to happen very efficiently, immediately and always in a proper format that will be acceptable to the OFCCP and the ESDS.

New Compliance Text Alert Program by DirectEmployers

Monday, October 20th, 2014

Knowledge is power, especially when it comes to the OFCCP regulatory environment. Navigating the regulations and keeping track of updates can be tedious. We’ve created a compliance text alert program to keep you up-to-date and provide learning opportunities.

CTAP is the official Compliance Text Alert Program for DirectEmployers Association. CTAP alerts compliance professionals of any pertinent information, announcements, and changes in OFCCP Regulations. It is available to both Members and non-members.

first SMS message from DE     SMS form to fill out

With CTAP, you can:

  • Read OFCCP Updates upon release
  • Receive timely alerts of OFCCP-related news and events
  • Learn more about OFCCP-related conferences, presentations, webinars, listening sessions, and calls
  • Access valuable OFCCP-related contacts, resources and materials

Sample CTAP messages:

  • The OFCCP Press Conference is 10/21 @ 3pm EST
  • Join us for an OFCCP Update Webinar 11/16 http://app.ly/ofccp
  • Listening Session w OFCCP: 10/29 @ 1pm EST http://app.ly/ofccp
  • New OFCCP Regs out http://app.ly/regs
  • Deadline: Registration for OFCCP Update Webinar ends 11/16

CTAP FAQs
Q: How do I sign up for free compliance text alerts?

To receive CTAP messages, please text the word compliance from your mobile phone to 55678. You will then receive a simple opt-in form to complete and confirm your subscription.

Please note: DirectEmployers Association Members will also be notified of OFCCP Compliance information via the Pipeline E-News (on the 2nd and 4th Tuesday of the month). However, the text message will be immediate and disseminated first.

Q: How many text messages should I expect per month?

CTAP will be used on an as-needed basis. During an average month, you will likely receive five (5) or fewer messages.

Q: Does CTAP replace pipeline@directemployers.org emails for Members?

No. DirectEmployers Association Members will also be notified via the Pipeline E-News (on the 2nd and 4th Tuesday of the month) or in a Message from the Executive Director. However, the text message will be immediate and disseminated first.

Please note: you must have a valid email registered with DirectEmployers and/or Pipeline account to receive emails. Please contact your Member Services Representative by calling 1-866-268-6206 to update, confirm or add co-workers.

Most HR professionals have an inbox full of email and messages can get lost – this is a way to ensure you are notified.

Q: What if I want to unsubscribe from the CTAP messages?

You have the option to unsubscribe from CTAP messages at any time. Text STOP from your cell phone to 55678 or reply STOP to any CTAP message. For assistance, please text HELP from your phone to 55678.

Q: Will I be charged for text messages sent by CTAP?

There are no charges from CTAP. All applicable charges and fees set by your cell phone carrier will apply. If you have unlimited texting or free incoming messages there will be no additional charge for a CTAP message.

If you have limited text messaging on your account and you have reached your maximum messages during a billing period, your cell phone carrier may charge you for each additional message.

To stop text messages, text STOP from your cell phone to 55678 or reply STOP to any CTAP message you receive.

Q: I have a mobile phone plan, but it charges me for each text message. Can I unsubscribe?

You can unsubscribe at any time. Text STOP from your cell phone to 55678 or reply STOP to a CTAP message.

Still have CTAP questions?
Let us know at marketing@directemployers.org.

Confronting Ignorance and Arrogance About Diversity and Inclusion

Thursday, October 16th, 2014

The following guest post was authored by Kevin Martin of i4cp. (View the original post published 10/1/14 on i4pc.com.)

Beads

I recently read an article written by a self-proclaimed “national diversity expert” in which the author purposefully derides the role of chief diversity officer just to elicit an emotional response from readers, only to overshadow the author’s real position, which is made clear at the end of the article: “Limiting the practice of diversity to workforce representation issues diminishes the business value that can be garnered from diversity, marginalizes the practice, and is time-limited.” We are all familiar with issues on which the arrogance of a few (generally high-profile personalities) either contributes to or exploits the ignorance of many. The topic of diversity and inclusion (D&I) seems perfectly aligned to this ruse and it’s time we move beyond the baiting and on to the substance. What follows is pure substance.

Since i4cp published its research on the 12 Diversity Practices of High-Performance Organizations, we’ve increasingly seen where D&I is a contributing factor to key business initiatives such as developing effective global leaders, ensuring a more customer-focused workforce, and enabling greater organizational agility. In fact, our research shows that at high-performance organizations, D&I is much more an enabler to the business than it is an initiative or program viewed in isolation from the business.

The following are three examples from recent conversations that I’ve had with the chief diversity officers (CDOs) of high-performance organizations. Each example speaks directly to the strategic application of D&I and its related business impact:

1) A single branch office of a leading bank drove that branch’s revenue by over $2M U.S. dollars in just one year by analyzing demographic data in its area and then adopting inclusion practices and promotions that appealed to the LGBT community;

2) The CDO of a large financial services/insurance company used data analytics to analyze new hires and associated business impact to determine which community partnerships the company would sunset or invest in during the coming year. Those decisions have netted the company 15 highly productive new employees as well as millions in US dollars from new clients attracted to their firm via those partnerships;

3) The CDO of a large regional healthcare provider in the southwest U.S. spearheaded the company’s supplier diversity initiative (one of three key business initiatives for that year) and, as a result of practices the CDO’s function recommended and executed, is near its 2016 goal of achieving 25% of its spend with diverse suppliers and also has seen impressive gains in its supplier satisfaction scores and–most importantly–its quality of services rendered.

It’s understandable that some of us are easily offended by claims about diversity and inclusion that come across as ignorant and/or arrogant as often they are unsubstantiated by data or real-world examples. To combat this, take some action! Join i4cp as we advance the interest in and application of D&I. You will be on the leading edge of how high-performance organizations apply diversity and inclusion practices and strategies to achieve competitive differentiation, and drive business value. Here’s some of what you can do:

Stay tuned for more!

Understanding How the NLx Partnership Assists with OFCCP Compliance

Wednesday, October 15th, 2014

“You do not have to be a techie to understand indexing, because all of that work is done by DirectEmployers.” - Lori Adams, Division Administrator for Iowa Workforce Development, Workforce Services

Panelists discussing how state workforce agencies and employers can maximize their use of the National Labor Exchange (NLx).

Panelists discussing how state workforce agencies and employers can maximize their use of the National Labor Exchange (NLx).

One of the truly unique aspects of DirectEmployers Association is how we help bridge the gap between OFCCP compliance and recruitment. This is accomplished through technology, services, partnerships and thought leadership, including education and outreach at industry events. DirectEmployers Association Member John Whalin of United Airlines recently participated in a panel discussion at the 78th Annual NASWA Conference to share how he has benefited from the National Labor Exchange (NLx). Check out this video for a brief recap of the session’s highlights:

Key Takeaways of the NLx Partnership:

  • It benefits federal contractors because employers can get away from time spent on a website and invest more resources into outreach efforts required by the new regs.
  • Employers don’t have to post manually to all 50 states – the appropriate jobs are distributed to the relevant sites automatically through the NLx.
  • Employers and state workforce representatives, along with NASWA and DirectEmployers Staff, direct the activities of the NLx partnership via the NLx Operations Committee.

Still have questions regarding the NLx? Comment below or give us a call at 866-268-6206.

Deadline Extended for 2014 DirectEmployers Association Member Awards Competition

Thursday, October 2nd, 2014

DirectEmployers Association is extending the deadline for the 2014 Member Awards Competition. DirectEmployers Member Awards (DMAs) entries must now be received by 11:59 PM Pacific Time on Friday, November 7, 2014.Deadline Extended for 2014 DirectEmployers Association Member Awards Competition

The DMAs recognize DirectEmployers Members for revolutionizing common practices and/or establishing new, groundbreaking programs in OFCCP compliance and recruiting. One winner and runner-up will be selected from each of the following six categories:

  • VEVRAA and Section 503 Compliance Initiatives
  • Diversity Initiatives
  • Career Website
  • Recruitment Marketing Campaign
  • Employer Branding
  • Candidate Engagement

A distinguished panel of industry practitioners and thought leaders will score submissions based on originality, outcome and customer satisfaction.

Participation is a great opportunity for Members to gain feedback from judges and peers, industry recognition and exposure for your company.

To be eligible for consideration, entries must have been executed, implemented or rolled out in the calendar year of 2014. You must also be a Member of the DirectEmployers Association at the time of your submission and up through May 15, 2015. For more details, visit the Rules section of the Member Awards website.

Entering is quick and easy. Simply visit http://app.ly/memberawards and select the “Click here to get started” link in the left-hand column of the homepage. You will be prompted to create an account. This allows you to begin a submission and comeback and finish or edit at a later time – just be sure it’s submitted by the November 7 deadline!

Check out previous winners in this video or read more from the 2013 award press release. For more information, please contact the DMA Award Committee Chair, Katie Pfledderer, at 317-874-9070 or email Katie@DirectEmployers.org.

Snapshot of last year’s award recipients:

AOL AT&T Cardinal Health Colorado Springs Utilities Eaton Emory University J.B. Hunt Transport REI Schlumberger Sodexo Vantiv

WIOA and What It Means to Federal Contractors

Tuesday, September 30th, 2014

State Workforce Agencies Responding to the Needs of Employers
Just like federal contractors, state workforce agencies have regulations and legislative orders. In fact, President Barack Obama signed the Workforce Innovation and Opportunity Act (WIOA) into law on July 22, 2014, changing how state workforce agencies will be supporting employers in the future.

The U.S. Department of Labor (DOL) states on their website that, “The enactment of WIOA provides opportunity for reforms to ensure the American Job Center system is job-driven—responding to the needs of employers and preparing workers for jobs that are available now and in the future.”

Workforce Innovation and Opportunity Act (WIOA) into State workforce agencies will have some time to understand this new law and create programs that will be in compliance. According to the DOL’s website, “In general, the Act takes effect on July 1, 2015, the first full program year after enactment, unless otherwise noted. The State Unified Plans and Common Performance Accountability provisions take effect July 1, 2016. The U.S. Department of Labor (DOL) will issue further guidance on the timeframes for implementation of these changes. DOL will issue proposed regulations reflecting the changes in WIOA soon after enactment.”

This timeline is very similar to the deadlines for the new federal contractor VEVRAA and Section 503 regulations. The new regulations became effective March 24, 2014, but contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to comply. The OFCCP has stated they aren’t playing a game of “gotcha” and will be working closely with federal contractors over the next 12-24 months, providing further guidance and clarification as to the best way to ensure compliance.

Upon closer examination, the effective dates of these new regulations for state workforce agencies and federal contractors appear to be very similar, as do the actual requirements for each of these parties.

Notable highlights of WIOA include:

  • Strategically Align Workforce Development Programs –Emphasizes engaging employers across the workforce system to align training with needed skills and match employers with qualified workers.
  • Increases Accountability - Requires every state to develop a 4-year strategy in the form of a single unified strategic plan for core programs, for preparing an educated and skilled workforce, and meeting the workforce needs of employers.
  • Improves Services to Employers and Promotes Work-Based Training – State and local boards will promote the use of industry and sector partnerships to address the workforce needs of multiple employers within an industry. Local areas can use funds for demonstrated effective strategies that meet employers’ workforce needs, including incumbent worker training, Registered Apprenticeship, transitional jobs, on-the-job training and customized training.
  • Improves Services to Individuals with Disabilities – Individuals with disabilities have increased access to high-quality workforce services to prepare them for competitive integrated employment. The WIOA requires better employer engagement and promotes physical and programmatic accessibility to employment and training services for IWDs. Youth with disabilities receive extensive pre-employment transition services to obtain and retain competitive integrated employment. It creates an Advisory Committee on strategies to increase competitive integrated employment for individuals with disabilities.

VEVRAA (4212) highlights include:

  • Hiring Benchmarks - Require contractors establish annual hiring benchmarks for protected veterans.
  • Data Collection – Require contractors document and annually update several quantitative comparisons for the number of veterans who apply for jobs and the number of veterans they hire. Having this data will assist contractors in measuring the effectiveness of their outreach and recruitment efforts.

Section 503 highlights include:

  • Utilization Goal- Establish a nationwide 7% utilization goal for qualified IWDs. Contractors apply the goal to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees. Contractors must conduct an annual utilization analysis and assessment of problem areas, and establish specific action-oriented programs to address any identified problems.
  • Data Collection – Require contractors document and update annually several quantitative comparisons for the number of IWDs who apply for jobs and the number of IWDs they hire. Having this data will assist contractors in measuring the effectiveness of their outreach and recruitment efforts.

The requirement of federal contractors to work more closely with the local providers (which includes the American Job Centers across the country) in veterans and IWDs outreach, and measure the effectiveness of this outreach, overlaps with the requirement for state workforce agencies to engage employers to align training with needed skills and match employers with qualified workers. State workforce agencies will also receive funding to aid in providing the needed training; however, they will be held accountable for the effectiveness of these new initiatives.

So, federal contractors need to create strategies for outreach to local levels that are actually providing them with veterans and IWDs hires, and states need to create programs for employers to help meet their hiring needs – and IWDs are included in these requirements. And, both are required to measure if these programs are providing jobs.

The National Labor Exchange (NLx) is positioned to help both of these parties collaborate to meet these regulations. The NLx is the only partnership of its kind that brings employers and state workforce agencies together, providing more opportunities to connect job seekers and employers.

To get more involved with the NLx or to learn more about opportunities available for meeting your VEVRAA and Section 503 regulations, contact a Membership Development representative at 1-866-268-6206 or email info@directemployers.org.

VETS-4212 Final Rule Published in the Federal Register

Friday, September 26th, 2014

VETS100A Changed to VETS-4212Earlier today, the U.S. Department of Labor (DOL) announced the publishing of a Final Rule that reduces reporting requirements for federal contractors and subcontractors who hire and employ veterans under provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA).

As the DOL’s site explains, “The final rule revises the VETS-100A Report and renames it the VETS-4212 Report. The VETS-100 Report will no longer be used. The VETS-4212 Report requires contractors to report specified information on protected veterans in their workforce in the aggregate, rather than for each category of veterans protected under the statute, reducing the required reporting elements by almost half, from 82 to 42. Under VEVRAA, the term “protected veterans” includes: disabled veterans, veterans who served on active duty during a war or campaign for which a campaign badge was authorized, veterans who were awarded an Armed Forces Service Medal and recently separated veterans.”

The Final Rule’s effective date is October 27, 2014. View the Final Rule.