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Posts Tagged ‘DirectEmployers Association’

Using Social Media in Your Job Search

Friday, September 19th, 2014

There are several ways a job seeker can use social media to supplement the application process. In this video tip, you’ll hear a specific example that you can immediately incorporate into your next job application process!

philip dana

Key Takeaways:

  • After you apply, write down the job requisition number.
  • Then, use sites like LinkedIn to reach out to the recruiting team or hiring manager for the role you’re interested, and reference the role for which you applied.

Get more advice from other Help Wanted blogs or check out our job seeker focused Pinterest board. Ready to look for your next job? Visit My.jobs and search over a million opportunities.

 

Attracting Top Talent Via A Distinguishable Online Brand

Wednesday, September 10th, 2014

It is getting more and more difficult for brands to stand out when trying to attract top talent. In fact, in a recent study conducted by Universum, over 50% of respondents stated their biggest challenge in attracting talent is differentiation.

talent attraction stat from UniversumThe Internet is the go-to place for job seekers to search for jobs, and many companies are missing out on opportunities to standout amongst their competitors. Company career sites are not attracting top talent because they are too generic, revealing less about their unique position statement and more about their benefits and what they have to offer. DirectEmployers Member, Phillips 66, has taken significant steps forward, creating long-standing partnerships with several large universities who they have identified as providing good talent. After developing these partnerships, Phillips 66 incorporated a way to showcase these university relationships into their career site, thus distinguishing themselves as a key target company for new graduating talent. See how they’ve built their brand and partner outreach efforts into their campus recruiting initiatives by visiting http://p66oncampus.jobs.

Bland statements like, “This is a fun place to work…” that are intended to attract new talent are missing the mark. Companies need to provide creative ways to showcase their work environment. In addition to acting as their corporate career site, Member company, REI, has done just this by using authentic pictures of employees and direct, meaningful quotes from their team members about their experience at the company. See REI’s career site and how they’ve made their brand stand out amongst the crowd by visiting http://REI.jobs.

phillips66oncampus

One way Phillips 66 is distinguishing themselves as a key target company for new graduating talent is through http://p66oncampus.jobs.

Finally, companies need to understand how to make top talent feel wanted. Knowing what is important to the talent you are trying to attract is half the battle in distinguishing yourself. A big challenge for veterans and military service members transitioning from active duty to a civilian job is finding the jobs that fit their skill set. To aid in this transition Member company AT&T has incorporated a customized military skills translator to assist in taking military-learned skills and translating them into skills applicable to civilian jobs. Through a veteran-focused My.jobs Microsite, AT&T, can speak to their military audience and provide them with a more customized job search tool.

Are you looking for better ways to distinguish your company and showcase what makes you the right choice for top talent? Schedule a demo today and in return for your time, we’ll send you a $10 Starbucks gift card. Click here to schedule a demo.

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!

Employer Spotlight Series: TRW

Friday, September 5th, 2014

employer spotlightThe Employer Spotlight Series is an effort to help showcase the employment opportunities at different DirectEmployers Member companies. Today we’re taking a look at TRW.

TRW Automotive is the global leader in automotive safety. Among the world’s largest automotive suppliers and one of the top financial performers in the industry, TRW had 2013 sales of $17.4 billion. TRW is passionate about delivering the safety that everyone deserves.

  • Supplying more than 40 major vehicle manufacturers and 250 nameplates
  • Holding leading positions in all of its primary product categories

With the broadest portfolio of active and passive safety technologies of any supplier, TRW produces advanced active systems in braking; steering and suspension; and sophisticated occupant safety systems, including airbags, seat belts and steering wheels. TRW has over 65,000 employees working in more than 185 locations in every vehicle-producing region worldwide. Find out more on YouTube.

To learn more about engineering careers with TRW, please visit http://trw.jobs or http://www.trw.com.

Connect with TRW on social media!

Facebook https://www.facebook.com/pages/TRW-Automotive/188123601227768

LinkedIn https://www.linkedin.com/company/trw

follow on twitter https://twitter.com/TRW_Automotive

DirectEmployers Senior Compliance Manager Named to National Employment Law Institute Affirmative Action Briefing Faculty

Thursday, August 28th, 2014

As a faculty member during the National Employment Law Institute’s (NELI) 2014 Affirmative Action program series, Candee Chambers of DirectEmployers Association, will share her guidance and human resources expertise to professionals in the fields of Affirmative Action Planning and OFCCP compliance with regard to job listing requirements and outreach efforts.

INDIANAPOLIS, August 28, 2014 –– To provide experience and knowledge of hiring regulations from both a practitioner and consultant standpoint, Candee Chambers, DirectEmployers VP of Compliance and Partnerships, has been named as a faculty member for the National Employment Law Institute’s (NELI) 2014 Affirmative Action program series. This designation helps to further substantiate DirectEmployers Association’s knowledge and expertise in areas of Affirmative Action and federal contractor hiring regulations enforced by the Office of Federal Contract Compliance Programs (OFCCP). “Because of DirectEmployers’ unique partnership with the National Association of State Workforce Agencies, Candee Chambers understands the mechanics of job listings and why OFCCP is rejecting job postings in a way few others in the country do,” commented John C. Fox, Esq. Chair of the Briefing and a member of NELI’s Board of Directors.

NELI’s Affirmative Action Briefing is the oldest ongoing Affirmative Action educational seminar in the country and considered by most to be the definitive “last word” on OFCCP compliance matters. A one-day Affirmative Action Workshop immediately precedes the two-day 2014 Affirmative Action Briefing in each of the four cities where NELI hosts the seminars. Ms. Chambers will speak in several cities in the one-day Workshop and in all four cities in the two-day Briefing. Collectively, the Workshop and the Briefing will be fast-paced, facts-driven discussions of the rights and the OFCCP compliance obligations of federal contractors. Both seminars will identify practical tools available to help participants exercise their rights in audits, and to develop efficient, effective and compliant human resource systems to help minimize potential legal and financial risk. Each seminar will also address many of the complex issues contractors must deal with on a day-to-day basis to ensure they are in compliance with the OFCCP’s many new and evolving policies, procedures and regulatory requirements.

“We are delighted Candee has agreed to join our national faculty for the upcoming 2014 four-city Affirmative Action Briefing,” commented Fox. “We look forward to her practical human resources experience with OFCCP compliance obligations and sought her out because of her extensive and successful OFCCP audit experience. She is also a very well received and respected presenter on the national speaking circuit.”

DirectEmployers has entered into a partnership with NELI, which among other things, allows DirectEmployers members to obtain a 30% discount to attend the Briefing and Workshop. To get the DirectEmployers discount, simply mention Candee’s name to NELI and advise that you are a DirectEmployers member in good standing. NELI also offers substantial discounts on hotel reservations at which it holds its seminars. For more information, please contact a DirectEmployers Membership Development representative or contact NELI directly.

NELI will hold the 2014 Affirmative Action Workshop and Briefing series in the following locations this fall:

Austin, Texas at the Four Seasons Hotel

  • Affirmative Action Workshop: October 8, 2014
  • Affirmative Action Briefing: October 9-10, 2014

Chicago, Illinois at the Four Seasons Hotel

  • Affirmative Action Workshop: October 15, 2014
  • Affirmative Action Briefing: October 16-17, 2014

Washington, D.C. at the Ritz-Carlton Pentagon City

  • Affirmative Action Workshop: October 22, 2014
  • Affirmative Action Briefing: October 23-24, 2014

San Francisco, California at the Westin St. Francis

  • Affirmative Action Workshop: October 29, 2014
  • Affirmative Action Briefing: October 30-31, 2014

“I have always believed that the training NELI participants receive is unmatched in the industry. I am truly honored to be a part of this program and I look forward to providing an HR practitioner’s perspective to assist participants in meeting their regulatory responsibilities,” commented Candee Chambers, VP of Compliance and Partnerships, DirectEmployers Association.

As this is considered a history-making year with case law developments and changes to the OFCCP’s audit procedures, DirectEmployers encourages its member companies to attend to gain insight into the changing regulatory environment.

About DirectEmployers Association

DirectEmployers is an employer-driven association focusing on talent acquisition and OFCCP compliance that utilizes its technology and thought leadership to amplify job visibility and employment brand, facilitate partnerships to meet EEO/AA goals and provide proof of job listing delivery. For more information, visit http://www.directemployers.org.

MEDIA CONTACT: Nancy Holland, Vice President of Marketing, DirectEmployers Association, (317) 874-9022, nancy@directemployers.org

3 Steps to a Better My.jobs Site

Tuesday, August 26th, 2014

Flexible, simple and user-friendly are just a few of the reasons why employers have invested in the My.jobs Network. When used to it’s full potential, the capabilities and benefits of My.jobs can truly multiply. In this video featuring VP of Digital Strategy, Heather Hoffman, you’ll learn about three recommendations to enhance traffic, search optimization and analytics to your My.jobs Microsite.

Key takeaways:

  1. Link your primary My.jobs Microsite from your homepage or career site.
  2. Let the My.jobs Network be the source of all job distribution to job boards and aggregators.
  3. Every month, over 100 million job seekers begin their search on Google.
  4. Use your My.jobs Microsite in your employment marketing materials.

Learn more by visiting My.jobs/employers or by contacting a Digital Strategist at 866-268-6206.

Employer Spotlight Series: Phillips 66

Friday, August 22nd, 2014

The Employer Spotlight Series is an effort to showcase the employment opportunities at different DirectEmployers Member companies. Today we’re taking a look at Phillips 66.

With a business philosophy rooted in safety, honor, and commitment, Phillips 66 is a worldwide leader in energy manufacturing with 130 years of success. They are committed to the safety of their employees, their environment, and their communities. They stand behind their word and endeavor to do the right thing, always. Phillips 66 strives to achieve the highest levels of performance in everything they do, approaching opportunities with a balance of experience and vision, while looking for fresh, new ways to reach their goals.

Today they operate 15 refineries with a net crude oil capacity of 2.2 million barrels per day … sell their petroleum products at over 10,000 branded marketing outlets around the world … transport product through their approximately 18,000 miles of pipeline … and develop and market high-grade plastics, plastic chemical compounds, and chemical products and processes. In fact, they process more than 30 billion pounds of chemicals across their product lines each year.

Opportunities at Phillips 66 include Engineering, Operations, Maintenance, and Field Technicians, as well as corporate staff positions (Accounting/Finance, Communications, HR, IT, Marketing, Procurement, and more!)

Connect with Phillips 66 on social media!

LinkedIn https://www.linkedin.com/company/phillips66co/careers
Phillips 66 on Facebook http://www.facebook.com/P66Careers
follow on twitter http://twitter.com/P66Careers
follow on Instagram http://instagram.com/P66Careers/#
Follow on YouTube http://www.youtube.com/P66Careers

It’s Personal: Getting Back to the Human Side of Business

Friday, August 22nd, 2014

I was reading this article earlier this week on Huffington Post titled, “The Trick To Never Getting Screwed By Terrible Customer Service.” The piece talks about the trend of recording an awful customer service experience and posting it online and it got me thinking about my role as a Digital Strategist, and the steps we take to help ensure a smooth customer experience.

A recent survey conducted by Thomson Reuters revealed that “consumers place a strong emphasis on customer service with over 60% of respondents indicating that a company’s customer service reputation is ‘very important’ in influencing their decision to do business with an organization.”  With this much at stake, why does good customer service continue to elude so many providers?

customer service quoteWebster’s Dictionary defines customer service as, “The process of ensuring customer satisfaction with a product or service.”  In other words, you put the customer’s needs or desires first before yours. This is something we do every day in the following ways:

1.) Actively listening. People want to be “heard” and not “sold to.” We can’t deliver a solid strategy without properly assessing and identifying what challenge we’re trying to address for the companies we service.

2.) Setting realistic expectations. Communicating the expectations of any deliverable up front is imperative. All too often, “sales people” deliver false hope to customers for a variety of reasons: they tell the customer what they want to hear to close a deal; to avoid confrontation; or, it’s just an honest misunderstanding. Regardless, when the expectation isn’t met, the customer’s view of the organization or individual recedes to a lower level and jeopardizes the business relationship.

3.) Ongoing communication. The relationship with a client doesn’t end with the signature on the dotted line – that’s merely the beginning. Typically, most business is lost within the first 2 years of the initial sale. Proactively communicating around results and requesting feedback helps us sustain a long-term relationship and build mutual respect.

True competitive differentiation comes from helping your prospect/customer make a good decision. So how do you think your prospect/customer will respond?  You can differentiate yourself by focusing on “helping – not selling”. Or simply stated, by being human. Whether you currently work with us, or are interested in learning more, call us at 866-268-6206 or visit My.jobs/Employers anytime to discuss how we can help you with your talent acquisition needs.