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Posts Tagged ‘DirectEmployers Association’

3 Things You Might Have Missed Regarding the President’s Latest Amendment to Executive Order 11246

Wednesday, July 23rd, 2014

The President’s latest amendment to Executive Order 11246 does 3 primary things:

  1. Amends four specific provisions of Executive Order 11246 to now insert and compel “sexual orientation” and “gender identity” (aka informally referred to in society as Lesbian, Gay, Bisexual & Transgender=LGBT) compliance obligations by:
    1. making discrimination on the basis of “sexual orientation” and “gender identity” unlawful pursuant to the Executive Order;
    2.  

    3. requiring the contractor to take “affirmative action” to ensure that applicants and employees are treated without regard to “sexual orientation” and “gender identity;”
    4.  

    5. requiring covered contractors to add to their solicitations for employment that the contractor will consider qualified applicants for employment without regard to “sexual orientation” and “gender identity;” and
    6.  

    7. requiring bidders for a covered federal contract to state in a “Compliance Report” the bidder’s employment policies and practices do not unlawfully discriminate based on “sexual orientation” and “gender identity.”
  2. Requires the Secretary of Labor to propose regulations to implement the requirements of the amendment within 90 days of his July 21, 2014 signing of the amendment (i.e., on or before October 19, 2014…in other words BEFORE the November Mid-Term elections);
  3. Delays the effective date of the protections for sexual orientation and gender identity until the first day a contractor has “entered into” a covered federal contract AFTER the effective date of OFCCP’s Rules implementing the amendment (so compliance will likely not attach, at the earliest, before the middle of 2015 (when OFCCP’s regulations might first become “legally effective”) or for many years thereafter if a company does not enter into a new federal contract promptly thereafter). NOTE, however: a federal contractor enters into a “new” federal contract every time a contractor “alters” or “amends” or “extends” an existing federal contract.

Significantly, the President’s amendment will require OFCCP to issue regulations requiring federal contractors to take affirmative action based on “sexual orientation” and “gender identity.” While that does not necessarily mean that OFCCP will establish employment “goals” for “sexual orientation” and “gender identity,” OFCCP has many other “positive steps” or “good faith efforts” it could order up (such as outreach and recruitment and accommodation-like tolerance systems; training, etc. for LGBT applicants and employees), and will undoubtedly do so. Goals for LGBT are highly unlikely because there are no databases available reporting the number or percentage of available LGBT applicants for employment or promotion. Moreover, unlike OFCCP’s recent newly innovated approach to build an availability database for “Protected Veterans“ (for which there also are no reliable databases), I predict that OFCCP will bow to personal privacy concerns of LGBT applicants and employees and will accordingly be loath to require, at this time, covered federal contractors to compel LGBT applicants to self-identify to assist OFCCP to start building a documented in-the-field availability database. Important to this issue is a provision in ENDA (“Employment Non-Discrimination Act of 2013”), which specifically prohibits the EEOC and the Secretary of Labor from compelling employers, federal contractors and other entities the bill covers to collect or produce “statistics on actual or perceived sexual orientation or gender identity.” See Section 9 of ENDA as passed in the U.S. Senate on November 7, 2013 and introduced in the U.S. House of Representatives on November 12, 2013. (ENDA has not passed the House and is legislatively dead in this 113th Congress,

9. Collection of statistics prohibited

The Commission and the Secretary of Labor shall neither compel the collection of nor require the production of statistics on actual or perceived sexual orientation or gender identity from covered entities pursuant to this Act.”

 With the exception of the 109th Congress, a bill to protect the employment rights of at least gay and lesbian applicants and employees has been introduced and failed passage in each and every year of the last 40 years).

It is also very safe to predict that there will be lawsuits to enjoin and set aside OFCCP’s coming proposed regulations before they go to final and become legally effective (presumably the Labor Department will shoot for mid-2015). First, numerous religious institutions and religiously oriented federal contractors will object that the President’s new amendment to EO 11246, and OFCCP’s implementing regulations, do not go far enough to protect religious beliefs as the Supreme Court recently ordered in its Hobby Lobby decision–which trimmed back part of the Affordable Care Act (i.e. Obama Care). Second, I believe the amendment is clearly illegal pursuant to the constitutional precedent established in the Steelworker’s case (which requires the President to either trace his authority to act to a specific power rooted in the Constitution or one the Congress has delegated to him to enforce). Since the Congress refuses to pass LGBT protective legislation year-in and year-out, the President’s claim to Congressional authority to act is at its lowest possible ebb.

Whether federal contractors will rise up to strike down OFCCP’s proposed LGBT regulations, of course, is another matter and remains to be seen. While three realities push against that result, my strong sense is that enough federal contractors are weary of the cost burdens of OFCCP that there are many now ready to pour their monies into trade associations to fight this latest cost burden (as most federal contractors will see it) on federal contracting. “The straw that broke the camel’s back.” However, pushing against possible legal challenge is:

First, federal contractors are a notoriously complacent and resilient group of companies which typically seek to maximize their efficiency and shy away from litigation.

Second, 18 states (and the District of Columbia) already have some form of protection for “sexual orientation” and/or “gender identity.” Employers in those states (territory) have already made the transition to not discriminate based on “sexual orientation” and “gender identity.” Absent onerous “Affirmative Action” requirements, federal contractors operating in those states will wonder what all the fuss is about.

Third, the President is well aware that his popularity is currently ebbing, he is now a “Lone Ranger” in Washington unable to rally support on Capitol Hill for most of his current political agenda and that his influence may take another large step down after the November election (as the President transparently signaled by ordering OFCCP to publish regulations in 90 days-before the mid-term elections—and not within the 120 days he recently ordered OFCCP to use as a publication runway for two other sex-based initiatives). To publish a proposed regulation in 120 days is a Herculean task. To publish proposed regulations in 90 days is a strong sign of not just concern, but panic and desperation. Like Thor without his Hammer, the President knows he is losing his superpowers and others could soon overcome his will. OFCCP will thus likely be smart enough to craft its regulations very “narrowly” to provide as little provocation as possible while still planting the seed of protection for LGBT. If so, many sage political pundits in Washington will then advise contractor lobbyists to wait for the next Administration and reshape OFCCP when the next President is wielding The Hammer. But, on balance, contractors are currently very weary of OFCCP. And, it is my strong sense that ultimately, when reports of needed new budget dollars to comply with OFCCP’s latest requirements start again flooding up corporate tower elevators to the offices of CFOs and CEOs, many are going to react poorly. A number of them will say, I predict, “enough is enough,” and will call their Washington D. C. trade associations to pledge litigation money to stop further cost burdens given the high likelihood of success to stop these regulations even if the company is not otherwise ideologically opposed to LGBT protections.

-John C. Fox

7 Things You Need to Know About the NLx

Tuesday, July 22nd, 2014

The National Labor Exchange, often referred to as the NLx, is an unprecedented public-private partnership between DirectEmployers Association (DE) and the National Association of State Workforce Agencies (NASWA). But what exactly does that mean, and how does it benefit both job seekers and employers? Watch this episode of The Employment Line to learn more:

Key Takeaways About the NLx:

  • Formed in 2007 when America’s Job Bank was taken offline, leaving a void for federal contractors regarding their federal compliance obligations.
  • Leverages DirectEmployers’ non-profit-owned technology and existing state workforce agency resources to connect job seekers and employers while ensuring compliance with federal VEVRAA regulations.
  • Through US.jobs, NLx is the prime source of delivery for quality, vetted jobs to state job banks and to our nation’s veterans’ representatives daily.
  • 340,000 employers currently participating of all sizes and industries – both Members and non-Members of DirectEmployers Association.
  • 1.7 million job postings currently on US.jobs (the NLx search engine) with feeds that are refreshed daily to ensure the freshest job content available.
  • Employers and state workforce representatives, along with NASWA and DirectEmployers Staff, direct the activities of the NLx partnership via the NLx Operations Committee.
  • NASWA and DirectEmployers Association recently extended the partnership contract through 2027, adding stability to the service.

What sites benefit from the NLx partnership?

  • VJB / eBenefits – A new Veterans job bank created for the Veterans Administration (VA), Department of Defense (DOD) and the Department of Labor (DOL).
  • WRP – a recruitment and referral program that connects federal and private sector employers with college students and recent graduates with disabilities. DirectEmployers provides all Member’s jobs to www.wrp.jobs

The NLx also provides an API for job content to the following Federal Partners:

Have a partnership suggestion for the NLx? Contact your Membership Development Representative or comment below.

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

Overview
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.

Results
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.

3 Key Components for a Successful Veterans Strategy

Thursday, July 17th, 2014

“There’s a perception that to have a successful veteran program you need a huge budget and it’s actually not the case.”

Philip Dana
Director, Global Talent Acquisition at NuVasive

While Philip Dana’s career is admirable, it’s his commitment to veteran recruiting that stands out. A Navy veteran himself, he draws on his unique experience to lead a team of recruiters, or as he puts it, “purple Cheetah Chasers” at NuVasive.

Philip Dana points out where he spent many years of his Naval career near Coronado Bay.

Philip Dana points out where he spent many years of his Naval career near Coronado Bay.

During the DirectEmployers 2013 Annual Meeting & Conference, Philip presented a session on hiring military veterans on a shoestring budget. He also gave us an opportunity to take him aside to discuss pure veteran recruiting, key components of a successful veteran strategy and why he is an advocate for DirectEmployers Association. Check out the highlights from our interview:

Why should employers develop a veteran recruiting strategy?
I think a lot of people look at veteran recruiting differently from traditional recruiting and it’s only coming to a tipping point now because of VEVRAA and 503 and some of the initiatives such as the White House joining forces and other media savvy things that we’re seeing today– which is great, but not a lot of folks understand that veterans are the second largest refreshed talent pool year over year.

Did you know?

Veterans are the second largest refreshed talent pool year over year.

Nearly 250,000 veterans leave the service every year and they are not only talented, but they are also well trained. The Department of Defense invests thousands of dollars into training each soldier, and mostly STEM-based training. Even the infantry soldiers – they are so technically savvy, culturally sensitive, able to deal with ambiguity – in and out of different missions without being told exactly how to do it. Most talent acquisition professionals still have not quite figured out how to tap these skills. But it is easier than they think. It’s not a charity case – it makes sense. And it’s the best-kept secret. Everyone knows how to recruit off of campuses, MBA, diversity events, but not everybody has figured out how to recruit veterans. So I feel that recruiting veterans is how, as a talent acquisition leader, you can get to the tip of the spear, and look your business partner in the eye and say we are doing everything to find the best talent.

I’ve always been part of larger corporations that have resources, but believe it or not, there’s a perception to have a successful veteran program you need a huge budget and it’s actually not the case. By leveraging social media and many of the government and state and local partnerships, not for profits and organizations that are out there, you can successfully hire veterans fairly easily without a dedicated head count, without thousands of dollars for fancy websites and everything else.

What are key components for a successful veterans strategy that employers need to consider?
First and foremost, look inside your lifelines. Again, not a lot of companies have well-baked processes and systems to identify the veterans that already work there. And a lot of folks think they need to immediately go outside to use military agencies or external agencies, yet few veterans inside of a company are asked by recruiting or HR if they want to come help at a job fair. Veterans will say yes every time, and they know how to look at resumes and how to bridge the gap between military experience and what is needed a corporate setting. So look inside the lifelines and find the veterans that are already there.

The other is finding someone in HR who can build that process and learn how to tweak your systems for the self-identification and the source codes, and how to highlight your efforts on your career site – very easy to do. Somebody in HR needs to put his or her hand up and say this is important to us and we’re going to move forward.

Lastly, it’s always nice to have a senior leader within the business ranks. CEO, COO, CFO, C– something that has served. And it’d be hard to find a company that doesn’t have one senior leader that has at least an affinity for veterans – maybe their dad was in, maybe their spouse is in. It’s nice to have that person at the top that will drive the message to their peers of, “Hey hiring veterans is a great talent source, it makes business sense, it’s not a charity, we need to do it and let’s do it right.”

What would be your elevator pitch for people to join DirectEmployers Association?
If I’m in a room with talent acquisition peers and somebody says, “Why DirectEmployers?” my immediate response would be, “Well why not?” If you really want to win the war for talent and develop true diverse and inclusive acquisition processes for your talent, DirectEmployers is the best weapons arsenal of experts, information, up-to-date as well as events. It’s how I stay current. There’s a difference between saying you want a diverse and inclusive workforce and acting on it. And you can’t act on it without partners like DirectEmployers.

Many thanks to Philip Dana for taking time to share his insight. Learn more from Members like Philip at the DirectEmployers 2015 Annual Meeting & Conference (DEAM15), May 13-15, 2015. Visit the DEAM15 website to learn more, register to attend, and submit a presentation proposal.

The Internet and the World Wide Web

Wednesday, July 16th, 2014

image of Ray Fassett of Employ MediaThe following guest post was written by Ray Fassett, the Founder and Executive Vice President of Operations & Policy at Employ Media LLC, which is the licensed Registry Operator of the .jobs TLD.

Raise your hand if you have assumed the Internet and the World Wide Web to be interchangeable terms. You would not be alone if you did. In reality, the Internet was invented in 1969. The invention of the World Wide Web did not occur until 20 years later. It is no coincidence the Internet took off only after the invention of the World Wide Web.

The World Wide Web is the watershed event
The Internet is commonly defined as a vast array of connected networks, including private networks. The World Wide Web is commonly defined as publicly accessible web sites residing on these networks. Without the invention of the World Wide Web, there would not be web sites for people to access. There would not be a Google or Facebook. The invention of web sites – the World Wide Web – is what made the Internet a mainstream medium to a global population.

It’s those 3 w’s
It was the inventors of the World Wide Web project who coined its name and then abbreviated it to “www” for short. This is the reason we know web addresses today as http://www.att.com rather than worldwideweb.att.com. Good call.

After some internal discussion, the inventors decided to gift to society their World Wide Web invention for anyone to use, free of charge. With this, web sites were born. The Internet suddenly took on an entirely new purpose emerging as a mass media publication comprised of web sites. Building a web site is what assures a presence on the World Wide Web (and therefore the Internet). The “webmaster” trade emerged and blossomed into the workforce in droves across the world for one purpose: To build web sites on the Internet.

The Domain Name System
A little known and obscure Internet architecture known as the Domain Name System had to be invoked in order for the World Wide Web invention to work. The Domain Name System is what is used to manufacture web addresses. Each web site requires a unique location within the World Wide Web. As the name implies, a web address identifies the exact location of a web site so that people know where to find it, not much different than the purpose a physical address serves. People use the address bar in a browser (such as Internet Explorer, Chrome, or Firefox) to type in the web address to locate the web site. Later, Google came along to organize all this.

The Internet would be chaos if a web address produced different web sites to different people. This is the reason each web address must require a unique domain name. At the time the World Wide Web was invented, domain names existed only in select suffixes commonly known as .COM, .ORG, and .EDU to name a few. These suffixes – formally called Top Level Domains – are each operated by private entities by license under authority ultimately provided by the US Government.

The invention of the World Wide Web transformed these rather obscure Top Level Domain operators into global, broadcast license holders. Even FCC licenses for radio and television spectrum carry geographic limitations by comparison. Internet Top Level Domain licenses carry no such geographic limitation due to the networks comprising the Internet being globally connected by its very design and architecture.

Challenges of Supply and Demand
The invention the World Wide Web created a feverish rush across the globe to register domain names in the few suffixes that existed at the time. Driven mostly by ecommerce, the demand for .COM domain names skyrocketed. The rules of the World Wide Web architecture are simple: You must have a domain name in order to have a web address and you must have a web address in order to have a web site. Quite suddenly, the obscure Domain Name System took world center stage. To be clear, not everyone was paying attention.

The few Top Level Domain operators in existence at the time faced challenges they never could have anticipated causing each to have to react to the sudden new demand for domain names. Each Top Level Domain is its own “zone” on the Internet with each licensed operator able to determine their own rules of registration. Many liken this to “zoning laws” where each Top Level Domain license holder is able to determine their own as the independently owned operator.

The licensed operator of .EDU for example reacted by installing very strict registration requirements whereas the .COM license holder went completely the other way opening their doors to all comers, first come first serve. The sheer volume of registered domain names in .COM grew significantly with demand introducing to the Internet all sorts of new web site behavior on the one hand while creating a scarcity in the availability of “good” .COM domain names on the other. The race was on, venture capital was infused, entrepreneurs were made…and the bubble was created.

Employers were busy running their businesses
Traditional business was the slowest to catch on to the power of the World Wide Web. Even into the mid to late 90’s, some of the largest employers (with the most resources) were still dismissing “the Internet” as a mainstream medium. The term “behind the curve” is putting it kindly. In fairness, the Internet had been around already for over 20 years and had been looked at…so what’s going on that’s different and lasting all of a sudden? This was a reasonable question of the time. Meanwhile, web sites were rather crude compared to today. Bandwidth capacity was not what it is today. But, as we now know, many industries were blindsided and upheaved eventually leaving no industry untouched. This is how the World Wide Web changed the Internet with the Domain Name System underpinning all of it.

Who’s up first?
The stodgy newspaper industry was one of the earliest to get rocked. Every day people began flocking to the Internet for their daily information. Classified revenue, the lifeblood of newspapers for decades, naturally began to follow. Job listings are classified revenue. While traditional business was strategically slow to shape the World Wide Web, their recruiters were far more in tune. Recruiters always follow where the people are…call it audience, circulation, or traffic, doesn’t matter, recruiters will go where the people are and very good early identifiers of such trends. Recruiters and talent acquisition managers were not the ones who “missed” what was coming…it is far more likely that it was other departments in the company that just weren’t listening.

So-called “job board” web sites emerged literally duplicating the newspaper classified model recruiting departments were accustomed to. This made it relatively easy for recruitment budgets to be tapped by the job board operators. Businesses slow to the World Wide Web found themselves chasing it with their recruitment budgets. Still today, 20 years after the invention of the World Wide Web, recruitment budgets almost singlehandedly fund billion dollar market cap web sites from Monster.com to Linkedin.com and every similarly purposed web site in between.

The truth
Where recruitment and the Internet are concerned, employers truly control their own destiny for one simple fact: Employers are the source of all jobs. Without employers, there are no jobs. And this is true throughout the entire world. This was true before the Internet and true afterwards. There are no cultural barriers. Every employer in the world shares this common trait. Neither the invention of the Internet nor the World Wide Web changed this. Here’s what changed: The Internet became the first global medium invented by human kind and, later, web sites became the first low cost channel of communication to an audience globally connected.

In Internet speak, this means employers own the content. With the information overload, quality content is what is required to obtain attention and an audience. This is the reason content is king with the Internet. Where recruitment is concerned, content starts with the job listings owned exclusively by all employers everywhere.

I understand the traditional classified advertising model. I understand how, through a strange set of circumstances, the Internet has grown up with the classified model more or less intact for job listings. But something is terribly backwards with “the Internet” when the content owners (employers) accept they must pay web site operators to carry their content. There is something terribly inefficient with “the Internet” when obstacles are placed in front of job seekers completely out of the control of employers. This is the little secret those that have staked early claims – and in some cases today empires – in .COM don’t want employers to be strategically thinking about in any sort of organized way as a group.

Take action because you can
DirectEmployers Association (DE) exists for the very purpose of performing as a vehicle where employers can combine resources that, as a whole, will produce the kind of mite the World Wide Web has never before seen for recruitment. To my knowledge, DE is the only such vehicle in existence and itself a reaction to the disruptiveness brought about by the Internet and the World Wide Web to recruitment. DirectEmployers serves as a venue for employers to gather under one roof to implement strategies to produce efficiencies and cost savings content owners are meant to realize from the Internet, if they want it.

In 10 years the Internet is going to be much different than it is today no different than how the Internet was much different 10 years ago. It is only a matter of who will be the ones chasing what others have shaped. This is what history has taught us.

Career Style 101

Friday, July 11th, 2014

As a job seeker, you’ve likely read about establishing your “personal brand”. Part of this personal brand includes developing a professional appearance. In fact, it is estimated that 55% of a person’s opinion about you is determined by physical appearance and that opinion is established within 7-17 seconds of meeting you1. This statistic substantiates the importance of that professional appearance in both a work setting and in the job hunt. So how can you create a professional appearance without sacrificing your personal style? We’ve compiled our top 5 tips for creating a career style that is still “you”.

Tip #1 – Dress for the job you want, not the job you are interviewing for.
Whether you are interviewing for your first gig after college or are a seasoned professional with an impressive resume, you should always plan to be “overdressed”­— because you never truly can be. Even if your interviewer tells you that the office is business casual, you should make a point to still dress in traditional business attire. First impressions are everything, especially when interviewing!

Tip #2Add personality and flare to your outfits through your accessories.
While neons and bold prints may be popping up in stores everywhere, the office may not be the most appropriate venue to debut these trends. But that doesn’t mean you can’t incorporate them into your office attire. For example, throw on a leopard scarf over your basic black dress or wear a bright polo underneath your traditional sport coat. That way you still have the opportunity to show your personality without being too over the top.

Tip #3 - Fit is everything when it comes to work attire.
Comfort is key for conquering a busy day at the office but the fit of your favorite dress pants shouldn’t resemble the fit of your favorite sweatpants. Dress clothes today are much different than those from years past and give you the freedom to still be comfortable while exuding the professional façade that you are trying to achieve. Have your pieces tailored to avoid pants dragging on the ground and tops that are ill-fitting. The same goes for clothing that is too small.

Tip #4 - Beauty and Hygiene play a role too.
Not only does your clothing play a part of your physical appearance, but your hygiene also plays an important role. For example for men, keeping your facial hair in check is a must. If you aren’t cleanly shaven, be sure to keep your facial hair appropriately trimmed. For women, it is important to leave heavy makeup and strong fragrances for the weekend. Brushed hair and natural makeup, however, are recommended for any work setting.

Tip #5 - Don’t try to build your office wardrobe all at once.
Just get a job offer? Don’t rush out and load up on business suits and other dress attire. Start with a few keys pieces until you have a feel for your office’s culture –maybe your office is more laid back than you first thought. Ladies, this means a pencil skirt, a dressy white top, and a pair of dress pants. Guys, dress slacks, a collared button up, and a functional polo are great first pieces to shop around for. Purchasing basic pieces such as these allow you to mix and match to create new styles without breaking the bank.

Want to see some stylish office looks for inspiration? Follow our Career Style board on Pinterest and be sure to follow our Job Seeker Advice, Tips and How-Tos board for other great tips!

 

1Source: Business Insider; http://www.businessinsider.com/20-ways-to-nail-a-good-first-impression-2010-12?op=1

DirectEmployers Association Partners with UK-Based Employer Trade Body

Tuesday, July 8th, 2014

To promote international standards, education and training opportunities in the human resources industry, DirectEmployers Association announces its partnership with United Kingdom-based trade body, Direct Employers Association (DEA).

INDIANAPOLIS, July 8, 2014 –– While actively working to expand its partnerships and member reach, U.S.-based DirectEmployers Association announces its new partnership with United Kingdom-based trade body, Direct Employers Association (DEA). While similar in name, each organization will bring different components to the partnership to further aid and educate HR professionals in the field of recruitment and talent acquisition.

“With similar missions and drive to create effective recruitment methods and strategies for our respective members, this partnership can not only positively impact our membership, but also provide them with further educational opportunities and access to their peers,” stated Bill Warren, Executive Director, DirectEmployers Association.

While DirectEmployers Association focuses on providing employers with the technology necessary to fulfill federal job listing regulations, as well as employment marketing and branding services, DEA Europe is guided by six key objectives which all serve to promote the importance of the recruitment agenda via training, promotion and services all while formulating best practices. Through this expansion of knowledge and innovation, DEA Europe is fast becoming a recognized expert voice while representing its members, government departments and ministers.

Colin Minto, Chairman DEA Europe said, “We are delighted to collaborate with the US DirectEmployers Association to expand the support and services that DEA Europe provides to its members to a wider global audience. The opportunity to align both Associations’ products and services to empower and develop member strategies and those that deliver them is an extremely exciting proposition and one that will further elevate the resourcing agenda and those that practice it.”

Through this new partnership, members can benefit from the educational environment by gaining access to the DEA Europe’s member network and interacting with fellow recruitment and talent acquisition professionals; accessing tomorrow’s talent via the DEA Europe Schools Initiative; and the free posting of job opportunities to the DEA Europe job board.

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 delivery. For more information, visit http://www.directemployers.org.

About Direct Employers Association (EU)
The DEA is a not for profit membership organization specifically created for businesses, big and small, with a specific focus on talent acquisition and resourcing, working with in-house professionals who deliver on the skills, capabilities and manpower needs of the organization.

The DEA has been created to help resourcing professionals deliver the commercial benefits of the direct sourcing model for its members – like-minded organizations – through networking and sharing of ideas resulting in the formulation of best practice. The DEA also influences and educates policy makers and key stakeholders on key issues and developments affecting the resourcing sector.

For more information regarding Direct Employers Association partnerships in Europe, please contact Gary Marshall, Commercial Director DEA 07540 992292, gary@directemployers.eu or visit http://www.directemployers.eu

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

Road Shows and Events to Spark Interest and Grow Membership

Tuesday, July 1st, 2014

The first two quarters of 2014 have been extremely busy for DirectEmployers Association staff and Members. There have been many opportunities to showcase our products and services to the Human Resources industry.

Why do we jump on planes and fly across the country with handouts and PowerPoints? Because there is strength in numbers and the more companies we can introduce to DirectEmployers, the more opportunities we have to grow our membership base.

Providing innovative partnerships that bring new solutions to our Members is also a benefit of attending conferences and exhibiting at trade shows. We are more likely to learn about new startups with new technology that way.

Here are just a few of the events we have attended this year:

  • 1/26-1/30 IBM Connect 2014
  • 2/20-2/21 NASWA Winter Policy Forum
  • 4/29-5/2 2014 SWARM Regional ILG Conference
  • 5/13-5/16 American Association for Affirmative Action (AAAA) Conference
  • 6/8-6/10 NACE 2014 Annual Conference & Expo
  • 6/11-6/13 HCI Strategic Talent Acquisition Conference
  • 6/22-6/25 SHRM 2014 Annual Conference & Expo

To see a list of upcoming events visit: http://www.directemployers.org/insights/network/

Several of our Member companies were able to attend some of these conferences on our behalf and present about their experiences with compliance as well as the employment branding solutions through the My.jobs platform generating more interest from other companies to learn about DirectEmployers Association.

In addition, some of the DirectEmployers staff have the opportunity to work more closely with partners and Members who are attending these conferences and collaborate more strongly on ideas and initiatives that benefit the membership as a whole.

This time spent networking, advertising and evangelizing is time well spent with the end goal always about growing the membership and providing a stronger core to produce better products and services to the whole.

Do you have an interest in representing DirectEmployers Association at a conference or do you know of any upcoming events that we should consider? Please contact me at Nancy@DirectEmployers.org or 317-874-9022.

Resourcing and Engagement: Values of a DirectEmployers Membership to J.B. Hunt

Tuesday, July 1st, 2014

“I think more companies should join DirectEmployers or consider it because of the resourcing and the networks that they have. With over 700 Members, I can reach out to those that may be experiencing the same things I am.”

Eric Airola
Senior Director of Human Resources, J.B. Hunt Transport

We love having the chance to speak with our Members one-on-one and the DirectEmployers Annual Meeting and Conference (DEAM) always presents the perfect opportunity to check in and see what’s new. During DEAM14 in Washington, D.C. I caught up with DirectEmployers Member Eric Airola. A U.S. Marine Corps veteran and long-time employee of J.B. Hunt, he has nearly 25 years of experience in the human resources industry. During our discussion, Eric shared what J.B. Hunt’s HR team is up to and why he values membership with DirectEmployers.

Nancy: We appreciate you taking the time to do this interview and ultimately share your story with others in the industry. Can you please tell us a little bit about yourself?

Eric: I’m Eric Airola, the J.B. Hunt Transport Senior Director of Human Resources, and we’ve been a Member of DirectEmployers Association for about five years now.

Nancy: What would you say is the biggest benefit of becoming a DirectEmployers member?

Eric: There are a lot of benefits that come with being a Member of DirectEmployers. For us, we joined because of the compliance aspect. We’re a federal contractor and the thought of pushing our jobs out to so many venues for us to be in compliance is great, but after we joined we found out there is so much more, especially on the recruiting side. It’s been a great help for us. If I need to figure out a new solution for recruiting in a specific part of the country, or maybe going after individuals with disabilities for example, I know I can call on DirectEmployers and talk to my account representative. She’s got all kinds of great advice and if she doesn’t know the answer she can usually put me in touch with somebody that can help me out.

Nancy: Talk about some of the experiences that membership has opened up for you. You and I recently had the opportunity to visit the White House, can you talk about that experience?

Eric: Yes, about a year and a half ago, President Obama’s Administration was putting together an initiative to get youth into jobs, particularly summer jobs, and myself and several others from DirectEmployers and member companies went to the White House and had an opportunity to hear what the Administration was proposing and to also commit to hiring a certain number of employees for the summer above what we would normally do. It was great.

Nancy: You are also a valued member of our Board. Tell us a little bit about your experience with the DirectEmployers Board of Directors.

Eric: I’ve been on the Board of Directors for DirectEmployers for about two years now and it’s been a great experience, I’ve met so many people that bring so much to the discussion.

Nancy: It sounds like you really enjoy your role on the Board, and we’re glad to have you. What is your favorite thing about being on the Board of Directors?

Eric Airola during the DirectEmployers 2012 Annual Meeting & Conference special event at Los Cedros.

Eric: I look forward to the meetings because I learn as much as I contribute and working with Bill Warren up close and seeing all the people from these great companies that can bring some ideas not only in recruiting but in compliance –– it’s refreshing. Whenever I come to the DirectEmployers
Board meetings I always try to sit as close to Bill. He’s got that quiet, calm confidence but exudes leadership and if I can be close to that then maybe some of that will rub off on me. That really makes my visit to the DirectEmployers Board meetings.

Nancy: There are a number of companies out there looking to implement new programs and technologies into their organization. What are some of J.B. Hunt’s key initiatives over the next few years?

Eric: One of the largest initiatives we have is to hire more veterans into our driving and installation jobs. Most people don’t know it about J.B. Hunt, but we actually go into people’s homes and do installation of appliances and drive small trucks, which we call straight trucks. People think of us as large tractor-trailers that go cross-country, but that is the perfect venue for veterans because we don’t require a commercial driver’s license and generally the veterans coming out are in great shape, got a great work ethic and it’s pretty demanding work so that’s one of the things we’re looking forward to most and what I’m looking forward to seeing here at the conference is to learn about some other veterans initiatives.

Nancy: Speaking of the conference, tell us what you enjoy most about attending the DirectEmployers Annual Meeting?

Eric: There are two things that I enjoy most about DirectEmployers Annual Meeting. One is the speakers that we bring in –– they’re really great. Some of them are just very inspirational, some are very motivational, some have a great story, but they all pique your interest they all make it worth coming. The other thing I like about the conference are the breakout sessions and just really getting down into the weeds or at a high-level for compliance issues, recruiting issues and solutions to the problems we have. It makes it all worthwhile, that and the fact that it’s all free, all I have to pay for is the travel. I’m bringing 3 of my people to this conference just so that they can be exposed to these things.

Nancy: We truly believe that there is strength in numbers. Why do you think other companies should join DirectEmployers Association?

Eric: I think more companies should join DirectEmployers or consider it because of the resourcing and the networks that they have. With over 700 companies [members], I can reach out to those that may be experiencing the same things I am. We’re putting in a whole new HR system that’s cloud-based, we’re the only transportation company that’s done that. I found other DirectEmployers members that have already put that same system in and have called on them for advice on what they had to overcome with change management. It’s been great and I expect to do that for any other members that would call on me.

I would like to thank Eric once again for taking the time to do this interview! Fellow members can connect with Eric in our member-exclusive community, Pipeline. Interested in learning more about compliance, veteran hiring and recruiting best practices? Register for the DirectEmployers 2015 Annual Meeting & Conference (DEAM15) taking place May 13-15, 2015 in our hometown of Indianapolis!

Member Spotlight Series: Emory University’s Dual Career Network

Thursday, June 26th, 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 excited to share each of them in this special Member Spotlight Series. First up, we’ll take a look at Emory University’s Dual Career Network department, the runner-up of the recruitment category for Tier 2.

What Is The Dual Career Network?
This specialized department of Emory University was established to provide employment assistance to the spouses and partners of newly or recently hired staff and faculty for up to one year or until employment is secured. Located in Atlanta, Georgia, the program helps these spouses and partners to be considered for positions inside Emory University as well as to identify viable employment opportunities off campus within the Atlanta metro area. While employment is a major component of the initiative, it goes one step further to ensure that Emory University employees and their families are happily settled. It does this by helping to find quality schools for their children, offering neighborhood exploration and recommending realtors for those new the area, as well as making references for other needs they may have during their transition.

What Are The Results Of This Initiative?
Using it’s expansive network and valuable resources to make its program members more marketable in the job market, the Dual Career Network has placed 86+ spouses and partners, and is currently supporting more than 80 others in their job search. Aside from the benefits to the job seekers, this program has also helped Emory University to avoid losing faculty and staff, and to secure sought-after candidates, due to the Dual Career Network being available to help their spouse/partner.

In May of 2013 Emory was given the opportunity to host the 11th Annual International Dual Career Conference on its campus, allowing other employers who are interested in implementing such a program to network with national, local, and international Dual Career colleagues.

Great job, 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 where we’ll take a look at another Emory University initiative.