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Posts Tagged ‘DirectEmployers Association’

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.

Employer Spotlight Series: United Airlines

Tuesday, August 19th, 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 United Airlines.

At United, we’re focused on being the flyer-friendly airline that customers want to travel on, employees want to work for and shareholders want to invest in. We are thriving in the culture that our employees have helped to create, one that encourages new ideas and rewards performance. With the right qualifications, attitude and commitment, there’s almost no limit to how high you can go.

Career decisions are based on many factors, including valuable benefits. We offer our employees a collection of exciting benefits and travel privileges.

The time is right to join United. We’re reinventing our company from the ground up, and opportunities exist for many experience levels. If you are a dedicated individual who is ready to move your career in a positive new direction, United Airlines may be the place for you.

United Airlines is looking for individuals to work in and around our planes as well as our corporate offices:

To learn more about careers with United Airlines, please visit http://www.united.jobs

Connect with United Airlines on social media!

 Facebook https://www.facebook.com/United
follow on Instagram http://instagram.com/united#
LinkedIn http://www.linkedin.com/company/united-airlines/careers?trk=top_nav_careers
Follow on YouTube http://www.youtube.com/user/united
follow on twitter https://twitter.com/united

RISE to the Occasion: Creating Excellence in College Recruitment

Tuesday, August 19th, 2014

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

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

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

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

J.B. Hunt RISE Program

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

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

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

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

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

Employer Spotlight Series: Devereux

Friday, August 15th, 2014

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

Devereux is a leading nonprofit behavioral health organization that supports many of the most underserved and vulnerable members of their communities. Founded in 1912 by Helena Devereux, they operate a comprehensive national network of clinical, therapeutic, educational and employment programs and services that positively impact the lives of tens of thousands of individuals and families every year. They also focus on research-based prevention initiatives that help children and adolescents develop resilience and strong emotional and social health. They help empower children and adults with intellectual, emotional, developmental, and behavioral challenges to lead fulfilling and rewarding lives.

Opportunities at Devereux include direct support, clinical, nursing, special education and program management. To learn more about careers with Devereux, visit http://jobs.devereux.org/.

Connect with Devereux on social media!

Devereux on LinkedIn https://www.linkedin.com/company/Devereux
Devereux on Facebook https://www.facebook.com/DevCareers
Devereux on YouTube https://www.youtube.com/user/DevereuxCareers

5 Questions with Member Severn Trent

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

Helen Martinez-Mitcham
Recruiter, Severn Trent Services

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

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

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

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

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

Helen of Severn Trent Services

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

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

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

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

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

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

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

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

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

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

Tips for Veterans on Interview Prep from Intel

Friday, August 8th, 2014

Preparing for a job interview can help you outshine other candidates, but it’s anyone’s guess as to what questions might be asked. For veterans, behavioral questions around your individual contributions might seem difficult to address. In this video with Intel’s Rob Polston, you’ll hear some examples of different questions you might be asked, and receive tips on how to answer them.

Rob Polston of Intel

Key takeaways for interview prep:

  1. If you’re interviewing at a company like Intel, there are likely going to be some technical questions, so be prepared to answer those.
  2. When addressing behavioral questions, such as overcoming adversity or working on a team, you really want to demonstrate the value that you provided, and explain your specific role in the process.

Get more advice from other Help Wanted blogs or check out our job seeker focused Pinterest board.