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Posts Tagged ‘DirectEmployers Association’

How To Translate Military Skills to an Employer

Tuesday, April 22nd, 2014

Translating military experience can be a unique challenge for veterans transitioning into the civilian workforce. Kevin Fretz, HR Director at Severn Trent Services, discusses how veterans can get their foot in the door by aligning their skills with the company’s needs and goals.

Ready to start searching for a new job? Visit Veterans.jobs.

OFCCP Compliance, Disability Inclusion, EEOC Strategic Plan & More | Takeaways from DEAM14 Track

Thursday, April 17th, 2014

Despite the quick turnaround from DEAM13, the DirectEmployers 2014 Annual Meeting and Conference (DEAM14) was better than we could have imagined! With record attendance, amazing presenters, and several chances to network and mingle, this year’s conference was the best yet. Along with the general sessions, our agenda gave attendees the opportunity to choose three concurrent sessions each day, ultimately tailoring their conference experience to suit their specific interests.

While each track didn’t have one particular focus, a number of the sessions were submitted and approved for HRCI credit, adding even more benefit for attendees. Let’s take a look at some of the highlights and key takeaways from Concurrent Workshop A.

Day One

Rosaly Morsheimer and Angie Grilliot of UnitedHealth Group presenting at DEAM14.

After an amazing keynote speech from employment law attorney John C. Fox and a quick lunch break, everyone parted ways to attend the sessions of their choice. First up in Concurrent A were Angie Grilliot and Rosaly Morsheimer of UnitedHealth Group as they outlined their geographically based strategic sourcing plans that focused on underutilization and outreach for compliance. Attendees of this session were given examples of how to apply their AAP information to their talent acquisition strategy as well as why they should document and track sourcing activity for compliance purposes.

Next up, Tracy Hudson Spicer of the United States Equal Employment Opportunity Commission (EEOC) spoke to the commission’s strategic plan in regards to social media and arrest and conviction record usage by employers and it’s effect on the laws that they enforce. This included the top 5 rules and trends for social media and employment law, as well as a quick fact/myth game with drink tickets for the evening’s networking reception as the prize for the first to answer correctly.

Tracy Hudson Spicer of the EEOC presenting at DEAM14.

A quick “retro break” complete with root beer, popcorn and old fashioned candies preceded the day’s final session led by Meg O’Connell and Deb Russell of Global Disability Inclusion. In this presentation, the two elaborated on the benefits of hiring from the disability community (comprising 19% of the U.S. population), as well as the record keeping and tracking requirements established through the new changes to Section 503.

Key Takeaways:

  • Building relationships and documenting interactions is key to the success of having a comprehensive and compliant diversity strategy
  • The problem with social media in employment law lies not in the use of social media channels but what the recruiter does with the information that they learn.
  • A disability employment program is fully evolved when it is able to successfully leverage the fullest talents and usable skills of those with disabilities

Day Two

James Pierce of Piercing Strategies and David Scheffler of Pinnacle Affirmative Action Services presenting at DEAM14.

James Pierce of Piercing Strategies and David Scheffler of Pinnacle Affirmative Action Services kicked off day two with an engaging session on the major changes of VEVRAA and Section 503, including the benchmarks and outreach that fall on the employer in order to be compliant.

Second in line was DirectEmployers Member Sheryl Von Westernhagen of OfficeMax and corporate disability consultant, James Emmett. In this inspirational and energetic presentation, the two discussed the development of a disability and inclusion strategy, as well as best practices for making it work for both the organization and their employees with disabilities.

DirectEmployers Member Sheryl Von Westernhagen of OfficeMax and corporate disability consultant James Emmett presenting at DEAM14.

Prior to lunch on day two, Concurrent A ended with DirectEmployers’ very own VP of Compliance & Partnerships, Candee Chambers. Known for her knowledge and experience with OFCCP compliance and successes with the audit process as a former employer, Candee detailed the changes put in place by the Final Rule and how employers can realign their strategies to remain compliant.

 

 

 

 

Key Takeaways:

  • Your recruitment processes should first change as regulations and audit focus changes, then flow to your ATS and other technologies
  • The four pillars of Future Disability & Inclusion are: Stakeholder Buy-In, Financial Sustainability, Messaging and Engagement and Partnership
  • Outreach, outreach, outreach!

DirectEmployers VP of Compliance & Partnerships Candee Chambers presenting at DEAM14.

Thank you to all of our wonderful speakers; we truly appreciate you taking the time to share your stories, experience, and successes with our attendees! Members, keep in mind that you have access to all of the presentation slides in Pipeline. We encourage you to revisit the sessions you attended, take a look at some of the sessions you missed, and print copies for future reference. Stayed tuned for track B and C highlights!

 

 

 

Interested in presenting at DEAM15? We are now accepting speaking proposals! Visit https://www.surveymonkey.com/s/DEAM15callforpresenters to submit your proposal! 

Choosing Target Colleges and Universities – Research from NACE

Tuesday, April 15th, 2014

This post was provided by Claudia Allen, writer and editor at the National Association of Colleges and Employers (NACE). NACE connects campus recruiting and career services professionals, and provides best practices, trends, research, professional development, and conferences.

How do employers choose the colleges and universities where they will recruit—and which criteria are connected to the highest offer rates?

Traditional brick-and-mortar schools (public and private, for-profit and nonprofit) were favored by the majority of employers.

Four-year colleges and universities continue to be the most-used target schools, used by 92 percent of recruiters responding to a national survey of recruiters by the National Association of Colleges and Employers (NACE). The survey also noted that 16 percent of employers look for two-year school graduates, an increase of 4 percent since 2011.

More than half—61 percent—of employers consider an education earned at an online school—not an online program at a brick-and-mortar school—less credible than that earned at a traditional university.

Employers said the top four areas they consider extremely important in choosing target schools are:

  • Academic majors offered by the school,
  • Perceived quality of the school’s academic programs,
  • Employer’s past experience recruiting at the school, and
  • Accreditation of the school.

Less important criteria to recruiters, but connected to some of the highest offer rates were:

  • Executives being alumni of the school,
  • Helpfulness of the career services staff,
  • Salary expectations of students, and
  • School’s national rankings.

Highlights from the report are available at www.naceweb.org/surveys/college-recruiting.aspx.

Learn more benchmarks in recruiting at NACEWeb, www.naceweb.org. NACE offers customized school selection reports; contact the NACE Research Team at research@naceweb.org.

Join DirectEmployers at the NACE 2014 Conference & Expo, June 8-11, 2014. Details and registration are available on the event website.

 

4 Steps When Contacting A Stranger On LinkedIn

Friday, April 11th, 2014

The following guest post is from Joshua Waldman, founder of Career Enlightenment which offers professional LinkedIn profile writing and job search services to colleges, WorkForce offices and re-entering veterans. Watch his exclusive video “3 Secrets to Getting Job Interviews by Next Week” to learn the 3 secrets no one wants you to know about getting hired in today’s job market. 

This article originally appeared in Ragan.com last December 2, 2013.

Last week, I received an info interview request from a stranger as a direct message on LinkedIn. Despite my very busy schedule, I decided to take his call.

Over the weekend, I asked myself, “Why did I agree?”

Let’s take his email apart and put it into four essential elements so you can use them in your own LinkedIn networking communications. Networking with strangers on LinkedIn can give you great results if you’re deliberate in the process.

First, here’s the email I got over LinkedIn from J.:

Hi Joshua,

I noticed we are both connected to M. F.—how do you know M.? I first met her at J.P., and she actually photographed my wedding. Small world.

I wanted to touch base with you because I saw an open position at J.R. I thought would be a great fit for me. I’m located in Portland now, and do social media strategy for a digital marketing agency here in town.

It’s a fun role, but you know how agencies are—fingers in a lot of different businesses, but no ability to truly own a marketing program. It looks like I would be able to do that with the Marketing Communications Manager role that is posted.

Would you mind if I called you some time this week to hear about your experience at J.R. and your perspective on the marketing organization there? I’d really appreciate it.

J.

Now, let’s look at the takeaways:

1. Lead with something in common

J. began his email by pointing out our mutual friend M.F., and although I know M.F. from my sister’s college days, what really got my attention was M.F. was the photographer at his wedding.

With LinkedIn, there is a danger the first-degree connection isn’t really a close friend. I went through an Open Networking phase, and about 100 people in my LinkedIn network are complete strangers to me.

Don’t assume just because they’re connected that they know each other.

J. took a calculated risk. However, he mitigates that risk by further sharing a personal tidbit: He’s married. As another recently married guy, I can very much relate to his situation (i.e., he has my sympathy).

2. Get to the point—fast

J. wastes no time on BS or apologies. He’s writing to me because he saw an open position at a company with which I have a relationship and he thinks he’d be a fit.

Notice he says, “I saw an open position.” He doesn’t assume I know anything about this position. In fact, it was news to me. So I can infer he’s not assuming I’m any kind of decision-maker. I know this is going to be a purely informational interview.

Furthermore, he concludes the email by reaffirming that he’s just looking to hear about my experience with J.R., the company, and my perspective on its marketing organization.

My guard goes down, because I know he’s not going to put me on the spot or ask me for more than just my opinion.

3. What makes him qualified?

Without bragging, J. makes it clear that he’s a serious candidate, not one of those job fisherman.

He tells me he already works at an agency and that even though he enjoys his current agency, he’s looking for more. He wants to “truly own a marketing program.”

It might occur to me, after all, that if he already has a job, why is he looking to make a change? That concern is assuaged.

4. What do you want from me?

He concludes his email with, “Would you mind if I called you sometime this week…” meaning, I won’t have to do anything except wait for a phone call and talk to him. Sounds easy.

I would have even mentioned the exact amount of time such a conversation would have taken, “Would you mind if I called you this week for just 10 or 15 minutes?”

Other observations

You may have also noticed…

  • The email was very short. It took me less than 30 seconds to read it.
  • He named the position he was after, he did his research, and I know he won’t waste my time.
  • He is sensitive to and grateful for my time: “I would really appreciate it…”

The next time you are reaching out to someone new over LinkedIn, consider bringing in one or more of these elements to your message. I’m sure it will make a big difference in your response rate.

Any successful messages on LinkedIn? Please share them in the comments section so we can learn from your brilliance.

If you liked this post, join us for a free one-hour webinar, 3 Secrets to Getting Hired Using LinkedIn, featuring Joshua Waldman on Tuesday, April 22 from 2-3 EDT. Learn more and register now!

 

Getting Started with PRM – New Member Benefit from DirectEmployers to Assist with OFCCP Compliance

Thursday, April 10th, 2014

The new OFCCP regulations that went into effect March 24, 2014 for VEVRAA and Section 503 require federal contractors to build meaningful relationships with diversity, disability, veteran, women and other minority organizations. This also means recording communications and exchanges with those partners and demonstrating outreach effectiveness.

PRM

Dee Anne Faller and Jason Sole showing Members the PRM during DEAM14.

DirectEmployers Association designed a new tool to help Members streamline this process by providing a single location to enter, access and store this data, regardless of their device or location. This new tool, called Partner Relationship Manager (PRM), was officially unveiled recently at the DirectEmployers 2014 Annual Meeting & Conference.

The PRM is included with DirectEmployers Association membership, which means our Members don’t need to purchase or maintain additional services to assist them with tracking outreach efforts. This tool will help Members by:

  • Easily working with national and local partners from within a single tool.
  • Simplify maintaining partner contacts and tracking outreach efforts.
  • Providing an economical alternative to other tools.
  • Recording details regarding hiring activity from a partner organization or contact within a partner organization.
  • Running reports that capture the outreach efforts and their effectiveness – from one platform.

Over the next several months we will roll out tutorials, a user guide and schedule training sessions. To get started with PRM, please follow these two steps:

  1. Create an account on My.jobs at: https://secure.my.jobs/
  2. Email or call your Membership Development Representative to request activation of the employer functionality of your My.jobs account – if you’re not sure who your point of contact is, please email PRM@DirectEmployers.org

Members can view the DEAM14 presentation about PRM on Pipeline. We also set up a PRM forum for Members to post feedback or additional questions. Please don’t hesitate to post there or contact your Membership Development representative.

DEAM14 Brings Knowledge, Networking and Actionable Information

Wednesday, April 9th, 2014

The Veterans Connect Career Fair and DirectEmployers 2014 Annual Meeting & Conference (DEAM14) took place March 25-27 at the Hyatt Regency Crystal City. Both events were a huge success and DEAM14 had record-breaking attendance!

We’ll be sharing all of the great information and best practices from the conference over the next few weeks, so stay tuned. In the meantime, check out our recap video for DEAM14 highlights and to hear what some attendees had to say about the event:

View more event highlights from our DEAM14 photos on Flickr. Registration is open now for DEAM15, taking place May 13-15, 2015. Learn more at: http://DEAM15.DirectEmployers.org.

Get Involved in Your Association

Monday, April 7th, 2014

There is truth to the statement “strength in numbers.” DirectEmployers Association was founded upon the principles of collaboration, which is why we constantly strive to increase Member participation. Through this philosophy, we aim to provide unparalleled products and services that benefit our Membership as a whole. Our business model has remained the same from day one – Member driven, not profit driven.

With that said, there are many ways to get involved in cultivating the future endeavors of the Association. From joining a planning committee or simply providing feedback and participation at events, your actions do make a difference and help shape future products and services. Here is a quick list of how you can get involved, starting today:

Join the Member-Only Community, Pipeline
The Pipeline is an online community exclusive to DirectEmployers Members. Here you’ll find past webinars and presentations, valuable tools and resources for federal contractors and talent acquisition professionals, and an interactive forum designed for you to get answers and feedback from subject matter experts and fellow practitioners – or share your advice with others. You can even search other Member profiles to make meaningful connections or post blogs. To join this community, visit: http://voice.directemployers.org.

Contact for more Information: Katie Pfledderer – katie@directemployers.org

Host an Employers Connect
Each quarter, the Association hosts a half-day seminar that allows employers to meet face-to-face and share ideas, network with fellow practitioners and discover innovative technology that’s impacting the field of talent acquisition and compliance. To keep these events free for attendees and cost effective for the Association, we rely on our Members to host the events. If you’re interested in learning more about the event including available hosting opportunities, visit: http://connect.directemployers.org.

Contact for more information: Lis Dennis – lis@directemployers.org

Serve on the Board of Directors
Many of the advancements of the Association are dictated by our esteemed Board of Directors, each of whom represent companies from a variety of industries and backgrounds. By electing to join the Board of Directors, you will have the opportunity to enhance and expand your leadership skills, while gaining ideas you could incorporate into your organization’s strategy.

Contact for more information: Dan Jordan – dan@directemployers.org; Tom Eckhart – tom@directemployers.org

Join an Advisory Committee
Take this opportunity to make your voice, ideas and challenges heard! Whether your specialty lies in recruiting, compliance or even helping coordinate events, we have a committee that you can join. Not only can you get involved with fellow Members, your expertise can help create new products and services that directly benefit DirectEmployers.

Contact for more information:
.JOBS Advisory Committee: Heather Hoffman – heather@directemployers.org

Recruitment Regulatory Compliance Committee (RRCC): Candee Chambers – candee@directemployers.org

Nation Labor Exchange (NLx) Operations Committee: Candee Chambers – candee@directemployers.org

DirectEmployers Annual Meeting & Conference: Nancy Holland – nancy@directemployers.org

Become a Guest Blogger
In order to provide unique content for the Association’s various blogs, we are always open to having our Members or trusted partners provide relevant content for our audience and mission. Currently, guest blogging opportunities are available for the Help Wanted, a blog focused on providing job seekers with tips and advice during their career search; and Soapbox Holland, a blog authored by DirectEmployers Nancy Holland who discusses current events happening with the Association, tips and advice on how employers can enhance their recruiting strategy and Member-spotlight interviews.

Contact for more information: Katie Pfledderer – katie@directemployers.org

Interact on Social
Take your social connections to the next level and interact with us on our various social media accounts. From Facebook and Twitter to LinkedIn and Google Plus, we’re constantly streaming timely information and engaging with our Members, supporters and partners. Connect with us on any – or all – of the following official DirectEmployers accounts:

Facebook: http://www.facebook.com/DirectEmployersAssociation
Twitter: http://www.twitter.com/DirectEmployers
LinkedIn: http://www.linkedin.com/company/directemployers-association
Google Plus: https://plus.google.com/u/0/100406566063094579991/posts
Instagram: /DirectEmployers

Contact for more information: Katie Pfledderer – katie@directemployers.org

Showcase your Company in Case Studies
Every company has unique stories to tell. Let us share them with the membership by showcasing your efforts in a case study. Whether you’ve tackled an audit scenario in a unique fashion or utilized the .JOBS top-level domain (TLD) as part of your recruitment strategy, we’d like to hear about it. By sharing your challenges and solutions, you can help fellow Members and potentially spur unique ideas that spin-off of your solution.

Contact for more information: Jaime Costilow – jaime@directemployers.org

We gladly encourage Member participation and look forward to working with each of you. Have a comment or suggestion? We’d love to hear feedback from you too!

Making Your Online Job Search More Efficient with Saved Searches

Friday, April 4th, 2014

There are millions of jobs posted online every day through corporate career sites, online job boards, job aggregators and social media. For job seekers, the high volume of jobs accessible online is great, but may quickly become overwhelming to sift through on a daily basis.

This is where Saved Search comes in as a great time and energy saver. Saved Search is essentially a job search agent. This feature has become somewhat standard on corporate career sites and job search websites, such as My.jobs. It enables you to search for a job, save the results, then to opt-in to receive email notifications when new opportunities are posted within your designated criteria. The end result means you no longer have to go out to the website to conduct a new search every day – the new jobs automatically come to you.

To try Saved Search, visit https://secure.my.jobs/. Under the “Sign Up” section, provide your email and create a password. After you click the “Create Account” button, you’ll need to check your email for a verification link. Once you have clicked that, you can access your profile and fill in your information.

Once you’re satisfied with your profile, you can go to any website within the .JOBS Network to set up a new Saved Search. For this example, we’ll assume you’re a job seeker looking for work in Texas. You would visit Texas.jobs and enter the appropriate information in the “What” and/or “Where” fields. In the figure below, we used Dallas for the “Where” and nursing for the “What.”

My.jobs saved search

 

On the search results page, you’ll see section in the right hand column where you can care a new Saved Search:

My.jobs saved search

 

Simply click the “Save This Search” box and you’ll see a note once it has been processed:

My.jobs saved search

 

You can go in at anytime to view, edit or delete your Saved Search from your My.jobs account under the Saved Search tab.

 

 Ready to get started? Visit My.jobs now!

EEOC Hearing Examines Social Media in the Workplace and Implications for Equal Employment Opportunity Law

Thursday, April 3rd, 2014

Lobby area outside of the meeting room at the EEOC Washington, D.C. office.

The lines between employees’ public and private lives have become increasingly blurred, which has led to a complex dialogue around the enforcement of equal employment opportunity laws. During a recent open meeting at the U.S. Equal Employment Opportunity Commission (EEOC), panelists were invited to discuss a wide range of issues including recruitment and hiring, harassment, records retention and discovery.

The panelists included:

  • Carol Miaskoff, Acting Associate Legal Counsel, EEOC, Office of Legal Counsel
  • Rita Kittle, Senior Trial Attorney, EEOC Denver Field Office (via video teleconference)
  • Lynne Bernabei, Partner, Bernabei & Wachtel PLLC
  • Renee Jackson, Associate and Social Media & Technology in the Workplace team lead within the Labor and Employment practice group, Nixon Peabody LLP
  • Jonathan Segal, Partner, Duane Morris LLP; Managing Principal, Duane Morris Institute, testifying on behalf of the Society for Human Resource Management

Coincidentally, this was the first hearing that the EEOC live tweeted, and encouraged others to join via the hashtag #socialEEOC. Do a query for the hashtag and you’ll get a great play-by-play of the discussion in addition to the follow-up analysis and blog posts.

EEOC Commissioner Victoria Lipnic made it clear that the meeting was meant to be a listening session to learn about issues and that no guidance would be issued.

One statistic cited by EEOC Commissioner Jenny Yang was that millennials account for 36% of the U.S. workforce, and by 2025, they will account for 75%. She was interested in how social media can be used in discovery and how policies can inform employees while balancing employer concerns. Throughout the meeting there was in-depth discussion about the burden that plaintiffs cope with during excessive discovery requests.

Rita Kittle speaking via video teleconference during the meeting.

Rita Kittle shared her insight as a Senior Trial Attorney, EEOC Denver Field Office, and explained some of the challenges of using social media in discovery including Facebook blocking and deletions. Kittle said the biggest difficulty is determining the parameter of searches on social media. The amount of time spent combing through social media content and profiles can be substantial – plus, it’s difficult to define what is relevant to litigation – so it’s important to negotiate the search parameters at the beginning of a case. Her overarching concern is that people will fear or be discouraged from participating in EEOC cases if they think it means all of their private communications and interactions will be accessible by their current or former employer.

Carol Miaskoff, Acting Associate Legal Counsel, EEOC, Office of Legal Counsel, stated that 30 states have or are considering laws preventing employers from getting employees’ personal social media passwords. She also advised that employers are subject to EEO laws, regardless of the media they happen to use. In addition, she cited the recent joint statement between the EEOC and Federal Trade Commission (FTC) regarding background checks. Per the EEOC press release, “This is the first time that the two agencies have partnered to create resources addressing concerns in this key area. The documents are available on the EEOC’s website: Background Checks: What Employers Need to Know and Background Checks: What Job Applicants and Employees Should Know.”

Renee Jackson, Associate and Social Media & Technology in the Workplace team lead within the Labor and Employment practice group, Nixon Peabody LLP, remarked that she advises employers to add social media to the mix of recruitment tools they use, and suggests search post offer. When working with companies, she tells them to apply the same discrimination, harassment, and retaliation concepts to social media.

Jonathan Segal, Partner, Duane Morris LLP; Managing Principal, Duane Morris Institute, who testified on behalf of the Society for Human Resource Management (SHRM), covered social media use in the workplace for screening and background checks. He acknowledged the many positive effects of social media in the workplace: it promotes workplace flexibility by leveling the communication between in-house and remote employees; and it’s growing in use as a tool for knowledge sharing within organizations, for marketing and crisis communications. He went on to explain that some employers use social media to recruit candidates by publicizing job openings and some for background checks. Segal said that it’s not the looking that’s the legal issue, but what the employer does or doesn’t do with what it discovers.

A SHRM 2013 study discovered that 77% of companies indicated using social networking sites to recruit candidates for specific jobs. Segal shared more stats from SHRM research, including the fact that 94% of recruiters use LinkedIn, 54% use Facebook and 39% use Twitter to find talent. “To ignore social media today is like ignoring e-mail 20 years ago,” said Segal.

A study from Carnegie Mellon University was mentioned a few times throughout the discussion about the effects of social media screening – definitely worth the read.

As the conversation progressed, newer apps such as Snapchat were mentioned. These types of mediums create even more hurdles as they give users the ability to share self-destructing messages and photos.

Attendees continuing the conversation after the hearing wraps up.

During the closing remarks, Feldblum stated that, “Every tweet is a choice.” Definitely something to ponder as the topic of social media in the workplace continues to be scrutinized. She expressed that federal sector cases will be useful means in having the Commission provide guidance.

Check out some additional articles that were written about the public meeting and let us know what you think. Should the EEOC provide guidance to employers? Have you implemented training for your recruiters on social media screening?

Special thanks to Edward Loughlin, Senior Trial Attorney, Office of the General Counsel, EEOC, for being such a wonderful resource for our Association.

DirectEmployers Association and NASWA Announce Partnership with U.S. Chamber of Commerce Foundation to Assist Nation’s Veterans in Finding Employment

Wednesday, April 2nd, 2014

Through this partnership, the National Labor Exchange will now provide the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes program innovative way to utilize job listings through the National Labor Exchange.

INDIANAPOLIS, IN – April 2, 2014 – To assist veterans, transitioning service members and military spouses in obtaining meaningful civilian employment, DirectEmployers Association and its longtime partner, the National Association of State Workforce Agencies (NASWA), announce an alliance with the U.S. Chamber of Commerce Foundation’s (USCCF) Hiring Our Heroes program. The objective of this alliance will be to utilize and leverage the strengths and expertise of each organization, while working toward the common goal of getting our nation’s heroes back to work.

DEAM14 | Formal Partnership Announcement

At DirectEmployers 2014 Annual Meeting & Conference representatives from the U.S. Chamber of Commerce, NASWA and DirectEmployers formally announce partnership and commitment to helping veterans and transitioning service members get back to work.

“Our nation’s military is comprised of some of the most talented individuals, and as a veteran myself, I understand the challenges these men and women face as they enter the civilian workforce. Through this collaboration, we aim to help these talented individuals during this transitional period by connecting them with employers who are military-friendly and ready to hire,” commented Bill Warren, Executive Director, DirectEmployers Association.

The partnership will seek to use the National Labor Exchange (NLx)–an existing partnership between DirectEmployers and NASWA. With over one million jobs available daily from 340,000 nationwide employers, the NLx job source will allow Hiring Our Heroes the ability to better leverage the open data of more than one million job listings currently available in the NLx. Veterans, transitioning service members, and military spouses will benefit from Hiring Our Heroes’ ability to more effectively design news search and job application functions in its online job search tool, Fast Track.

“We are excited about this partnership as it brings together and expands significant resources of three major organizations, working in collaboration, to assist our nation’s veterans return to work,” stated Mark Henry, President, NASWA.

Not only will this agreement allow veterans easy access to a variety of jobs, it makes it less challenging for employers to get their jobs in front of veterans, in addition to the Hiring Our Heroes website. Employers who currently use the Hiring Our Heroes website can now list jobs by directly posting into their state job bank, which links into the NLx, or have their jobs electronically acquired from their corporate career website by the NLx–all at no cost.

“Through this innovative partnership, we will be able to better guide our military men and women toward the more than one million available jobs in the National Labor Exchange,” said Eric Eversole, Executive Director of Hiring Our Heroes and Vice President at the U.S. Chamber. “This is public and private sector collaboration at its best and will help veterans and service members make more informed decisions about career opportunities, and to do so earlier in the transition process.”

Furthermore, each of these three organizations will work to leverage their resources and knowledge base with employers and state workforce agencies to help veterans obtain employment opportunities that allow them to utilize their unique qualifications and skillset. The formal announcement of this alliance was made at the DirectEmployers Annual Meeting and Conference on Thursday, March 27, 2014 at the Hyatt Regency Crystal City, located in Arlington, Virginia.

About the U.S. Chamber of Commerce Foundation
The mission of the U.S. Chamber of Commerce Foundation (USCCF), a 501(c)(3) nonprofit affiliate of the U.S. Chamber of Commerce, is dedicated to strengthening America’s long-term competitiveness by addressing developments that affect our nation, our economy, and the global business environment. USCCF presents a broad range of programs that promote a greater understanding of economic and public affairs issues.

Hiring Our Heroes
Hiring Our Heroes, a program of USCCF, was launched in March 2011 as a nationwide initiative to help veterans and military spouses find meaningful employment. Working with the Chamber’s vast network of state and local chambers and other strategic partners from the public, private, and non-profit sectors, HOH’s goal is to create a movement across America in hundreds of communities.

HOH operates Fast Track, an online job search tool that identifies pathways to careers in the fastest growing job markets in America and the top industries driving that growth.

About DirectEmployers Association
DirectEmployers is an employer-driven association focusing on talent acquisition and inclusion 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.

About the National Association of State Workforce Agencies
The National Association of State Workforce Agencies (NASWA) is an organization of state administrators of unemployment insurance laws, employment services, training programs, employment statistics and labor market information and other programs and services provided through the publicly-funded state workforce system.

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