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

Posts Tagged ‘DirectEmployers Association’

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.

Proactive Measures for OFCCP Audits

Thursday, August 7th, 2014

Going through an OFCCP audit can be stressful, however there are steps you can take to prepare in advance. In this video, John Whalin, Senior Program Manager of Talent Acquisition at Member company United Airlines, provides proactive measures for a smoother audit.

proactive measures for OFCCP audits

Key takeaways:

  • Have measures in place to easily access information that you know you’ll be asked for in the event of an audit
  • Build relationships through grass-roots efforts at the local level
  • Be sure to document those efforts, such as in a calendar on SharePoint, or in fields that may be available in your ATS

Enable America Partners with DirectEmployers to Improve Employment Opportunities for People with Disabilities

Thursday, August 7th, 2014

The following press release was authored by Enable American and was originally posted on August7, 2014.

Tampa, FL, August 7, 2014 – Enable America, the nation’s first nonprofit solely committed to improving employment opportunities for people with disabilities, has joined forces with DirectEmployers Association in launching a dynamic and searchable online job portal: EnableAmerica.jobs.

This online employment search tool is designed to serve the more than 56 million Americans with life altering disabilities, including disabled military veterans. EnableAmerica.jobs also provides a new outlet for employers committed to building diversity in their workplace.

“Right now more than one million career opportunities are posted on EnableAmerica.jobs, made possible through companies who have partnered with us and DirectEmployers,” said Chris Jadick, Enable America’s Executive Director. “Enable America’s history and expertise in working to improve job opportunities for people with disabilities, combined with DirectEmployers consortium of leading global employers, will open new doors to many who are ready, willing, and able to work.”

“Our members represent some of the largest employers in the world and are fully committed to embracing differences and creating inclusive workforces that provide job opportunities to people with disabilities,” said Bill Warren, Executive Director, DirectEmployers Association. “The launch of EnableAmerica.jobs is another milestone for the Association and gives both employers and disabled job seekers another way to interact.”

Founded in 2002, Enable America builds bridges between people with disabilities and employers, through direct engagement programs that help companies take action to diversify their workforce and employ more people with disabilities. Programs include Job Skills Workshops, Career Mentoring Days, VetConnect programs for disabled veterans and wounded warriors, as well as Community Connection and Business-to-Business meetings.

The debut of EnableAmerica.jobs comes at an important time, as new U.S. Department of Labor’s (DOL) regulations on the recruitment and hiring of people with disabilities went into effect on March 24. Administered by the DOL’s Office of Federal Contracting Compliance Programs (OFCCP), the Final Rule revises Section 503 of the Rehabilitation Act requiring federal contractors and subcontractors to follow new guidelines for hiring individuals with disabilities (IWDs). These new regulations will also strictly enforce a 7% utilization goal for employment of qualified IWDs.

“Increasingly Enable America is providing services to companies to help them take action necessary to improve employment of people with disabilities, and meet their compliance needs,” Jadick said. “We welcome both job seekers and employers to connect with our organization, services, and the new job portal.”

Additional information on Enable America’s achievements can be found at EnableAmerica.org. Companies can learn more on Enable America’s Employment Partner program by contacting Executive Director Chris Jadick at Chris.Jadick@EnableAmerica.org, or by phone at (813) 222-3204.

About Enable America
Enable America was established in 2002 by attorney Richard Salem as a non-profit organization dedicated to helping people with disabilities find employment and live independently. The organization’s Community Connections, Business Connections, and VetConnect programs unite members of the disability community and business community to raise awareness and increase employment opportunities for the more than 56 million Americans with disabilities, including our nation’s wounded warriors. More information can be found on the organization’s web site, www.EnableAmerica.org.

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 www.directemployers.org.

Creating a Trusted Online Employment Brand: Is There A Magic Sauce?

Wednesday, August 6th, 2014

This past June, our VP of Digital Strategy, Heather Hoffman, and our VP of Marketing, Nancy Holland, had the opportunity to present a panel discussion at the 2014 HCI Strategic Talent Acquisition Conference in Boston. Of course, we always enjoy presenting with our Members so we asked Francene Taylor of Popeyes Louisiana Kitchen and Bonnie Elliott of REI to share their experience with the My.jobs Solution. With Heather as the moderator, Nancy kicked off the presentation by discussing the evolution of DirectEmployers and the creation of My.jobs on the .JOBS top-level domain (TLD).

During this discussion, Nancy explained how DirectEmployers was founded by 14 leading Fortune 500 companies in 2001 and has now grown to over 720+ Members – Popeyes and REI included. In 2009, the Employ Media, the registrar of the .JOBS TLD, brought a plan to DirectEmployers to build out branded and search engine optimized (SEO) microsites for our Members. Today there are over 30,000 employers’ jobs on the My.jobs Network with over 650 of those employers implementing My.jobs microsites in their online recruitment strategies.

DirectEmployers at the HCI Conference

Heather Hoffman and Nancy Holland of DirectEmployers with Members Francene Taylor of Popeyes and Bonnie Elliott of REI during the 2014 HCI Strategic Talent Acquisition Conference.

Francene was up next to discuss her transition from her former employer (also a DirectEmployers Member), InterContinental Hotels Group (IHG), who is an avid user of the My.jobs Solution. While Popeyes is currently considering a microsite strategy, she touched on the positive results that IHG experienced, including a 92% increase in hires from organic search within one year of launching their 30 keyword-targeted My.jobs microsites. Also a Federal Contractor, IHG also established a milestone for DirectEmployers as the first company to launch a disability focused My.jobs Microsite. This additional effort to attract diverse candidates helps to satisfy the OFCCP’s Section 503 requirements alongside their other compliance initiatives.

Bonnie stepped in next to share REI’s strategy, which was to use to take advantage of all of the platform’s customization capabilities and use their My.jobs Member Microsite as the front face of their corporate career site – our first member to do so. Using imagery, video and interesting content, REI has the opportunity to portray their corporate culture through their uniquely distinguished employment brand. Supplementing their Member Microsite were 25 additional microsites which led their strategy to a 21,607% increase in site visits and a 22,050% increase in conversions (site visitors who clicked “apply”) from September 2012 to April 2013.

The sharing of these real-world case studies sparked interaction from the audience, resulting in an interesting conversation about the implementation process and development of a microsite strategy. As always, we enjoyed this opportunity to speak to potential Members, and were thrilled to see a few familiar faces from the session visit our booth in the exhibit hall for more information. If you are interested in learning more, we’d be more than happy to discuss your needs and how a My.jobs Solution may be able to help. Contact a Digital Strategist today at 866-268-6206.

 

Member Spotlight Series | Heading Down a Non-Traditional Career Path: If the Shoe Fits, Wear it!

Tuesday, July 29th, 2014

Last year we debuted our first ever Member Awards Competition to highlight Members’ initiatives in the areas of recruitment, technology and OFCCP compliance.

As the award submissions began to roll in, we were impressed by the innovative programs and unique successes of Members’ various campaigns. One such submission, and winner in the Recruitment Tier 2 category*, came from Member company Schlumberger. Dubbed “Stilettos to Steel Toes,” this initiative focuses on gender diversity and encourages female engineering students to consider non-traditional career paths.

Schlumberger's Stilettos to Steel Toes

As the world’s leading supplier of technology, integrated project management and information solutions to worldwide customers in the oil and gas industry, Schlumberger created this program to highlight opportunities for female engineers in non-office based job assignments. Their target audience was comprised of female engineering students who were members of the Society of Women Engineers (SWE) at 25 of the target universities with which they have standing relationships.

Schlumberger's Stilettos to Steel Toes Program

The contest was run through SWE chapters at each of the 25 target universities and challenged entrants to get creative and have fun with a short 350-word essay submission. At the end of the contest, one national winner was chosen to receive a scholarship of $2,000, as well as airfare and accommodations to the SWE National Conference. Individual, section and region winners were also selected to win prizes.

In place since 2009, “Stilettos to Steel Toes” has yielded Schlumberger phenomenal results and raised the profile of the company as an employer of choice for female engineering candidates ,with the added bonus of helping the gender balance of their workforce. The results over time are as follows:

Year Total Field Engineers Hired % of Female Field Engineers
2007
432
18%
2008
526
24.6%
2009
354
20.6%
2010
478
37.6%
2011
546
33.6%
2012
574
32.3%
2013
(YTD)
33.9%

We want to give a major pat on the back to Schlumberger for their unique and innovative program! Ready to share your successful initiative? The DirectEmployers 2014 Member Awards call for entries was just announced, and we’d love for you to throw your hat in the ring and stake your claim as “best in class.” Visit the website to learn more and be on the lookout for more posts featuring past award winners.