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Posts Tagged ‘DirectEmployers Association’

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.

DirectEmployers and National Association of State Workforce Agencies Announce 10 Year Extension of Unique Public-Private Partnership

Tuesday, June 24th, 2014

NASWA and DirectEmployers extension

Unprecedented public private partnership, supported by employers and state workforce agencies, that effectively connects job seekers to real job openings is renewed to achieve long-term goals and success.

INDIANAPOLIS, June 24, 2014 /BusinessWire/ –– DirectEmployers Association announced today a ten year extension to its ongoing partnership with the National Association of State Workforce Agencies (NASWA) and their joint collaboration, the National Labor Exchange (NLx). The partnership extension, now continuing through June 2027, strengthens the NLx and underlines the value the initiative brings to government, job seekers, and employers alike.

Established in 2007, the NLx is a public-private partnership aiming to collect all available, real job openings appearing on the internet. Unlike other job aggregators, the NLx does not include duplicate job orders, because NLX information is only acquired from an employer’s corporate website or a state job bank. As a result, job seekers experience a faster connection to authentic job openings and have a better user-experience. Moreover, job seekers will not encounter “dead job links” because the NLx is refreshed daily. They can also be assured all participating employers are authentic because the NLx validates all employers.

Since its inception, the NLx has made available over 40 million unique job openings from over one million employers. The NLx outlets include state job banks, government portal and the my.jobs network. Currently, the NLx has close to 1.7 million jobs on a daily basis, gathered from 16,000 corporate career sites and state job banks.

“The NLx provides the best information on job vacancies in real time to job seekers. And there are no duplicates, scams, or criminal solicitations. This has made the NLx a cost-effective labor exchange tool for our members in their mission to connect job seekers to jobs and employers to job seekers” said Rich Hobbie, Executive Director, National Association of State Workforce Agencies.

The NLx partnership also allows DirectEmployers to assist its member companies in meeting the OFCCP’s Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) job listing requirements. This provides a seamless method for federal contractors of all sizes, to meet federal job listing and delivery standards while providing a cost effective solution to help reach a diverse workforce.

“Through our work together and collaboration to build awareness around the NLx, we’ve been able to fulfill our mission of creating a more cost effective labor market, while really giving employers and state workforce personnel the ability to connect and reach a large pool of job seekers, including veterans and people with disabilities,” commented Bill Warren, Executive Director, DirectEmployers Association.

Since forming the NLX alliance, DirectEmployers and NASWA have worked closely reaching the following milestones:

  • Signed NLx participation agreements with all 50 states, along with DC, Puerto Rico and Guam;
  • Engaged all publically-funded state job banks to exchange job openings on a daily basis;
  • Provided job openings to US Department of Labor and the Veterans Administration sponsored sites including American Job Center; CareerOneStop; eBenefits Veterans Employment Center; My Next Move; My Next Move for Veterans; MySkillsMyFuture; and VetSuccess.gov;
  • Provided no-cost job spidering services to over 16,000 employers;
  • Hosted five state job banks at no-cost: New York, Connecticut, Nevada, Guam and Puerto Rico;
  • Provided state workforce agencies job banks with search engine optimized, social media integrated and mobile-ready my.jobs microsites increasing job seeker traffic;
  • Signed alliance with the U.S. Chamber of Commerce Foundation’s — Hiring Our Heroes program to support the Foundation’s online job search tool, Fast Track;

As the partnership and the NLx continue to grow, the benefits to companies, state workforce agencies and job seekers will also increase. However the mission, to provide a cost-effective system that aims to improve labor marketing efficiency will remain the same.

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.

Envisioning the Future at the AAAA’s 2014 National Conference & Annual Meeting

Thursday, June 12th, 2014

AAAA Conference

Ashleigh Brock from UT Health Science Center receiving her raffle prize from Shannon Offord and Amy Williams of DirectEmployers.

Last week a few DirectEmployers team members had the pleasure of attending the American Association for Affirmative Action (AAAA)’s 40th National Conference in Nashville, TN. Not only were we the Diamond Sponsor, but we also had space in the exhibit hall to talk with compliance professionals about our products and services in addition to a speaking slot on the agenda. Two and a half days of learning and networking at the beautiful Gaylord Opryland Hotel have left us reflecting on the past and looking forward to the future of Affirmative Action in the workplace.

Day one kicked off with a thought-provoking plenary session presented by Jackson Lewis PC’s Mickey Silberman as he presented on the changes to the OFCCP regulations as they relate to veterans and individuals with disabilities. After some engaging workshops and an awards luncheon with keynote speaker Kathleen Martinez, the Assistant Secretary of Labor for Disability Employment Policy, our very own VP of Compliance and Partnerships, Candee Chambers had the opportunity to present on “Beating the Heat of Your First Audit After the New Regs are in Place: Debunking the Myths Surrounding VEVRAA and Section503”.

In her session, Candee put the ever-present “listing vs. posting” debate to rest, saying that the regulations clearly stating that jobs must be listed for compliance, while proof of job postings may be asked for during an audit. From here she commented on EEO tag lines, contact information, responsibilities of employment service delivery systems (ESDS), self-identification forms, outreach and more. She ended the session with a helpful checklist to help employers to prepare for a possible audit. 

Candee Chambers presenting at AAAA Conference

VP of Compliance & Partnerships at DirectEmployers Candee Chambers presenting at the AAAA Conference.

The first evening ended with an exhibitor’s reception and a special screening of the movie ANITA: Speaking the Truth to Power, the powerful true story of a young African American woman’s battle for workplace rights, social justice and equality.

Day two was a blur of keynote speakers, networking in the exhibit hall, and more workshops on a variety of topics relating to Affirmative Action. The day ended with a town hall-style meeting with a panel of past AAAA presidents and a roundtable discussion on the topic of disability hiring. The last day of the conference ended with final keynote speaker, Patricia Shiu, the Director of the OFCCP with the U.S. Department of Labor.

This conference had a nice balance of the history of Affirmative Action and what the future may hold. We were thrilled for the opportunity to sponsor and can’t wait for next year!

Attending industry conferences this summer and want to network with us? Check out our full event schedule to see where we’ll be. We love connecting with our Members and seeing new faces!

Collegefeed Partners with DirectEmployers to Help its 700+ Members Recruit College Talent

Monday, June 9th, 2014

Collegefeed today announced a partnership with DirectEmployers Association, an employer-driven association of talent acquisition and OFCCP compliance professionals, to help its 700+ Fortune 1500 companies recruit the most in-demand new grads and build an ongoing pipeline of college talent. Collegefeed’s matching engine makes it simple for companies to quickly find relevant candidates across diverse backgrounds, whether they’re first-time job seekers, new grads with disabilities or veterans re-entering the workforce. DirectEmployers member companies will also get exclusive access to a wide range of Collegefeed services, including Digital Career Fairs that bring the power of on-campus recruiting to the desktop and branding services designed to grow awareness with millennial job seekers.

DirectEmployers Association helps the world’s largest companies better utilize technology and best practices in talent acquisition to reach the most diverse pool of quality jobseekers. Hundreds of industry leaders from IBM to General Motors are active members, with 10 to 15 new companies joining every month. In addition to its focus in veteran, disability and diversity job distribution, DirectEmployers helps its members amplify their employment brand and job visibility through the proprietary .JOBS top-level domain – the first-ever interlinked and coordinated use of a top-level domain specifically built for job seekers and human resources practitioners.

“DirectEmployers helps to guide companies in the most cutting-edge and cost-efficient ways to recruit and hire the right candidates,” Sanjeev Agrawal, CEO and co-founder of Collegefeed. “For many of those companies, the ability to build brand recognition and attract millennial jobseekers is a huge challenge. We know that most new grads can only name a handful of brands as they start their careers. Our goal is to level the playing field and get as many grads and young alums connected to great companies. Through this partnership, DirectEmployers members will be able to identify, attract and recruit the talent they need to grow their business, and use the time and resources they spend on college recruiting strategically.”

“If you don’t know which companies are out there waiting for you, how can a young job seeker make an informed decision about where to start their career?” said Bill Warren, executive director of DirectEmployers Association. “Collegefeed functions as an equalizer in college recruiting. It provides the tools needed to help companies create mindshare with top students, plus the ability to hire them quickly. With the Class of 2014 beginning their job search, we’re thrilled to offer our members special access to the Collegefeed platform.”

The brainchild of Google’s first marketing chief, Sanjeev Agrawal, Collegefeed uses the latest technologies to completely modernize the job-search and recruiting process for new grads. Since launching last year, Collegefeed has already grown to tens of thousands of job-hunting grads, 1000 hiring employers and universities from Stanford to Carnegie Mellon have rolled out the platform campus-wide.

How It Works: DirectEmployers and Collegefeed
DirectEmployers members can start hiring new grads immediately, by taking advantage of a variety of Collegefeed tools, including:

Connections Engine
Collegefeed’s Connections Engine enables students and employers to get connected faster than ever before. The Collegefeed Connections Engine ensures highly relevant matches and achieves a 40 percent hit rate with employers – compared to only three percent hit rate with traditional job postings. Students simply upload their resumes. Collegefeed analyzes their background and interests and starts presenting them to relevant hiring managers in talent feeds.

Talent Feeds
Talent feeds are highly personalized, pre-vetted lists of quality candidates created to fit a position you want to fill. Just specify your domain preferences, such as Software Engineering or Quality Assurance, in a given location. Collegefeed identifies high-quality candidates matching your needs and sends their profiles to you via email.

Searchable Resume Books
The Resume Book is a private, searchable, online database of student profiles that only employers on the Collegefeed network can access. Resumes are automatically converted into rich profiles and tagged with appropriate job functions such as Sales or Marketing. Employers can easily log in, browse profiles by job function and search by major, graduation date, keywords and dozens of other filters.

Digital Career Fairs
Digital Career Fairs bring the power of traditional university career fairs to the web – transforming the campus recruiting process into a year-round event. Students simply opt in and their profiles are automatically made available to participating employers. Collegefeed technology then analyzes the profiles, automatically places them into job categories, matches them with relevant companies and sends them to hiring managers. Hiring managers can review profiles at leisure and connect with interesting students with the click of a button.

Direct Employer members will receive exclusive access to the June 16-20, 2014 Golden Key Digital Career Fair, featuring honor society students and new grads that represent the top 15 percent of their class.

Collegefeed helps employers identify and implement best practices for growing your company’s brand awareness with new grads. Using your specific goals and assets, Collegefeed will create a custom, mobile-friendly brand page to attract and engage the brightest students from 400+ colleges. From there you can run contests, challenges and even host virtual networking sessions to interact with students.

Pricing and Availability
DirectEmployers members can create a profile at www.collegefeed.com/partners/direct-employers.

About Collegefeed
Collegefeed was started by a team of six ex-Google / Microsoft / McKinsey alumni who graduated from six schools with ten degrees between them. Headquartered in Mountain View, Calif., Collegefeed is funded by Accel Partners, S-Cubed Capital and other key Silicon Valley investors. More information about the company can be found at www.collegefeed.com. Employers, students, placement offices and other partners contact info@collegefeed.com.

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.

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

Tips for Making Your Job Search Easier

Friday, June 6th, 2014

When you’re looking for information, it’s likely that you’ll use an online search engine like Google, right? Data shows the same behavior holds true for job search. While it’s certainly a viable option to use a search engine as a starting point, navigating the vast amount of job-related search results can be overwhelming.

My.jobs was developed with features and functionality to make finding the right job for you a whole lot easier. Here are some different ways you can search for your next career:

1) Use the Where and What Search Box
The My.jobs homepage features a “Where” and “What” box so you can look for jobs relevant to your desired location, job title or skill set.


2) View All Jobs
If you’re looking to explore a variety of options and would rather browse, simply click the “View All Jobs” link below the “Where” search box. You’ll be taken to a page to view all 1 million+ job opportunities on the My.jobs Network.



3) Narrow Down Your Search with Filters
On the right hand side of the page there are several different filter options including company, country, state and city. The number in parenthesis next to each option in the filter indicates the amount of corresponding jobs. For example, in the screenshot above, the “Filter by Company” area indicates that The Home Depot has 10,926 job opportunities. When you click the link, you’ll be taken to those corresponding job opportunities.

Filters are on every page, so you can continuously refine your results.

4) Type a Location or Occupation plus “.jobs” in your Web Browser
The My.jobs Network is actually comprised of over 40,000 location, occupation, term or specialty sites. Just type a location or occupation plus “.jobs” and you’re likely to get a site within the My.jobs Network. For example, check out Nursing.jobs:

Ready to search? Visit My.jobs to get started, or check out this post on making your search more efficient with saved searches.

Veteran Recruitment with Intel’s Rob Polston

Wednesday, June 4th, 2014

After spending 8 years in corporate finance at Intel, Army Reserve Officer Rob Polston was deployed to Afghanistan. Upon his return to the company, he eagerly jumped on the opportunity to be a part of the veterans recruiting and staffing program that Intel was developing. Since then, Rob has continued to set new standards of excellence for hiring and retaining veterans.

Rob presented at both the 2013 and 2014 DirectEmployers conferences. We had the privilege of sitting down with him during one of the events to discuss how employers can create successful veteran recruitment initiatives, his role at Intel and what keeps him up at night. Check out the video from our interview:

Veteran recruitment essentials for employers to keep in mind:

  • Figure out why you want to hire veterans. What is it that they bring to your organization?
  • Work with your business groups and find the jobs that would be a good fit for veterans.
  • Find hiring managers who are veterans or will champion the cause. It’s not always intuitive and may take some education and coaching to help business groups understand where veterans may fit.

Members can access his presentation from DEAM13 in our Member-exclusive online community, Pipeline. Our Employers Connect events and Annual Meeting & Conference give you the chance to learn from and network with incredible Members like Rob. Check out the Employers Connect and DEAM15 websites to learn more.

How Do Member Companies Use DirectEmployers Association?

Tuesday, June 3rd, 2014

Why should an employer join DirectEmployers Association? How do companies use their DirectEmployers Association membership? I’ll be the first to admit, we provide a lot, so it can be difficult to cover everything in an elevator speech. Many of our Members are federal contractors, so they might initially join for access to tools and resources to assist with VEVRAA and Section 503. Others join for the job distribution and recruiting solutions. Ideally, we hope Members will maximize all of the benefits!

Bill Fowles of Member company ABB, Inc. is one example of how a Member is using DirectEmployers for both OFCCP compliance and recruiting. Listen to why he feels DirectEmployers is his most valued resource when it comes to OFCCP compliance, and why ABB is now heavily engaged in using .JOBS:

Tim Weidner of ABB at the Veterans Connect Career Fair that preceded DEAM14.

Key takeaways:

  • ABB has locations scattered across the U.S. in nearly every state. DirectEmployers helps them maintain compliance, push diversity and inclusion initiatives and maintain their military presence in hiring.
  • ABB uses My.jobs Microsites and the My.jobs Network for visibility in search engines to reach candidates with a specific and unique skill set, like electrical engineering and robotics, in addition to target small and rural locations.

Whether you’re a current Member or considering membership, connect with us to learn more about DirectEmployers membership benefits by calling 866-268-6206, or say hello at one of the upcoming industry conference we’re attending.

Setting Pay Rates for Interns – 2014

Thursday, May 29th, 2014

This post was provided by Claudia Allen, 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.

As your organization prepares for its summer internship program, one of the tasks you will have to undertake is setting intern wages.

Typically, interns are paid an hourly wage and fall into the “non-exempt” category due to the nature of their positions. Some employers use the salary they pay a new college hire as the starting point for determining intern wages.

In general, the average hourly wage rates for interns have increased from $0.52 to $0.70, depending on the year of student. More pronounced increases go to students at the master’s degree level.

Students earning engineering and computer science degrees generally are paid a higher wage rates than students in other disciplines, regardless of class year. Currently, at the bachelor’s degree level for seniors, those majoring I computer science and engineering earn an average hourly wage of $19.16 and $20.18 respectively. While senior-year interns majoring in communications and education earn the lowest average hourly wage rates—$16.34 and $16.82 respectively.

(Note: Your interns will talk amongst themselves, so apply your pay scales consistently.)

Average Intern Hourly Wage Rates, by Class



Freshman $15.05
Sophomore $16.10
Junior $17.19
Senior $17.94

Source: 2014 Internship & Co-op Survey, National Association of Colleges and Employers. Data are for bachelor’s degree students.

Highlights from the survey are available for free at http://www.naceweb.org/internships/surveys.aspx.

Stand Out to Job Seekers – Introducing Enhanced Jobs and Featured Companies

Thursday, May 29th, 2014

How can you standout among thousands of employers vying for your desired candidate’s attention? VP of Digital Strategy Heather Hoffman has the answer. Learn more as she discusses the latest capabilities of the My.jobs Network – enhanced jobs and featured companies – in this episode of The Employment Line.

Key benefits of the new My.jobs Network capabilities:

  • Displays your brand more prominently
  • Distinguishes your jobs with favicon and link to your company’s microsite
  • Adds backlinking benefits for search engine optimization (SEO)

Learn more by visiting My.jobs/employers.