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Posts Tagged ‘DirectEmployers Association’

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.

Tips for Staying Off of the OFCCP’s Naughty List

Monday, July 28th, 2014

The following post is from a recent conversation I had with Candee Chambers, during which we discussed recent trends in OFCCP audits and the importance of building a good rapport with your OFCCP compliance officer.

JOHN: Candee, I wanted to let you know that I am hearing from many federal contractors from coast to coast that they continue to be upset about the OFCCP “bullying” them in audits. I just heard from a senior Employment Labor Lawyer at a major nationwide company who was calling to get my suggestion about how she should proceed to defend the company’s OFCCP audits going forward now that the last of her HR Managers has asked to be relieved of OFCCP audit responsibilities. She reported that her people are tired of the “abuse” and that the “straw that broke the camel’s back” happened this morning when an OFCCP compliance officer “went off on” the HR Manager by “screaming” at her over the phone and accusing the HR manager, among other things, of altering company documents to hide presumably damaging information. The HR Manager called the senior Labor counsel crying and asking that Legal now take over this audit and all future audits since she was now “done with OFCCP.” I received a very similar call from another senior Labor lawyer at another major company two weeks ago to the same effect and asking my law firm to take over the defense of all of its audits going forward. Do you think it would be worthwhile for you and me to write a Blog to discuss how to handle perceived OFCCP bullying?

CANDEE: Wow. That’s really interesting to me. You know, with all the audits I have been through, I have never felt like I was being bullied. Honestly, the main reason for that is probably two-fold. First, I have always made it a priority to build a relationship with my compliance officers. Even when they were giving me a difficult time, I tried to remember that they had a job to do just like I did, and while I might not like how they were doing their job, they still had a responsibility to get it done. Secondly, I also made it a priority to ensure that I reviewed everything thoroughly that was sent to the OFCCP so I was very clear on what they had. I also made sure that everything was sent in a very organized manner and I had every question answered before they had a chance to ask. I used to say that I looked at everything with an ‘OFCCP lens.’

It seems that many federal contractors today count on their AAP preparers too much and are not necessarily able to answer OFCCP questions effectively on their own. As you and I have discussed in the past, many contractors are not getting adequate advice from either their outside legal counsel or from their AAP preparers.

Bottom line, I firmly believe that if a federal contractor builds a good relationship with their compliance officer, and presents everything to the OFCCP in a professional manner, they can set themselves up for a much easier audit experience. They also need to learn the regulations so they can confidently answer any question that comes their way.

Thoughts?

JOHN: I could not agree more about the desirability of contractor representatives in OFCCP audits to build a relationship with the OFCCP compliance officers. The bullying does not appear and OFCCP takes at face value so much more of the information the contractor representative is imparting to the compliance officer. By building a relationship, I mean being social, cooperative, and transparent but I do not mean “either kowtowing to OFCCP or sacrificing core values of the company. (I just love that word kowtow…one of the few Chinese words we have incorporated into modern American language having been so early on dependent on the Romans and the Greeks). I also think it is an art to stand down a burdensome and irrelevant OFCCP request for documents in a graceful manner which neither wounds the dignity of the compliance officer nor makes them appear unknowledgeable about OFCCP’s regulations or procedures. So, how do you push back to OFCCP in a graceful manner without wounding and getting the compliance officer’s dander up?

CANDEE: Obviously, one cannot forget that the compliance officer has a job to do. The point where I have had an issue was in how they chose to do that job. With audits all across the country, there were numerous situations where some compliance officers had not received appropriate training, and that would usually be very evident during an audit. I have had compliance officers ask me for things that I knew were not correct so I would just ask them to send me the regulation that showed me I had to provide what they were requesting. For example, during the worst audit of my career, I received a request to provide both job postings and the actual names of all the veterans who had been referred to me from the state workforce agencies. I knew the regulations required job listings, not job postings, and I also knew that I did NOT have to provide the names of any veteran referrals we had received. I played dumb and asked the compliance officer to send me the regulations because (and this is what I said to her as my reason for the request), if I had to tell my boss that I provided something to the OFCCP that they shouldn’t have requested in the first place, I would be in big trouble. Well, of course, when I was on the phone with her, I had the various regulations open on my computer and the funny thing was that she never sent the regulations to me, because she was obviously wrong. That’s why I keep trying to educate our members over and over about the importance of learning the regulations.

In other situations when they ask for something that is going to take much longer for me to get than they seem willing to give, I explain my situation–i.e., the individual from whom I need to request the information is on vacation, I am going on vacation, the information comes from several different systems, etc.– then I ask them if they want the information on a piece-meal basis or if they want to wait so I can provide everything at once. Even more importantly, is that I try to talk them down off their original request. I know of a situation where one company was asked to provide compensation data (all the way back to each employee’s date of hire), when you and I both know they didn’t need to see all that information. Instead of providing all of that data, I would first have them define what they were looking for and tell them how easy it would be to provide that data. If they needed more after that review, I would happily provide additional information. I have run into similar situations like that myself, and the funny thing about that is that I have never had them request additional information!

JOHN: Yes, I too like the “dumb like a Fox approach” to OFCCP audits. I also think it is sometimes important to respond with difficult news by e-mail and to start with what sounds like an apology, but really it isn’t. Empathy often goes a long way to defuse otherwise bitterness. Begin your email by stating, “Unfortunately, we do not array our data in that fashion or have any documents listing the information you have requested.” It is important to remember that the OFCCP has no legal authority to require contractors to create records or to do “paralegal work” for the OFCCP to analyze corporate data. If the OFCCP’s regulations do not require the analysis or the data display, then the OFCCP is just left to request documents from the contractor in the form, and format, in which they exist (if they do) within the company. If the contractor wishes to exercise its discretion to array data or analyze it for the OFCCP, the contractor may, of course, do so, but should not thereafter decry the cost, time or expense of that decision. How are you handling the new form of the OFCCP’s auditing technique, or what I call the “serial stalkers” who send contractors Supplemental Data Request (SDR) after SDR after SDR after SDR during the Desk Audit, rather than to seek to come onsite?

CANDEE: Funny you should ask your last question, because I think I probably hold the record for the greatest number of SDR’s any federal contractor has received–and that is a whopping 38 requests! While every day I would go into my office and see yet another email or receive yet another phone call from the compliance officer, believe it or not, we actually got along! She even shared a story with me one time of another federal contractor who cursed at her over the phone and I told her, honestly, that no one should have to deal with that type of treatment.

The number of SDR’s was absolutely ridiculous, but again, I played ‘dumb’ when I didn’t agree with her request or I told her that her timeline wasn’t realistic. A very important point with every compliance officer is to be up front with him or her. I know of one federal contractor who told me that she only addressed questions from a compliance officer once a month, and never even looked at their emails until that time. BIG MISTAKE!!! As I said to you before, compliance officers have a job to do just like the rest of us, and if you cannot get their request handled on their timeline, let them know! They would much rather have you be honest with them than lie to them. I also recommend that contractors ask the compliance officer to put every request in writing. Sometimes they do and sometimes they forget…and when they forget, that’s better for the contractor! First and foremost, though, I always made it clear that it was a requirement at my company that I get all requests in writing. I would tell the compliance officer that I would get in trouble if I didn’t require this as I wouldn’t be following company policy! Just think how many requests I would have received if I hadn’t explained my company policy requiring everything to be in writing! All kidding aside, the OFCCP tries to find something in almost every audit, some regions more than others. By having my data in order, it made it very difficult for the compliance officer to find anything, and she kept going back to areas I thought she was done reviewing. The main thing she kept asking for were copies of job “postings,” instead of job “listings,” which she should have been asking for since the regulatory requirement is to just prove the listing of the jobs to the Employment Service Delivery Systems. And she also kept insisting that I give her the names of the state workforce agency veteran referrals (which again, is not required). Now I think you understand why this was the worst audit of my career!

I finally thought I would receive my first conciliation agreement because I just could not get past her continuous requests so I forwarded her last email to DirectEmployers that just said ‘Help’ in the subject line. I was on my way to do three hours of Affirmative Action training at my company and by the time I returned from my training, I found several voice mails and several emails indicating that my audit was going to close with a full compliance finding and that my compliance officer and the Assistant Director of NASWA –who I had discussed this audit with previously–had spoken and had gotten everything worked out for me! All of this from a simple ‘Help’ request that I sent to DirectEmployers! How cool is that?

If you’re attending the ILG National Conference in Washington, D.C. August 5-8, you can catch Candee in two sessions. First, during the pre-conference activities on Tuesday, August 5, she’ll be joined by Beth Ronnenburg of Berkshire Associates to conduct a workshop titled VEVRAA & Section 503: Data Collection and Analysis. Then, Wednesday, August 6, Candee will join the following panelists in the session Partnering with State Workforce Agencies: Pam Gerassimides, NASWA; Gideon Blustein, Illinois Department of Employment Security; and Chris Rzeppa, Penske. John C. Fox will also be in attendance and presenting Recent Significant OFCCP Developments on Thursday, August 7, with Melissa Speer and Janette Wipper of the OFCCP.

Finally, swing by booth 26/27 to snag one of our augmented reality t-shirts and learn how DirectEmployers assists companies with OFCCP compliance.

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

Wednesday, July 23rd, 2014

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

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

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

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

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

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

9. Collection of statistics prohibited

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

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

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

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

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

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

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

-John C. Fox

7 Things You Need to Know About the NLx

Tuesday, July 22nd, 2014

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

Key Takeaways About the NLx:

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

What sites benefit from the NLx partnership?

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

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

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

Member Spotlight Series: Emory University’s Annual Research and Clinical Career Fair

Tuesday, July 22nd, 2014

In 2013 we launched our first ever DirectEmployers Member Awards competition. The program was created to highlight our Members’ initiatives in the areas of recruitment, technology and compliance. Each category featured two tiers –– Tier 1 for companies with fewer than 10,000 employees, Tier 2 for companies with more than 10,000 employees –– and honored both a winner and runner-up.

We were blown away by the innovative programs and processes that our Members have in place, and are excited to share each of them in this special Member Spotlight Series. For the second installment of our series (view the first post), we’re going to showcase another entry from Emory University – this time focusing specifically on a career fair initiative.

DirectEmployers Member Awards submission from Emory University

Overview
Emory University is recognized as one of the nation’s leading research universities and maintains collaborative partnerships with a host of other organizations such as the CDC and the National Institutes of Health. As a result, Emory’s scholars and experts generate more than $500 million in research funding annually.

With so much emphasis on research, Emory needed to develop a pipeline of qualified candidates (biostatisticians, clinical research coordinators and research specialists) to meet staffing goals in support of the various projects taking place across the Emory University enterprise.

To meet this need, Emory University’s Recruiting Department designed the Research and Clinical Career Fair. It provided professionals within the research community an opportunity to learn more about the research and clinical careers at Emory and meet face-to-face with representatives from various research departments.

Results
This ongoing event has helped generate a vital talent pipeline and empowered Emory University to hire staff in bulk, as opposed to one-by-one. In some cases, it has also resulted in on-the-spot hires. The career fair has also solidified Emory Recruiting as a trusted business partner within their research community. Last year’s career fair resulted in at least 20 hires so far.

Congratulations again, Emory University! Have initiatives that you think are “best in class”? Submit them for the 2014 DirectEmployers Member Awards! To learn more, email Katie Pfledderer and stay tuned for the next post in our Member Spotlight series.

3 Key Components for a Successful Veterans Strategy

Thursday, July 17th, 2014

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

Philip Dana
Director, Global Talent Acquisition at NuVasive

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

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

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

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

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

Did you know?

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

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

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

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

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

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

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

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

The Internet and the World Wide Web

Wednesday, July 16th, 2014

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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