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

Thursday, April 10th, 2014

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

PRM

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

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

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

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

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

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

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

Recruitment Track Explores Veteran Hiring, Award Winning Initiatives, the Changing Face of Social Media and Wowing Clients

Thursday, February 13th, 2014

DirectEmployers 2013 Annual Meeting & Conference (DEAM13) included a recruitment track with talent acquisition professionals from a variety of companies including the American Heart Association, Intel, Life Technologies and Fidelity Investments. Sessions covered a wide spectrum of topics, such as the changing face of social media, veteran hiring and improving the client experience of both hiring managers and candidates. If you missed the presentations in this track, you’re in luck as we’ve captured some of the highlights for you here.

The initial recruitment track session showcased winners of our first awards competition: J.B. Hunt, Schlumberger and Vantiv. Robert Borne of Schlumberger walked attendees through Stilettos to Steel Toes – a gender diversity initiative. He explained that his company aspired to encourage female engineering students to consider a non-traditional career path. They launched an essay contest and targeted members of the Society of Women Engineers at select universities. Over the last several years they continue to see over 32% female representation among hired field engineers. Check out the site and be sure to watch the video by clicking the “Play Video” link at the top: http://www.stilettostosteeltoes.com/.

Eric Airola and Kevin Kautzmann shared their award winning work on the J.B. Hunt Transport RISE Program – College Recruiting Success. A new company branch required J.B. Hunt to prepare and fast track employees to assume leadership positions. This led to the creation of the RISE program. Attracting strong leaders with excellent sales skills was critical to meeting aggressive revenue goals. After a complete process restructure and paradigm shift in recruiting these hires, J.B. Hunt achieved a 68% offer rate, 67% acceptance rate and decreased their cost per hire to $1,448.

The final presenter, Tom Poole walked us through Vantiv’s journey of embedding social media as a cornerstone of recruiting to help increase engagement and build a database. By developing a Vantiv Careers Facebook page, creating a competition among recruiters, and implementing yearly goals that relate to social media recruitment, the company has doubled their number of applicants. The average candidate per requisition per month increased from 13.3 in January to 25.8 in July of 2013, and they have seen a cost savings of $700,000!

The momentum continued as Philip Dana of Life Technology presented Veteran Hiring on a Shoestring Budget. He explained the six tenants integral to their success:

  • Strategy
  • Brand
  • Team
  • Internal Resources
  • External Resources
  • Passive & Active Channels

Key Takeaways:

  • Leverage internal resources, such as veterans, within your organization and social media.
  • Incorporate external resources such as transition programs, DoD sponsored programs and state programs into your strategy.

The Changing Face of Social Media Recruiting panel featured Mira Greenland of TweetMyJobs as moderator. Panelists included Kristina Green, Quicken Loans; Melissa Seipel, The Nature Conservancy; and Kelle Thompson, Fidelity Investments. This session brought day one to a close.

Key Takeaway:

  • As the photo tweeted by attendee Ignacio Gallardo ‏(@ignaciogallardo) indicates, the panel shared why it’s important to evaluate and consider using social media. Even if you’re recruiting and developing employment branding for a company in a highly regulated industry, with careful planning and research, social media can prove beneficial – even if it means sometimes asking for forgiveness.

On the morning of day two, if you thought you heard some singing from the recruitment track room, it wasn’t your imagination. Michael Goldberg was singing “Sweet Caroline” and waking up attendees while honoring a Fenway Park tradition. He also proudly displayed his Boston Red Sox tee over the podium as he discussed the benefit of using a CRM as a proactive recruiting tool. Most of the presentation was an engaging conversation with participants around what matters when getting leadership buy-in, and examples of ongoing assessment and adjustments to get results.

Key Takeaways:

  • Review your CRM’s landing page.
  • Measure and report, then make needed fixes to improve results.
  • Keep your community engaged via job openings and blog postings by vertical, job search tips and company updates.

Michelle Thompson and Nicole Stefanski introduced us to Janus’ several unique hiring programs and how other employers can adapt similar initiatives to attract and retain desirable candidates for their positions. For the past three years, their recruitment team has examined how to ensure that their client focus shines through during interactions with hiring managers, external candidates and internal candidates. With the realization that their employees are at the forefront of the company, Janus Capital has taken its customer satisfaction strategy and molded it in a way that entices external and internal candidates, whom are therefore the HR department’s clients.

Key Takeaways:

  • Creativity and personalization can go a long way. Rather than big ticket or high budget items, consider handwritten notes, and personalized gift bags. Check out this example to the right that Janus provided out of town candidates who came to Colorado.
  • HR departments can demonstrate value as well as support other internal stakeholders that may not utilize them frequently. This can be accomplished by ongoing communication of new tools and resources, or just sending a note or card to celebrate even the small victories. An inventive example was a message their HR department sent to a hiring manager. When the hiring manager’s offer to a candidate was suggested, a note with a $1 scratch off lottery ticket was sent with a congratulatory message that finding the right candidate is like winning the lottery.

Rob Polston, US Army Major and Talent Acquisition Specialist at Intel, covered using marketing and branding to attract veteran candidates. He took us through Intel’s journey in developing a refreshed marketing campaign to attract and retain military veterans. Authenticity and appealing to their values was a key component, and he used a stock photo of a soldier to demonstrate this point effectively. He asked the audience to point out what was wrong with the image. Several people recognized a few things, but Rob pointed out additional details that made the photo an inaccurate depiction of a man in uniform. It really inspired the room to think about the credibility of branding efforts to veterans and the importance of aligning and involving senior leaders.

Key Takeaways:

  • Authenticity is paramount.
  • Appeal to the values ingrained in the military.
  • Align and involve senior leadership.

That wrapped things up for the recruitment track at DEAM13. Thank you again to all of our fantastic presenters. Member companies can access DEAM13 presentation archives in the Pipeline online community. Want some more good news? You don’t have to wait quite as long for DEAM14 because it has been moved to March! Learn more about our conference lineup and register at http://DEAM14.DirectEmployers.org.

Setting Pay Rates for Interns

Thursday, March 14th, 2013

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, employers with formal internship programs for college student determine pay rates by degree level, class year, and academic major. For example, seniors earn 26.3 percent more than their freshman cohorts. A master’s degree intern is paid 35 percent more than a bachelor’s degree intern.

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, engineering interns average wages of $20.79 per hour, and computer science/IT interns average $19.10 per hour. These exceed the pay rates for all other intern majors within the senior-class level.

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

Average Intern Hourly Wage Rates, by Class

Class

Average

Freshman $13.91
Sophomore $15.36
Junior $16.82
Senior $17.57

Source: 2012 Internship & Co-op Survey, National Association of Colleges and Employers. Data are for bachelor’s degree students.

Operation DEAM13 Starts Now

Thursday, January 10th, 2013

Recruiting and OFCCP pros, mark your calendars because the DirectEmployers 2013 Annual Meeting & Conference (DEAM13) is scheduled for October 21 – 24. Set against the backdrop of 70 miles of stunning coastline and several U.S. military facilities, DEAM13 is positioned to be a perfect combination of business and pleasure.

The good news is that you don’t have to wait until October to get in the action. Through volunteering, underwriting and subscribing to mobile alerts, the #DEAM13 hashtag and social media, you can get involved now.

Last year, several Members volunteered their time to serve on a variety of committees including programming, sponsorships, social media and awards. Participating on a committee gives you an opportunity to:

  • Explore other interests
  • Become acquainted with fellow Members
  • Learn more about the Association
  • Have a direct impact on the conference

Now is a great time to join one of these teams to help make DEAM13 even better. We all have a lot on our plates, but committees are flexible and welcome as much or as little time as you can commit. Last year, our committees catapulted the conference into a whole new playing field, and I can’t wait to see what they do this year.

Underwriters are also vital to the success of our event. They equip us with the resources to keep the conference free of charge for Members, bring in outstanding keynote speakers and provide accommodations in addition to other needed resources. In return, it helps underwriters create brand awareness, and provides a vehicle for building future business relationships with an influential group of HR professionals.

To express interest in volunteering, underwriting or make other inquiries, please email Lis@DirectEmployers.org, or simply comment below.

Attendees will once again have the option to receive mobile alerts. To opt in, simply text DEAM13 to 55678. Subscribers will be the first to know about speakers, events, tips and more. We’ll also use hashtag #DEAM13 to keep twitter users in the loop, so be sure to include it in all relevant tweets as well as follow @DirectEmployers and me @soapboxholland.

Stay tuned to my blog for more updates or visit http://deam13.directemployers.org (check back often as we continue to finalize details and update the site). To get a taste of what happened in previous years and what you might expect at DEAM13, check out photos or read my recap.

The Top 15 States with the Most Jobs

Friday, August 10th, 2012

In the last few months, unemployment rates have gone down slightly; however, it is still difficult to find a job in this economy. The U.S. Department of Labor shows that Nevada, Rhode Island, and California have the highest unemployment rates ranging from 11.6 to 10.7 percent. If you are looking for a job in a specific area, http://jobs.jobs/ can help you find the right job for you! This website lists jobs based on top searches, top companies, top countries, top states and top cities. You can also search what kind of job you are looking for and where you want to land your perfect job. The top 15 states with the most jobs include:

This website helps you find the perfect job for you in the area that you want. http://jobs.jobs/ is an amazing resource when job hunting.

The Help Wanted blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Tips for Maintaining a Positive Attitude during an Interview

Friday, August 3rd, 2012

Interview with Candee Chambers, Cardinal Health

During interviews it’s easy to often time dwell on past hardships. However, Candee Chambers with Cardinal Health offers advice on how staying positive during your interview can go a long with a recruiter. Learn how focusing on strengths can help you make the most of your employer interviews.

The Help Wanted blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Advice for Job Seekers with Disabilities

Friday, July 27th, 2012

Interview with James Emmett, CLIICC Center

Are you a person with a disability looking for employment? Disability consultant James Emmett with CLIICC Center addresses how he overcame his disability and found a job he was passionate about. Discover how by matching your skill set with an interest you find enjoyable can make a world of difference during your job search.

The Help Wanted blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

The Importance of Using Keywords and Tailoring Your Resume

Friday, July 13th, 2012

Interview with John Whalin, United Airlines

One of the most important pieces of a job search is to have a resume tailored to the position you are searching for. John Whalin with United Airlines talks about how technology is driving employers to do keyword-based searching in their applicant tracking system. Learn how using ‘hot words’ of that company can help bring your resume to the forefront as a contender for the position.

The Help Wanted blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Advice on How to Transition Your Military Skills into Civilian Skills

Wednesday, June 13th, 2012

Interview with Matt Luther, CINTAS Corporation

Being able to transition your military skills into civilian skills can make a huge impact on your resume. If you are a veteran trying to reenter the civilian workforce, learn tips from Matt Luther with the CINTAS Corporation on how to prepare for upcoming interviews and highlight your military achievements.

The Help Wanted blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

How to Prepare for your Interview and Find a Job You’re Passionate About

Tuesday, June 5th, 2012

Interview with Lance Sapera, 24 Hour Fitness

Companies are often times looking for a variety of individuals for positions within there company. Anybody from recent college grads to transitioning military veterans can often times start at a company and easily learn the business. Learn what advice recruiter Lance Sapera with 24 Hour Fitness has to say on preparing for your job interview and finding a job you’re enthusiastic about.

The Help Wanted blog is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.