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2011 DirectEmployers Association Year in Review

Wednesday, January 4th, 2012

Over the last 365 days, DirectEmployers helped connect job seekers with disabilities to employers, joined the Social Jobs Partnership, provided tools to help veterans and military families find work and launched The .jobs Universe. Not to mention we also celebrated a huge milestone – our 10th anniversary.

Below, you’ll find our year in review – simplified.

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A photo journalist captures the press conference.

January started with a lot of excitement as the Internet Corporation for Assigned Names and Numbers (ICANN) voted unanimously to approve Employ Media’s plans to expand the use of dot-jobs (.jobs) domains. Internet recruiting was finally under new management – the employers – and we continued the build-out of the Society for Human Resource Management (SHRM) sponsored .jobs Top Level Domain (TLD). Shortly thereafter, 40,000 domains were pushed live. The current portal for job search can be found at jobs.jobs.

Several board and operations team members participated in a press conference to announce The .jobs Universe and address questions from the press. The press, recognizing what a great resource .jobs is for job seekers, picked up the story and provided coverage on several news outlets including NPR, CNN and ABC. Shortly after the announcement, over 11,000 .jobs domains were added.

DirectEmployers also launched The Employment Line video blog to help our Members stay connected to the latest trends, tips and tools in the recruitment industry.

We embarked on our first Employers Connect event in March. Hosted by Newell Rubbermaid and Intercontinental Hotels Group (IHG), the event was designed to expand thinking around current and new recruitment technology. Employers Connect provided Members another opportunity to network in-person aside from the Annual Meeting & Conference. Employers Connect events took place throughout the year in Atlanta, Indianapolis, New York, Seattle, Houston and Denver. Watch The Pipeline events calendar or your Pipeline Digest email for upcoming 2012 dates and locations.

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Photo with Secretary of Labor Hilda L. Solis at the Summer Jobs announcement.

Veterans.jobs and MilitaryFamily.jobs launched in April, bringing more than 860,000 employment opportunities from over 90,000 employers nationwide to our nation’s armed forces, spouses, dependents and caregivers. Representatives on behalf of DirectEmployers flew back to D.C. for a press conference to share the excitement. Later that day, the group also met with Secretary of Labor Hilda Solis to show support for the Summer Jobs Initiative.

Next, we pushed the Pipeline live. This member-exclusive online community allows Members to network, share best practices and access webinar archives, tools and advice.

Another trip was made to D.C. in June. This time, DirectEmployers and the National Association of State Workforce Agencies (NASWA) sent expert staff members to testify on behalf of our efforts to put America’s veterans back to work.

DirectEmployers continued to support elite organizations through exhibiting and presenting at the National Industry Liaison Group, SHRM, and the National Association of Colleges and Employers (NACE) conferences.

To help companies better communicate their employment opportunities to military men and women we launched the .jobs Military Crosswalk. The first four Member companies that piloted this tool were AT&T, Camber Corporation, Providence Health & Services and ConocoPhilips. Learn more about implementing your own .jobs Military Crosswalk.

In late September, we officially celebrated our 10th anniversary and hosted the Annual Meeting and Conference in Indianapolis. The event was packed with incredible educational, informative sessions and networking events. (Check out my blog post from the conference or our photos on Flickr.)

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Centerpiece from the Annual Meeting & Conference networking reception.

In October, DirectEmployers Association partnered with the National Guard Bureau, Kenexa, Inc. and Military Spouse Corporate Career Network (MSCCN) to create the National Guard Employment Network, via National Labor Exchange (NLX) technology. The NLX job feed provides new opportunities on a daily basis with special emphasis on veterans and military, people with disabilities and diversity.

DirectEmployers also returned to D.C. – this time with Facebook, the U.S. Department of Labor, NACE and NASWA to announce the Social Jobs Partnership. The goal of this initiative is to facilitate employment for America’s jobless through the use of social networks. Look for more details in 2012 about this partnership and how Members can become more involved in recruiting via Facebook.

We proudly joined forces with Think Beyond the Label in November and announced a jobs portal for people with disabilities to help promote disability employment opportunities, grow the pipeline of qualified job candidates with disabilities and meet businesses’ hiring needs.

Lastly, we ended the year implementing a job posting schema on USA.jobs. This new standard is meant to help search engines categorize jobs by location, job title, education and veteran’s preference.

None of this would have been possible without the continued support of our Members and Board of Directors in addition to the dedication of our staff. I am so grateful for the amazing collaboration and end results that we’ve been able to produce over the last decade.

To see our accomplishments in more detail, please visit the 2011 Annual Meeting Archive in the Pipeline.

Looking forward to a productive 2012!

Only In Indianapolis

Tuesday, November 1st, 2011

Annual Meeting Celebrates 10 Years of Achievements, Influence and Growth

When we announced the 2011 Annual Meeting and Conference was going to be in Indianapolis, Members had a variety of responses. Some included: “Really?” “How could it compete with Vegas?” “What’s in Indianapolis?” Or, one of my favorites, “Why?”

The mixed reactions were understandable. After all, the majority of our meetings had been in Vegas. But we wanted to be different this time around and bring Members to the Hoosier State, where we could leverage home court advantage and help keep travel and lodging costs reasonable.

In addition to moving the event to the Circle City, we added a master of ceremonies, Courtney Bishop. Recommended by our video team, Courtney was able to keep the sessions moving smoothly. This also gave me and the other VPs a chance to spend more time with Members.

Brian Jensen discusses the 2011 milestones for DirectEmployers Association

The format of the conference was slightly modified. We brought in Members to speak in the majority of the sessions and offered concurrent sessions on day two. This gave Members more exposure to each other and gave them insight into different ways to leverage Member benefits.

DirectEmployers President Brian Jensen, VP – Talent Acquisition for The McGraw-Hill Companies, kicked off day one with an overview of the association. Some of the key accomplishments he shared included: .jobs; the launch of veterans.jobs and militaryfamily.jobs; the Summer Jobs initiative with the U.S. Department of Labor (USDOL); testimony to House Committee of Veterans’ Affairs; joining forces with USA Cares; and the Recruitment Regulatory Compliance Committee’s response to the OFCCP Proposed Regulations for Veterans.

Next, the DirectEmployers Ops Team provided updates for their respective departments. The presentations can be found in the Annual Meeting Archives in the Pipeline.

Next, Carrie Corbin from AT&T and I presented a Member case study on the ATT.jobs Career Site and showed how a combined effort of Talent Brew and .jobs microsites were able to improve AT&T’s SEO Footprint. The full case study is at casestudy.jobs.

Members Mike Cooper from DTE Energy, Jeremy Cummings from Providence Health & Services, Ray Schreyer from IBM and France Taylor of InterContinental Hotels Group (IHG) also shared how they have strategically adapted their recruitment strategies to align with the evolution of how job seekers are searching for employment.

Pam Gerassimides, National Labor Exchange Director and Assistant Executive Director of the National Association of State Workforce Agencies and Marilyn Mackes, Executive Director from the National Association of Colleges and Employers, provided attendees with a brief overview their organizations and our partnerships.

Then, keynote speaker Joe Lakis, VP of Policy and Strategic Initiatives of the Equal Employment Advisory Council (EEAC) and Senior Partner with Norris, Tysse, Lampley & Lakis, LLP provided Members with a significant amount of information around regulatory, policy and enforcement changes that have occurred at the OFCCP since’09.

Chad Sowash, wrapped things up with an in-depth discussion of how the fabric of the Internet is changing and blending with search, social and mobile.

DirectEmployers Social Networking Reception

Annual Meeting attendees at the social networking reception.

To blow off some steam, attendees went upstairs to a networking reception – complete with a Rock ‘N’ Roll Dueling Piano Show. Members who weren’t quite ready to turn in for the night regrouped for a tour of Lucas Oil Stadium, home of the next Super Bowl.

Concurrent sessions about social media and OFCCP audits started day two. Tom Eckhart joined Tipton Bradford from IHG to help Members understand the regulatory processes and key measures to take to ensure a smooth OFCCP audit.

Meanwhile, Tipton’s colleague, Francene Taylor, was in the next room with Anthony Scarpino of Sodexo and Jessica Miller-Merrill, CEO of Xceptional HR. These individuals sat on a panel moderated by Katie Pfledderer about social media sharing their trials, tribulations and success stories. Attendees learned about unique initiatives such as Sodexo’s Facebook Prom.

Next, WellPoint’s Chief Diversity Officer, Linda Jimenez, took to the stage and shared a wealth of knowledge around creating an effective diversity strategy. She touched on defining the business case, evaluation, education and metrics.

NASWA, National Labor Exchange (NLX) Ops Committee and RRCC Committee shared updates and accomplishments over 2011 as well as an outlook for 2012.

After a short break, attendees came back with the option of attending “Social Media Platforms: The Recruiting Reality and Mitigating Risk,” or “Creating Talent Pipeline Programs with Enterprise Rent-A-Car, Hyatt & Southern Company.”

David Baffa, Partner at Seyfarth Shaw LLP was very well-received for his sense of humor and true grasp of both the challenges and benefits of using social media as an HR practitioner.

Josh Bleill

Marine Corporal Josh Bleill shares his story and infectious sense of humor.

Upon returning from lunch, all attendees received a life-changing experience with Josh Bleill. Josh was on active duty in Fallujah when an IED struck his Humvee. Five days later, he awoke to the loss of his two friends and both of his legs. It wasn’t just the tragedy that impacted the audience, but rather Josh’s infectious sense of humor and advice to employers as they work to hire veterans and people with a disability. Members were able to meet Josh and received a copy of his book, “One Step At A Time.”

John Reiner followed Josh, and similarly faced something unimaginable – being told by his doctor not to eat. He reflected on the agonizing battle, the process of healing and the importance of focusing on the things that matter most. Members also had an opportunity to get a copy of his book, “The Man Who Couldn’t Eat” and meet John.

Returning by popular demand from 2010, Shama Kabani, CEO of the Marketing Zen Group was next. This time she shared “10 Social Media Recruiting Mistakes…And How to Avoid Them.” A few of the 10 mistakes mentioned were under utilizing Facebook ads for recruitment, overlooking sites like Pinterest, and not leveraging current employees. Her enthusiasm was probably captured best in one of our Member’s tweet:

Tweet about Shama

Steve Uzzell ended day two with his mind-blowing photographs, which he displayed as illustrations for metaphors about possibility and creativity. He urged attendees to constantly re-examine what they think they know. This presentation made it clear why he’s one of the top advertising and corporate photographers in the United States.

After a day full of emotions, statistics and what not to do’s, some attendees shed tears of laughter at Crackers Comedy Club. Even the comedians got into fun by sporting DirectEmployers blinking pins.

Brad Stevens and I after he coached attendees on the importance of integrity and being a team.

Friday morning, a resident Hoosier and Head Men’s Basketball Coach for Butler University, Brad Stevens talked about his approach to coaching and drew parallels from his prior corporate role. He emphasized integrity, being upfront with your recruits and being passionate about something bigger than yourself.

The conference closed off-site at a location that Indianapolis is perhaps best known for – the Indianapolis Motor Speedway. The Richard Petty Ride-A-Long gave attendees a front seat to what it’s like to experience a 600HP NASCAR racecar 3-lap qualifying run.

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Attendees gearing up for a ride at the track.

I’m fairly certain that most, if not all attendees walked away with a better understanding of “Why Indianapolis” as well as “Why DirectEmployers.” Thank you very much to all who attended, and the incredible staff and crew. We’ll see you next year!

To see more of the 2011 DirectEmployers Annual Meeting and Conference, visit http://app.ly/DEAM11 (case sensitive) or view the archives in the Pipeline.

Member Spotlight | Richard Cho, Facebook Recruiting Lead

Tuesday, February 22nd, 2011
Facebook
“I’m passionate about my job because of the impact that I get to make with people. From a decision standpoint, a job and a career is probably one of the most important decisions that you’ll ever make.”

Richard Cho
Recruiting Lead, Facebook

Bureau of Labor Statistics data reports that employment of computer and information systems managers is expected to grow 17 percent over the 2008-18 decade, which is faster than the average for all occupations. For a company like Facebook, as the company’s career site reads, “Innovation is paramount.” That’s why it’s vital to have recruiting pros like Richard Cho on hand. Cho is a recruiting lead at Facebook with over 10 years of experience at companies such as Cisco, eBay and Echelon Corporation.

Facebook is one of the newest member companies of DirectEmployers Association. Prior to joining, Cho spoke at last year’s DirectEmployers Annual meeting and Conference. We were able to pull him aside and learn more about his role, how he landed at Facebook and the company’s focus on OFCCP compliance.

Richard Cho

Richard Cho showcases a contest used to recruit top talent for Facebook.

Can you introduce yourself?
Hi, my name is Richard Cho. I’m a recruiting lead at Facebook and I joined the company in September of 2008, when we were announcing 110 million active users and we had about 15 people in the recruiting group.

What do you do in your job at Facebook?
My role as a recruiting lead is to manage a handful of recruiting professionals that support product management, design and parts of engineering.

Tell me a little bit about your journey to Facebook and how you found yourself there.
Incidentally, Facebook was probably the biggest impetus behind my discovery of a job at Facebook. A person that I worked with almost 8 years prior to me joining Facebook had just landed a job there and became the recruiting manager. Someone I highly respected, someone I trusted and had a lot of credibility with asked me if I would be interested in a role there. There was some hesitation because the thought of working at a social networking company didn’t resonate with me as much as, say working at the network leader like Cisco, or a company like eBay. But since I trusted the recruiting manager, Andy, he compelled me to consider a job and obviously, I joined and it’s been one of the best decisions I’ve ever made.

The fact that Facebook is just growing by leaps and bounds means that you’re having new challenges with recruiting and talent acquisition and everything that goes on with being an HR practitioner. What does that look like for you on a regular “nuts and bolts” basis?
It’s like driving at 125 miles per hour essentially. In September of ’08, there were 15 of us in recruiting. Now we have somewhere north of 120 recruiting professionals. The employee count, just generally speaking, was right around 600 people in 2008. We’re somewhere north of 1700 people worldwide and opening up offices in India and Seattle. These are things that a growing company like ours has to deal with and the best way I can describe it is you never slow down. There’s never a dull moment there.

What are some of the challenges that come along with that?
The challenge, really, is to ensure that we sustain the things that are core to why we’ve become the company that we are today. The best way to describe this is to break out the three core values of motivation that Daniel Pink articulates in his book Drive- mastery, autonomy and purpose. Whether we know it or not, at Facebook the three values that Daniel brilliantly articulates are the core values that motivates every employee at Facebook. When you get to the size of a company that we currently are today, you’re trying to mitigate dilation of mentorship that typically occurs when companies grow too quickly. So most companies end up adding a lot more leaders which could impact the ability for employees to retain the scope of work and creativity that have been integral to their success. So the biggest challenge for Facebook is to keep all of the core values that drive our employee’s while not overwhelming our leadership group or ignoring the need to grow the skills of every employee.

This ties into my next question, which is how did you come across DirectEmployers?
I came across DirectEmployers when I was asked to present at the 2010 Annual conference. That connection was serendipitous because of the fact that Facebook reached a point where we have to take a very serious look at things like compliancy, diversity, inclusion…things that most larger, more established companies have to deal with, with much more resources. We needed to establish these things quickly with limited resources. From what I’ve read online and having informal conversations with current DE members, I got the sense that DE is the best partner to have when a company is tasked with quickly implementing a comprehensive compliancy, diversity/inclusion programs.

What are some of the things about DirectEmployers that are attractive to you and your team?
OFCCP compliance is probably the biggest one. The ability to connect with other DE members that have gone through the process of setting up OFCCP compliancy programs and to have access to industry experts in the field of compliancy, diversity/inclusion is going to be invaluable for a company like Facebook. The ability to benchmark against 5 or 6 different companies and learn from what they’ve done in order to be successful, but not overly bureaucratic is worth the price of membership. This is not something you just find in any other service that’s out there.

What’s cool is though Facebook is cutting-edge, the company also learns from other people who are in the industry, who’ve been doing this for a long time and is wisely figuring out how to walk in the footsteps of people who’ve paved the way before you. As somebody who’s in your position, what does the membership aspect of the Association mean for you?
Yes, three things. One, having access to the level of expertise in peer members and the association is important. Number two, it allows Facebook to establish ourselves as a company that is taking diversity, inclusion, and OFFCP compliance very seriously. Three, the tools that are available to the members of DE will help us to shortcut many of the steps involved in establishing the various compliancy and diversity programs. I’m going to look to this membership as a great bi-lateral partnership with not only DirectEmployers staff, but also with other Members of the consortium.

Just starting out, that may not mean a whole lot to you, but it could be great for Facebook in the future, because of how much influence you have in your own direction. In your opinion, what does that mean to you?
I think it’s going to mean a lot. You know, we’re a company that is doing things that are not considered “typical”. We’re innovating on how people are sharing and being transparent. I’d like to feel like Facebook has been an impetus behind a societal change. We’re capable of doing this because we weren’t beholden to a strict standard of law – in fact, it’s encouraged to think out of the box. In this same vein, having the ability to influence, or at least have an audience with those that define what it means to be compliant, what it means to define diversity and inclusion (like the former Chair of EEOC), is going to be incredibly important because we’d like to partner with people and entities that would be open to considering a non traditional approach to these issues.

People that I’ve talked to and interviewed don’t come into HR “because my dad was in HR so I’m in HR.” You’re passionate about working with people and making sure that they’re in the right fit. Why are you passionate about your job?
I’m passionate about my job because of the impact that I get to make with people. From a decision standpoint, a job and a career is probably one of the most important decisions that you’ll ever make. I love the fact that I can partner with the candidates to help them make the right decision on their career – even if it means that the best decision for them is not to join the company for which I am representing. When the candidate comes to a company like Facebook, and they express how much they appreciate the guidance that I’ve provided, I get a strong sense of satisfaction and pride. Also, I enjoy the fact that some of those people are making a huge impact at a company like Facebook. I look back and say, ‘you know, “that person” that I’ve hired has been responsible for “xyz” thing at Facebook and that’s made a huge impact’ and I can selfishly try to take a little bit of credit – I enjoy that aspect as well.

You guys are so forward thinking and you’re changing and evolving so much, but you’re pretty heavy hitters with that changing and evolving. Looking forward, how do you think a partnership with DirectEmployers may help the face of Facebook in the future?
Well, it’ll certainly help us to mature as an organization. The ability to learn from the industry experts and peer members, and utilizing the tools that DirectEmployers provides to members is going to be invaluable to us. My hope is that we will be able to interact with the association to come up with various compliancy and diversity programs that will not limit our ability to move fast and be nimble as an organization. Thus I envision that the product of our relationship with DE will be that we are considered a world-class organization that values diversity/inclusion while maintaining the identity of the company that makes us unique.

Thought Leader Spotlight | Dr. Rochelle Webb, NASWA President

Friday, January 28th, 2011

As part of our partnership with the National Association of State Workforce Agencies (NASWA), we have the privilege of working with the organization’s President, Dr. Rochelle Webb.

Dr. Webb formerly worked for Arizona Department of Economic Security in Phoenix. In addition to serving as NASWA’s President, she was recently nominated to serve as Director of the District of Columbia (DC) Department of Employment Services (DOES) by Mayor Vincent C. Gray.

Her passion for being a public servant is just as impressive as her 20 years of experience. On September 29, 2010, Dr. Webb testified at a hearing on Federal Contractor Compliance held by the Subcommittee on Economic Opportunity of the House Committee on Veterans Affairs. In her testimony, she explained the purpose and the needs of the National Labor Exchange (NLX), and asked for the NLX to be supported and empowered to compile all jobs appearing on Federal Contractors’ corporate websites and import them into States’ job banks at no cost. Dr. Webb also recommended webinar training for all OFCCP staff on the NLX and VetCentral. You can read more from Jolene’s Take blog post about the testimony and watch the recorded session below.

Dr. Rochelle Webb’s Testimony On The Hill.

We caught up with Dr. Webb this past fall at our Annual Conference to talk about the relationship between NASWA and DirectEmployers. (Please note this interview was prior to her move to the DOES.)

Rochelle, can you introduce yourself and tell me about your positions?
My name is Rochelle Webb and I work for the Arizona Department of Economic Security in Phoenix, Arizona. I’m also the president of the National Association of State Workforce Agencies (NASWA). I’ve been with the Arizona Department of Economic Security since 2004 and I was elected President-elect of NASWA last year in 2009 and became its President just this past September in 2010.

That’s a pretty big responsibility. How has that been going so far for you?
You know, I love it. I came into workforce after I spent about 15 years working in human services, so I consider myself a public servant. Moving over to workforce has its own challenges. This year with the economy being so fragile, we’ve been focused on workforce issues, getting jobs for our citizens and individuals and also just dealing with the grapping unemployment insurance rate, that’s facing not only Arizona, but all states facing the same problems.

Tell me a little bit more about the value of DirectEmployers for your particular partnership and some of the specifics of what it does for you.
Without DirectEmployers, we would only be able to offer our individual state job banks. That would pretty much just limit job seekers to jobs that are currently open in the states in which they reside. To find state jobs in other states they would actually have to go and search multiple state web sites looking for job opportunities. By having the National Labor Exchange, we’re able to have one portal into jobs throughout the country.

And, in your day-to-day work, how does it positively affect you to be connected with DirectEmployers?
Well, here’s a great stat that I looked up just last week. On just one day, the National Labor Exchange brought into the State of Arizona, 9,000 jobs….one day. I couldn’t go out and have my staff to visit employers, to try to find 9,000 jobs in my state. No state is staffed at that level. Through this relationship with DirectEmployers, we’re able to bring in jobs every single day into our state job banks to give our citizens in our states opportunities to go out and to find work, even in an economy that’s troubled.

That’s a great statistic. It is amazing. So as far as some of the products and services, obviously America’s Job Bank and the fact that DirectEmployers is able to replace it….are there other components within DirectEmployers and the membership it affords you, that you really appreciate?
The best thing about DirectEmployers is no cost to state agencies – it’s no cost to employers to participate. The smaller employers can participate directly through their state workforce agencies and larger employers can participate as Members through DirectEmployers. What this means to us is that we’re able to establish relationships and initiatives that would normally cost the state money, time and resources and we get all of that assistance for free and no cost from DirectEmployers. A specific example is the Rapid Reemployment Initiative sponsored by DirectEmployers that Arizona participates in. It’s no cost to us and allows us to identify employers who are downsizing and match them with employers who are hiring in those same fields so that we can transfer, basically one workforce from a downsizing employer to a hiring employer. That’s a benefit you cannot just go out and buy off the street.

And, tell me a little bit about why you attend the Annual Conference & Meeting that they have every year? What is the benefit to you?
For NASWA, the Annual Conference is beneficial because it allows us to strengthen our partner relationships. We meet face to face with our employers. We have an opportunity to thank them for bringing in employment opportunities and to all of the states are engaged in the National Labor Exchange, so it’s an exciting venture and it really reinforces the relationship that we look forward to continuing through at least 2017.

Tell me, for this particular conference Rochelle, what are some of your take-aways? What are some of the lessons learned, or the things that you’re excited about?
I’m most excited about the .jobs domain. And I can’t wait to look at what’s going to happen with that. Being able to just see from the Beta testing that’s happened around that initiative, the response that was garnered at how employers were able to immediately boost their job opportunities on the Internet, has been exciting. So, I look at that as another opportunity for us to be able to connect job seekers with employers, which will equal employment. It’s all good for the nation and especially for our states.

And I have one last question for you. This is kind of personal. Why are you passionate about what you do every day?
I’m passionate about what I do every day because first of all, I’m a public servant. I’m raising my grankids and my family is here. When the economy is strong, the nation is strong, and that just goes well for everybody.

What Happened in Vegas?

Monday, October 18th, 2010

The DirectEmployers Association Annual Meeting & Conference 2010 (#DEAM10) was a celebration of 9 incredibly successful years, as well as kicking off our 10th year anniversary. DirectEmployers Association was established in October 2001 making October 2011 our 10-year anniversary. There was a subliminal “10” theme over the two days reflected by the prizes, videos and activities.

Opening day one, Executive Director Bill Warren welcomed Members and honored Rhonda Stickley for her tremendous leadership over the past 12 months, as well as the service of Shelia Gray for her exemplary service on the Board of Directors.

Bill Warren recognizes Shelia Gray (left) and Rhonda Stickley (right).

The conference was free for Members and invited guests of DirectEmployers Association. It was a who’s who of attendees including decision-makers from IBM, Xerox, McGraw-Hill, AT&T, Hyatt, Pitney Bowes, Research In Motion, John Deere, Siemens Corporation, Kellogg, Wells Fargo and hundreds of others. Attendees enjoyed fantastic networking, sharing of best practices and several terrific presentations.

The Zen of Social Media Marketing author Shama Kabani shared insights and research about the best social media recruitment sources and implementation of the selected methods.

Shama Kabani

Shama Kabani shares her expertise on recruiting through social media.

Author & Former 12th Chair of the U.S. Equal Employment Opportunity Commission (EEOC) Cari Dominguez shared a glimpse of her Cuban heritage, and spoke about ‘Ganas,’ meaning inspired motivation—inner desire to succeed; captures the animating spirit within each person; drive plus discipline; values plus business sense; accepts and includes; develops and promotes; goes above and beyond. Dominguez also shared excerpts from her recent book, Leading with Your Heart: Diversity and Ganas for Inspired Inclusion in the Workplace. Attendees walked away from this presentation inspired to evaluate their motivations in leadership and whether they are truly going above and beyond.

Cari Dominguez teaches the meaning of Ganas.

All of the attendees had an opportunity to have their complimentary copies of Dominguez and Kabani’s book signed.

Where’s the Recruitment Industry Going? This was a question posed to four leading recruitment communication organization experts including Ron Blum (TMP), Matt Kaiser (NAS), Andy Katz (Hodes) and Paul Wills (Michaels Wilder). These experts cut through the clutter and hype to share their first-hand experience with tried and true successful campaigns and implementations.

Marlee Matlin

Marlee Matlin shares her life experiences during her keynote address.

Wrapping up day one was the keynote address from Academy Award Winning Actress & Activist, Marlee Matlin. Matlin candidly shared her challenges and triumphs in growing up deaf. From an early age, her parents immersed her into society and she learned how to adapt to a hearing world. Her parents created an environment where she believed everyone else had the “disability.” She encouraged everyone to look at opportunities instead of adversities. Matlin ended by graciously answering questions, then made herself available for photos and networking.

Rick Wehrle

Rick Wehrle leads the discussion around Direct SEO.

Day two began with a lively and interactive “round robin” session where Members were able to “pick the brains” of the DirectEmployers Association staff about key products and services. Members weighed in on the things they love about our services and provided feedback for enhancements. As always, the Members were in the driver’s seat, collaborating toward bigger and better opportunities.

Shirley Olwine and James Emmett stop for a quick photo after their presentation.

A highlight on day two was a co-presentation given by Shirley Olwine and James Emmett representing Indiana’s Vocational Rehabilitation Department. This duo shared many of their successful programs currently in place with companies like TIAA-CREF, Walgreens, and UPS. Olwine and Emmett also provided expert advice on developing programs and employment services for people with disabilities. They both encouraged employers to take full advantage of an underutilized and virtually untapped pool of highly skilled candidates.

Richard Cho

Richard Cho showcases a contest used to recruit top talent for Facebook.

An engaging and interactive presentation by Richard Cho from the social phenomenon Facebook rounded out the morning of day two. Cho provided many great examples of how Facebook uses social media for own recruiting, and why they deliberately incorporate many other tools in their recruitment practices. His presentation gave the audience an inside look at life working for Facebook.

Soledad O'Brien

Soledad O’Brien shares the hurdles she overcame in starting her career.

Following on their heels was our second keynote address from Acclaimed Special Investigations Correspondent and Host of CNN’s In America Documentaries, Soledad O’Brien. O’Brien has witnessed many injustices and segregation first-hand. She shared heart wrenching and unbelievable stories as well as heart warming and encouraging stories of inclusion and humanity embracing differences and diversity. O’Brien explained that she loves the CNN documentaries such as Black in America and Latino in America because they capture the unique and inspiring stories of everyday people, who are all too often depicted negatively in the press. Attendees asked intriguing and pointed questions of O’Brien about her beliefs and favorite interviews. She surprised the audience when she identified an interview with LeBron James as one of her favorites because of his entrepreneurial spirit, especially given his industry. Attendees were treated to a photo opportunity with O’Brien afterward.

NACE

A panel of professionals discusses the economy’s impact on college recruiting.

DirectEmployers Association’s partner, the National Association of Colleges and Employers (NACE), is providing stronger, more enhanced relationships to colleges and universities. NACE’s Jennifer Rutt coordinated a panel of three colleges and three employers, moderated by NACE’s Board President, Tom Devlin. Devlin asked the college and employer representatives questions around the impact of the economy, best practices with reduced budgets, branding strategies and alternative recruiting methods.

Jolene Jefferies, VP of Strategic Initiatives for DirectEmployers Association provided an overview of the new Recruitment Regulatory Compliance Committee (RRCC). The committee is designed to help Members address the challenges companies face meeting compliance regulations. Their first meeting was held in Las Vegas the day before the conference began.

Gerry Crispin, CareerXroads Principal, challenged companies to take a much closer look at their candidate experience and shared his research findings from the past several years. Crispin has applied to many of the Fortune 100 under assumed aliases like Jimmy Knee Cricket. He has received many calls from desperate recruiters wanting to hire his fictional characters proving they haven’t truly looked at the content. Instead, they’re relying on keywords to trigger their response.

Concluding the conference, Lisa Stern with the Department of Labor’s America’s Heroes at Work, helped the audience gain a much better understanding of Post Traumatic Stress Disorder (PTSD) and Traumatic Brain Injury (TBI). Dispelling myths, providing resources and sharing relevant information about the reality of these situations, Stern encouraged employers to educate their hiring managers. Instead of bringing our heroes home to prejudices and ignorance, Stern explained how to prepare and welcome them with the civilian jobs they deserve.

Overall, attendees were educated and enlightened on subjects varying from diversity in the workplace to the zen of social media, while networking with new acquaintances and reconnecting with previous contacts.

Stay tuned for news of our 2011 Annual Meeting & Conference, location, dates and agenda!

Interview with Aaron Kraljev, Wells Fargo – Part 2

Monday, September 27th, 2010

One in three households in America do business with Wells Fargo. Wells Fargo & Company is a diversified financial services company providing banking, insurance, investments, mortgage, and consumer and commercial finance through more than 10,000 stores and 12,000 ATMs and the Internet (wellsfargo.com and wachovia.com) across North America and internationally.

The company strives to find the best people from a diversity of backgrounds and cultures, give them the knowledge and training they need, allow them to be responsible and accountable for their businesses, and recognize them for outstanding performance.

The man tasked with finding ways to attract the best talent is Aaron Kraljev, Employment Marketing Manager. Recently, Aaron was kind enough to give us an inside look at his unique role at Wells Fargo and share his perspective on the industry and the DirectEmployers Association.

continued from Part 1
Nancy Holland
What challenges really keep you awake at night?
Aaron Kraljev, Wells Fargo
There’s no such thing as a marketing emergency, but people create them. It can be anything from the mundane dealing with a difficult internal partner, to the massive campaign launch that either a) didn’t work or b) was flawed, beyond repair. In the past, we were talking to students – a very finite group of folks. We knew what their passion-points were, what they needed and we had to meet those needs. The audience for employment is incredibly diverse. They have different needs and things that they hold dear. A checking account for a student in and of itself is a big deal, but it’s not vital. A job is vital and through a variety of different channels, I get communications from folks who have either been looking for a job, or, got an interview, didn’t get a job, and shared with me some of their frustrations. I try to respond to every single one of those because they want to be heard and have very real needs. I’m sensitive to the diversity of that group and the necessity for employment. That keeps me up at night. It’s not like your cable is out, the paper didn’t show up, or your socks don’t match. These are all very mundane things that happen to us all in our everyday lives. This [a job] is how you put food on your table and provide for your family. I get to thinking about 3:30 in the morning, are we really branding ourselves effectively? Are we helping job seekers to self-select and find a job that’s right for them? While we have 9,000-10,000 openings a month, we have 280,000 team members…we have some turn! And I think every organization does, but what can I do from wherever I’m at to help reduce the amount of turn and make sure we’re getting the right people in jobs, and that we’re putting them in a situations where they’re going to succeed?
Nancy Holland
Yes. And like you said, you’re giving them the feedback that they crave. Some of these people have never been in a job-hunting situation and don’t know what we know. They’re craving that knowledge of what’s going to help them in their quest to find that right fit.
Aaron Kraljev, Wells Fargo
That statement right there is exactly the reason why we need to be in the social media space. Whenever we get info on Facebook or Twitter, what you won’t find is here’s 9,000 Wells Fargo jobs, here’s what we pay or here’s what they do – it’s this is what you can do to find a job that’s a right fit for you here. That’s the biggest message we want to get across. Even if you don’t get a job with Wells Fargo, here’s what’s going to make you a better job seeker, a more informed applicant, or more attractive applicant. If somebody came to one of our sites or our Facebook page, and they learned something they used to find a job somewhere else, that’s fantastic. As long as we’re helping educate, it creates a value. I think that’s the most important thing.
Nancy Holland
I couldn’t agree more. And there’s not enough of that out there.
Aaron Kraljev, Wells Fargo
Especially in social media, people just kind of throw themselves out there and talk about themselves – look at us, we’re shiny and we’ve got great ads – and that’s not really the message we want to convey. We want to talk about the experience of people that work here and what a job seeker can do to be successful.
Nancy Holland
In keeping with that, what is unique about Wells Fargo and why would a candidate want to work there?
Aaron Kraljev, Wells Fargo
That’s a great question. Wells Fargo is unique for two main reasons. One is our history. We’ve been around for more than 150 years and our sheer size – almost 380,000 team members and all the different things we do as an organization. We don’t like to think of ourselves as a bank. You’re on your way to Starbucks, you’re doing whatever, you’ve got your checking account there, you drive by a Wells Fargo and that’s what a lot of people associate us with. Those two things make us unique.

I think what you would find out as a team member or throughout the interview process are some of the smaller things that I think make a huge difference. It is quite possible to have several different careers inside of Wells Fargo. Both my wife and I work for the bank. We’ve had several different careers. My first job at the bank was managing a branch inside the Safeway. I did that for about a year and a half and that’s really how I learned banking. I had come from marketing background and decided to make a change and learned about the financial services industry – Wells Fargo allows people to do that. This bank is full of folks who started out as tellers, collectors, at the trade desk, or what have you, and now they’re executives. Everybody says they have amazing benefits. Wells Fargo has unbelievable benefits. Tuition reimbursement is one of the things that allows employees to learn and grow. They learn the bank side of the business, but the bank also takes a vested interest in their education development and they will pay for that. They’ve got very aggressive benefits in terms of a 401(k) match and what they offer for health, medical and dental.

Nancy Holland
What types of people is Wells Fargo looking to recruit? What is the area where you have the biggest need?
Aaron Kraljev, Wells Fargo
I think the way our business is built and our distribution networking, the gross majority of our positions are entry-level. They’re either teller or banker positions in our store locations, or phone bankers. That’s a huge volume of need. We’ve got volumes of other positions as well, but if I were to pick three that were our highest volume requisitions, those would be them.
Nancy Holland
What is a unique position within the bank, other than yours, that some people might not be aware of?
Aaron Kraljev, Wells Fargo
Given our relative size and overall diversity in our business, I’m constantly seeing job postings. I got this one email three months ago and I don’t remember the job title, but basically what this person did was buy, sell and lease trains – locomotives in the Midwest. I had no idea that this was part of our organization, nor do I really have a marketing plan in my back pocket of how to market those types of job seekers. I get an email like that every 2 or 3 months where I’m just absolutely blown away. Certain jobs you’re going to find, but every once in awhile I’ll get one of these where I’m like I had no idea, and that’s a perfect example. This person is a train broker, and it’s part of one of our subsidiaries, or one of our joint venture businesses, and they had a pretty dire need for somebody to do that kind of thing. We have folks that are in leasing and business for farm machinery. That’s something else too that you just wouldn’t think a bank would be involved in. And then we’ve got highly technical folks. When you think of bank you don’t necessarily think of technology, but these are folks that are highly educated from Ivy League schools who have worked for some of the best and brightest in the industry. We obviously have a need to attract and to have as team members to kind of help prop us up from a technology standpoint.
Nancy Holland
How were you involved in the decision around becoming a Member?
Aaron Kraljev, Wells Fargo
When I came in October, our DirectEmployers contract was up. I got involved in that. I’ve learned a great deal about the relationship and what it means to be a member. I think one of the things I appreciate about membership with DirectEmployers is it’s highly effective – it’s a great use of our time and resources, but you all only want to do what’s best for our organization and job seekers, versus trying to make commissions. It doesn’t sound like a big deal, but when you spend two or three hours a day on the phone with people trying to hit you with products, trying to get you to commit to things and just twisting your arm, it’s a really refreshing thing.
Nancy Holland
What would you say is your favorite DirectEmployers Member benefit?
Aaron Kraljev, Wells Fargo
Well, obviously just the kind of scope, depth and breadth of where our jobs get sent. My favorite thing that we’re not taking advantage of right now is the search engine optimization that is offered as part of your membership. We absolutely want to take advantage of that. Unfortunately, when you have a huge organization sometimes it’s hard to implement new programs because there are a lot of tweaks you’ve got to make internally. It’s something we absolutely need to take advantage of, because I think from a search engine perspective, we’re just doing a dreadful job and it’s a huge opportunity for us. We see all the reason and need, we just need to help our internal key members get there.
Nancy Holland
Why did you become a member and what is it that we do that others don’t?
Aaron Kraljev, Wells Fargo
I wasn’t around when this relationship was fostered. I will say from a from a compliance stand-point, our relationship goes a long way to make sure that we are doing a lot of the things we need to be doing to remain compliant. But it’s not just a compliance issue. I think if how we think of things as an organization, even if it wasn’t something that kept us in the clear, compliance is the right thing to do. I think it gets our jobs and opportunities in front of people that absolutely need to get them. It may not seem otherwise, but that’s the main reason.

U.S. loses 85,000 jobs, but hopes grow

Friday, January 8th, 2010

The Christian Science Monitor

By Laurent Belsie, Staff Writer

December saw losses of 85,000 jobs, but Friday’s labor report also showed a small
employment gain in November, the first since the recession began in December 2007.

The job market isn’t improving – not yet, anyway. But signs of future growth keep popping up.

To begin with, the US actually gained 4,000 jobs in November, according to revised data released by the Department of Labor on Friday. That upward revision in November makes December’s unexpectedly big loss of 85,000 jobs look all the more stark.

Still, the November total (which is still preliminary) marks the first time in 23 months that the US has actually gained jobs.

Another hopeful sign is temporary employment, which typically turns up before full-time employment does. Since bottoming out in July, that sector has grown by 166,000 – 47,000 in December alone.

“Companies, when they come out of recession. they tend to hire temporary workers first to do critical projects that they need to get done,” says Scot Melland, president and CEO of Dice Holdings, which runs specialized career websites in the technology, financial services, and healthcare industries. “As their confidence [in the recovery] builds, they shift over to full-time hiring.”

Mr. Melland is seeing the same improvement in his own business. On its its database of technology professionals, searches by recruiters were up in the fourth quarter, he says. The number of job listings on the company’s websites has also been growing.

Other recruitment services are also seeing an increase in activity.

“2010 is going to be brighter than 2009, no doubt,” says Nancy Holland, a vice president at DirectEmployers Association, a nonprofit human-resources consortium focused on recruiting by Fortune 1000 companies. In a recent survey of its members, all 60 companies that responded planned to hire this year.

The hiring was across the board in terms of industries and types of positions, not merely to replace workers but to add to corporations’ head counts, Ms. Holland says. “It’s not a boom. It’s not a wow … but it’s definitely getting better.”

Even American workers are more optimistic, according to a telephone survey conducted in December by Ipsos Public Affairs on behalf of SnagAJob.com. One in four working Americans said they believed the job market was improving; one in three hadn’t yet seen an improvement but was optimistic that things would improve soon.

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