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Part I – Veteran Outreach: Partnering at the Local Level

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  • 1. VP Strategic PartnershipsJanuary 15, 2013 DirectEmployers Association
  • 2. Partnering at the Local LevelToday’s Objectives and Learning Outcomes: 1. Learn About DirectEmployers Association 2. Understand the Need for Better Outreach to Veterans 3. Map a Strategy to Expand Your Company’s Local Outreach Activities 4. Leverage the Military Partnerships of DirectEmployers Association as Your Own, at the Local Level 5. Get Tips, Resources and Contacts to Identify Local Partnership Opportunities 6. Discover Ways to Document Outreach Activities 7. Use Analytics and Metrics to Verify Recruitment Effectiveness of Veterans 8. Effectively Demonstrate a History of Compliant Outreach Efforts
  • 3. Partnering at the Local Level Who is DirectEmployers Association?DirectEmployers Association is a nonprofit HR consortium of leading globalemployers formed to improve labor market efficiency through the sharing of best practices, research and the development of technology.  650+ Member Companies – Over 90% Represent Fortune 500  17 Board Members – Member Companies Mission To provide employers an employment network that is cost-effective, improves labor market efficiency, and reaches an ethnically diverse national and international workforce.
  • 4. Partnering at the Local Level
  • 5. Source: http://www.armytimes.com/news/2011/02/military-unemployment-veterans-january-020411w/
  • 6. Source: Army Times, February 21, 2011
  • 7. http://www.gijobs.com/the-real-story-behind-veteran-unemployment-rates.aspx
  • 8. A Key OFCCP Audit Focus• OFCCP’s proposed regulations for both §4212 and §503 were released in 2011. New regulations will require much more hands-on outreach at the local level, including comprehensive analyses of the effectiveness of recruitment outreach, by employers.• Existing regulations: provide clear guidance on what a Federal Contractor may do to expand their outreach and recruiting efforts to veterans and the disabled, respectively.41 CFR 60-300 (f) External dissemination of policy, outreach and positive recruitment. The contractor shall undertake appropriateoutreach and positive recruitment activities such as those listed in paragraphs (f)(1) through (f)(8) of this section that are reasonablydesigned to effectively recruit qualified disabled veterans, recently separated veterans, other protected veterans, and Armed Forcesservice medal veterans. It is not contemplated that the contractor will necessarily undertake all the activities listed in paragraphs(f)(1) through (f)(8) of this section or that its activities will be limited to those listed. The scope of the contractor’s efforts shalldepend upon all the circumstances, including the contractor’s size and resources and the extent to which existing employmentpractices are adequate. (Note: 41 CFR 60-741.44 (f) for the disabled is very similar to 41 CFR 60-300 (f)).
  • 9. • Among other things, federal contractors would be required to: 1) Perform a five-factor analysis to calculate annual hiring benchmarks for covered veterans; 2) Collect, calculate and maintain 11 new data points on veteran referrals, applicants, hires and job opening data, and maintain these records for five years; 3) Sign written linkage agreements with a minimum of three referral sources (per contractor establishment), and annually perform self-analyses of the effectiveness of each agreement (see pages 23417-23418 of the Federal Register, Vol. 76, No. 80); 4) Build and maintain a file on each veteran applicant and employee, to include every opportunity for which the veteran was considered (vacancy, training, promotion), and a statement outlining the reason for rejection if the veteran was not selected; 5) Contractor must consider job seekers who are known protected veterans for all available positions for which they may be qualified when the position(s) applied for is unavailable; 6) Perform and document annual reviews listing physical and mental job qualifications for all job openings during the prior year, and provide an explanation as to how each requirement was related to the job to which it pertained; 7) Conduct annual meetings and training with all employees;
  • 10. • Among other things, federal contractors would be required to: 8) Extend two separate invitations to self-identify covered veteran status, one at the pre- offer stage and one at the post-offer stage; 9) Make reasonable accommodation inquiries to all individuals who identify as a disabled veteran, even when there is no indication that an accommodation is needed or has been requested, and track all accommodations made; 10) List their open positions with the appropriate state or local employment service office(s) in the specific manner and format required by each office; and 11) Inform the employment service(s) within the state of the company’s federal contractor status, its desire for priority veteran referrals, and the name and location of each hiring location and hiring official within the state; 12) Provide the employment service delivery system with contact information for all external job search organizations that contractor uses to assist in its hiring (updated annually); 13) State in all solicitations or advertisements that all qualified applicants will receive consideration for employment without regard to their status as a protected veteran; 14) Send written notification of their company’s affirmative action policy to all subcontractors.
  • 11. • RESOURCES: For a copy of the Proposed Regulations as published in the Federal Register, go to: http://edocket.access.gpo.gov/2011/pdf/2011-8693.pdf Proposed Regulations by OFCCP Seek to Advance Employment Protections for Veterans http://www.directemployers.org/2011/06/07/proposed-regulations-by-ofccp-seek-to-advance- employment-protections-for-veterans/ DirectEmployers Association Responds to OFCCP’s Proposed Regulations for Veterans http://www.directemployers.org/2011/07/22/directemployers-association-responds/ This blog post includes links to the comment letters from both DirectEmployers Association and the National Association of State Workforce Agencies.
  • 12. A Key OFCCP Audit Focus• Focus of OFCCP audits: Outreach to veterans, disabled veterans and persons with disabilities (PWDs)  Is your company doing more than merely posting open positions?  Is your company following the guidance as suggested in the regulations?• Onsite evaluations are being done even in the absence of indicators of discrimination, solely to assess outreach efforts.• OFCCP is initiating conciliation efforts in situations where agency reps believe outreach efforts have not been sufficient, even where all other compliance obligations have been undisputedly satisfied.• During slow hiring times, outreach efforts have waned, leaving contractors with limited evidence of outreach efforts to share with the OFCCP during a compliance review.
  • 13. Regulatory Outreach Requirements• Section 4212 (VEVRAA), as amended, and Section 503 of the Rehabilitation Act, require contractors to engage in outreach activities designed to facilitate the recruitment of veterans and qualified individuals with disabilities.• The regulations are clear –- contractors should develop active, meaningful relationships with local referral sources, allowing for regular communication and feedback.• Goal is for referral sources to become familiar with the contractor’s organization, its facilities, and its hiring needs.• The regulations further anticipate that referral sources can provide “technical assistance” to contractors (includes advice on proper placement, training and accommodations).• In today’s session, you’ll learn how to develop a robust outreach strategy that can be applied at the local level, including specific outreach activities and partnership opportunities.
  • 14. 2 Major Parts to Developing a Successful Strategy1. Map a strategy and implementation plan to expand your company’s local veteran outreach activities.  8 Key Steps2. Determine internal structure and people, business processes and procedures, technology, budget and other resources needed to support the Local Outreach & Partnership Strategy.  4 Key Steps
  • 15. 8 Key Steps1. Define organizational Local Outreach & Partnership Strategy.2. Determine locations of priority (e.g., hiring “hot spots”).3. Determine the most in-demand job openings and understand the local labor supply by hot spot location.4. Research and define veteran partnership sources.5. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR).
  • 16. 8 Key Steps6. Develop, implement and track local veteran Recruiting Action Plans (RAPs) for each priority location to include local partner contacts, action items and events.7. Document and evaluate the results of veteran outreach, partnership activities and sourcing channels by location (to include an “After Action Review” or AAR).8. Adjust overall partnership strategy and local RAPs as necessary (e.g., based on AAR results).
  • 17. Step #11. Define organizational Local Outreach & Partnership Strategy. Formulate a strategy that includes:  A formal vision and approach to local veteran outreach and partnership development (include government, community, and education organizations)  A solid solution to meet the Mandatory Job Listings Requirement to help your company hire, retain and support veterans.
  • 18. (Vision & Approach)DirectEmployers Association Partnership Strategy
  • 19. (Mandatory Job Listings)* RESOURCES: Learn more about Direct Compliance http://www.directemployers.org/products-services/direct-compliance/ U.S. DOL New Contractors’ Guide – OFCCP August 2009 http://www.dol.gov/ofccp/TAguides/new_contractors_guide.htm
  • 20. (Mandatory Job Listings) JobCentral National Labor Exchange • March 2007 – Joint alliance formed between DirectEmployers (DE) and the National Association of State Workforce Agencies (NASWA) • Agreement extended through 2017 • Extraordinary partnership between employers and states resulting in outstanding accomplishments State-by-State Status Update • All states, DC, Puerto Rico and Guam have formal contracts signed • 47 states uploading • 41 states downloading* RESOURCE: See the guide Key Military Partnerships of DirectEmployers Association Go to www.directemployers.org and click on the Pipeline – Word Document
  • 21. US.jobs - Powered by the NLX: How It WorksNon-member Career Sites indexed/scraped/wrapped every 24 hours Applicant Tracking Member Career Sites System indexed/scraped/wrapped every 24 hours OFCCP 4212 COMPLIANCE REPORTING Job listings emailed to Wagner-Peyser funded One-Stop Feed of job listings provided Feed of job listings provided to/from Career Centers in all 50 states, to Syndication Partners participating state job banks DC, Puerto Rico & Guam Not for OFCCP 4212 Compliance Not for OFCCP 4212 Compliance For OFCCP 4212 Compliance
  • 22. * RESOURCE: Learn more about VetCentral http://www.directemployers.org/products-services/vetcentral/
  • 23. * For non-members of DE, employers can sign up for “free indexing” on US.jobs for automatedposting to state job bank(s), OR manually post at the state job bank for free. For proof ofposting, these employers can take a screen print of their job listings from the state job bank.
  • 24. NLX Reporting Tools for State Workforce Agency Staff
  • 25. State Government SitesUS. Jobs National Labor Exchange (operated http://US.jobsthrough a public-private partnershipbetween NASWA and DirectEmployersAssociation)VetCentral /Local Veteran Employment Jobs are emailed by geographic location, consult your OFCCP Compliance ReportingRepresentatives & Disabled Veteran Tool in your Member DesktopOutreach Program Representatives (LVERS & Jobs also appear on VetCentral search engineDVOP’s) http://vetcentral.us.jobs/vet_index.asp?stype=moc(State)State Workforce Agency Job Banks (State) All 50 states, DC, Puerto Rico, and Guam have signed participation agreements with(See list of state job banks in the notes with DirectEmployers Association. Electronic exchange of job data varies by statethis slide that accept the download). workforce agencies’ technical capabilities. As of October 16, 2012, there are currently 41 States accepting the job feed (download), which means your company’s jobs are automatically posted in these 41 State job banks. For the remaining States not currently taking the download, all your jobs in all states are still being delivered to the appropriate State’s veteran representatives (DVOPs and LVERs) through the VetCentral email delivery process. Access your OFCCP Compliance Reports through the Member Desktop for verification of job delivery.State Workforce Agency Microsites Some State Workforce Agencies have added .jobs microsites to target specific(See list of specific state microsites below). recruiting populations, allowing States to drive more jobseeker traffic to their state job banks (see below).Work In Iowa Disability (Iowa SWA) http://workiniowa-disability.jobsNYWorks Veterans (New York SWA) http://nyworks-veterans.jobs/SDWorks Veterans (South Dakota SWA) http://sdworks-veterans.jobs/WorkInIowa Veterans (Iowa SWA) http://workiniowa-veterans.jobsWorkInOregon Veterans (Oregon SWA) http://workinoregon-veterans.jobs/WorkInTexas Veterans (Texas SWA) http://workintexas-veterans.job
  • 26. Going Above and Beyond Mandatory ListingsCommercial Syndication Compliance Syndication
  • 27. Federal Government SitesAmerican Job Center (USDOL) http://jobcenter.usa.gov/find-a-jobCareerOneStop (USDOL/ETA) http://www.careeronestop.org/JobSearch/JobSearch.aspxMy Next Move (USDOL/ETA) http://www.mynextmove.org Access ‘Job Outlook’ and ‘Find Jobs’My Next Move for Veterans (USDOL/ETA) http://www.mynextmove.org/vets/find/browse?c=0 Access ‘Job Outlook’ and ‘Find Jobs’My Skills My Future (USDOL/ETA) http://www.myskillsmyfuture.orgVetSuccess.gov – U.S. Dept. of Veteran Affairs http://vetsuccess.gov/jobsVirtual Career Network Healthcare (USDOL/ETA) https://www.vcn.org/healthcare/findwork
  • 28. Military Network SitesCASY/National Guard Employment Program http://casy.msccn.org/Employers/DirectEmployers_Job_Board.htmlHonor Guard Network http://www.honorguardnetwork.org/Jobs/DirectJobsDatabase.aspxMilitary Spouse Corporate Career Network http://www.msccn.org/Employers/DirectEmployers_Job_Board.html(MSCCN)Milicruit http://milicruit.jobs (DE members’ jobs will display on this site if they are active with an Milicruit event)My Next Move for Veterans – U.S. DOL/ETA http://www.mynextmove.org/vets/find/browse?c=0 Access ‘Job Outlook’ and ‘Find Jobs’NYWorks Veterans (New York State Workforce) http://nyworks-veterans.jobs/RecruitMilitary http://recruitmilitary.com/Save Our Veterans http://board.jobcentral.com/saveourveteransSDWorks Veterans (South Dakota State http://sdworks-veterans.jobs/Workforce)USA Cares http://jobs.usacares.org/VetSuccess.gov – U.S. Dept. of Veteran Affairs http://vetsuccess.gov/jobsVetCentral /Local Veteran Employment Jobs are emailed by geographic location, consult your OFCCP ComplianceRepresentatives & Disabled Veteran Outreach Reporting Tool in your Member DesktopProgram Representatives (LVERS & DVOP’s) Jobs also appear on VetCentral search engine http://vetcentral.us.jobs/vet_index.asp?stype=mocUS.jobs Veterans http://veterans.jobsVeterans Enterprise http://www.veteransenterprise.com/index.php/career-opportunitiesWorkInIowa Veterans (Iowa State Workforce) http://workiniowa-veterans.jobsWorkInOregon Veterans (Oregon State http://workinoregon-veterans.jobs/Workforce)WorkInTexas Veterans (Texas State Workforce) http://workintexas-veterans.job
  • 29. Disability SitesDisaboom http://www.disaboomjobs.com/?iadid=ft_dsboLand A Job http://jobs.landajob.org/Think Beyond The Label http://www.thinkbeyondthelabel.com/Job-Board/Job-Board.aspxVetCentral – Disabled Veteran Outreach Jobs are emailed by geographic location, consult your Compliance ReportingProgram Representatives (DVOPs) Tool in your Member Desktop. Jobs also appear on VetCentral search engine at http://vetcentral.us.jobs/vet_index.asp?stype=mocUS.jobs Disability http://disability.jobsWork In Iowa Disability (Iowa State http://workiniowa-disability.jobsWorkforce)VetSuccess.gov – U.S. Dept. of Veteran http://vetsuccess.gov/jobsAffairs While all veterans are targeted through this site, it has a special focus on disabled veterans.* RESOURCES: Learn more about Direct Syndication http://www.directemployers.org/products-services/direct-syndication/ See all sites in the Direct Syndication Network http://images.directemployers.com/deorg/syndication/JobAlliancesList.pdf
  • 30. About the .Jobs Universe • Launched in early January 2011, the .Jobs Universe is a build-out of the .Jobs Top Level Domain as ONE dynamic platform (NOT millions of job boards) of seamlessly integrated and interlinking employment domains:  Company Name (CompanyName.jobs)  Geographical (Chicago.jobs)  Occupational (Nursing.jobs)  Country Name (USA.jobs) • Provides job seekers direct navigation from the job listing to the employer’s online application process.* RESOURCES: Learn more about the .Jobs Universe http://www.universe.jobs/about
  • 31. (.jobs Syndication Network
  • 32. (.jobs Syndication Network http://att-veterans.jobshttp://ihg-disability.jobs * RESOURCES: Consider a .jobs Diversity Microsite http://universe.jobs/talent-acquisition-solutions
  • 33. Step #22. Determine geographic locations of priority (e.g., hiring “hot spots”).  Based on current and projected hiring demand, determine high-priority locations or hot spot markets needing the most focus and attention.  Prioritize the locations by rank order, based on demand and need.
  • 34. Step #33. Determine the most in-demand job openings and understand the local labor supply by “hot spot” location.  Identify the company’s high-demand occupations by job title for each hot spot location.  Translate most in-demand job openings to related military-equivalent occupations (military occupation specialty, MOS, or military occupation code, MOC). Determine military branches and skills to target. These translators are helpful: * RESOURCES: Military Crosswalk Search provided by O*NET http://online.onetcenter.org/crosswalk/MOC/ Military-to-Civilian Occupation Translator provided by Department of Labor http://www.acinet.org/acinet/moc/Default.aspx
  • 35. http://online.onetcenter.org/crosswalk/MOCKey In-Demand American Express Occupations:• Customer Care Pro-TSC-T1• Counselor 1-Service Delivery• Travel Counselor• Customer Care Pro-Fraud-T2• Exec/Admin Assistant 1• Counselor-Specialized Corporate Travel• Manager-Business Development-Sales
  • 36. http://online.onetcenter.org/crosswalk/MOCWhen searching ONET for possible MOC matches, try a variety of keyword combinations identifying industry-related skills when possible.Keyword examples for “Travel Counselor” could include:• “Travel reservation administrator” (51 titles; lots of variation and some do not match)• “Transportation attendant” (34 titles; better matches)• Executive / Administrative Assistant 1: Administrative specialist (559 titles; lots of variation)For some ideas on other keywords for your various job titles, go to ONET’shome page:http://www.onetonline.org/Type your job title in the search box and you’ll see similar titles.
  • 37. Let’s look further at “transportation attendant”
  • 38. 2821 is a Navy equivalent to “Reservation and Transportation Ticket Agentsand Travel Clerks”:
  • 39. Google “Navy 2821 MOC” and also go to http:Veterans.jobs and enter in 2821:
  • 40. Step #33. Determine the most in-demand job openings and understand the local labor supply by “hot spot” location.  To further assist in easily and automatically translating your company’s occupations to related military occupations, consider a .jobs Veterans Microsite. Using O*NET, the .jobs Military Crosswalk offers employers a simple, automated technology process for matching military occupation classifications to the corresponding civilian opportunity.  Examples of progressive Fortune 500 companies using veteran microsites: • http://providence-veterans.jobs/ • http://newellrubbermaid-veterans.jobs/ • http://att-veterans.jobs/ • http://conocophillips-veterans.jobs/ • http://lockheedmartin-veterans.jobs/ • http://camber-veterans.jobs/ • http://rim-veterans.jobs/ * RESOURCES: Consider a .jobs Veterans Microsite http://universe.jobs/talent-acquisition-solutions http://de.nlx.org/pdfs/dotjobs/dot-jobs-vet-outreach.pdf
  • 41. http://att-veterans.jobs/
  • 42. Step #33. Determine the most in-demand job openings and understand the local labor supply by “hot spot” location.  Understanding rank and pay structure in the military is also helpful in being able to better translate the MOC/MOS for positions and build a “skills crosswalk.”• RESOURCES: Google “military rank and employment for active duty personnel” to find the latest data by service branch from the U.S. Department of Defense, Defense Manpower Data Center Google “military pay scale 2012” for the latest compensation data http://www.militaryfactory.com/military_pay_scale.asp For more information about Officer Rank Insignia, go to: http://www.defense.gov/about/insignias/officers.aspx For more information about Enlisted Rank Insignia, go to: http://www.defense.gov/about/insignias/enlisted.aspx
  • 43. Step #33. Determine the most in-demand job openings and understand the local labor supply by “hot spot” location.  Review job descriptions of the high-demand occupations to update them with the most current physical and mental requirements, including the knowledge, skills, abilities, education, experience, and essential functions of the job. How can reasonable accommodations be made for these jobs? Is your hiring process and online application “accessible?” * RESOURCES: Job Accommodation Network (JAN) http://askjan.org JAN is the leading source of free, expert, and confidential guidance on workplace accommodations & disability employment issues Opening Doors to all Candidates: Tips for Ensuring Access for Candidates with Disabilities http://www.dol.gov/odep/pubs/fact/opening.htm
  • 44. Step #3 3. Determine the most in-demand job openings and understand the local labor supply by “hot spot” location.  Rewrite the company’s job descriptions and recruitment advertisements to include terminology and keywords to attract and encourage veterans with matching MOSs/MOCs and relevant military experience to apply. Update the company’s employment web page for veterans/military.  For each hot spot / priority location, conduct a Labor Market Assessment to understand the current and projected future labor supply, including the supply of veterans in each local market available for employment.• RESOURCES: State DOL websites are helpful sources for Labor Market Information (LMI) http://www.jobcentral.org/state-workforce-agencies.asp The U.S. Bureau of Labor Statistics is also a helpful LMI resource: http://www.bls.gov The American Community Survey is also a helpful LMI resource: http://www.census.gov/acs/www/about_the_survey/american_community_survey/ Labor Market Assessment Template Go to www.directemployers.org and click on the Pipeline Member Community (far upper right)
  • 45. Step #4 4. Research and define veteran outreach and partnership sources.  Research and identify potential government, community and education partners and the programs that offer services to employers to target veterans to the company’s job opportunities.  Document veteran partner contacts using the Veteran Outreach & Partnership Sources for Employers matrix.* RESOURCES: Veteran Outreach & Partnership Sources for Employers Go to www.directemployers.org and click on the Pipeline – Word Document See the guide Key Military Partnerships of DirectEmployers Association Go to www.directemployers.org and click on the Pipeline – Word Document See Jolene’s Take (a blog of recruiting & compliance resources for employers) http://www.directemployers.org/insights/blogs/jolenes-take/
  • 46. Step #44. Research and define veteran and disability outreach and partnership sources.  Define “partnership levels” to determine frequency and nature of contact, including outreach activities at each level, based on each partner’s: • Scope of services to veterans • Level of involvement and interaction with veterans • Ability to successfully refer qualified veteran candidates * RESOURCE: Veteran Partner Levels and Definitions Go to www.directemployers.org and click on the Pipeline – Word Document
  • 47. Step #4 4. Research and define veteran outreach and partnership sources.  Review examples of Partner Engagement, Events and Activities (refer to the Veteran Partner Levels and Definitions document)  Determine and select potential partners that “fit” your organization and can help you meet your veteran hiring goals  Screen and select appropriate partners to initiate and engage in formal linkage agreements* RESOURCES: Veteran Partner Levels and Definitions Sample Linkage Agreement with a Veteran Partner All are available at the Pipeline at http://voice.directemployers.org/ - Word Documents
  • 48. Step #44. Research and define veteran partnership sources.  Determine the data elements you wish to track about each partner, and input this information into the contact/customer relationship management system (CRM) or your community sourcing information system (CSIS): – Organization name, contact information – History of contacts, events and activities with each partner – Partnership level of each partner (e.g., 3-Star, 2-Star, 1-Star) – Services offered by each partner – Recruiting Events Calendar (REC): » Global view/sort » Partner view/sort » Recruiter view/sort » Location view/sort
  • 49. Step #55. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR).  Identify and discuss the intended and desired results for the initiative. Goals and objectives should be able to be applied to each local market. Examples of Goals/Objectives: – Research and identify local veteran and disability outreach and partnership opportunities in each market by x date – Develop formal local veteran Recruiting Action Plans (RAPs) in the top 10 markets (for the top 10 job titles in each market) by x date – Increase number of veteran partnerships/sources used in each market by x% by x date – Establish or increase minimum Recruiter partner contact goals per month by x% in each market by x date – Monitor Direct Compliance/VetCentral reports on a monthly basis and periodically “audit” the process to ensure your job listings are reaching the local DVOPs/LVERs
  • 50. Step #55. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR). Examples of Goals/Objectives: – Using Direct Traffic, on a weekly and monthly basis, monitor and compare website applicant traffic analytics from the sites that are part of the Direct Syndication network.  Direct Traffic will help you identify the most effective website referral sources, commonly-used keyword search terms by applicants, and other powerful data that can lead you to identifying and enhancing local partnership opportunities.* RESOURCES: Learn more about Direct Traffic http://www.directemployers.org/products-services/direct-traffic/ Members - Access Direct Traffic Analytics & Reporting Tool Go to www.directemployers.org and click on the Member Desktop (far upper right) Direct Traffic New User Guide & Tutorial Go to www.directemployers.org and click on the Pipeline (far upper right)
  • 51. Step #5Direct Traffic
  • 52. Direct Traffic Reporting Sites referring candidate traffic to your job opportunities Candidate traffic detail broken out by source, job title, occupation, keywords, location, platform used, etc. Heat Map of candidate traffic
  • 53. Step #55. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR). Examples of Goals/Objectives: – After understanding and documenting the baseline Direct Traffic website analytics, use Direct SEO to increase applicant traffic from each veteran and disability referral website in each market by x date.  Direct SEO is a self-service search engine optimization platform designed to increase traffic to career sites.* RESOURCES: Find out more about Direct SEO http://www.directemployers.org/products-services/direct-seo/ Member access to manage your company’s Direct SEO Go to www.directemployers.org and click on the Member Desktop (far upper right)
  • 54. Job Seeker Behavior is Changing
  • 55. http://ihg-disability.jobs/DOT JOBS MICROSITES: Highly Search Engine Optimized Dynamic Footprint Custom faceted Analytics Equipped Easy to add creative Social-Sharing Mobile-Enabled Search Technology
  • 56. Step #55. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR). Examples of Goals/Objectives: – Once Direct Traffic and Direct SEO are in place, develop a formal applicant source-to-hire tracking process by x date to identify veteran hires by source (to include feedback and communication to partners to discuss areas of opportunity for improving the partnership).  Tracking source of hire, including creating a communication and feedback loop with partners, is especially important to do for 3-Star partners. * RESOURCE: Learn more about Tracking from Source to Hire Contact your DirectEmployers Member Services Representative @ 866-268-6206
  • 57. Step #5Tracking Source to Hire ATS = Applicant Tracking System
  • 58. Step #5Tracking Source to Hire – DirectEmployers (DE) Can Help!How do I get started?1. Check with your ATS provider to see if they support Source Coding.2. Find out if your website partners (e.g., the various job boards where your company posts its job openings) will accept your company’s job postings through the DirectEmployers’ Feeds.3. Find out if your website partner has a DirectEmployers View Source.Guidance:1. Implement DirectEmployers Source Code with your ATS.2. Move appropriate website partners to your DirectEmployers Feed.3. Have ATS provider create individual Website Partner-Specific Source Codes for the DE partner sites (e.g. sites in the syndication network) you would like to track.4. Connect your website partners with DirectEmployers to acquire a View Source. Your DE Membership Development Specialist can help! Call 866-268-6206. ATS = Applicant Tracking System
  • 59. Step #55. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR).  Define and document baseline measures and metrics PRIOR to implementing the new Local Outreach & Partnership Strategy so improvements can be monitored and evaluated. Examples of Measures/Metrics: – Current # of veteran partnerships/sources currently in place or utilized in each key market/location – Current # of formal local veteran Recruiting Action Plans (RAPs) in place for each market/location – Current Recruiter partner contacts by type of contact, by month in each key market/location: # of personal visits per partner per month # of phone contacts per partner per month # of emails/letters sent per partner per month # of career fairs per partner per month or quarter # of applicant information sessions per month or quarter # of partner briefing sessions per month or quarter
  • 60. Step #55. Establish goals and objectives, including baseline measures, for the program (a “Before Action Review” or BAR). Examples of Measures/Metrics: – Current Direct Traffic analytics and Direct SEO reports from each site/referral source, by location – Current # of veteran hires by source (e.g. 3-Star partners) per month in each key market/location – Current # of veteran employees (e.g., VETS-100 and/or VETS-100A)
  • 61. Step #6 6. Develop, implement and track local veteran Recruiting Action Plans (RAPs) for each priority location to include local partner contacts, action items and events.  Using the RAP Template, apply the Local Outreach & Partnership Strategy to the local level and develop a RAP for each hot spot location. – For each market, refer to the Veteran Outreach and Partnership Sources for Employers matrix to identify veteran organization contacts and resources in each location – Then, using the Veteran Partner Levels and Definitions guidelines, identify and select events and activities that can be scheduled and implemented with each different partner in each market.* RESOURCES: RAP Template Go to www.directemployers.org and click on the Member Desktop (far upper right) Veteran Outreach & Partnership Sources for Employers Go to www.directemployers.org and click on the Member Desktop (far upper right) Veteran Partner Levels and Definitions Go to www.directemployers.org and click on the Member Desktop (far upper right)
  • 62. Step #66. Develop, implement and track local veteran Recruiting Action Plans (RAPs) for each priority location to include local partner contacts, action items and events.  Establish accountability, including tracking, communication and reporting processes, to document and monitor the program’s measures and metrics on a regular (e.g., weekly and monthly basis) to: – Evaluate progress – Serve as documentation of good faith efforts and progress monitoring.
  • 63. Step #66. Develop, implement and track local veteran Recruiting Action Plans (RAPs) for each priority location to include local partner contacts, action items and events.  Examples of how to establish accountability and improve documentation: – Require Recruiters to monitor RAPs on a weekly basis to ensure on-track success with RAP implementation and achievement of monthly recruiter contact goals (e.g., develop a Weekly Recruiting Report template so there is a consistent reporting format between recruiters and locations). – Hold monthly Recruiter meetings where each Recruiter is required to report whether they achieved their monthly recruiter contact goals, whats coming up in their areas for events (e.g., each Recruiter reviews their Recruiting Events Calendar of what they did last week, what they have planned for this week, and whats scheduled for next week), share best practices, success stories and ideas, including whats working and not working in the various local areas; take meeting minutes.
  • 64. Step #66. Develop, implement and track local veteran Recruiting Action Plans (RAPs) for each priority location to include local partner contacts, action items and events.  Examples of how to establish accountability and improve documentation: – Keep a Recruiting Events Calendar of activities and events that can be viewed or printed as follows: » By Recruiter, by month (e.g., is each Recruiter on track with their monthly contact goals and RAPs?) » By Location, by month (e.g., what are all the events, by month, for each hot spot location?) » By Partner, by month (e.g., what are all the events, by month, for each partner?) – Keep / print-out website traffic analytics reports by location, etc. using the Direct Traffic tool and service offered by DirectEmployers Association. In the monthly meetings, discuss which veteran sites are delivering the most traffic to your companys website and assess partners based on the results. Are there any partners whose partnership level needs to be adjusted (e.g., 3-Star, 2-Star, or 1- Star partner level)?
  • 65. Step #66. Develop, implement and track local veteran Recruiting Action Plans (RAPs) for each priority location to include local partner contacts, action items and events.  Examples of how to establish accountability and improve documentation: – If your company is a member of DirectEmployers and enrolled in Direct Compliance, be sure to keep / print-out VetCentral reports to verify delivery of jobs to the appropriate state employment delivery system; occasionally "audit" and check with the local DVOPs/LVERs to ensure they are receiving the VetCentral emails and/or your jobs are showing up in the states job bank. Keep records of conversations and emails regarding the VetCentral reports. – As part of the onboarding process, ask the new hire to voluntarily self-identify their veteran status (for completion of the VETS-100 and/or VETS-100A reports), and also ask if they are willing to self-identify the specific referral source information (e.g., verify what veteran partner or referral source referred the new hire to apply at ABC Company). (* Soliciting self-identification of any veteran info prior to an offer of employment is not recommended. The current regulations do not require it, and for some of the veteran categories the regulations forbid it). – Highlight success stories and ask corporate relations or HR to write or blog about them.
  • 66. Step #77. Document and evaluate the results of veteran outreach, partnership activities and sourcing channels by location, to include an After Action Review (AAR).  Revisit the Goals and Objectives that were established for the overall Local Outreach and Partnership initiative in Step #5: – In each market, how do the intended results compare with the actual results? – Have you met your overall program goals and objectives on time?  Revisit the Metrics and Measures that were established in Step #5 and conduct an AAR for each hot spot location: – Compare the baseline metrics and measures gathered in the Before Action Review (BAR) to the same metrics and measures in the AAR. – How do the BAR and AAR results compare? – Are you seeing improvements in each metric? – What caused the results? – Were there any surprises? – What will be sustained and what can be improved?
  • 67. Step #88. Adjust overall partnership strategy and local veteran RAPs as necessary, based on the AAR results.  Is there anything about the Local Outreach & Partnership Strategy that needs to be changed or modified?  Does the partnership level assigned to some partners need to be adjusted to a different level based on local RAP results and the AAR?  What else needs to be sustained or improved with each local RAP? – Document, Document, Document!
  • 68. 2 Major Parts to Developing a Successful Strategy1. Map a strategy and implementation plan to expand your company’s local veteran and disability outreach activities.  8 Key Steps2. Determine internal structure and people, business processes and procedures, technology, budget and other resources needed to support the Local Outreach & Partnership Strategy.  4 Key Steps
  • 69. Determine internal structure and people, business processesand procedures, technology, budget and other resourcesneeded to support the Local Outreach & Partnership Strategy.4 Key Steps1. Determine internal structure and people needs.2. Determine new or needed changes to existing business processes and procedures.3. Determine technology needs.4. Determine budget and other resource needs.
  • 70. Questions?• Contact Jolene Jefferies via email at Jolene@DirectEmployers.org for specific questions about your company’s needs for a local outreach and partnership strategy.• Jolene is available to employers for additional consultation as you build and implement your strategy.• Customized training webinars for your HR, Recruiting and compliance staff can be provided by Jolene on a variety of employment and recruiting related topics.• Use the DE Member-Only Pipeline to “Ask the Expert” and engage with Jolene and other DE Members who want to learn more about this and other topics.• Have you thought about a Member Services Overview for your team?
  • 71. Jolene Jefferies Jolene@DirectEmployers.org (317) 874-9026© 2011 DirectEmployers Association, a nonprofit consortium of leading global employers

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