CALL ON ➥8923113531 🔝Call Girls Nishatganj Lucknow best sexual service
Internet outreach for diversity recruitment and ofccp compliance
1. America’s Job Exchange
400 Minuteman Road, Andover, MA 01810
www.americasjobexchange.com
American Association for Affirmative Action
2013 National Conference and Annual Meeting
May 7-10, 2013 | San Antonio, TX
Rathin Sinha
President, America’s Job Exchange
2. Page 2
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Disclaimer
Not legal advice. The presentation is intended only to stimulate discussions among
practitioners and industry participants relating to affirmative action and OFCCP
compliance in internet recruitment and workforce development.
3. Page 3
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
We live in communities that are increasingly more diverse, including
Veterans, individuals with Dis-ABILITY, Ethnicity, Race, Color, Gender, Age and
more
Diversity in our Communities
4. Page 4
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Proactively reach and attract
candidates from these diverse
communities for your job openings
Hire and retain these employees in
an environment that free of
discrimination by backgrounds
Ensure career growth and pursuit of
excellence in an environment that
provides equal opportunities
Diversity at the Workplace
Our workplace should resemble the diverse communities we represent
5. Page 5
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Proactively leverage diversity
and equal employment
principles to make diversity a
competitive advantage for
your business
Step 2:
Proactive Diversity
Develop and manage
programs to ensure that both
the letters and spirits of
affirmative action and related
laws are complied to
Step 1:
Regulatory Compliance
The road to diversity excellence can be broken in two steps
Leveraging Diversity
6. Page 6
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Represents the benefits of job seekers and employees
• EO11246 – Equal Employment
• Section 503 - Americans with Disabilities
• VEVRAA/Section 4212 - Protected Veterans
Audits federal contractors and imposes corrective
actions if deficient
• Scheduling Letter, Information Request
• Desk Audits, On-Site Audits,
• Conciliation Agreement, Penalties, Debarment
The OFCCP enforces regulations relating equal employment & affirmative action in
companies that do business with the Federal government
Role of OFCCP
7. Page 7
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Executive Order 11246
Prohibits Federal contractors from discriminating in
employment decisions based on race, color, religion, sex or
national origin.
Section 503 of the Rehabilitation Act of 1973
Requires Federal contractors to take affirmative action to
hire, retain and promote individuals with disabilities.
Vietnam Era Veteran’s Readjustment Act, as amended in
conjunction with Jobs for Veterans Act (VEVRA/JVA)
Requires Federal contractors to take affirmative action to
hire, retain and promote veterans.
It mandates that Federal contractors must comply with a set of regulations in their
recruitment practices.
Key Regulations
8. Page 8
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Increased Prominence
• New leadership
• Budget increase
• Staff Increase
Heightened Enforcement
• Higher incidents of audits
• Aggressive litigation
• Larger penalties
The OFCCP has been very engaged and active during the terms of the Obama administration
An Engaged OFCCP
Sources 1 Video speech at the National ILG Conference in Hawaii, 2012; http://www.dol.gov/ofccp/addresses/Director_address_NILG_Aug302012.htm
“Under the Obama administration, OFCCP
compliance officers have reviewed more
than 15,000 companies that do business
with the U.S. Government. During that
period, we've recovered $38 million in back
wages and more than 8,000 potential job
offers for nearly 80,000 workers...”
-Patricia Shiu, Director, OFCCP1
9. Page 9
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Strengthening Regulations
It has also proposed new regulations and changes to current regulations
To improve employment opportunities for veterans and
protected veterans
To improve employment opportunities for individuals with
disabilities
To improve employment opportunities for women and
minorities in the construction industries
To combat pay discrimination and develop new
compensation data collection tool
To evaluate revisions to the guidelines on sex
discrimination
To emphasize data collection, analysis , and data-driven
review to track progress
10. Page 10
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Requires Specific Recruitment Efforts
• Must engage in certain number of outreach and recruitment programs
• Send job listings to the local employment service offices e.g. 1-stop centers
• Develop and maintain ongoing relationship with local Veterans Representatives
• Enter linkage agreement with listed organizations for recruitment and training
• Consult with Employer Resources Section of the National Resource Directory
Requires Enhanced Data Tracking
• Initiate requests to have candidates self identify prior to job offer and collect data
• Track number of referrals from the state employment service delivery systems
• Track ratio of protected veteran referrals to total referrals & maintain data for 5 years
• Establish annual hiring benchmark and conduct annual review of recruitment efforts
Proposed Changes: Protected Veterans
11. Page 11
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Requires Specific Recruitment Efforts
• Must engage in a minimum number of outreach and recruitment programs
• Send job listings to the local employment One-Stop Career Center
• Maintain ongoing relationship with local State Vocational Rehabilitation Agency
• Enter linkage agreement with listed organizations for recruitment and training
• Consult with Employer Resources Section of the National Resource Directory
Requires Enhanced Data Tracking
• Initiate requests to have candidates self identify prior to job offer and collect data
• Track number of referrals from the state employment service delivery systems
• Track ratio of disability referrals to total referrals & maintain data for 5 years
• Establish 7% as a hiring goal for this group and conduct annual review of progress
Proposed Changes: Individuals with Disabilities
12. Page 12
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Mandatory Job Posting Outreach
• Mandates specific methods of internet job postings and distribution
• Mandates additional outreach with community based organizations
Data Collection and Tracking
• Pre-employment data collection for protected groups
• Effectiveness of recruitment efforts by source of candidates
Data Analytics
• Analysis of candidate availability and actual hiring, compensation
• Annual review of recruitment efforts relative to goals and benchmarks
Proposed changes related to recruitment can be grouped in three areas:
Essence of Regulatory Changes
13. Page 13
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Pace of Implementation
While pace of actual implementation has been relatively slow, it is expected to
accelerate during the second term with continuity in purpose and leadership
Major focus to improve employment opportunities for
the veterans and individuals with disabilities
Strict enforcement of compensation parity and
possible development of compensation tool
Implementation of new scheduling letter with
itemized information and expanded data tracking
Detailed adverse impact analysis, new compliance
manual, focus on construction
Aggressive enforcement and audits with expanded
coverage for first time contractors and SMB
14. Page 14
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Changes in Systems and Processes
Career Site, ATS, HRIS, AAP/EEO-1/VETS-100 Submittals
Cost of Expanded Outreach
Direct cost and adminsitrative burden of job postings
Data Collection and Tracking
Collect, manage expanded set of data; protect for privacy
Complexity/Inconsistency of Enforcement
Individual interpretation of regulations
Federal contractors are already feeling the challenge of compliance related activities; -the
proposed changes impose additional burdens
Impact on Contractors
15. Page 15
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Automated Technology
State-of-the-art web platform, job distribution technology,
data exchange mechanism, and data tracking methodologies
Breadth of Partnerships
Large network of partnerships with niche job sites, community
organizations, states, associations and employment agencies.
Audit Assistance
Expertise and assistance on your side in the event of an audit
including consultation, and retrieval and analysis of data
Brand Development
Efficient and effective access to media, advertising, technology to
attract, hire and retain a diverse set of candidates
Third party vendors such as AJE are increasingly considered as effective alternative to in-
house only programs
The Role of Third Party Vendors
16. Page 16
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Successor to America’s Job Bank
Launched on the heels of termination of the AJB
program of DOL
Destination for Job Seekers/Employers to
Connect
Specializes in the recruitment of diversity candidates
and non-executive jobs
Specialists in online Diversity Recruitment
and OFCCP Compliance
Specializes in veterans and disability recruitment
outreach and mandatory job listing online
AJE is a leading provider of recruitment advertising and compliance solutions
America’s Job Exchange
17. Page 17
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Job listing is imported via an automatic
feed for FTP, XML or direct scraping, or
using online interactive posting
Job Posting as Outreach Media
Your
Job
21. Page 21
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
The job opening is posted in the AJE
network of Diversity Job Exchanges e.g.
Veterans, Disability and much more.
Job Posting Outreach: Step 4
Your
Job
Your
Job
22. Page 22
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
The job is included in relevant job alert
emails sent to subscribed job seekers
Job Posting Outreach : Step5
Your
Job
Your
Job
23. Page 23
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
The job opening is sent to aggregator sites
to reach a broader audience
Indeed
Simply Hired
Glassdoor
Juju
Carrerjet
TopUSAjobs
Oodle
Job Posting Outreach : Step 6
Your
Job
Your
Job
24. Page 24
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
It is then sent for distribution and posting
to our partner sites e.g.
Veteran Job Boards
www.VeteranJobs.Net
www.Jofdav.com
www.allveteranjobs.com
Disability Job Boards
www.disabilityjobs.net
www.disabledperson.com
Diversity Job Boards
www.asianhires.com
www.africanamericanhires.com
www.alllgbtjobs.com
www.allhispanicjobs.com
www.diversityjobs.com
Job Posting Outreach : Step 7
Your
Job
Your
Job
25. Page 25
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
The job posting is now sent to community
based organizations (CBO) via emails
Goodwill
Local chapters
Easter Seals
Local chapters
The Arc
Local chapters serving persons with intellectual disabilities
Department of Rehabilitation
Local state offices
U.S. Department of Veterans Affairs
www.va.gov
Job Posting Outreach : Step 8
Your
Job
Your
Job
26. Page 26
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
It is then sent to the relevant state
employment delivery systems e.g.
1-Stops, DVOPs, LVERs via emails.
Job Posting Outreach : Step 9
Your
Job
Your
Job
27. Page 27
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Finally the job posting is sent to the state
job bank by direct feed or online posting
Job Posting Outreach : Step 10
Your
Job
Your
Job
29. Page 29
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Making it Easy : Job Seeker User Experience
Outreach is step one – but making it easy for the job seekers to apply and get hired
is key for a successful online diversity recruitment program
30. Page 30
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Storage
Posting and distribution details saved for proof to auditors
Reporting
Easy to understand online reports – 24x7 access
Retrieval
Quick turnaround report retrieval going back 2-5 years
Analytics
Views and applies by source
Comprehensive and easy to use data analytics capabilities are key to measure
effectiveness and drive continuous improvement
Data Analytics
31. Page 31
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Job and Distribution Details
Create reports for the company
as a whole or for specific
locations or subsidiaries.
Reports can be saved and
exported to PDF and Excel.
Detailed outreach and distribution
information, including delivery
method and date and time stamp.
32. Page 32
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Individual Job Records
Links to job descriptions on AJE exchange
sites along with links to outreach partner sites.
Individual job records provide the details on
distribution to our network partners and the states.
33. Page 33
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Individual Job Records
Links to emails and CSV files as evidence of
distribution to community partners and state
one-stop offices.
Jobs manually posted to the states include the
state confirmation ID in your report.
36. Page 36
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
Batch Feed Monitor
Monitor batch feeds to manage
performance and ensure your
job imports are successfully
received and processed.
37. Page 37
Visit www.americasjobexchange.com/employer or Call 1-866-923-6284
The AJE solution is used by hundreds of leading brands for diversity hiring and recruitment
compliance
Total Solution from AJE