part i – veteran outreach: partnering at the local level
TRANSCRIPT
VP Strategic Partnerships
DirectEmployers Association January 15, 2013
Partnering at the Local Level
Today’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
Partnering at the Local Level
Who is DirectEmployers Association?
DirectEmployers Association is a nonprofit HR consortium of leading global
employers 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.
Partnering at the Local Level
Source: http://www.armytimes.com/news/2011/02/military-unemployment-veterans-january-020411w/
Source: Army Times, February 21, 2011
http://www.gijobs.com/the-real-story-behind-veteran-unemployment-rates.aspx
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 appropriate
outreach and positive recruitment activities such as those listed in paragraphs (f)(1) through (f)(8) of this section that are reasonably
designed to effectively recruit qualified disabled veterans, recently separated veterans, other protected veterans, and Armed Forces
service 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 shall
depend upon all the circumstances, including the contractor’s size and resources and the extent to which existing employment
practices are adequate. (Note: 41 CFR 60-741.44 (f) for the disabled is very similar to 41 CFR 60-300 (f)).
• 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;
• 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.
• 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.
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.
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.
2 Major Parts to Developing a Successful Strategy
1. Map a strategy and implementation plan to expand your
company’s local veteran outreach activities.
8 Key Steps
2. 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
8 Key Steps
1. 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).
8 Key Steps
6. 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).
Step #1
1. 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.
(Vision & Approach)
DirectEmployers Association
Partnership Strategy
(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
(Mandatory Job Listings)
* RESOURCE: See the guide Key Military Partnerships of DirectEmployers Association Go to www.directemployers.org and click on the Pipeline – Word Document
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
US.jobs - Powered by the NLX: How It Works
Applicant Tracking System
Non-member Career Sites
indexed/scraped/wrapped every 24 hours
Member Career Sites
indexed/scraped/wrapped every 24 hours
Feed of job listings provided to/from participating state job banks
Not for OFCCP 4212 Compliance
Job listings emailed to Wagner-Peyser funded One-Stop
Career Centers in all 50 states, DC, Puerto Rico & Guam
For OFCCP 4212 Compliance
Feed of job listings provided to Syndication Partners
Not for OFCCP 4212 Compliance
OFCCP 4212 COMPLIANCE REPORTING
* RESOURCE: Learn more about VetCentral http://www.directemployers.org/products-services/vetcentral/
* For non-members of DE, employers can sign up for “free indexing” on US.jobs for automated
posting to state job bank(s), OR manually post at the state job bank for free. For proof of
posting, these employers can take a screen print of their job listings from the state job bank.
NLX Reporting Tools for State Workforce Agency Staff
State Government Sites US. Jobs National Labor Exchange (operated
through a public-private partnership
between NASWA and DirectEmployers
Association)
http://US.jobs
VetCentral /Local Veteran Employment
Representatives & Disabled Veteran
Outreach Program Representatives (LVERS &
DVOP’s)
(State)
Jobs are emailed by geographic location, consult your OFCCP Compliance Reporting
Tool in your Member Desktop
Jobs also appear on VetCentral search engine
http://vetcentral.us.jobs/vet_index.asp?stype=moc
State Workforce Agency Job Banks (State)
(See list of state job banks in the notes with
this slide that accept the download).
All 50 states, DC, Puerto Rico, and Guam have signed participation agreements with
DirectEmployers Association. Electronic exchange of job data varies by state
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
(See list of specific state microsites below).
Some State Workforce Agencies have added .jobs microsites to target specific
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.jobs
NYWorks Veterans (New York SWA) http://nyworks-veterans.jobs/
SDWorks Veterans (South Dakota SWA) http://sdworks-veterans.jobs/
WorkInIowa Veterans (Iowa SWA) http://workiniowa-veterans.jobs
WorkInOregon Veterans (Oregon SWA) http://workinoregon-veterans.jobs/
WorkInTexas Veterans (Texas SWA) http://workintexas-veterans.job
Going Above and Beyond Mandatory Listings
Commercial Syndication Compliance Syndication
Federal Government Sites
American Job Center (USDOL) http://jobcenter.usa.gov/find-a-job
CareerOneStop (USDOL/ETA) http://www.careeronestop.org/JobSearch/JobSearch.aspx
My 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.org
VetSuccess.gov – U.S. Dept. of Veteran Affairs http://vetsuccess.gov/jobs
Virtual Career Network Healthcare (USDOL/ETA) https://www.vcn.org/healthcare/findwork
Military Network Sites CASY/National Guard Employment Program http://casy.msccn.org/Employers/DirectEmployers_Job_Board.html
Honor Guard Network http://www.honorguardnetwork.org/Jobs/DirectJobsDatabase.aspx
Military Spouse Corporate Career Network
(MSCCN)
http://www.msccn.org/Employers/DirectEmployers_Job_Board.html
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/saveourveterans
SDWorks Veterans (South Dakota State
Workforce)
http://sdworks-veterans.jobs/
USA Cares http://jobs.usacares.org/
VetSuccess.gov – U.S. Dept. of Veteran Affairs http://vetsuccess.gov/jobs
VetCentral /Local Veteran Employment
Representatives & Disabled Veteran Outreach
Program Representatives (LVERS & DVOP’s)
Jobs are emailed by geographic location, consult your OFCCP Compliance
Reporting Tool in your Member Desktop
Jobs also appear on VetCentral search engine
http://vetcentral.us.jobs/vet_index.asp?stype=moc
US.jobs Veterans http://veterans.jobs
Veteran's Enterprise http://www.veteransenterprise.com/index.php/career-opportunities
WorkInIowa Veterans (Iowa State Workforce) http://workiniowa-veterans.jobs
WorkInOregon Veterans (Oregon State
Workforce)
http://workinoregon-veterans.jobs/
WorkInTexas Veterans (Texas State Workforce) http://workintexas-veterans.job
Disability Sites
Disaboom http://www.disaboomjobs.com/?iadid=ft_dsbo
Land A Job http://jobs.landajob.org/
Think Beyond The Label http://www.thinkbeyondthelabel.com/Job-Board/Job-Board.aspx
VetCentral – Disabled Veteran Outreach
Program Representatives (DVOPs)
Jobs are emailed by geographic location, consult your Compliance Reporting
Tool in your Member Desktop.
Jobs also appear on VetCentral search engine at
http://vetcentral.us.jobs/vet_index.asp?stype=moc
US.jobs Disability http://disability.jobs
Work In Iowa Disability (Iowa State
Workforce)
http://workiniowa-disability.jobs
VetSuccess.gov – U.S. Dept. of Veteran
Affairs
http://vetsuccess.gov/jobs
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
* RESOURCES: Learn more about the .Jobs Universe http://www.universe.jobs/about
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.
(.jobs Syndication Network
(.jobs Syndication Network
* RESOURCES: Consider a .jobs Diversity Microsite http://universe.jobs/talent-acquisition-solutions
http://att-veterans.jobs
http://ihg-disability.jobs
Step #2
2. 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.
Step #3
3. 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
http://online.onetcenter.org/crosswalk/MOC
Key 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
http://online.onetcenter.org/crosswalk/MOC
When searching ONET for possible MOC matches, try a variety of key
word 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’s
home page:
http://www.onetonline.org/
Type your job title in the search box and you’ll see similar titles.
Let’s look further at “transportation attendant”
2821 is a Navy equivalent to “Reservation and Transportation Ticket Agents
and Travel Clerks”:
Google “Navy 2821 MOC” and also go to http:\\Veterans.jobs and enter in 2821:
Step #3
3. 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
http://att-veterans.jobs/
Step #3
3. 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
Step #3
3. 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
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)
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/
Step #4
4. 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
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
Step #4
4. 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
Step #5
5. 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
Step #5
5. 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)
Step #5
Direct Traffic
Direct Traffic Reporting
Sites referring candidate traffic to your job opportunities
Heat Map of candidate traffic
Candidate traffic detail broken out by source, job title,
occupation, keywords, location, platform used, etc.
Step #5
5. 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)
Job Seeker Behavior is Changing
DOT JOBS MICROSITES: Highly Search Engine
Optimized
Dynamic Footprint
Custom faceted
Analytics Equipped
Easy to add creative
Social-Sharing
Mobile-Enabled
Search Technology
http://ihg-disability.jobs/
Step #5
5. 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
Step #5
Tracking Source to Hire
ATS = Applicant Tracking System
Step #5
Tracking 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
Step #5
5. 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
Step #5
5. 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)
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)
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.
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.
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.
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, what's 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
what's scheduled for next week), share best practices, success stories and ideas,
including what's working and not working in the various local areas; take meeting
minutes.
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.
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 company's 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)?
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.
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 state's 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.
Step #7
7. 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?
Step #8
8. 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!
2 Major Parts to Developing a Successful Strategy
1. Map a strategy and implementation plan to expand your
company’s local veteran and disability outreach activities.
8 Key Steps
2. 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
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
1. 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.
Questions?
• Contact Jolene Jefferies via email at [email protected] 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?
© 2011 DirectEmployers Association, a nonprofit
consortium of leading global employers
Jolene Jefferies
(317) 874-9026