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 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?

© 2011 DirectEmployers Association, a nonprofit

consortium of leading global employers

Jolene Jefferies

Jolene@DirectEmployers.org

(317) 874-9026