DEAM14 will feature interactive panels, recognized industry thought-leaders and captivating keynote speakers.
The new veterans and individuals with disabilities (IWD) regulations will require contractors to include quantitative analyses in their disabled and veteran Affirmative Action Plans (AAP)–something that changes the entire landscape of AAP development. Join this session for an in-depth analysis of the newly required data elements, and provide contractors with the action items needed to implement in order to maintain compliance. Also, this session will provide step-by-step guidance on the data collection process for veterans and IWD AAPs, and give contractors direction on: what data will need to be collected; how the data should be analyzed; and how the analysis will be used to assess recruitment efforts.
Since the OFCCP's announcement of two final rules to improve hiring and employment of protected veterans and people with disabilities back in August of 2013, DirectEmployers has been working closely with Members to understand the impact and proactively address the anticipated challenges for federal contractors. A vital component for OFCCP compliance for VEVRAA and Section 503 now includes tracking and maintaining outreach efforts, but maintaining all of that information in one place can prove difficult for any company, regardless of size or structure. As a result, the Partner Relationship Manager (PRM) was developed. Join this session to see a demo of the new technology, learn how to begin utilizing the tool, and take advantage of the opportunity to share feedback and ask questions.
Having an Affirmative Action Plan (AAP) is crucial, but it is only one step in ensuring equal employment opportunity. For employers, enacting this plan can be just as difficult and can have lasting effects on both sourcing and recruiting strategies—especially in the event of underutilization of special classes. In this session, you will learn the importance of documenting and tracking sourcing activity and accountability, as well as how these tasks play an important role in your overall compliance efforts.
Due to the OFCCP's new revisions to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) and the growing number of veterans returning to the civilian workforce, veteran recruitment and outreach remains on the forefront of many recruiters' minds. Join this panel of veteran recruiting experts as they discuss how to get internal support/buy-in for veteran recruitment initiatives, as well as the proper education and training needed to incorporate these individuals into your workforce. Also, learn how to amplify your employment brand and expand your hiring initiatives in the diverse military community.
Recent regulatory changes have employers around the nation searching for meaningful methods of outreach, often overlooking valuable resources available to them within their state workforce agency. Join representatives from the National Association of State Workforce Agencies (NASWA) and DirectEmployers Association as they discuss the resources available at your state workforce agency; how to begin building relationships with state workforce administrators; and how to utilize the National Labor Exchange for further candidate outreach.
For the fiscal years of 2012–2016, the United States Equal Employment Opportunity Commission (EEOC) has set in place a Strategic Enforcement Plan (SEP) that works toward their mission to stop and remedy unlawful employment discrimination. During this session, you will gain a better understanding of the EEOC's six national priority areas including, but not limited to: the focus on eliminating barriers in recruitment and hiring; the systemic litigation program; the use of arrest and conviction records; and how technology, particularly social media, fits into the SEP. Take this time to learn the latest legal developments, gain a firm grasp of the legal issues involved with the EEOC's Strategic Enforcement Plan and map a strategy to protect your company from common hiring and recruiting errors.
A talent community is a shared community space where businesses with jobs connect with people wanting jobs (now or in the future) via one-to-one and one-to-many communication features. These communities are used by employers to communicate with both active and passive job seekers, and can also be used by economic developers to attract and retain talent in their geographic areas. While most talent communities are branded for a single employer, MinnesotaWorks.net is creating a statewide talent community to enable businesses and economic developers to create branded spaces with customized job feeds to attract and retain talent. Join this session to learn about the varying types of talent community projects in Minnesota and how employers and economic developers are using such projects to not only broaden conversations with talent, but also to establish mutually beneficial relationships with state workforce agencies.
All employers strive toward reaching the goal of a 100% fill rate, but seldomly achieve this goal due to constrained resources and a talent-scarce environment. From utilizing an expensive staffing organization to an outsourced recruitment solution, each option seems to be more expensive than the next. During this session, learn how a $1 billion R&D organization, found in a rural desert with little to no brand and below market compensation, was able to hit 100% of their hiring targets for the past nine years using an authentic employment branding and direct recruiting approach. Also, learn how this solution can be scaled to hit every medium to small business, as well as several real life success stories on how you can solve your hiring issues for hard-to-fill positions.
Recent revisions to Section 503 of the Rehabilitation Act of 1973 have created more complex hiring regulations in the federal contractor community when it comes to recruiting individuals with disabilities. This session seeks to teach companies how to go beyond the letter of the law, while highlighting best practices in the following areas: building a pipeline of qualified applicants from the disability community; what recruiters and hiring managers need to know; new record keeping and tracking requirements; and disability disclosure in the workplace. Join this panel of disability experts to learn how to create a positive culture of disability inclusion in your organization.
One of the greatest untapped opportunities employers have is to better leverage compliance and target the touch-points that occur between compliance and recruitment. With an increased need for resource sharing and a growing demand for diverse talent, including individuals and veterans with disabilities, employers need effective strategies to understand and address a new regulatory agenda. This session will discuss the new partnership of DirectEmployers, Cornell University and the Workforce Recruitment Program (WRP) facilitating a direct process for DirectEmployers' Members to connect with college students and graduates with disabilities through the WRP.jobs site. As the first Member company to recruit using WRP.jobs, KPMG will also discuss their experience and success with this new partnership.
In May of 2013, Phillips 66 separated itself from its parent company to form a Fortune 4 energy manufacturing and logistics company. However, this 100-year-old start-up faced the challenge of recreating a recognized brand for its campus recruiting initiatives that would not only showcase their new distinctive identity, but also set forth a powerful recruitment brand with messaging that would resonate with college students. Join this session to learn how partnerships with DirectEmployers Association, NAS Recruitment Communications and key internal and external stakeholders allowed them to achieve their branding strategy in their short 60-day timeframe.
The OFCCP's VEVRAA and Section 503 are officially in effect, have you been able to take the time to ensure your recruitment department's technology and processes are compliant? Waiting to implement the new regulations could cost your organization greatly during your next OFCCP audit. During this session, Pinnacle's David Scheffler and Jim Pierce, former Deputy Director of OFCCP's Division of Program Operations and Director of the Functional Affirmative Action Programs (FAAP) Unit, will focus on the major challenges and requirements that recruitment departments face to comply with the newly minted regulations. This session also seeks to highlight key technology and recruitment changes that government contractors should be focused on to be fully compliant with the new regulatory environment.
With increased regulations surrounding veteran outreach, recruitment and hiring, employers around the nation are looking to each other to learn best practices and share in their strategic recruitment process. This reason is why Grantham University, a top online university for veterans, has been managing two surveys filled with data applicable to campus relations and veteran recruitment. During this session, gain an insight into the results of those surveys, as well as the three best practices for campus veteran recruitment and the top five veteran recruitment sources. In addition to the survey data, learn how to implement these best practices and talent sources into your existing campus recruitment initiatives.
While many employers are finalizing their strategies and getting their processes in place to comply with the new Section 503 regulations, other employers are a step ahead and looking for ways to go above and beyond the requirements. During this session, explore the information and questions surrounding the revisions to Section 503 and learn how to implement a viable program within your organization. In addition to a high-level review of the regulations, this session will specifically focus on the rewards associated with hiring individuals with disabilities. Attendees will walk away with facts, a realization of the bias that exists and actionable tips to help hiring managers and others overcome fears of employing individuals with disabilities.
During the past decade, there have been a growing number of companies who have actively included people with disabilities in their diversity and inclusion plans. Companies like Walgreens, Lowe's, Best Buy, OfficeMax, and Safeway have initiated large-scale disability and inclusion initiatives resulting in thousands of jobs for people with disabilities. The 503 regulations, in combination with the demonstrated return on investment (ROI) by these pioneering companies, have ushered in a time where many companies in the country are beginning to figure out how disability and inclusion fits into their overall strategic and diversity plans. Join this session to take a look back at the experiences and lessons learned of the first generation of companies who aggressively embarked on this journey, as well as how these lessons can guide your company's journey and how you can utilize best practices to shape your disability and inclusion strategy.
From financial institutions to university settings, military recruitment and outreach has quickly become a high priority to organizations around the nation. However, sourcing these diverse candidates can be challenging when facing strict outreach regulations. Join this session to learn the challenges that Charles Schwab & Co. has faced when using social media to source and recruit military talent, and how Vanderbilt University has used keyword-targeted sites to advance their online military recruitment efforts.
The revised OFCCP regulations mandate trackable and measurable outreach to diverse candidates—ranging from veterans and transitioning service members to disabled individuals and minority groups. In addition to these trackable efforts, good faith efforts are also needed to prove to the OFCCP and EEOC that your organization has gone the extra mile to reach out to these diverse hiring groups. Join this session to learn more about diversity solutions available to you that can help you expand your online presence, amplify your brand to diverse communities and improve your overall job seeker experience.
Tuesday, March 24, 2014 marked a significant date on the calendar of federal contractors around the nation as the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) implemented revisions to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973. Not only was this a historic moment in the federal contractor community, but the Final Rule required contractors to significantly alter there recruiting strategy and outreach plan when it came to the inclusion of veterans and individuals with disabilities. Join this session for a detailed review of how the new federal regulations have changed; best practices to help you realign your strategy to meet the new regulatory environment; and myths associated with the new regulations.
Over the past three years the National Organization on Disability (NOD), through its Bridges to Business program, has been helping companies develop or expand their diversity and inclusion programs to include people with disabilities. One component is brokering connections with the right sourcing agencies at the community level, thus building a sustainable partnership to support companies' ongoing success. This session will provide practical information about the new Section 503 regulations from the DOL and what companies are doing to meet the 7% utilization goals, including the steps they are taking at the local level to build the relationships necessary to meet these utilization goals long term.
As social recruiting continues to rise in popularity, more employers are utilizing this fast growing technology as a medium to recruit and engage potential employees. Vantiv—one of the nation's fastest growing technology firms—has developed a highly social recruiting model that has increased referrals, reduced agency spend and increased quality without adding headcount or incurring additional costs. Join this session to learn how Vantiv: added social media into the goals of every recruiter; increased internal exposure and visibility of postings to better reach internal and external applicants and drive referrals; evolved recruiter goals to include military and other diverse groups that mirror the organization's goals; and created unique contests and events to maintain momentum and engagement.
Launched in 2011, Hiring Our Heroes (HOH)—a program of the U.S. Chamber of Commerce Foundation—is a nationwide initiative to help veterans and military spouses find meaningful employment and is also a valuable resource to help federal contractors comply with VEVRAA outreach and recordkeeping requirements. During this session, attendees have the opportunity to learn more about not only the U.S. Chamber of Commerce, but also the Hiring Our Heroes program and the services available to them, such as employment fairs, lunch and learns and the military spouse programs. Also, learn how HOH assists with recordkeeping obligations that are imposed by the OFCCP.