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A primary recruiting tool to enhance diversity and attract top talent
Including students with disabilities can improve your recruitment benchmarks and leverage emerging talent
Internships provide employers with an opportunity to "test drive" a candidate before a permanent hire
Utilize an intern’s fresh perspective and innovative knowledge to look at possibilities for expanding and improving products and services
Companies can create a positive view and increase brand awareness of the organization in the community and on-campus
Provide an avenue to share professional knowledge to enrich, encourage, and support future employees
Reinforcing your organization’s commitment to education and workforce development
More students are pursuing experiential learning and increasing marketability in a competitive job market
Increase experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting
Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths
Give employers the opportunity to guide and evaluate talent
The employer has an opportunity to see if interns fit into the work environment, and the student gets to see if the job and the workplace culture is right for him or her
Employs nearly 42,000 professionals in the businesses of annuities, retirement-related services, mutual funds, investment management, real estate and relocation services, group and life insurance
Top commitment and corporate buy-in from CEO, John Strangfield, and other top managers who host activities to welcome interns
Provides training for line managers and supervisors on mentoring and conducting internship performance assessments
Incorporate business briefings so interns can increase business acumen and learn more about Prudential’s products and services
Provide networking opportunities with senior leaders at large social events, small luncheons, and conferences
Challenge, engage and develop students during 12-week internship to identify potential for full-time employment
Increase recruitment, retention, and product brand awareness
Prudential believes in Breaking Barriers and Building Partnerships through Employee Resource Groups (ERGs)
Abled and Disabled Associates Partnering Together (ADAPT) is a network of employees who have a disability, a chronic medical condition, a family member living with a disability or condition, or an interest in disability issues
ADAPT works in tandem with Prudential to influence the company’s strategic direction in meeting the needs of employees with disabilities
ADAPT reached out to Staffing to increase the internship opportunities for students with disabilities in Financial Services, including Diversity Staffing Specialist, IT Services, Marketing and Product Development
The ERGs support its members’ personal and professional career development. The groups are open to all Prudential employees in nine states.
Employee Association of Gay Men, Lesbians, Bisexuals and Transgenders (EAGLES) to raise awareness of issues in the workplace, promote and advance change that will increase respect and value differences, identify market opportunities with LGBT audiences, engage and retain Associates
Other examples of diversity ERGs include Black Leadership Forum (BLF), Asian/Pacific Islander American Association, and Hispanic Heritage Network
ERG activities include networking events with senior management, community outreach and employee relations, and awareness
The WRP was established by Department of Defense (DoD)
Now coordinated jointly by DOD and Department of Labor’s Office of Disability Employment Policy (ODEP)
Recruitment and referral program for public and private sector employers with highly qualified postsecondary students and recent graduates with disabilities
Over 6000 candidates have secured internships and/or jobs
Prudential has worked with the WRP for six years to increase the diversity in internships and permanent hires
Visited college campuses and universities annually to recruit students with disabilities to participate in the program
Disability Student Coordinators in Career Services help identify and prepare participating students
2,200 candidates, including undergrad, graduate and law were accepted into the 2011 database
524 candidates hired (as of September 30, 2011) For 2012, WRP recruiters will visit 280 colleges and
universities Recruiters conduct a 30 minute interview with students
to assess their career goals, skills, work experience, and the geographical areas in which they are interested in working
Profiles are created with this information and a candidate rating along with any accommodation needs the students or graduates may need
Recruiters interview candidates and give them a score of 1-5 on:
Qualifications (assessed through review of transcripts, resume, and discussion of experience)
MaturityCommunication (both written and oral)DirectionOverall Rating (3-5)
Candidate must score 3.0 or better on the overall rating to be eligible for the program
Resume is provided to private employers via an online request through Employer Assistance and Resource Network (EARN)
Access to a database of professionally screened college students and recent graduates with disabilities
Candidates include veterans with disabilities Pre-screened candidates and employment profile Pool of nationwide candidates in a wide variety of
career fields (104 majors) Access to candidate information year round via
EARN, with new candidate data posted annually (each December)
EARN assists employers with a no cost sourcing process for diversity recruitment
Use the WRP as a “pipeline” of new talent Undertake special projects postponed for lack of time
or resources Assist permanent staff with key projects in mission
critical fields Share specialized knowledge and innovative technical
skills Assume responsibilities of staff on vacation or leave of
absence Prove that qualified people with disabilities make
excellent employees Each WRP hire is an investment in your company’s
future
Tiffany enjoyed her experience working in Diversity Staffing and reaching out to new communities for recruitment. Participated in Career Fairs for Military; Minority Outreach including Women, LGBT, and Latinos
Mentor was instrumental in providing education and guidance in human resources; conducting research; and outreach to diverse communities
Justin maximized his internship in Life Product Marketing in strategy development for marketing life insurance products, implementing technology strategy and multi-cultural marketing
Opportunity to network in different buildings and divisions Inquired about additional assignments and informational
interviews Prudential provided mentoring and engaged students through
assistance in career planning; meeting key, Senior Management; and LinkedIn introductions for networking
Attended ZeroChaos training - Onboarding process for interns and temporary employees to understand hiring process and protocol.
Prudential’s Rock symbol is an icon of strength, stability, expertise and innovation that has stood the test of time
One of the best places to launch a career Prudential is committed to providing interns with a
rewarding experience and enhancing their career development
The strength and success of Prudential are linked to the quality and skills of the diverse and talented Associates and Analysts who want to make a difference and grow as professionals, leaders and individuals
Prudential realizes that an outstanding internship experience is one of the most effective recruiting tools to acquire the top entry-level job candidates
Incorporate internships into your company’s overall recruitment strategy
Enhance diversity and attract emerging talent Create a positive image and increase brand
awareness of the organization in the community and on-campus
Reinforce your organization’s commitment to education and workforce development
Mentor to impart advice and contribute to the success of the “next generation” of workers
Ensure the position and workplace culture is the “right fit” for candidates through an internship experience
Obtain strong support from senior management and supervisors that want to serve as mentors
EARN: 855-275-3276 or www.askearn.org
Kathleen Lee, Business Outreach Specialist [email protected] or 314-369-6292
Judy Young, Assistant Director of Training &
Development [email protected] or 212-340-2845
Colet Mitchell, ODEP Employer Policy [email protected] or 202-693-4940http://www.dol.gov/odep/
Toni McDaniel, Director of Diversity, Prudential [email protected] or 973.802.4612
Von Howze, V.P. of Human Resources, Prudential [email protected] or 973.716.6924