Recruitment Strategies in Today’s Online World: Attracting …nys.shrm.org/sites/nys.shrm.org/files/Scheligh... · 2015-09-28 · Recruitment Strategies in Today’s Online World:

Recruitment Strategies

in Today’s Online World:

Attracting Veterans and the Long-Term

Unemployed

Presented by: Adrienne Schleigh, Client Relationship Manager

Andrea Muller, Sr. Affirmative Action Project Manager HR Works, Inc.

www.hrworks-inc.com

HR Works is not engaged in rendering legal services. If legal advice is required, the services of a competent labor attorney should be sought.

http://www.hrworks-inc.com/

HR Works, Inc. Copyright 2015

Learning Objectives • The Importance of Effective Recruiting • Traditional Recruitment: Considerations and Concerns • New Recruiting Channels and Tips for Success

• Recruitment of the long-term unemployed • Affirmative Action and Veterans Outreach

• VEVRAA • Required Components of the AAP Covering Protected

Veterans • Recruiting Resources - Required vs. Good Faith Efforts

• Questions


1. You focus on recent college graduates

2. What’s a succession plan?! 3. You don’t have a Facebook

page 4. You are not using LinkedIn 5. You don’t use Twitter

6. You rarely update your website

7. Videos are too difficult 8. You’re still pushing paper

applications 9. You don’t use “enticing”

postings 10. You focus on current skills

and/or education

Top 10 Signs That YOU Are A Traditional Recruiter


Why is Effective Recruiting So Important? • Research by economist Barry Bluestone predicts labor shortages over

the next eight years of more than five million job vacancies.

• 75 million baby boomers are nearing retirement age. • By 2018, Bluestone says, fewer people will be taking the positions left by

exiting boomers, leading to potential worker shortages.


Why is Effective Recruiting So Important? • The Center for Governmental Research estimates the number of

persistently unfilled positions at percent of the workforce in Upstate New York.

• It currently takes an average of business days for an employer to fill a job opening, according to an analysis of Labor Department data from economists at the University of Chicago and University of Maryland.

23 5


Why is Effective Recruiting So Important? • New York State’s unemployment rate decreased from 5.5% to 5.4%, the

State’s lowest rate since July 2008. • In May 2015, New York State’s private sector job count grew by 47,400,

to a record high, according to the Department of Labor. This was the state’s largest monthly private sector job gain since September 2000.

• Increase in jobs available + Decrease in job pool + Increased in employer competition =

< Stellar candidates


Traditional Recruiting Sources

• Community Agencies • Military • Educational Institutes* • Job Fairs* • Your Company Webpage* • Professional Recruiter


• Target your ad to the right audience • Provide a clear picture of the job and culture • Avoid company jargon or terminology • Use key words that candidates may search for

Internet Job Posting Tips


• Include information to make the company or job stand out – consider graphics or company logo

• Provide a link to your company’s website • Update your posting (make it easily accessible) • Use basic formatting and/or HTML • Consider video interviewing

Internet Job Posting Tips


Company Website: Career Section • Common pitfalls:

• Hard to navigate • Outdated Postings or Information • Boiler-plate text and stock photos • Not a true representation of your company and culture • Does not target today’s job seekers


Best Practices


Best Practices


New Recruiting Sources • Internal Recruitment* • Retirement Groups • State Unemployment Department • Competitors/Focused Recruitment* • National Labor Exchange • Professional Associations • Targeted college recruitment* • Targeted online recruitment* • Social Media

*


Recruiting Externally

So many choices…


• Did you know that 88% of all job seekers have at least one social networking profile? Because of this, 92% of companies have used or plan to use social media to recruit.

• 43% reported an increase in candidate quality • 49% saw an increase in quality of hire • 31% saw an increase in employee referrals • 20% reported a decrease in time to hire

Does Recruiting Through Social Media Actually Work?


• Other Benefits: • It gives a human face to your organization • It gives you the added benefit of exposure • It’s free!

Does Recruiting Through Social Media Actually Work?


• Starting the drive without a route or destination • Spamming everyone you know all the time • Not creating a brand-specific presence • Thinking that “just being” on social media works without engagement

Social Media Pitfalls


Social Media • Train employees on how to use social media for recruitment • Promote company happenings • Share industry updates and company press releases, articles,

etc. • Promote corporate culture through social media

• Community service • “Going green” • Wellness


• Accents, Language • Age requirements • Citizenship • Appearance & dress • Arrest & criminal records • Credit requirements • Children, Dependents • Disabilities • Education • Gender • Height, weight, hair

• Health requirements • Marital status • Military record • National Origin • Nepotism, Preferential

treatment • Pregnancy • Religion • Sexual orientation • Strength requirement • Work experience

Recruitment Compliance Issues


• National Labor Relations Board • Protects work-related

conversations on social media • Receives charges related to

social media policies • Charges resulting from

instances of discipline for Facebook postings

Recruitment Compliance Issues


The Bottom Line... • Don’t use social media to screen

candidates. Instead, use it to reach out!

• Consider having a centralized process of any social media checks

• Be careful “friending” potential employees as they may become employees

• Consult legal counsel before disciplining an employee for social media conduct


• Statistics • While the unemployment rate has

declined to 5.7 percent, long-term unemployed individuals make up 37.7 percent of the jobless.

• Total of 3.6 million unemployed persons who have been out of work for 6 months or longer.

• 2.6 million looking for jobs for a year or more.

• The interview “callback” rate is 45 percent lower for those unemployed for eight months compared to those unemployed for just one month.

Targeting the Long-Term Unemployed


Long-Term Unemployed Demographics

Source: NPR


Long-Term Unemployed Demographics

Source: citylimits.org


“The Silent No”


Recruitment Checklist

• Advertising does not discourage or discriminate against unemployed individuals. • Screening procedures do not intentionally disadvantage individuals from being

considered for a job based solely on their unemployment status. • Recruiting practices cast a broad net and encourage the long-term unemployed to

consider applying • Publicize that qualified unemployed individuals will not be disadvantaged solely on their

unemployment status; • Actively check your personal biases regarding long-term unemployed individuals; • Train hiring teams and recruiters

• Begin to consider aptitude and attitude vs. skills and education


Affirmative Action and Veterans Outreach


VEVRAA = 41 CFR 60-300 = Protected Veterans • Prohibit employment discrimination against protected veterans • Unemployment rate for veterans, particularly Gulf War-era II

veterans, is a continued focus for DOL

Vietnam Era Veterans’ Readjustment Assistance Act


Establishing Coverage Under VEVRAA • 50 or more employees and • Federal government contract of $100,000 or more (after

12/1/03), or, • Federal depository in any amount • Financial institution covered by the Federal Deposit Insurance

Corporation (FDIC)


• Effective March 24, 2014 • Protected Veterans

• Disabled • Armed Forces Service Medal • Recently Separated • Active Duty Wartime or Campaign Badge

Protected Veteran - Definition


• Protected Veterans • Pre-offer: Invitation to self-identify as a protected vet • Post-offer: Invitation to self-identify as a specific veteran category

• Individuals with Disabilities • Pre-offer: Invitation to self-identify as an IWD • Post-offer: Invitation to self-identify as an IWD • Active Employees:

• Resurvey workforce every 5 years • At least one reminder in intervening years

Applicant and Employee Self Identification


Data Collection Protected Veterans Individuals with Disabilities Total # of job openings and positions filled

Total # of job openings and positions filled

Total # of PV applicants Total # of applicants with disabilities

Total # of applicants Total # of applicants Total # of PV hired Total # of IWD hired

Total # of applicants hired Total # of applicants hired


• Effective 1st Full AAP Year after 3/24/14 • Set an annual hiring benchmark using one of two methods:

• National – 7.0% • Five factors used to establish an individual benchmark:

1. % of veterans in state workforce 2. # of veterans in local ESDS 3. The applicant and hiring ratios for the prior year 4. Effectiveness of outreach and recruitment 5. Any other relevant factors

Hiring Benchmark for Protected Veterans


• Effective 1st Full AAP Year after 3/24/14 • Documentation of outreach and annual written assessment of the

effectiveness of each of its activities • ‘If totality of efforts not effective, must identify and implement alternative

efforts’ • Finding local sources and developing relationships

Outreach and Effectiveness


Sample Assessment HR WORKS, INC.

SAMPLE ASSESSMENT OF OUTREACH AND RECRUITMENT §41 C.F.R.60-300.43(f)(3); §41 C.F.R. 60-741.44(f)(3): Required Contents of Affirmative Action Programs:

Requires that contractors conduct annual self-assessment of outreach& recruitment efforts & document the review. Requires that the contractor’s conclusions “be reasonable as determined by OFCCP.” If the totality of efforts not effective, contractor must identify and implement alternative efforts.

Requires contractors to document its outreach and recruitment activities, and retain the records for 3 years. Many variations of an assessment for outreach and recruitment can be used. The criteria for evaluation are recommended to be able to answer the included highlighted questions.

Recruitment Source/Activity

Protected Veterans OR Individuals with

Disabilities Date of Activity Action Taken

Did the activity attract qualified applicants who

are protected veterans or individuals with

disabilities?

Did the activity result in hiring of qualified

protected veterans or individuals with

disabilities?

Did the activity expand the Contractor's outreach to

protected veterans or individuals with disabilities in

the community?

Did the activity increase the Contractor's capacity/capability to include protected veterans or

individuals with disabilities?

Evaluation

Listed Job Opening with Local Veteran Advocacy Group

Protected Veterans Ongoing

In addition to listing opening with the local ESDS, openings are listed with a local Veteran Advocacy Group.

Yes Yes Yes Yes Received 32 applications from protected veterans of which 4 were hired. This is an effective activity.

Participated in Disability Job Fair

Individuals with Disabilities 4/1/2014

Disability Fair was hosted by the local disability advocacy groups, and over 30 employers participated.

Yes Yes Yes Yes

Received 15 applications from qualified individuals with disabilities, 1 was hired. Resumes were retained for consideration in future job openings. This was an effective activity.

Briefing of Vet-Reps in local community college campus

Protected Veterans 6/12/2014 Briefed Vet-Reps of Contractor's services and current hiring needs.

No No Yes No

Will begin sending job listings to Vet-Reps for assistance in attracting veteran applicants. This is an ongoing effort and we will monitor the success of the initiative. Success is currently unknown.

Outreach event at local community college

Individuals with Disabilities 10/26/2014

Conduced outreach event at local community college to attract students who are IWDs.

No No No No

Community college did not have a targeted program specifically designed to attract students who are IWDs, therefore, limited impact in the school. Only 2 student attended event. This was not an effective activity. Consider partnering with other educational institutions.


• A clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities” and provide broad coverage;

• Physical and mental disabilities in no way diminish a person’s right

to fully participate in all aspects of society; • People with physical or mental disabilities are frequently precluded

from doing so because of prejudice, antiquated attitudes, or the failure to remove societal and institutional barriers

Americans with Disabilities Act of 1990, 2008


Major Life Activities – Include, Not Limited To:

• Caring for oneself • Performing manual tasks • Seeing • Hearing • Eating • Sleeping • Walking • Standing • Lifting

• Bending • Speaking • Breathing • Learning • Reading • Concentrating • Thinking • Communicating, and • Working


• In relation to the ADA, a reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions

• Reasonable accommodations also include adjustments to ensure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities

Reasonable Accommodation, Defined…


Resources • http://www.hrworks-inc.com/ , 877-219-9062 • [email protected] • VEVRAA Final Rule

• http://www.dol.gov/ofccp/regs/compliance/vevraa.htm • National Resource Directory

• http://www.nationalresourcedirectory.gov • Employment Service Delivery System

• http://www.ajb.dni.us/ • Job Accommodation Network

• https://askjan.org/ • OFCCP’s Employment Referral Resource Directory

• http://www.dol-esa.gov/errd/index.html

http://www.hrworks-inc.com/

mailto:[email protected]

http://www.dol.gov/ofccp/regs/compliance/vevraa.htm

http://www.nationalresourcedirectory.gov/

http://www.ajb.dni.us/

https://askjan.org/

http://www.dol-esa.gov/errd/index.html



HR Works, Inc.: A Great Place to Work At HR Works, we’re always looking for part time and full time talented HR

professionals!

Contact Mary Stuart for more information: (585) 381-8340 x101 [email protected]




Documents

Recruitment Strategies in Today’s Online World: Attracting …nys.shrm.org/sites/nys.shrm.org/files/Scheligh... · 2015-09-28 · Recruitment Strategies in Today’s Online World: