What do AT&T, CDW, Oracle and UPS all have in common? Aside from being Members of DirectEmployers Association, all four companies are finalists in our 3rd Annual Member Awards Competition.
Our awards program is designed to recognize best-in-class recruitment marketing and OFCCP compliance initiatives developed by our Member companies. Programs are evaluated on results, creativity and strategy, which gives all companies, regardless of size and budget, an opportunity to win.
Oracle and UPS are this year’s OFCCP compliance award finalists, while AT&T and CDW grabbed the top spots for recruitment marketing finalists. All four companies will be recognized at the 2016 Annual Meeting & Conference, where the winners will be announced on Thursday, May 19 during the general session.
Finalists Submission Highlights
Recruitment Marketing
AT&T: AT&T recognized the gap between employers interpreting military backgrounds and transitioning veterans knowing how their skills translate. The company joined the 100,000 Jobs Initiative and committed to hiring 10,000 veterans by 2018. To accomplish this goal, AT&T is required to execute an over-arching talent attraction strategy with many moving pieces. This includes military attraction personnel who are veterans themselves that serve as SME, a Veteran Talent Network, dedicated military section of the website, and strategic media partnerships. As a result, AT&T has already attained their 10,000 veteran hires commitment!
CDW: CDW’s recruitment marketing team, in conjunction with their diversity recruiting team, conceptualized, planned and launched a signature recruiting initiative targeted at job-seeking military veterans. The pilot, “Vets Who Get IT” tied into the CDW tagline, “People Who Get IT.” The program’s key objectives included introducing veteran talent to CDW’s culture and opportunities, increase the percentage of military veteran hires, incorporate additional dimensions of diversity and scale up their commitment as a military-friendly employer. The key component was a half-day recruiting event launched during Armed Forces Week. It was filled with networking activities, leadership, panel presentations, office tours and a career fair where candidates could speak directly with hiring decision-makers. Nearly 50% of participants applied to CDW opportunities, and 31% of attendees were female (less than 10% of protected vets are female). In addition, comprehensive internal training and veteran hiring toolkits were created for key stakeholders.
OFCCP Compliance
UPS: Section 503 and 4212 regulation changes along with OFCCP’s desk audit schedule letter changes created a need for UPS to move away from cumbersome spreadsheets and binders. As a result, the company implemented a new ‘Outreach Tracker’ tool to capture outreach activities in a consistent format while providing necessary info to complete a recruitment and outreach assessment. This web-based application serves as an electronic ‘Rolodex,’ and enables the company to log event information and index outreach partners. The tool has contributed to audit success under the new scheduling letter and helped tie outreach and recruiting efforts with real applicant flow. UPS has already used the tool to respond in recruitment and outreach audits. The development of their own application has also empowered them to achieve a higher degree of integration with their ATS.
Oracle: Oracle’s goal is to create a climate of acceptance and understanding throughout the organization. Key objectives to achieve this goal include training on affirmative action issues and initiatives, conducting outreach efforts, communicating annual diversity statistics and goals to all U.S. and Puerto Rico based management employees, and establish compliance standards and procedures that adhere to OFCCP regulatory requirements. Through a collective effort with AAPs, employment practices, reasonable accommodations, outreach efforts and diversity recruiting initiatives, Oracle had more than doubled its veterans and disability employee population over the past year. The organization has been able to comply with new regulatory outreach requirements and use the DirectEmployers Partner Relationship Manager (PRM).
While we can’t wait to unveil the winners in a few weeks, our four finalists and all of the participating companies in this year’s competition have created exceptional initiatives that deserve to be recognized. Stay tuned for future posts that will highlight our other entrants!
