In just a few days, I will descend upon Baton Rouge, Louisiana as a speaker for the Louisiana SHRM State Conference. My session is entitled: Get Real About Your Good Faith Efforts- What The OFCCP Really Expects From Employers. Some of the most significant changes in OFCCP guidance will take place this year. Federal contractors everywhere are frantically watching every webinar, attending every breakfast meeting and are quite handsomely paying employment lawyers to help them comply with the new regulations.
I could have addressed the new regulations and spelled them out in plain English to the best of my ability, but you all know by now I don’t do the status quo.
My hope for this session is much bigger and broader.
Yes, the new regulations are onerous, but have you asked yourself why? I have heard so many practitioners carrying on about how these new regulations are not achievable and how the federal money they receive in return may or may not be worth the hassle for what the government wants from us.
Newsflash: There is a rich history of how all of these regulations came to be. Each of them delegated out as executive orders by the presidents of the time due mostly to the injustices being experienced by women and minorities in the workforce. These new regulations- are yet another instance where regulation was needed to decrease the numbers of differently-abled and veteran applicants that have recently been discounted, ignored or outcast by employers in recent years.
It amazes me- that until now, most federal contractors and even regular companies slap an EEO tagline on their website and put up a few stock photos of an Asian, African-American , someone in a wheelchair etc. all for the value of giving the appearance that they value diversity. I say if you truly value diversity, let me see your C-suite makeup. Let me see your employee ecosystem; more importantly- let me see your outreach efforts also known as “good faith efforts”. Some other considerations, are you paying everyone based on a consistent and logical model? How about hiring? How far do you go to ensure a diverse applicant pool?
I suspect that the OFCCP and government are just as tired as I am of companies doing the bare minimum to appear compliant. They are essentially saying to each of us federal contractors- don’t talk about diversity; show me diversity.
I present on Monday, April 7th from 10:30-11:45 am. Attendees will leave my session with an alternate way of approaching these guidelines, good faith efforts and hopefully diversity within their organizations.
I’m looking forward to a spirited conversation on this topic- as well as engaging with all of the attendees. If you cannot make it, please follow the #RealGFE session hashtag on Twitter. Also, don’t forget to check out the #Czarinatravels hashtag to keep up with my travel adventures.
Want more hashtag craziness? Follow #PICHR, #ePIC, #LASHRM14 and #goodfaith to follow the conference and all associated events.
Image courtesy of PushandPullsigns.com
Hello HR Aristocrats! Today you can find me on the iCims Hire Expectations Institute blog with a brand new article called: ” The Push and Pull of Recruitment”. iCims is a strategic partner of my business Talent Think Innovations, LLC and a supporter of “The Aristocracy of HR”. This article is the first of many collaborations you will see with iCims and I in the future.
FTC Disclosure: I received compensation for writing this article listed below as one of the services I offer my clients. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products and/or companies I believe my readers will benefit from. iCims is an ATS provider and I have either reviewed or used their product personally. I have not made any absolute statements about its functionality but endorse the capabilities I have personally observed. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Here’s a snippet of the post:
“The Push and Pull of Recruitment”
Those of you that have been in recruitment long enough remember a day when we used to be able to post to a job board or two and receive a bevy of resumes. I’m talking posting jobs before we had to pray that anyone would be interested in our opportunities. A lot has changed since that time, and yet I can be assured that every month of every new year there will be some focus on the methods we utilize to attract candidates.
Some say we need to focus more heavily on big data and analytics. Others say attracting top talent is near impossible because we are experiencing a talent shortage. Whatever your opinion on the subject, I think we can all agree that spending your recruitment budget on job board advertising alone is probably not going to cut it that much longer. We are looking at a new frontier of the modern workforce- where a specific and targeted mix of advertising is utilized to get the word out about open positions.
Along with the specific and targeted mix of advertising is a continued emphasis on company’s having a consistent and attractive digital presence.
What does this mean?
It simply means that organizations need to become clear about who they are and what value proposition they are offering candidates for joining their company. In the past, the candidate-employer relationship was guided by what the employer wanted and most experts urged candidates to yield to the company’s wants rather than encouraging them to fulfill their own wants and needs read the rest of the post here.
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Image Courtesy of fuwad.files
Some of you may know that I am off to San Francisco tomorrow to speak at HR.Com’s Talent Acquisition Excellence Forum in San Francisco. This is my first mainstream conference speaking engagement. I am feeling a mix of excitement, nervousness (all good) and anticipation at the moment.
I am very lucky to be co-presenting with my friend and colleague Lexie Forman-Ortiz, Community Manager for SmartRecruiters.
Our session: “Employment Branding For Attracting Quality Hires” is something both Lexie and I are very passionate about. All too often, employers work in a constant reactive state of trying to hire a “warm” body to fill a need. When you have a bonafide need to add headcount to your already existing staff; it is not something you take lightly. Employers have to stop expecting quality overnight and via quick-fixes. Attracting the right candidates to your organization requires a well thought-out recruitment strategy and an understanding between management, hiring managers and recruiters that they will all be dedicated to the process of properly attracting, evaluating and selecting the right individuals for the job.
How will they find these people?
We make the case that employment branding is the answer. Lexie and I are not going to leave employment branding out there as a glorified buzzword of the moment, but we will make it practical and relevant for attendees emphasizing the emerging need for employers to hire for retention.
Whether or not you are physically present to hear Lexie and I speak please follow our hashtag on Twitter #BrandQuality and also check out the conference hashtag #HRcomtalentforum to keep abreast of the other great sessions there.
For off-topic fun and to follow my adventures while in transit to and in San Francisco, follow my #Czarinatravels hashtag on Instagram. I will take you along with me to all the great eats, sights and everything in between.
Also check out my partners-in-crime: Tiffany Kuehl, Celinda Appleby, Jocelyn Aucoin and Mary Wright on Twitter. The first two ladies are also speaking at HR.com and Jocelyn and Mary are coming along for moral support. All great people to follow.
Wishing you a great weekend ahead!