Best Practices in Workforce Diversity
Mark Andrekovich, MAXIMUS, Inc.
Geoff Dubiski, Sumner Grace & Associates
Quad A / AILG 35th Annual Membership Conference
Tuesday, April 27th, 2010
Today’s Speakers
Mark S. Andrekovich
Mark S. Andrekovich has served as MAXIMUS Chief of Human Capital since September 2005 and
President of the MAXIMUS Tax and Employer Services Division since 2008. Prior to joining
MAXIMUS, he worked for Banister International, a private human capital and executive search firm in
Philadelphia, Pennsylvania, where he served as practice leader from May 2003 to September 2005.
In addition, he has more than 20 years of comprehensive human resources experience with multinational companies such as General Electric, Nordson Corporation and Cytec Industries.
Geoff Dubiski,CIR CDR
With over fifteen years of business experience, twelve directly related to human resource functions,
Geoffrey’s experience spans public and private sector work to include the Massachusetts Commission
Against Discrimination (MCAD), an executive compensation consultant with Towers Perrin in New York
City and was an operational executive with one of the largest National staffing firms directing large
scale workforce engagements.
Geoffrey has supported Fortune 100 Companies including GE, Scientific- Atlanta a Cisco company,
Ingersoll-Rand, Monsanto/Searle and Motorola.
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A Quiz on Diversity
6,816,300,000
• 1 in 5 people are?
- 1 in 6 people are?
• Spanish is the ___ most spoken language in the world.
• 5% of the world’s population lives in?
• Christianity and Islam represent ___% of the world’s population.
• Is the world more female or male?
• Age 18 – 65 is what range?
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Agenda
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4)
OFCCP Overview and Challenges
Prospecting and Recruiting
Creating Talent Pools
Best Practices for Diversifying Your Workforce
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OFCCP Compliance
OFCCP/EEOC Compliance can be
Daunting…
Do we have the right tools?
Do we have enough time?
Enough resources?
How can you make this a more effective process
for your organization?
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OFCCP Recruiting Requirements
Defining the Applicant (OFCCP “Internet Applicant” Definition)
1) The individual submits an expression of interest in employment through the
Internet or related electronic data technologies;
2) The contractor considers the individual for employment in a particular position;
3) The individual’s expression of interest indicates the individual possesses the
basic qualifications for the position; and
4) The individual at no point in the contractor’s selection process prior to receiving
an offer of employment from the contractor, removes himself or herself from further
consideration or otherwise indicates that he or she is no longer interested in the
position.”
An individual must satisfy all 4 of the above criteria to be
classified an Internet Applicant.
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When is an Applicant an Applicant?
The true difference between recruiting and prospecting
Recruiting
Talent Pipelining /
Prospecting
Must adhere to OFCCP
requirements
No OFCCP implications
Use of Applicant Tracking
Tools
Tools Unique to Creating
Talent Pools / Communities
Job ads
Social & Professional
Networking
…
No Current Position(s)
Posted
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The Process Flow
Prospecting
Focus
Strategies
Tools
Talent
Pools
Insuring
Inclusion
via Best
Practices
Recruiting
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Prospecting Focus
Prospecting Creates:
• Employment Brand and Awareness
• Competitive Intelligence
• Real-time Data for Trends
- Shifts in Technology (obsolescence, new skills)
- Dynamics in Compensation and Benefits
- Workforce Mobility
- Workforce Availability
• Increases Inclusionary Tactics for Diversity
Does not require reporting for OFCCP; Does require documentation
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Building Talent Communities
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Strategies and Tools
• Using the right combination of prospecting strategies and tools can help:
- Build your talent pools
- Reduce overall time-to-fill
- Reduce or eliminate reliance on agencies
- Increase quality of hire
- Reduce cost per hire
- Increase hiring manager satisfaction
• These tools can be low / no cost and augment a good recruiters success rate
• An outreach plan needs to include:
- Recruiters
- College Presence
- Diversity inclusion
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Strategies and Tools
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Affinity / Niche
• There are many examples of tools available to target needs
within your WFP/AAP
• RecruitMilitary statistics:
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Registered candidates: 447,000+
Avg daily new registrants: 260
Former enlisted: 82%
Former officer: 15%
Spouse: 3%
African-American: 21.4%
Hispanic: 9.2%
Female: 14.8%
Disabled Veterans:
10-30% disability rating: 51,300+
30-60% disability rating: 17,100+
60-90% disability rating: 6,000+
100% disability rating: 1,500+
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Concerns
• Disclaimer(s) regarding the use of social media
– Company landing sites are not job postings or solicitation of
resumes
– You are not expressing interest in a position but simply that of
what the company says/does
• What information should be reviewed?
• How are sources documented?
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Framework
Twitter
LI Group
Career Portal
&
Blogs
Jigsaw
CRM
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Business Case for Diversity &
Talent Pools – Disabled Workers
Costs of procuring and supporting agents are up to 25% less than brick-mortar based agents due to higher
productivity, no facility or equipment charges and higher retention rates.
According to research studies by CFI Group, Datamonitor, and IDC:
•Agent retention can be as high as 95% vs. 70% on average for facility-based call centers
•Quality of service provided by home workers is measurably higher by15%
•Home agents enjoy a $4000 annual “pay raise” due to costs avoided
Quality and skill
level
of home agent is higher
•With 3rd party providers there is a guarantee of receiving college educated individuals.
•One third party provider indicates 95% of customer care agents are college degreed
Home-agent can be a component of a corporate diversity strategy that includes people with disabilities, veterans,
older workers and people living in rural areas
• 63% of disabled Americans are currently unemployed
• In some states, the government will reimburse a company via a tax credit up to 40% of the first year’s salary if a person
with disabilities is given a permanent job
Training time and associated “ramp” costs are reduced by 20-30% via use of effective E-learning capabilities.
• E-learning has shown to reduce
training time
by up to 30%.
• It does not require a facility or class set up time nor does it require a physical training staff.
• It can be quickly administered and can be rapidly expanded or changed to target the client or program
Utilization of home agents is a “green” initiative and contributes to a reduction in urban congestion and pollution.
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Talent Pools and Recruiting
At Home Workers – Check List
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Relationships matter, get to know resources and CBOs in your community
Know your work, breaking it down allows for clear understanding
Prepare the culture… Trust starts at home!
Use a valid competency-based assessment tool as part of the hiring process to
evaluate potential At-home agent candidates
Utilize an At-home agent readiness checklist and ensure agents meet all of the
criteria on the checklist. Audit them periodically for compliance
Create a training program that addresses services, systems and general corporate
information
Provide remote agents the same training opportunities as premise-based staff
Establish and document job responsibilities, requirements, procedures and policies
Establish a formal communication process between supervisors and At-home agents
Use “chat “for handling immediate agent inquiries. Supervisors need to be
available to respond immediately to chat inquiries from agents
Ensure that At-home agents have access to all product and service information,
whether it’s online or paper-based
Establish a defined number and frequency of quality monitoring sessions for At-home
agent evaluations
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Best Practice #1
Employing Disabled at Home Workers –
Pays in Many Ways
Graph Removed for Distribution Copy
•Financially
•Socially
•Regulatory
•Corporate Image
•Politically
Bottom Line it’s the right thing to do
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Best Practice 2:
Establish Alumni Groups
Retired Workers & Alumni Groups
• Retain knowledge base
• Redefines the employer-employee relationship
• Flexibility
• Fun
• Retains culture
• Taps into new markets
• Counters the baby-bust generation
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Best Practices #3
WFP and AAP linkage to a proactive prospecting plan
Strong prospecting CRM
Talent Communities with Robust Representation
Creating a Demand/Pull Environment
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Basic Process
WFP and
AAP
Recruiting &
Tracking
Sourcing
Plan
Invitation
to Apply
Channels
CRM
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Introducing A Million Jobs for America
How quickly can we get America back to work?
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At least 1 million jobs from businesses large and small will be distributed directly to the
communities where the opportunities exist.
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Emphasis on distributing jobs to veterans groups, disabled individuals and state
unemployment offices—to help the Americans who need our support the most.
www.amillionjobs4america.com
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