James D. Van Erden, Ph.D.
Jolene Jefferies
NASWA
Senior Policy Advisor
DirectEmployers Association
Vice President Strategic Partnerships
□ About the National Labor Exchange (NLX)
□ Legislation Drives Employers’ Recruitment Practices
□ Technology Drives Jobseeker and Employer Behavior
• Search, Social and Mobile Technologies
• The NLX is Creating Solutions to Address these Changing Trends
□ Are State VR Agencies Keeping Up?
□ Call to Action
The NLX is an electronic job search labor exchange network created in
2007 through a partnership agreement between DirectEmployers
Association (DE) and the National Association of State Workforce Agencies
(NASWA).
The NLX gathers currently available and unduplicated job listings from
verified employers (both DE members and other employers) and pushes
them into state workforce agency job boards and also emails job listings to
One-Stop veteran representatives, including multiple .jobs sites, to reach
a maximum number of job seekers.
Regardless of where job seekers discover NLX job openings, they will be
returned to the point of origination - either the corporate website or the
state workforce agency.
• The NLX began as a response to the U.S. Department of Labor’s
discontinuation of America’s Job Bank (AJB) – announced in 2006 and
shut down in July 2007.
• Mandatory job listing requirements for Federal Contractors would now
be required to be sent to the “appropriate employment service
delivery system” rather than the former national AJB portal.
• Practically, this means jobs must reach either:
-
One Stop Career Centers (Wagner-Peyser funding). This includes outreach to:
Employment Services (ES) staff
Disabled Veterans Outreach Programs (DVOPs)
Local Veterans Employment Representatives (LVERs)
State Workforce Agency Job Banks
This is NASWA.
• Large, multi-state businesses needed an automated solution to post job
listings to states and to track compliance with mandatory job listings
requirements for Section 4212. This is DirectEmployers Association.
DirectEmployers Association, created in October 2001, is a nonprofit HR
consortium of leading global employers formed to improve labor market
efficiency through the sharing of best practices, research and the
development of technology.
 Founded in 2001 by Employers for Employers; Member-Focused; Not Profit Driven
 650+ Member Companies –Fortune 1000
http://www.directemployers.org/about/member-companies/
 17 Board Members – Member Companies
http://www.directemployers.org/about/board-of-directors/
 The US.jobs National Labor Exchange (NLX) is the Association’s Flagship Service
Mission
To provide employers an employment network that is cost-effective,
improves labor market efficiency, and reaches an ethnically diverse
national and international workforce.
Key Partners
National Association of State Workforce Agencies (NASWA)
National Association of Colleges and Employers (NACE)
U.S. Department of Labor (USDOL)
Facebook Social Jobs Partnership
 A non-profit organization of state administrators of
unemployment insurance laws, employment services, training
programs, employment statistics and labor market information.
 Throughout its more than 75-year history, NASWA has
strengthened the workforce system through information
exchange, liaison, and advocacy.
 Represents ALL state workforce agencies, including Puerto Rico,
DC, and Guam that have each signed NLX participation
agreements, making the NLX the “appropriate employment
service delivery system” endorsed by NASWA and the states.
Who is using the NLX?
• ALL states, DC, Puerto & Guam have signed participation agreements
• 47 states uploading jobs; 42 states downloading jobs
• US.jobs provides hosted state job banks to states including CT, NY, NV,
Puerto Rico, and Guam. (DC coming soon)
• DE’s members fund the initiative while ALL employers and states can
utilize the NLX recruitment functionality at no cost
• About 110,000 employers using the system; NLX contains an
average of one million jobs per day
Why did the NLX change its brand from
JobCentral to US.jobs?
JobCentral or Job Central
110,000 searches / month
Monster.com
450,000 searches / month
US Jobs
1,200,000 searches / month
Brand to Behavior
US.jobs - Powered by the NLX:
How It Works
Non-member Career Sites
indexed/scraped/wrapped
every 24 hours
Applicant Tracking
System
Member Career Sites
indexed/scraped/wrapped
every 24 hours
OFCCP 4212 COMPLIANCE REPORTING
Feed of job listings provided
to Syndication Partners
Feed of job listings provided to/from
participating state job banks
Job listings emailed to
Wagner-Peyser funded One-Stop
Career Centers in all 50 states,
DC, Puerto Rico & Guam
Not for OFCCP 4212 Compliance
Not for OFCCP 4212 Compliance
For OFCCP 4212 Compliance
Federal Government Syndication Partners
* Open to other syndication partners such as the NET
Recruitment
and
Compliance
Additional FCJL Posting
Distribution for DirectEmployers
Members via:
•
Daily feeds to and from States
•
Flexible Format
•
Alleviates Multiple Feeds
•
Daily Company Index
•
Jobs Distributed to 10,000 Sites
•
Includes 5-year Audit Trail
•
Feeds multiple government portals
•
Special Tools for State
Workforce Agency Staff
•
Free to all employers: online
automated FCJL job delivery to
state job banks
•
Advocacy and audit support;
includes list of State Contacts
for OFCCP open audit issues*
•
Daily Email Alerts to Local
One-Stops and Vet Reps
* For non-members of DE, employers can sign up for “free indexing” on US.jobs for automated
posting to state job bank(s), OR manually post at the state job bank for free. For proof of
posting, these employers can take a screen print of their job listings from the state job bank.
NLX Reporting Tools for State Workforce Agency Staff
Direct Traffic Analytics & Reporting (For Members & States)
Sites referring candidate traffic to your job opportunities
Candidate traffic detail broken out by source, job title,
occupation, keywords, location, platform used, etc.
Heat Map of candidate traffic
Military Network Sites
CASY/National Guard Employment Program
http://casy.msccn.org/Employers/DirectEmployers_Job_Board.html
Honor Guard Network
http://www.honorguardnetwork.org/Jobs/DirectJobsDatabase.aspx
Military Spouse Corporate Career Network
(MSCCN)
Milicruit
http://www.msccn.org/Employers/DirectEmployers_Job_Board.html
http://milicruit.jobs
(DE members’ jobs will display on this site if they are active with an Milicruit event)
My Next Move for Veterans – U.S. DOL/ETA
NYWorks Veterans (New York State Workforce)
RecruitMilitary
Save Our Veterans
SDWorks Veterans (South Dakota State
Workforce)
USA Cares
VetSuccess.gov – U.S. Dept. of Veteran Affairs
VetCentral /Local Veteran Employment
Representatives & Disabled Veteran Outreach
Program Representatives (LVERS & DVOP’s)
US.jobs Veterans
Veteran's Enterprise
WorkInIowa Veterans (Iowa State Workforce)
WorkInOregon Veterans (Oregon State
Workforce)
WorkInTexas Veterans (Texas State Workforce)
http://www.mynextmove.org/vets/find/browse?c=0
Access ‘Job Outlook’ and ‘Find Jobs’
http://nyworks-veterans.jobs/
http://recruitmilitary.com/
http://board.jobcentral.com/saveourveterans
http://sdworks-veterans.jobs/
http://jobs.usacares.org/
http://vetsuccess.gov/jobs
Jobs are emailed by geographic location, consult your OFCCP Compliance
Reporting Tool in your Member Desktop
Jobs also appear on VetCentral search engine
http://vetcentral.us.jobs/vet_index.asp?stype=moc
http://veterans.jobs
http://www.veteransenterprise.com/index.php/career-opportunities
http://workiniowa-veterans.jobs
http://workinoregon-veterans.jobs/
http://workintexas-veterans.job
Disability Sites
Disaboom
http://www.disaboomjobs.com/?iadid=ft_dsbo
Land A Job
http://jobs.landajob.org/
Think Beyond The Label
http://www.thinkbeyondthelabel.com/Job-Board/Job-Board.aspx
VetCentral – Disabled Veteran Outreach
Program Representatives (DVOPs)
Jobs are emailed by geographic location, consult your Compliance Reporting
Tool in your Member Desktop.
Jobs also appear on VetCentral search engine at
http://vetcentral.us.jobs/vet_index.asp?stype=moc
US.jobs Disability
http://disability.jobs
Work In Iowa Disability (Iowa State
Workforce)
http://workiniowa-disability.jobs
VetSuccess.gov – U.S. Dept. of Veteran
Affairs
http://vetsuccess.gov/jobs
While all veterans are targeted through this site, it has a special focus on
disabled veterans.
Social Jobs Partnership
www.facebook.com/socialjobs
www.facebook.com/socialjobs
•Conduct in-depth survey research
•Develop and launch a central page
•Distribute educational materials
•Read more about SJP at:
http://www.directemployers.org/2012/1
1/14/directemployers-association-andnaswa-join-the-social-jobs-partnershipin-launching-facebook-app-for-jobseekers/
SJP Jobs App
•
Major Job Search Engines
•
Diversity Sites
•
Disability Sites
•
Military Sites
•
Veteran Sites
•
College Alumni Sites
Global Partners
•
•
•
•
JobRapido
Recruit.net
Simply Hired
Eluta.ca
Over 3,000 sites access jobs
on US.jobs
For a complete list of partner sites, please visit: http://de.nlx.org/pdfs/JobAlliancesList.pdf
•First Private & Public Partnership of It’s Kind
•Allows Companies to Partner Directly w/ the Government
•Companies Have the Jobs & States Have the Infrastructure
•DE Provides the Technology to Weave it All Together
OVERVIEW OF GENERAL EMPLOYMENT LAWS
Equal
Employment
Opportunity
Laws that prohibit
discrimination in
employment based on age,
disability, national origin,
pregnancy, race, color,
religion, gender, and sexual
harassment.
Affirmative Action
Diversity
Positive steps taken to
increase the representation
of women, minorities,
veterans and persons with
disabilities in areas of
employment, education,
and business from which
they have been historically
excluded.
The understanding that
each individual is unique-initiatives move beyond
simple tolerance to
embracing and celebrating
the rich dimensions of
diversity contained within
each individual.
New Front Door
RECENT DEVELOPMENTS SPECIFIC TO HIRING VETERANS
Notice of Proposed Rulemaking for Section 4212 (VEVRAA) – released April 2011
• RESOURCES:
For a copy of the Proposed Regulations as published in the Federal Register, go to:
http://edocket.access.gpo.gov/2011/pdf/2011-8693.pdf
Proposed Regulations by OFCCP Seek to Advance Employment Protections for Veterans
http://www.directemployers.org/2011/06/07/proposed-regulations-by-ofccp-seek-toadvance-employment-protections-for-veterans/
DirectEmployers Association Responds to OFCCP’s Proposed Regulations for Veterans
http://www.directemployers.org/2011/07/22/directemployers-association-responds/
This blog post includes links to the comment letters from both DirectEmployers
Association and the National Association of State Workforce Agencies. View other
comment letters at www.regulations.gov
RECENT DEVELOPMENTS SPECIFIC TO
HIRING INDIVIDUALS WITH DISABILITIES
Notice of Proposed Rulemaking for Section 503 (Rehabilitation Act) –
released December 2011
• RESOURCES:
For a copy of the Proposed Regulations as published in the Federal Register, go to:
http://www.gpo.gov/fdsys/pkg/FR-2011-12-09/pdf/2011-31371.pdf
Proposed Regulations from OFCCP for Individuals With Disabilities Mean Enormous
Changes Ahead for Employers
http://www.directemployers.org/2012/02/08/proposed-regulations-for-individuals-withdisabilities-mean-enormous-changes-ahead-for-employers/
DirectEmployers Association Responds to OFCCP’s Proposed Regulations for Individuals
With Disabilities
http://www.directemployers.org/2012/02/24/directemployers-association-responds-toofccps-proposed-regulations-for-individuals-with-disabilities/
This blog post includes links to the comment letters from both DirectEmployers
Association and the National Association of State Workforce Agencies. View other
comment letters at www.regulations.gov
Among other things, federal contractors would be required to:
 Establish a standard 7% utilization goal for each job group; evaluate utilization of individuals
with disabilities in each job group annually; job groups not meeting the 7% goal require
specific measures to address the disparity
 3 self-id requirements:
1. New pre-offer requirement
2. Existing post-offer requirement
3. New anonymous resurvey requirement
 Develop and implement a prescribed reasonable accommodation process
 Annual review of personnel processes includes:
1. Identifying vacancies and training programs for applicants and employees with
disabilities
2. Documenting reasons for rejecting these individuals for same
3. Describing the nature and type of accommodations for individuals with disabilities
selected for hire, promotion or training programs
4. Recording reasons for personnel actions and make them available to individuals
 Contractors must consider qualified individuals with disabilities for opportunities for which
he or she has not applied
 Design and implement an audit reporting system
 Annual review of physical and mental job qualification standards and reasons why such
requirements are job-related
 Mandatory job listings with One-Stop nearest to contractor’s facility in manner and format
required by the One-Stop
 Mandatory (not permissive) outreach; must engage in 3 mandatory linkage agreements with
specific linkage sources (at a local level) per contractor establishment; maintain agreements
for 5 years. Linkage sources include State VRs or a local employment network AND at least
one of the following: the employment One-Stop (among other options). Contractors must
also document referrals from these partners.
 Annual review and report of outreach effectiveness includes 10 quantitative measurements
for referrals, applicants, and hires for current year and 2 previous years; must maintain such
records for 5 years; if the outreach is determined to be ineffective, contractor must
implement alternative efforts
DE’s Concluding Comments:
• OFCCP should build their understanding of the role of State
Workforce Agencies in how they assist contractors in the employment
of individuals with disabilities;
• Working with various employer groups, OFCCP should seek to better
understand the barriers currently facing employers and individuals
with disabilities;
• Working with employers, the EEOC, US Census Bureau, BLS, ODEP and
other disability experts, develop a national set of labor-related data
to correlate standardized occupation, industry, and geographic
classification codes consistent with other reported federal labor,
employment, economic and census data.
* RRCC - Recruitment Regulatory Compliance Committee of DirectEmployers Association
NASWA’s Concluding Comments:
• The NPRM should clearly say the state workforce system will not be
required to provide verification information on referrals;
• The OFCCP should instead consider having contractors report on
applications received from state workforce systems;
• Employers who use appropriate automated analytics platforms can
view the origination point of job seekers provided they apply for a
position.
Predictions by John C. Fox, Esq. of Fox, Wang & Morgan, PC:
November 2012
What the Obama Re-Election Means For OFCCP
"You're going to need a bigger boat"
http://www.localjobnetwork.com/a/6598
• “The OFCCP’s ambitious regulatory agenda will now be delayed and
OFCCP will have to “trim sail” on all of its controversial proposal the
numerous regulatory proposals include. … However, OFCCP should
be able to get all its proposals to final, in some modified form, in the
next four years.”
• The OFCCP may “bifurcate the proposals and pass now the portions
which are not controversial.”
In any case, it’s wise to conduct a gap analysis and be prepared for what
could come as early as next year and/or as late as 2018.
Three Factors Driving NLX Change Means Disability Providers Must Also Change with
Employers to be a Valued Partner
1.
2.
3.
Changing Online Jobseeker Behavior
Emergence of Social Media
Emergence of Mobile Technology Use
SO WHERE ARE JOB SEEKERS
SEARCHING FOR EMPLOYMENT?
owns 65-70% of the search engine market share
Search Engine
76%
Company.com
Website
59%
Job Boards
23%
Use of Search Engines is
on the rise while use of
major job boards is on
the decline.
*Source – Experian Hitwise
Job seekers today are different …
There are 338 million searches for the word
“jobs” globally each month.
SO WHY IS SOCIAL & MOBILE SO
IMPORTANT IN THE JOB
SEEKING PROCESS?
•
Over 60% of the world’s population owns a mobile device? That’s 4+ BILLION!
•
It is projected that in 2012, the number of mobile devices will outnumber the
world’s population?
•
That mobile internet usage will overtake desktop internet usage within two years?
•
That content not easily viewed on smartphones can have a negative impact on
mobile SEO?
• 80% of major US brands will be using mobile marketing
• Smartphone users are predicted to reach over 60 million
• Nearly 3 times more email accounts as there will be
Facebook & Twitter accounts combined
Source: The Value of Email, Smarter Tools
Source: Digital Marketing Budgets, Garious
Think about the internet years ago…
Daily activity for email : 188 billion messages
Twitter: 140 million tweets
Facebook: 60 million updates
Now relate this to where the internet is going!
WHAT IS “SEO” AND
WHY DOES IT MATTER?
Search engine optimization (SEO) is the process of improving the visibility of
a website or a web page in a search engine’s "natural" or un-paid (“organic"
or "algorithmic") search results.
SEO
Objectives
Discoverable
•
Indexable
Coverage
Rank
Trackable
• Are all a site’s pages discoverable by Google?
• Once discovered, are the URL’s indexable and unique?
Once indexed, is there proper coverage of the appropriate keywords?
• How well do the respective pages rank?
• Are your users trackable in a friendly way?
Pay-per-click
(PPC)
SEM
.Jobs
Organic
SEO
.Jobs
“FREE RESULTS”
• 70% of the links search users click on are ORGANIC
• 70-80% of users ignore the paid ads, focusing on the ORGANIC RESULTS
• 75% of users never scroll past the first page of search results
Source: Search Engine Journal
Links
Age of
Sites
Trusted
Sites
SEO
Formula
Key
words
Traffic
Content
Make the pages of your website
discoverable by Google…
When SEO is done correctly, YOU become
MAGNIFIED to the job seeker!
Brand
Locations
Occupations
Terms
Combinations
40,500 Monthly Searches
110,000 Monthly Searches
DOT JOBS:
 Highly Search
Engine Optimized
 Dynamic Footprint
 Custom faceted
 Analytics Equipped
 Easy to add
creative
 Social-Sharing
 Search Technology
http://workiniowa-disability.jobs
http://ihg-disability.jobs
IHG-Disability.jobs Early Results
Visits
272
Conversions
25
60
IHG’s Organic Traffic
61
IHG’s Organic Traffic
62
MICROSITES MAKE A
DIFFERENCE & HELP TARGET
DIVERSE CANDIDATES
RESULTS IN STATE OF TEXAS
Microsite
Statistics
Month
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Pages Indexed
1,807
2,098
7,190
20,660
33,200
61,300
106,600
204,000
252,000
314,000
300,100
580,000
536,000
482,000
453,000
560,000
• Pages Indexed = 560,000 (⇧ 30,891%)
• Impressions= 4,327,000 (⇧ 13,900%)
• Visits = 256,139 (⇧ 19,032%)
• Conversions = 40,378 (⇧ 474,600%)
Impressions
2,000
5,000
75,000
170,000
260,000
260,000
300,000
275,000
310,000
340,000
450,000
420,000
390,000
420,000
370,000
280,000
Visits
149
172
1,713
4,678
5,235
5,476
14,077
18,049
19,984
20,067
27,251
26,684
28,015
29,497
26,585
28,507
Conversions
1
24
405
904
741
821
2,263
2,334
3,057
2,777
4,108
4,138
4,493
5,027
4,538
4,747
CTR
0.7%
14.0%
23.6%
19.3%
14.2%
15.0%
16.1%
12.9%
15.3%
13.8%
15.1%
15.5%
16.0%
17.0%
17.1%
16.7%
•
•
•
•
•
Texas
New York
Iowa
Oregon
South Dakota
•
•
•
•
•
•
•
•
Arizona
Connecticut
Illinois
Kansas
Massachusetts
Minnesota
Nevada
Utah
Our plan is to better understand job
seeker behavior so we can continue to
meet them on their terms.
WORKING TOGETHER:
HOW THE NLX IS CONNECTING
JOBSEEKERS & EMPLOYMENT
SERVICE PROVIDERS TO
EMPLOYERS
Building a National-to-Local Level Strategy
Tier I
Job Delivery
Tier II
Diversity & Disability Education
With NASWA, expand the NLX
partnership network and syndication
pipelines to integrate disabilityrelated advocacy organizations,
niche job boards, and related
resources into the NLX.
Tier III
Disability Outreach Consulting
Educate employers and disabilityrelated advocacy organizations to
increase understanding between
stakeholders— employers, partners
and disability-related advocacy
organizations—to create networking
opportunities and community
Provide all employers an opportunity resource linkages, improve
to create a more inclusive workplace knowledge of and access to the
by ensuring employer’s job openings disability provider system, resources
reach more job seekers with
and candidates, and communicate
disabilities.
employers’ compliance requirements
and needs.
Provide employers with
resources, tools and partnership
contacts to identify and refer
disability experts to employers
for additional consulting and
education services.
Invite partners to include:
Current partners include:
•
•
•
•
•
•
•
•
RSA
CSAVR / State VRs
USDOL/ETA
ODEP / EARN / JAN
USBLN
NILG
Career Opportunities for Students
with Disabilities (COSD)
NGO’s & Other Disability Providers
Invite partners to include:
•
Same as Tier I
Partners may offer technical
assistance to help create systems
to more efficiently recruit,
screen, hire, train, support, and
promote employees with
disabilities.
•
•
•
•
•
National Organization on Disability
(NOD)
APSE
C5 Consulting LLC
Think Beyond the Label
Expand with add’l partners
How well is your
State VR Agency
responding to
these legislative
and technology
drivers to better
serve jobseekers
and employers so
more individuals
with disabilities
can get hired?
The NLX can help State VR Agencies
respond to these changes with
success, at no cost to the federal
government or to the State VRs.
HOW?
Building a National-to-Local Level Strategy
Tier I
Job Delivery
GOAL:
Integrate disability partners into the
NLX for job syndication
PROPOSED NEXT STEPS:
-Determine and establish a core
disability committee that would advise
the DEI, link to NLX Ops Committee and
help direct 3-Tier program (e.g., ETA,
ODEP, RSA, EARN, NOD, APSE, CSAVR,
USBLN)
-Priority is to offer a free job feed to
State VRs either directly or through
RSA, and/or by partnering with and
supporting the operation of CSAVR’s
National Employment Team (NET),
similar to how the NLX supports NASWA
and the State Workforce Agencies
-Job delivery to federal disabilityrelated employment sites; offer free
indexing to employers on partner sites
-Identify, prioritize and invite other
disability partners, providers and
disability websites to join the .jobs
syndication network
Tier II
Diversity & Disability Education
Tier III
Disability Outreach Consulting
GOAL:
Increase access to educational
resources and networking opportunities
to both employers and disability
providers
GOAL:
Refer employers to partners able to
provide consulting and other
technical services to business as
needed
PROPOSED NEXT STEPS:
-Identify providers to partner with to
educate DE members and employers on
the disability provider system,
resources for employers, etc. (e.g.,
EARN and others)
PROPOSED NEXT STEPS:
-Identify consultants to partner with
to refer DE members and employers
to for additional services
-Engage in the disability provider
community/conferences and State
Workforce Agencies to educate them
about employers’ and States’ needs
-Develop an employer disability
toolkit to include a partner resource
guide, RFP templates, and other
helpful resources
 Seeking to deepen the understanding with the disability
providers on how and why the NLX works very effectively
through an extensive public-private partnership network;
 Employers and State Workforce Agencies desire to develop
meaningful relationships and programs with the State VRs
to improve the employment outcomes of individuals with
disabilities;
 Provide advocacy and support to DE Members and all
employers during compliance audits to assist them in
meeting their recruitment, compliance and reporting
needs.
Jim Van Erden, Ph.D., NASWA
Senior Policy Advisor
202-434-8027
jvanerden@naswa.org
Pam Gerassimides, NASWA
Assistant Executive Director / NLX Director
202-434-8026
pgerassimides@naswa.org
Jolene Jefferies, DirectEmployers Association
VP Strategic Partnerships / NLX Director
317-874-9026
jolene@directemployers.org