Up and at 'em troops! Your day begins at 0800 hours!
Operation DEAM13 will feature four separate tracks, for recruitment, technology, OFCCP compliance and leadership ensuring informative sessions for each member of your team. Throughout the conference, attendees will have the opportunity to participate in interactive panels, learn from recognized industry thought-leaders and listen to captivating keynote speakers.
View sessions submitted for HR Certification Institute (HRCI) credit.
DAY 1 Tuesday, October 22, 2013
Since it's emergence in 2011, the .JOBS top-level domain (TLD) has gone through many transformations, each time adapting to the evolving needs of the Membership. As job seekers transition away from traditional search methods, employers are quickly starting to understand the importance of .JOBS as a recruitment method—an understanding that DirectEmployers Association has had since the beginning. Join this session to meet the .JOBS Digital Strategy team, learn of exciting new product features, explore impressive statistics regarding the growth of the TLD, and what the future holds for .JOBS.
VP of Digital Strategist
Veteran Hiring on a Shoe-String Budget
Each day, employers around the nation are actively seeking new methods to attract and engage veterans and transitioning servicemembers. However, with budgetary limitations and looming deadlines many are left asking, "How can we recruit veterans on a shoe-string budget?" Through this presentation learn how you can work with military servicemembers to develop recruiting strategies specifically aimed at the nation's armed forces and create partnerships with military support organizations that can help you extend your company's recruitment reach.
Senior Manager, Talent Acquisition
Product Development Update
DirectEmployers' Product Development team works tirelessly to deliver products to the Membership that accommodate the HR professional's ever-changing needs, job seeker behaviors, and for federal contractors, OFCCP regulations. From product updates and rebranding initiatives to new product launches, this year brought many positive changes to the Association. Join Rick Wehrle, Jason Sole, Kyle Totten, and Mike Seidle of DirectEmployers as they give an update on the technological developments that have been made in the last year, as well as what's on the roadmap for the future.
VP of Product Development
Director of Production
Director of Technology
Director of Development
Mission Possible: Amplifying Your Diversity Outreach
With changing regulations for diversity hiring, employers need to expand upon their current recruitment strategy and take advantage of new methods of candidate outreach. Through the use of the .JOBS Diversity Microsites, employers are able to provide the OFCCP and EEOC with documentation of their good faith recruitment outreach efforts while helping to improve compliance with federal recruitment regulations. Join DirectEmployers Ronda Johnson and Steven Apostolidis as they discuss how .JOBS Diversity Microsites can help drive your company's online presence, compliance efforts and diversity outreach.
Digital Strategy Support Representative
Employers & Veterans Disability Law: Preparing for the Future
While many employers are unaware of the benefits offered to disabled veterans by the U.S. Department of Veteran Affairs (VA), their eligible employees often are and could be missing out on opportunities to take advantage. Unfortunately, employers who are familiar with the benefit program often do not assist with the required negotiation process for fear of losing good employees. In this session, attendees will be presented with a brief overview of the VA's benefit system and how employers can help their affected employees earn monetary compensation and medical coverage while still working full time.
Law Office of Douglas J. Rosinski
Katrina Eagle Veteran Law Office
The Changing Face of Social Media Recruiting / Panel
Facebook, Twitter, LinkedIn, Instagram, Pinterest…the list goes on and on. Social media is constantly evolving and more and more job seekers and employers are utilizing these tools to seek out new opportunities and target candidates. For many employers, the realm of social is still fairly new, so how can you adjust your recruitment strategies and incorporate these valuable tools? Join this "socially charged" panel and learn what both Member and non-member companies are doing on various social networks to reach job seekers. Learn which networks have shown employers the best results as well as how to leverage the different platforms to improve your hiring practices.
Director, Sales and Business Development
Social Media Recruiter
The Nature Conservancy
Human Resources Manager, Global Recruiting Operations
Director, Recruitment Strategies
The Impact of Social Tools on Talent Management
Most industry discussions around social media focus on external acquisition of talent. However there is a much broader cultural impact when you begin to examine the effect of social media on retention, brand, engagement and efficiency. Join Tejas Saraiya of Google as he explains the broader impact and the significance of social tools, such as: demand from employees for better tools; need for mobile access; shift of technology for the incoming generation of talent; and an opportunity to use social tools to be more efficient.
Enterprise Sales Engineer
Boots-to-Business: Best Practices for Veteran Transition Programs
Many employers look to create robust veteran transition programs, but lack the knowledge of where to begin. In an effort to think outside of the box and assist veterans transitioning into the workforce, Qualcomm created the Qualcomm Corporate Integration Program (QCIP – Warriors). Recognized as the first of it's kind in the San Diego area, this program aims to engage with wounded warriors and transitioning military veterans to provide them with realistic exposure to the corporate environment. Join this session to learn more about Qualcomm's veteran transition program and how your company can integrate similar initiatives into its veteran outreach strategy.
Staffing - Program Lead
Cultivating a 'Homegrown' Branding Strategy
Developing and executing a branding strategy for recruitment marketing takes careful thought, innovative thinking and a budget. These elements, coupled with a passionate team, can help cultivate a meaningful recruitment branding strategy that is powerful enough to effectively turn your company inside out to potential candidates as well as customers. Join Allstate's Ozzie Meza and Kristi Zimmerman to learn how a variety of creative branding strategies can be executed with the right staff in place.
Talent Acquisition Staff Manager, Strategic Service
Senior Employment Branding Specialist
DAY 2 Wednesday, October 23, 2013
Pairing Your CRM and ATS to Create a Great Talent Network
There are a variety of different methods through which employers can create a talent network. Choosing the method that's right for your company can be tricky. Like you, Talent Acquisition Director Michael Goldberg tried a variety of pipeline campaigns that seemed to fall flat. Over time, however, Michael was able to launch a successful talent network in 2012 by pairing his CRM and ATS. During this session, Michael will share insight from his personal experience and help attendees understand how to build an effective pipeline process with your hiring managers. He will also discuss the elements needed to enable growth and engagement in order to sustain an effective talent network.
American Heart Association
Talent Acquisition Director
Future-proof Your Technology Investment
The cost of integration is often cited by employers who are stuck using applicant tracking, employee assessment and screening tools, and HRIS software they do not like or does not fit. Find out how you can leverage industry standards, like HR-XML, to make it easier for your company to change software, integrate with partners and most importantly focus more of your budget on providing service and less on technology integration.
Director of Development
The NLX: Simplifying OFCCP Compliance for Employers
Many federal contractors, especially those with multi-state operations, find the mandatory job delivery requirements to be cumbersome and time consuming. However top employers, like Enterprise and IHG, have discovered a way to automate and streamline their workload, relying on services like the National Labor Exchange (NLX) for job syndication with the state workforce agencies. Most federal contractors may also find themselves in a potential lurch as they evaluate their ability to meet the veteran and disability regulations (VEVRAA & Section 503). Through a panel discussion, learn how the NLX is different from traditional job boards as well as how it collects and distributes jobs to state job banks and local vet reps. Also, discover how the NLX enables employers to actively meet their compliance requirements.
HR Compliance Manager
Assistant Vice President, Talent Acquisition
Texas Workforce Commission
Manager, Workforce & UI Program Policy
Georgia Department of Labor
Distinguishing Truly Great from Merely Good Talent
Recent advances in behavioral neurology have unlocked the requirements for greatness in any endeavor. Organizations that understand the 'Top Talent Formula' can use this information to make better selection, promotion and deployment decisions. In this highly engaging presentation, Harry Griendling gives a live piano lesson to an audience member to illustrate the process of creating greatness, and then uses piano demonstrations to show how greatness is built and developed in any occupation. Join this session to see how he translates these principles into methods and practices that corporations can use to enhance their talent assessment acumen.
Founder and CEO
Improving the Client Experience: How to Wow Your Candidates and Hiring Managers
As a company, obtaining customers and clients often requires you to entice prospects through thoughtful gestures and memorable interactions. As a hiring manager, attracting desirable candidates should be no different. With the realization that their employees are at the forefront of the company, Janus Capital has taken its customer satisfaction strategy and molded it in a way that entices external and internal candidates, whom are therefore the HR department's clients. In this session attendees will be introduced to Janus' several unique hiring programs and how other employers can adapt similar initiatives to attract and retain desirable candidates for their positions.
Sr. Director, Talent Management
Converting Job Seekers to Applicants with Your Mobile, Social and Career Site Strategies
For more than a decade, Potentialpark has conducted market research about the information-gathering, decision-making and application processes of job seekers online. When having spent all of your effort on attracting the right candidates to your website and social media channels, you want them to apply, and leave a personalized application. Join Potentialpark's Björn Wigeman as he discusses how to: better understand the preferences and priorities of your target audience; evaluate and improve your communication tools and channels; and benchmark your online communication strategy against competitors.
Creating a Scalable Solution to Section 503
Section 503 of the Rehabilitation Act prohibits the federal contractor and subcontractor community from discrimination on the basis of a disability. In addition, employers are required to take affirmative action to employ and advance qualified individuals with disabilities. With the recent revisions to Section 503 James Emmett and DirectEmployers partnered to provide a variety of new solutions. Join disability consultant James Emmett as he discusses our robust newly created program, offered exclusively to DirectEmployers Members. Pulling from his previous experience creating disability outreach programs for Best Buy, OfficeMax and Walgreens, James will delve into how our new program creates scalable disability outreach that helps meet your organization's needs. Finally, James will talk about how this program has established partnerships with key disability organizations across the country to help Members meet their hiring goals.
Poses Family Foundation
Corporate Disability Consultant
Underutilization: Building Geo-Specific Strategic Sourcing Plans
Having an Affirmative Action Plan (AAP) is crucial, but it is only one step in ensuring equal employment opportunity. For employers, enacting this plan can be just as difficult and can have lasting effects on both sourcing and recruiting strategies—especially in the event of underutilization of special classes. In this session, you will learn the importance of documenting and tracking sourcing activity and accountability, as well as how these tasks play an important role in your overall compliance efforts.
Director of Diversity Recruiting
Project Specialist – Talent Acquisition Service Delivery
Intel-ligent Outreach: Using Marketing & Branding to Attract Veteran Candidates
All employers want to convey to veterans and transitioning servicemembers that they are military-friendly and ready to hire them. However, in order to properly recruit veterans, you have to have the right messaging and branding in place. During this session, you will learn the strides that Intel has made in veteran outreach and how you can revamp your branding to better target the armed forces. Discover the full steps Intel took to better market itself to this talented pool of job seekers as well as key takeaways on how to integrate a similar program that coincides with your current veteran outreach initiatives.
Program Manager for Military Staffing
Your Digital Edge: Recruiting Interns & College Grads / Panel
How can you reach these digital natives to bring new talent into your organization? What are the best ways to reach high performers in a digital universe? What trends are colleges and universities seeing as today's students use new technologies and platforms to explore careers and research employers? And what's coming in the future — how will we be sourcing from campus with our own digital edge for recruitment? Join this panel of experts to learn the latest on digital recruiting and how to tap into this pool of candidates by using a medium they understand.
The National Association of Colleges and Employers (NACE)
Rochester Institute of Technology (RIT)
Associate Vice President
Director, National Campus Recruiting Marketing
New York University (NYU)
Assistant Vice President
HR Recruiting Manager – Southern California Group
Tips for Aligning Your Compliance Strategy with the New Regs / Panel
Each year the Recruitment Regulatory Compliance Committee (RRCC) aids federal contractors by monitoring, educating and helping fellow Members adapt to new regulatory changes set in place by the OFCCP. This year was no exception to that rule as the RRCC worked to analyze the Final Rule regarding VEVRAA and Section 503. Join this session as members of the RRCC committee discuss: how to prepare for the new regulations, as well as best practices of what other employers are implementing; how the National Labor Exchange helps with job delivery requirements; and how to create benchmarks and hiring goals that align with the new regulations.
VP of Compliance & Partnerships
Associate Director, Recruiting Diversity & Compliance
AA EEO Compliance Consultant
Finding REI's Elusive Employer Brand — Are We There Yet?
As job seeker behaviors change, human resources professionals everywhere have found that their employer branding strategies need to change alongside them. With a nearly invisible online presence and fierce competition in a crowded market, outdoor retail cooperative, REI, has worked to increase their employer brand awareness and drive traffic to their career site. In this session, attendees will explore how REI has implemented a .JOBS strategy to improve their 'internet footprint' in a way that still speaks to their original brand promise.
Recruiting Operations & Programs Supervisor
The National Labor Exchange / Panel
The National Labor Exchange (NLX) has been called "the best kept secret" by government committee members, and continues to gain traction and recognition each day. With over one million jobs available from day-to-day, this robust resource continues to grow as more and more employers reach out with the intent to participate and provide a feed of jobs. To help better understand this truly unique resource, join the NLX Ops Committee members – state workforce agency representatives and fellow Member companies as they discuss the current goals, mission, outreach and initiatives of the NLX with a special focus on the available VEVRAA compliance services.
NLX Operations Manager
The National Association of State Workforce Agencies (NASWA)
NLX Operations Manager
Iowa Workforce Development Division
Maren L. Daley
Job Service North Dakota
Recruiting Compliance/Taleo Administrator
Penske Truck Leasing
Minnesota Department of Employment and Economic Development (DEED)
Building International Clout: Highlighting .JOBS in China
More and more companies are using the .JOBS top-level domain (TLD) to recruit talent for their international locations. To satisfy this growing need, .JOBS has expanded into China to provide Chinese employers and companies with an international presence with a cost-effective, centralized and branded means for recruiting a growing pool of job seekers. Join CNjobs' Renjun Bao, as he discusses the .JOBS expansion and how it will work to connect China's job seekers and employers throughout China's many provinces.
DAY 3 Thursday, October 24, 2013
VEVRAA and §503 Series | Making Sense of the Final Ruling
Tuesday, August 27, 2013 marked a historical day in the federal contractor community as the U.S. Department of Labor announced the Final Rule regarding revisions to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973. Not only is this a historical moment, but the Final Rule will affect all federal contractors, making each employer reexamine their current hiring practices and adjust accordingly to follow the new regs. As employers begin to analyze the changes, many will be left wondering, "What do we do now?" Join this discussion to learn about the new regulations and how they impact your compliance and recruiting efforts; discover how fellow employers are reacting to the Final Rule, with tips on how you can adjust your strategy accordingly; and gain a thorough understanding of the partnerships DirectEmployers has entered into to help with your outreach and recruiting.
Jackson Lewis LLP
VEVRAA and §503 Series | Formulating Questions Surrounding the New Regs
The announcement of the revised VEVRAA and Section 503 regulations have left many employers with a laundry list of questions and no immediate outlet to have them answered. During this session, attendees will have the opportunity to talk with fellow compliance professionals and compile a list of questions that will be used during the "Ask the Experts" panel.
VEVRAA and §503 Series | Ask the Experts: Helping You Decipher the New Regs / Panel
In the wake of the Final Rule regarding VEVRAA and Section 503, compliance professionals have been left with a stressful workload in the coming months and no idea where to begin re-planning their hiring strategies. With questions left unanswered and a short window to readjust and align with these new regulations, compliance practioners need to be proactive and respond to these changes quickly. To help better understand the new regulatory environment and what to expect, DirectEmployers has composed an all-star panel of the industry's top compliance consultants to help clarify any lingering questions attendees may have. This session will be fully interactive so be prepared to bring your best questions. Consider this "billable" hour on us!
Jackson Lewis LLP
Poses Family Foundation
Corporate Disability Consultant
Pinnacle Affirmative Action Services
Vice President Compliance