Mohawk Industries
Paul White
Sr. Director Talent Acquisition
Topics
Mohawk Overview
Veteran Outreach Best Practices
DirectEmployers
Military specific career site
Employee Resource Group
Partnership with National Guard
Mohawk Overview
 World’s largest flooring manufacturer
 Fortune 400 multinational
 Publicly traded (NYSE: MHK)
 Sell on 6 continents
 Manufacture in 15 countries
 Manufacturing facilities in dozens of US
communities
 36,000 employees/24,000 US based
 Headquartered in Calhoun, Georgia
 2015 sales of more than $8.1 billion
 On track to hire 6,500+ in 2016
DirectEmployers and the NLx
Acquire Job Content
Job Syndication
- Scrape jobs from the ATS or XML Feed
- Done on a daily basis
- 7 days per week
- Diversity, Disability, Military,
Veteran, College Alumni, State
Job Banks & other niche sites
#
1
ATS
#
4
Job Delivery to Local ESDS
- Email, Fax & Mail jobs to the appropriate ESDS:
Wagner-Peyser funded State Workforce Agencies and
career one-stop centers
- LVERs & DVOPs
- Reporting via PDF & Excel
National Labor
Exchange - NLx
#
2
#
3
Search Engine Optimization
- .JOBS Network (40,000 sites)
Occupation / Location specific
Specialty Terms
- company.jobs
Mobile Friendly
Mohawk-veterans.jobs - Military Cross Walk
Veteran Employee Resource Group
Strengthen Mohawk by hiring and retaining veteran talent which in
turn serves the veteran community
1) Educate hiring managers on the value a veteran brings and help
them translate military skills
2) Outreach to military bases, DOL Vet Reps, and National Guard to
promote Mohawk as employer of choice
3) Identify, engage and retain current veteran talent
Think about the National Guard
Building relationships with the National Guard can be a great resource
Visit the local armories
Sponsor unit events
Ask about Social Media
Review Benefits offerings to ensure they are Guard friendly re:
military leave
SPX Corporation
AAP Outreach Focus
Kristen Livingston, HR Compliance Manager
October 13, 2016
About SPX Corporation
• Based in Charlotte, North Carolina with operations in 20 countries
• Approximately 6000 employees
• Suppliers of highly engineered HVAC products, detection and measurement technologies,
and power equipment
SPX Corporation grew by mergers and acquisition.
Company Confidential
October 13, 2016
2
SPX Outreach Guidelines
• Initiated in response to requirement to formally evaluate the effectiveness of
outreach each year
• Driven by the HR Leader at individual Business Unit locations and monitored by
HR Compliance
• Required to complete at least 4 “Relationship Building” activities each year
• One Activity must be for protected veterans
• One Activity must be for individuals with disabilities
• Remaining two activities should address AAP’s placement goals
Conduct
Outreach
Company Confidential
Document
& Evaluate
Outreach
Monitor &
Report
Compliance
October 13, 2016
3
Documentation and Monitoring
Locations document and evaluate
outreach activities and send completed
forms to HR Compliance.
Twice a year, HR Compliance reports
activities using a scorecard.
Documented Outreach
Q1-Q2 (2 Required)
Location 1
Location 2
Not Met (2)
Location 3
Not Met (0)
Location 4
Met
Location 5
Met
Location 6
Location 7
.
Not Met (0)
Met
Met
Location 8
Met
Location 9
Not Met (2)
Location 10
Not Met (0)
Scorecard depicted is hypothetical for illustrative purposes only.
Company Confidential
October 13, 2016
4
Positive Impact:
From Outreach to Inreach
Kristin Ekkens
Manager, Inclusion & Diversity
Spectrum Health System
HudsonMann Client Conference | October 18, 2016
Inclusion + Diversity
Definitions
Inclusion + Diversity
Why I+D?
IMPACT
CULTURE
ENGAGEMENT
PERFORMANCE
RESULTS
Diverse, inclusive, &
culturally intelligent culture
Engaged team
members
Better performance
(productivity, quality,
safety)
Better financial
results
Inclusion + Diversity
Intentional Inclusion
Teams
Productivity
Safety
Innovation
IMPACT
Individuals
Organization
Behaviors
Policies
Hiring & Promotion
Practices
Performance
Culture
Inclusion + Diversity
Strategic Intent
Career
Culture
Commerce
Community
Compliance
IMPACT
Vision: Leader and Pacesetter in Healthcare
Inclusion +
Diversity
Purpose: Working together to achieve and maintain a
positive, inclusive, and diverse culture that fosters a
sense of belonging, inspires innovation, and provides
equitable care
Top Talent
New Markets
Positive Culture
Quality Service
Reduce Risk
Strategic Intent: To infuse inclusion, diversity, and cultural intelligence
into the DNA at Spectrum Health
Adapted from Dr. Robert Rodriguez’ 4C model
Inclusion + Diversity
Strategic Approach
Career
Culture
Commerce
Community
Compliance
STRATEGIC APPROACH
Inclusion +
Diversity
Accountability
Talent
Management
Business
Integration
Education
Retention
BUILDING BLOCKS
Visibility
Leadership
Engagement
Aligned Priorities
Accountability
Inclusion + Diversity
Strategic Intent
Career
Culture
Commerce
Community
RESULTS
MAKING IT HAPPEN
Inclusion +
Diversity
Talent Attraction
• Sourcing
• Hiring
• Sponsorships
Compliance
Workforce Initiatives
• Veteran Explorers
• Project SEARCH
System Partners: Talent Acquisition, Employee Lifecycle, BPs, select
business units, Regional Partners (Zeeland, United/Kelsey, GR)
Top Talent
Attraction
Retention
Inclusion + Diversity
Strategic Intent
Career
Culture
Commerce
Community
Compliance
MAKING IT HAPPEN
Inclusion +
Diversity
Inclusion Resource Groups (IRGs)
• Fusion - Hispanic/Latino Resource Group
• Healthy Pride – LGBTQI+ Resource Group
• SHAARE – SH African Americans for Resources &
Engagement
• SHYP – SH Young Professionals
• VET – Veteran Employee Teams
RESULTS
Retention
Engagement
Positive,
Inclusive Culture
Innovation
System Partners: Executive sponsors, business unit leaders, SC&M, SH
University, Employee Lifecycle, OD, targeted departments all employees
Inclusion + Diversity
Strategic Intent
Career
Culture
Commerce
Community
Compliance
MAKING IT HAPPEN
Inclusion +
Diversity
RESULTS
Affirmative Action Program
•
Establish firm foundation (new consulting firm)
•
Review internal policies and practices (internal mock audit)
•
Develop and implement sustainable, leading practices
Regulations + Reporting
•
EEOC Reporting – EE0-1; VETS-4212
•
OFCCP – Manage 68 Affirmative Action plans; engage in
proactive positive outreach
System Partners: HR (Talent Acquisition, Physician/Executive
Recruiting, Employee Relations, Workforce Analytics, Compensation,
IDM, Business Partners), Compliance, Legal
Reduced
legal risk
Positive Impact:
From Outreach to Inreach
Kristin Ekkens
Manager, Inclusion & Diversity
Spectrum Health System
[email protected]
HudsonMann Client Conference | October 18, 2016