A primary recruiting tool to enhance diversity and attract top talent

Including students with disabilities can improve your recruitment benchmarks and leverage emerging talent

Internships provide employers with an opportunity to "test drive" a candidate before a permanent hire

Utilize an intern’s fresh perspective and innovative knowledge to look at possibilities for expanding and improving products and services

Companies can create a positive view and increase brand awareness of the organization in the community and on-campus

Provide an avenue to share professional knowledge to enrich, encourage, and support future employees

Reinforcing your organization’s commitment to education and workforce development

More students are pursuing experiential learning and increasing marketability in a competitive job market

Increase experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting

Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths

Give employers the opportunity to guide and evaluate talent   

The employer has an opportunity to see if interns fit into the work environment, and the student gets to see if the job and the workplace culture is right for him or her

Employs nearly 42,000 professionals in the businesses of annuities, retirement-related services, mutual funds, investment management, real estate and relocation services, group and life insurance

Top commitment and corporate buy-in from CEO, John Strangfield, and other top managers who host activities to welcome interns

Provides training for line managers and supervisors on mentoring and conducting internship performance assessments

Incorporate business briefings so interns can increase business acumen and learn more about Prudential’s products and services

Provide networking opportunities with senior leaders at large social events, small luncheons, and conferences

Challenge, engage and develop students during 12-week internship to identify potential for full-time employment

Increase recruitment, retention, and product brand awareness

Prudential believes in Breaking Barriers and Building Partnerships through Employee Resource Groups (ERGs)

Abled and Disabled Associates Partnering Together (ADAPT) is a network of employees who have a disability, a chronic medical condition, a family member living with a disability or condition, or an interest in disability issues

ADAPT works in tandem with Prudential to influence the company’s strategic direction in meeting the needs of employees with disabilities

ADAPT reached out to Staffing to increase the internship opportunities for students with disabilities in Financial Services, including Diversity Staffing Specialist, IT Services, Marketing and Product Development

The ERGs support its members’ personal and professional career development. The groups are open to all Prudential employees in nine states.

Employee Association of Gay Men, Lesbians, Bisexuals and Transgenders (EAGLES) to raise awareness of issues in the workplace, promote and advance change that will increase respect and value differences, identify market opportunities with LGBT audiences, engage and retain Associates

Other examples of diversity ERGs include Black Leadership Forum (BLF), Asian/Pacific Islander American Association, and Hispanic Heritage Network

ERG activities include networking events with senior management, community outreach and employee relations, and awareness

The WRP was established by Department of Defense (DoD)

Now coordinated jointly by DOD and Department of Labor’s Office of Disability Employment Policy (ODEP)

Recruitment and referral program for public and private sector employers with highly qualified postsecondary students and recent graduates with disabilities

Over 6000 candidates have secured internships and/or jobs

Prudential has worked with the WRP for six years to increase the diversity in internships and permanent hires

Visited college campuses and universities annually to recruit students with disabilities to participate in the program

Disability Student Coordinators in Career Services help identify and prepare participating students

2,200 candidates, including undergrad, graduate and law were accepted into the 2011 database

524 candidates hired (as of September 30, 2011) For 2012, WRP recruiters will visit 280 colleges and

universities Recruiters conduct a 30 minute interview with students

to assess their career goals, skills, work experience, and the geographical areas in which they are interested in working

Profiles are created with this information and a candidate rating along with any accommodation needs the students or graduates may need

Recruiters interview candidates and give them a score of 1-5 on:

Qualifications (assessed through review of transcripts, resume, and discussion of experience)

MaturityCommunication (both written and oral)DirectionOverall Rating (3-5)

Candidate must score 3.0 or better on the overall rating to be eligible for the program

Resume is provided to private employers via an online request through Employer Assistance and Resource Network (EARN)

Access to a database of professionally screened college students and recent graduates with disabilities

Candidates include veterans with disabilities Pre-screened candidates and employment profile Pool of nationwide candidates in a wide variety of

career fields (104 majors) Access to candidate information year round via

EARN, with new candidate data posted annually (each December)

EARN assists employers with a no cost sourcing process for diversity recruitment

Use the WRP as a “pipeline” of new talent Undertake special projects postponed for lack of time

or resources Assist permanent staff with key projects in mission

critical fields Share specialized knowledge and innovative technical

skills Assume responsibilities of staff on vacation or leave of

absence Prove that qualified people with disabilities make

excellent employees Each WRP hire is an investment in your company’s

future

Tiffany enjoyed her experience working in Diversity Staffing and reaching out to new communities for recruitment. Participated in Career Fairs for Military; Minority Outreach including Women, LGBT, and Latinos

Mentor was instrumental in providing education and guidance in human resources; conducting research; and outreach to diverse communities

Justin maximized his internship in Life Product Marketing in strategy development for marketing life insurance products, implementing technology strategy and multi-cultural marketing

Opportunity to network in different buildings and divisions Inquired about additional assignments and informational

interviews Prudential provided mentoring and engaged students through

assistance in career planning; meeting key, Senior Management; and LinkedIn introductions for networking

Attended ZeroChaos training - Onboarding process for interns and temporary employees to understand hiring process and protocol.

Prudential’s Rock symbol is an icon of strength, stability, expertise and innovation that has stood the test of time

One of the best places to launch a career Prudential is committed to providing interns with a

rewarding experience and enhancing their career development

The strength and success of Prudential are linked to the quality and skills of the diverse and talented Associates and Analysts who want to make a difference and grow as professionals, leaders and individuals

Prudential realizes that an outstanding internship experience is one of the most effective recruiting tools to acquire the top entry-level job candidates

Incorporate internships into your company’s overall recruitment strategy

Enhance diversity and attract emerging talent Create a positive image and increase brand

awareness of the organization in the community and on-campus

Reinforce your organization’s commitment to education and workforce development

Mentor to impart advice and contribute to the success of the “next generation” of workers

Ensure the position and workplace culture is the “right fit” for candidates through an internship experience

Obtain strong support from senior management and supervisors that want to serve as mentors

Thank you for your time and attention

Any Questions?

EARN: 855-275-3276 or www.askearn.org

Kathleen Lee, Business Outreach Specialist Kal238@cornell.edu or 314-369-6292

Judy Young, Assistant Director of Training &

Development JY335@cornell.edu or 212-340-2845

Colet Mitchell, ODEP Employer Policy TeamMitchell.colet@dol.gov or 202-693-4940http://www.dol.gov/odep/

Toni McDaniel, Director of Diversity, Prudential toni.mcdaniel@prudential.com or 973.802.4612

Von Howze, V.P. of Human Resources, Prudential von.howze@prudential.com or 973.716.6924