Rock Recruitment and Retention with Successful Internships

1. Rock Recruitment and Retention with Successful Internships

2. Internships are an Important Pipeline for Diverse Talent Acquisition • 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

3. Why Internships are Important to Students with Disabilities and Employers • 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

4. Prudential’s Business Commitment to Successful Internships • 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

5. Prudential’s Employee Resource Groups • 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

6. Prudential’s Employee Resource Groups • 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

7. Prudential’sPartnership with the Workforce Recruitment Program (WRP) • 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

8. WRPRecruitment Process • 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

9. Candidate Selection Criteria • Recruiters interview candidates and give them a score of 1-5 on: • Qualifications (assessed through review of transcripts, resume, and discussion of experience) • Maturity • Communication (both written and oral) • Direction • Overall 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)

10. What Does WRP Offer Employers? • 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

11. BenefitsTo Your Company • 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

12. Testimonialsfrom Interns • 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.

13. Prudential Ranks as a Great Place for Interns • 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

14. Best Practices and Strategies for Success • 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

15. QUESTIONS? • Thank you for your time and attention • Any Questions?

16. For More Information • 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 Team Mitchell.colet@dol.gov or 202-693-4940 http://www.dol.gov/odep/ • Toni McDaniel, Director of Diversity, Prudentialtoni.mcdaniel@prudential.com or 973.802.4612 • Von Howze, V.P. of Human Resources, Prudential von.howze@prudential.com or 973.716.6924