february 2014: best practices in disability recruiting
DESCRIPTION
Learn more at http://thinkbeyondthelabel.brazenconnect.com/.TRANSCRIPT
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Using Best Practices in
Disability Recruiting to
Comply with new Federal
Regulation Changes
February 24, 2014
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What is Think Beyond the Label?
+ Think Beyond the Label is a cross-
sector partnership that is creating new
opportunities for businesses to find
resources and connect to job
candidates with disabilities
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Think Beyond the Label’s Path to
Successful Disability Recruiting
Logo Placements
Job Postings
Online Career Fairs
Online Open Houses
Diverse Recruitment Pool
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+ Address 503 regulations aimed at increasing
employment of workers with disabilities
+ Differentiate disability recruiting from other
types of diversity recruiting
+ Provide concrete strategies to engage, recruit
and hire job candidates with disabilities
Overview of Today’s Conversation
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Job Candidates with Disabilities are
a Heterogeneous Group
+ One in five Americans has a disability –
globally it’s equal to the population of China
(1.3 billion)
+ The disability community is the 3rd largest
market segment in the U.S. – ahead of
African Americans and Hispanics
+ Nearly 30% of U.S. families have a family
member with a disability
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The ADA Defines Disability Broadly
+ A physical or mental impairment that
substantially limits one or more major life
activities; a record (or past history) of such
an impairment; or being regarded as having
a disability
+ Section 503 uses the ADA’s definition of
disability as the basis of its new compliance
requirements
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Section 503 of the Rehab Act
Requires contractors
to have an Affirmative
Action Plan for 7%
utilization goal of
qualified workers with
disabilities
by March 24, 2014
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503 Regulation Compliance
Components
Data Collection
& Review
Communication
Targeted Outreach
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Targeted Outreach
Targeted Outreach
1. Documented outreach and
positive recruiting activities
targeting workers with
disabilities
2. Clear, consistent
messaging on self-
identification for applicants
with disabilities
3. Equal employment clause
must be included in
subcontracts
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Data Collection
Data Collection
&
Review
Contractors must document &
quantify:
1. # of applicants known to
have disabilities;
2. # of individuals with
disabilities hired; and
3. Total # of job openings and
jobs filled
Open Records Access for
OFCCP review
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Communication
Communication
Educate hiring managers on
503 Regulations including
implications of ADAAA and
requirements to invite self-
identification:
1. “Invite” applicants to self-
identify at pre and post-offer
stages
2. “Invite” workers to self-
identify as having a
disability every 5 years
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Disability Self-Identification Form + Final version is now available online
+ Federal contractors must use this version
of the form verbatim with OMB number and
expiration date
+ Form includes individual’s name and date
+ Allows respondents opportunity to decline
to disclose
+ Form must not be used prior to March 24
and can be delayed until start of next AAP
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Disability Recruiting
Strong Employer Brand
Targeted Outreach & Recruiting
Formats
Accessible Logistics
Consistent Candidate
Communications
Disability Recruiting
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Building a Strong Employer Brand
+ Outreach: Align your employer brand with diversity
recruiting brands that are recognized and trusted by
candidates with disabilities
+ Data Collection: Create measurable impact from logo
placements and event participation that showcase your
commitment to disability hiring
+ Communication: Promote accessible recruiting
strategies through PR opportunities, on your career
pages and publicize current disability engagement with
your existing workforce
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Targeted Outreach & Recruiting Formats
+ Outreach: Start connecting directly to candidates with
disabilities with targeted job postings, disability
recruiting events or by working with disability-specific
sourcing firms
+ Data Collection: Using targeted formats like online job
postings and virtual career fairs creates engagement
metrics to begin quantifying impact
+ Communication: Train your teams to incorporate
these targeted outreach formats and activities into their
recruitment plans
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Accessible Logistics
+ Outreach: Make the interview process as accessible
as possible - ask applicants if they need interview
accommodations
+ Data Collection: Document and record your efforts to
make application and interview processes accessible
+ Communication: Publicize accessible recruiting and
hiring strategies to applicants and ensure your teams
are trained in accessible recruiting, interviewing, hiring
and on-boarding techniques
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Consistent Candidate Communications
+ Outreach: Contractors are now required to use the DOL
disability self-identification form to invite applicants to
self-identify at the pre-offer stage which includes notice
+ Data Collection: Formalized self-identification process
will create new tracking mechanisms to capture data on
number of job applicants and employees with a disability
+ Communication: Employers can communicate invitation
to self-identify after screening applicants for basic job
requirements and invitation includes a Reasonable
Accommodation notice
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Finding Unique Opportunities to
Engage Job Seekers with Disabilities
+ Participate in online career fairs and other
online opportunities targeting job seekers
with disabilities
+ Use social recruiting to connect directly to
workers with disabilities
+ Source candidates with disabilities through
targeted professional networks and search
firms
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Recruiting with TBTL Online Career
Fairs & Open Houses Business participants receive:
+ A branded employer booth displaying open positions, videos,
benefits information and more
+ A Candidate Report with attendee information and resumes
+ Space for 3 recruiters at career fairs & more at Open Houses
+ Dedicated, personalized account support
+ Logo placement on Think Beyond the Label's website
+ 20% discount for businesses who sign up for March 5th
career fair with discount code tbtl2014
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What does TBTL’s Pool of Job
Candidates with Disabilities Look Like?
+ TBTL candidates are looking for high-skilled,
professional level jobs
+ TBTL candidates have experience in 40 different
industry categories and live in all 50 states;
+ More than 50% have college or advanced degrees;
+ 50% have 5 or more years of job experience;
+ 35% have more than 11 years of job experience
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Example of a typical TBTL Job
Candidate:
+ Steve
+ Lives and works in Indianapolis, IN;
+ Has a degree in industrial engineering and 2
years relevant experience;
+ Currently seeking a job with greater
responsibility and opportunity; and
+ Participated in our last online career fair
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TBTL’s Corporate Partnership
Program is well positioned to help + Featured partners get prime logo placement on TBTL website’s
highly-trafficked pages and in the monthly Hire Wire newsletter
with regular reporting on site analytics
+ Featured employers have targeted logo placement on TBTL jobs
portal with monthly reporting on site analytics
+ TBTL can help source job candidates with disabilities through our
Online Career Fairs, Open Houses and through partnerships with
disability focused search firms
+ TBTL can train your team to build an inclusive business culture,
while managing employment issues effectively within the ADA
+ Partners benefit from co-branded PR opportunities