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February 2014: Best Practices in Disability Recruiting


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February 2014: Best Practices in Disability Recruiting

  1. 1. Using Best Practices in Disability Recruiting to Comply with new Federal Regulation Changes February 24, 2014
  2. 2. What is Think Beyond the Label? + Think Beyond the Label is a crosssector partnership that is creating new opportunities for businesses to find resources and connect to job candidates with disabilities
  3. 3. Think Beyond the Label’s Path to Successful Disability Recruiting Job Postings Logo Placements Online Career Fairs Online Open Houses Diverse Recruitment Pool
  4. 4. Overview of Today’s Conversation + 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
  5. 5. 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
  6. 6. 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
  7. 7. 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
  8. 8. 503 Regulation Compliance Components Targeted Outreach Data Collection & Review Communication
  9. 9. Targeted Outreach Targeted Outreach 1. Documented outreach and positive recruiting activities targeting workers with disabilities 2. Clear, consistent messaging on selfidentification for applicants with disabilities 3. Equal employment clause must be included in subcontracts
  10. 10. 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
  11. 11. Communication Communication Educate hiring managers on 503 Regulations including implications of ADAAA and requirements to invite selfidentification: 1. “Invite” applicants to selfidentify at pre and post-offer stages 2. “Invite” workers to selfidentify as having a disability every 5 years
  12. 12. 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
  13. 13. Disability Recruiting Strong Employer Brand Targeted Outreach & Recruiting Formats Disability Recruiting Accessible Logistics Consistent Candidate Communications
  14. 14. 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
  15. 15. 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
  16. 16. 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
  17. 17. 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
  18. 18. 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
  19. 19. 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
  20. 20. 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
  21. 21. 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
  22. 22. 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
  23. 23. Questions? Barbara Otto – Laura Wilhelm – Thank you