Featured speakers from Think Beyond the Label discuss what the new compliance legislation means for companies seeking to recruit and hire workers with disabilities.

1. Using Best Practices in
Disability Recruiting to
Comply with new Federal
Regulation Changes
September 25, 2013

2. 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

3. Think Beyond the Label’s Path to
Successful Disability Recruiting
Candidate
Outreach
Jobs
Portal
Online
Career
Fairs
Candidate
Sourcing
Diverse
Recruitment
Pool

4. + Address new 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

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. 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. Section 503 of the Rehab Act
Requires contractors
to have Affirmative
Action Plan for 7%
utilization goal of
qualified workers with
disabilities
by March 24, 2014

8. 503 Regulation Compliance
Components
Data
Collection
&
Review
Communication
Targeted
Outreach

9. Targeted Outreach
Targeted
Outreach
Documented outreach and
positive recruiting activities
targeting workers with disabilities
Clear, consistent messaging
on self-identification for applicants
with disabilities
Equal employment clause in
subcontracts

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. Communication
Communication
Educate hiring managers on
503 Regs 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

12. Diversity Recruiting
Strong Employer
Brand
Targeted Outreach
& Recruiting
Formats
Accessible Logistics
Consistent
Candidate
Communications
Disability
Recruiting

13. Disability Recruiting Under 503:
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

14. Disability Recruiting Under 503:
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

15. Disability Recruiting Under 503:
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

16. Disability Recruiting Under 503:
Consistent Candidate Communications
+ Outreach: Contractors are now required to invite
applicants to self-identify at the pre-offer stage
+ Data Collection: Formalize self-identification tracking
mechanisms to capture data on the number of job
applicants with a disability
+ Communication: Employers can communicate the
invitation to self-identify after screening applicants for
basic job requirements

17. 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

18. Recruiting ‘outside the box’ with
TBTL Online Career Fairs
Business participants receive:
+ A branded employer page displaying open positions, videos, benefits
information and more
+ A Candidate Report with attendee information and resumes
+ Space for up to 3 recruiters, with an option for more
+ Dedicated, personalized account support
+ Logo placement on Think Beyond the Label's website
+ $100 discount for businesses who sign up by Oct. 1st with
discount code tbtl2013

19. 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

20. Example of a typical TBTL Job
Candidate:
+ Chris
+ Lives and works in San Diego, CA;
+ Is a CPA with a BA in accounting and more
than 7 years finance experience;
+ Currently seeking a job with greater
responsibility and opportunity; and
+ Participated in our last online career fair

21. 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 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

22. Questions?
Barbara Otto – barbara.otto@thinkbeyondthelabel.com
Laura Wilhelm – laura.wilhelm@thinkbeyondthelabel.com
Thank you